Difference between Training and Development

Training

Training is a process in which the trainees get an opportunity to learn the key skills which are required to do the job. Learning with earning is known as training. It helps the employees to understand the complete job requirements.

Nowadays, many organisations organise a training program for the new recruits just after their selection and induction, to let them know about the rules, policies and procedures for directing their behaviour and attitude as per the organisational needs. Training also helps the employees to change the conduct towards their superior, subordinates and colleagues. It helps to groom them for their prospective jobs.

1. Training is the act of increasing the skills and knowledge for doing a particular job.
2. Training focuses on imparting job-related technical skills.
3. Training is concerned with imparting specific job-related technical skills to non-managerial employees. Thus, it has short-term focus.
4. The role of trainer or supervisor is very important in training. The superior generally takes initiative in importing training to his subordinates.

Development

The training for the top level employees is considered as development, also known as management or executive development. It is an on-going systematic procedure in which managerial staff learns to enhance their conceptual, theoretical knowledge. It helps the individual to bring efficiency and effectiveness in their work performances.

Development is not only limited to a particular task, but it aims to improve their personality and attitude for their all round growth which will help them to face future challenges. It changes the mindset of the employees and makes them more challenging or competing.

As the technology needs updating, the manpower of the organisation also needs to be updated, so the development is a must. Development is an educational process which is unending, as education has no visible end. It involves training a person for higher assignments. It digs out the talents of the managerial staff and helps in applying the new knowledge, which is a requirement of the organisation.

Coaching, mentoring, counselling, job-rotation, role playing, case study, conference training, special projects are some of the methods of development.

The performance of an organisation is based on the quality of its employees, and so the greater the quality of employees, the greater will be their performance. The primary purpose of development is that the second list of managers or executives is prepared for future replacement.

1. Development is the overall growth of an employee to perform present assignment better and increasing potential for future higher order assignment.
2. It focuses on imparting technical, human, and conceptual skills.
3. It seeks to develop competency of managerial employees to handle complex and challenging tasks. Thus, it has long-term focus.
4. It is a self-development process. The executive has to be internally motivated for self- development. It is career-centered in nature.