Training & Development in HRM

Why Training & Development is important?

Training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles. Development is more expansive and focuses on employee growth and future performance, rather than an immediate job role.

Good training and development programs help to retain the right people and grow profits. As the battle for top talent becomes more competitive, employee training and development programs are more important than ever. Hiring top talent takes time and money, and how organizations engage and develop that talent from the time employees are recruited impacts their retention and future business growth.

“As companies grow and the war for talent intensifies, it is increasingly important that training and development programs are not only competitive but are supporting the organization on its defined strategic path”- China Gorman, CEO at Great Place to Work.

Differences of Training Vs Development

1 Short term vs. Long term

Training focus on present and the Development is focused on the future.

In general, training faces an immediate challenge and teaches the knowledge or skills needed by company employees in a short period of time. Example training could be a course to improve the communication skills of employees, a conference to explain the protocol for returning a product or a class to use the Excel program to improve the knowledge & skill of the employee

On the other hand, development focuses on the long term. Human resource managers propose a strategy to put in place over several months or years, comprising a set of initiatives that are expected to bear fruit over a long period of time. It is a continuous process in which organisations are trying to develop professionals in their next step or their next position of responsibility.

2. Job position vs. Professional career

Training is designed for a specific job position. It seeks to provide professionals with tools and skills, taking into account the work that they will be doing at the company.

However, development focuses on the person: its objective is to get the best out of each professional in the company, identifying their interests and the fields in which they can more easily progress. 

3. Specific objectives vs. Open objectives

In training, the objectives are specific and well defined: learning how to use a program, obtaining a certain personal skill or teaching the new protocols put in place by the company.

In development, the objectives are always much broader and can cover all types of knowledge and skills. Compared to training, development is less tangible and often focuses on philosophical issues, changing habits and improving skills. Not only that, but objectives can be changed over time and completed according to the new demands of the market or the company.

4. Group vs. Individual

Training tends to be an initiative designed by a company and taught by a tutor or expert to a group. The company pays for the expenses and organizes the courses, decides what sort of tools its employees should use, and sets the guidelines to follow in all the training activities.

However, with development, the emphasis is put on the individual. Development programs are often personalized and the person who is ultimately responsible is the employee. In this case, the most important focus is not on lessons taught by a tutor, but rather on the self-learning process and progress that must be taken on by the professional.

Comparison of Training Vs. Development

BASIS FOR COMPARISON	TRAINING	DEVELOPMENT
Meaning	Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement.	Development is an educational process which is concerned with the overall growth of the employees.
Term	Short Term	Long Term
Focus on	Present	Future
Orientation	Job oriented	Career oriented
Motivation	Trainer	Self
Objective	To improve the work performances of the employees.	To prepare employees for future challenges.
Number of Individuals	Many	Only one
Aim	Specific job related	Conceptual and general knowledge

Conclusion

Training is focused on what employee required learning the necessary knowledge & skills requirements of the job.

Development is focused on building the personality and attitude of the employee for facing future challenges.

However training & development   are vital for an employee and employer both in achieving short-term and long term objectives of the organization.

References:

https://www.game-learn.com/the-4-main-differences-between-training-and-development/

J. S. Adams, Toward an understanding of inequity, Journal of Abnormal and Social Psychology, 67(3), 1963, 422-463.

 B. J. Wells, H. B. Layne, and D. Allen, Management development training and learning styles, Public Productivity & Management  Review, 14, 1991, 167 -176.

https://www.allencomm.com/what-is-employee-training-development/