Training, education, development: What is the difference?
Until very recently the concept of ‘learning’ has not really entered into this field of debate, training and development were seen as things that happened in organizations whereas learning appeared to be more formal and was linked to education be it school, college or university (Kitson, 2003).
Training endeavors to impart knowledge, skills and attitudes necessary to perform job-related tasks. It aims to improve job performance in a direct way (Truelove, 1992)
Development can encompass a wide range of activities, including coaching and more formal educational commitments and experiences, and is generally used to encompass a wider scope than ‘learning’ or ‘training’—which may, in fact, be included in the concept of development (Chartered Institute of Personnel and Development (CIPD), 2007).
Activities which aim at developing the knowledge, skills, moral values and understanding required in all aspects of life rather than knowledge and skill relating to only a limited field of activity (The Manpower Services Commission , 1981)
Hughey and Mussnug (1997) note that ‘most employees simply do not learn very well when they are ‘talked to’. They need to be more actively involved in the learning experience.
While the concepts of training, education, development and learning can be difficult to disentangle, it is useful, from an organizational perspective, to develop precise—and separate— definitions, in order to better understand the specific, concrete challenges and outcomes associated with each type of activity. Though their meanings are closely interrelated, it can be misleading to simply use these terms synonymous, as is often done. In the field of human resources, where the immense benefits of appropriate employee training, education, development and/or learning are widely recognized, working towards more precise definitions can help to clarify the issues at stake, empowering individuals and organizations to achieve their objectives using the most appropriate strategies available.
References
Chartered Institute of Personnel and Development (2007) Training: an overview [online] available from https://www.cipd.co.uk/knowledge/strategy/development
Hughey, A. W., and Mussnug, K. J. (1997) "Designing effective employee training programmes." Training for Quality 5, (2) 52-57
Kitson, M. (2003) What is Management development? [online] available from [30 May 2020]
Manpower Services Commission (1981) Glossary of Training Terms. London: HMSO
Masadeh, M., 2012. Training, education, development and learning: What is the difference?. European scientific journal, 8(10).
Truelove, S. (1992) Handbook of Training and Development. Oxford: Blackwell
I think that when it comes to increasing employees' job performance, developing employee attitudes is more important than knowledge and skills development. Many institutions in the world have gained prominence through attitudinal changes. Am i right ?
ReplyDeletehi eranga , yes i,m agree with you, Everyone has attitudes about many things; these are not necessarily a bad thing. One aspect of employees’ attitude is the impact it can have on the people around them. People with a positive attitude can lift the spirits of their co-workers, while a person with a negative attitude can lower their spirits. Sometimes, though, this principle works in reverse, and attitudes are often more complex than positive or negative. Attitudes may affect both the employee’s work performance and the performances of co-workers.
DeleteAttitudes can be infectious and can influence the behavior of those around them. Organizations must therefore recognize that it is possible to influence a person’s attitude and, in turn, his or her behavior. A positive work environment, job satisfaction, a reward system, and a code of conduct can all help reinforce specific behaviors.
Hi Hemantha, when conducting training how can we effectively manage the time without effecting the productivity of the organization?
ReplyDeletehi dilanka ,
DeleteHere are six of the best practices you can use to effectively improve your time management in the workplace:
1. Keep track of the time spent on each task. ...
2. Create a to-do list for each day. ...
3. Identify your goals and stick to them. ...
4. Complete the most important task first. ...
5. Delegate when you can. ...
6. Take short breaks.
Do you think,current educational system is support to over come these issues.
ReplyDeletehi buddima,
Deleteno , because srilankan educational system is not job oriented. peoples have so many talents in different different arias,but they don't have to path to achieve their goals.