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Key Differences Between Training and Development

The document discusses the key differences and similarities between training and development. It provides details on: 1. The major differences are that training is for new employees, short term, job specific, and instructor led, while development is for existing employees, long term, career oriented, and self directed. 2. The objectives of training and development are to provide job skills, improve productivity, maintain safety, and enhance performance. 3. Requirements for training workers include topics like safety, harassment, leadership, and compliance. 4. Effective employee training methods include instructor-led, eLearning, coaching, simulations, and hands-on experience.

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endalkachew gudeta
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74 views

Key Differences Between Training and Development

The document discusses the key differences and similarities between training and development. It provides details on: 1. The major differences are that training is for new employees, short term, job specific, and instructor led, while development is for existing employees, long term, career oriented, and self directed. 2. The objectives of training and development are to provide job skills, improve productivity, maintain safety, and enhance performance. 3. Requirements for training workers include topics like safety, harassment, leadership, and compliance. 4. Effective employee training methods include instructor-led, eLearning, coaching, simulations, and hands-on experience.

Uploaded by

endalkachew gudeta
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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1.

Key Differences between Training and Development

The major differences between training and development are as under:

1. Training is a learning process for new employees in which they get to know about the
key skills required for the job. Development is the training process for the existing
employees for their all-round development.
2. Training is a short-term process i.e. 3 to 6 months, but development is a continuous
process, and so it is for the long term.
3. Training focuses on developing skill and knowledge for the current job. Unlike, the
development which focuses on the building knowledge, understanding and
competencies for overcoming with future challenges.
4. Training has a limited scope; it is specific job oriented. On the other hand, development
is career oriented and hence its scope is comparatively wider than training.
5. In training, the trainees get a trainer who instructs them at the time of training. In
contrast to development, in which the manager self-directs himself for the future
assignments.
6. Many individuals collectively attend the training program. Development is a self-
assessment procedure, and hence, one person himself is responsible for one’s
development.

Similarities between Training and Development


These both things provide us the practical knowledge of the corporate which elevate the
capability of the employees. These both increases the performance of the employees. These also
helps them to do less mistakes from them.
Training, development, and education all involve learning. Training is aimed at teaching
immediately applicable knowledge, skills, and attitudes to be used in a specific job. Training
may focus on delivering better performance in the current role or to overcome future changes.
Development is aimed at the long term.

2. What are the objectives of Training and Development of an organization?

 To provide job-related knowledge to your staff.


 To provide skill, knowledge systematically.
 To develop the productivity of the employees and the organization.
 To maintain safety standards.
 To improve equipment handling practices.

Goal

Training and development program helps employees learn specific knowledge or skills to
improve performance in their current roles. Increase in efficiency: Training improves skills
and efficiency that can help in operating

Provide quality, cost-effective training designed to increase individual and organizational


productivity and enrichment. Provide development opportunities that enhance knowledge, develop
skills and enrich the organization.

3. What are requirements for training workers?

 Sexual Harassment Training


 Safety training

 Personal protective equipment (PPE)

 Emergency action plan

 First aid

 Hazard communication

 Performance management training


 Non-discrimination and anti-retaliation
 Leadership training
 Compliance and ethics training

4. In our organizations training need issues that gives priority

A. Productivity maximization

B. Peace and stability or safety training

C. women and children discrimination issue training

D. quality control training


5. The best types of employee training methods for your workforce may include:

1. Instructor-led training
2. eLearning
3. Coaching or mentoring
4. Lectures
5. Group discussion and activities
6. Role-playing
7. Management-specific activities
8. Case studies or other required reading

1. Instructor-led training
Instructor-led training is the traditional type of employee training that occurs in a classroom,
with a teacher presenting the material. This can be a highly effective method of employee
training, especially for complex topics. Instructors can answer specific employee questions or
direct them to further resources. They also allow for highly-skilled instructors to match the
training level and style to the employees in the room.

2. ELearning
ELearning, on the other hand, relies on online videos, tests, and courses to deliver employee
training. Employees can do their training right in the palm of their hand with a smartphone or
on their company computers.

It’s one of the easiest types of employee training to roll out to larger populations, especially for
employees who are remote or have high-turnover rates. With interactive games, tests, videos,
activities, or even gamified components, it can also go a long way towards keeping your
employees engaged with the training.

3. Simulation employee training


Simulation training is most often provided through a computer, augmented, or virtual reality
device. Despite the initial costs for producing that software or technology, however, simulation
training can be a necessary option for employees in riskier or high-stakes fields. You’ll often
see simulation training for pilots or doctors, but it can be useful for other employees too.

This type of employee training is also highly-effective and reliable, allowing employees to
progress consistently and at their own pace.

4. Hands-on training Hands-on training includes any experiential training that’s


focused on the individual needs of the employee. It’s conducted directly on the job. Hands-on
training can help employees fit perfectly into their upcoming or current role, while enhancing
their current skills.
5. Coaching or mentoring
Coaching or mentoring can share similar qualities to hands-on training, but in this type of
employee training, the focus is on the relationship between an employee and a more
experienced professional, such as their supervisor, a coach, or a veteran employee.

6. Lecture-style training
Important for getting big chunks of information to a large employee population, lecture-style
training can be an invaluable resource for communicating required information quickly.

7. Group discussions and activities


For the right group of employees, group discussions and activities can provide the perfect
training option. It allows multiple employees to train at once, in an environment that better fits
their current departments or groups. These discussions and activities can be instructor-led or
facilitated by online prompts that are later reviewed by a supervisor.

8. Role-playing
Similar to group discussions, role-playing specifically asks employees to work through one
aspect of their jobs in a controlled scenario. They’ll be asked to consider different points-of-
view and think on their feet as they work through the role-playing activity.

9. Management-specific activities
Management-specific activities are just that—employee training that’s focused on the needs of
managers. They may include simulations, brainstorming activities, team-building exercises,
role-playing, or focused eLearning on management best practices.

While management training can include many different types of training, it’s important to
consider the additional needs of your managers separately from the rest of your employee
population. This ensures they have the foundation they need to support the rest of their staff.

10. Case studies or other required reading


Finally, some employee training topics are readily accessible through required readings. Case
studies, in particular, can provide a quick way for employees to learn about real workplace
issues. Employees can read through these at their own pace, or while working in a team-
building session with other employees.

Case studies are a great option for focused topics, but more complex topics will likely require
more advanced types of employee training.

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