Difference Between Training and Development
The terms training and development are often used interchangeably in the business sector, and they refer to actions aimed at enhancing workers' knowledge, performance, and productivity. However, there is a significant distinction in their meanings and consequences, which is often disregarded by most experts.
Training may be defined as a company-sponsored program that aims to improve workers' knowledge and abilities in accordance with the task's requirements. Development, on the other hand, is a structured activity in which an organization's workforce learns and evolves; it is a self-evaluation act.
What is Training?
Training is the process of providing specialized skills, competencies, and information to personnel in a certain company so that they can manage a variety of responsibilities. New personnel is often subjected to training methods in order to get acquainted with the company's operations.
Importing certain abilities and behaviors is a term that is often used to describe training. The specificity refers to acquiring a particular course subject or skill, such as a computer language, machine operations, or tennis/football. Employees may also benefit from training to improve their behavior toward their bosses, subordinates, and coworkers. It aids in their preparation for future employment.
What is Development?
On the other side, development is holistic, striving to improve one's complete personality. A development program's content may contain intellectual or theoretical inputs, viewpoint strategic thinking, or an emphasis on behavioral characteristics like leadership abilities, team management, and group management, among other things.
Development is not restricted to a single activity; it also attempts to develop their mentality and attitude in order to aid their overall growth and prepare them for future problems. It alters workers' mindsets, making them more difficult or competitive.
Furthermore, development is carried out to assist individual workers inside the organization's premises in gaining management abilities after demonstrating themselves at junior levels. Some of the development strategies include coaching, mentoring, counseling, work rotation, role-playing, case studies, conference training, and special projects.
Comparison Table Between Training and Development
| Training |
Development |
- It refers to the acts of teaching and learning.
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- The total development of the organization's workforce is referred to as development.
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- Its major goal is to improve the organization's work efficiency.
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- Personal development and professional achievement are the primary goals of development.
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- Training is mostly focused on honing abilities.
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- It focuses mostly on the personnel's hidden traits.
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- The techniques of on-the-job and off-the-job training are employed.
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- The only approach employed is the off-the-job method.
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- Training is short-term and has a set period.
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- Development is a long-term endeavor.
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- The focus of training is on the job.
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- The focus of development is on the individual.
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- The trainer is assigned to the company to instruct newly hired staff on how to do certain tasks.
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- This is known as training, and it is when a salesperson is sent to learn new tactics to improve sales. It is termed development if he is sent for an orientation/personality development program to improve his conceptual abilities.
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Conclusion
As a result, the training was designed for tasks such as teaching and learning. Its major goal is to improve the organization's work efficiency. On the other side, personnel development is synonymous with personal progress and success. In contrast to training, this is a wide idea.
