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Training often has been referred to as teaching skills and behaviour.

Examples of training are learning to fire a


rifle, to shoot foul shots in basketball and to type. It is usually reserved for people who have to be brought up to
performing level in some specific skills. The skills are almost behavioural as distinct from conceptual or
intellectual.

Development, in contrast, is considered to be more general than training and more oriented to the individual
needs in addition to organizational needs and it is most often aimed towards management people. There is more
theory involved with such education and hence less concern with specific behaviour than is the case with training.
Usually, the intent of development is to provide knowledge and understandings that will enable people to carry out
non-technical organizational functions more effectively.

Training is meant for operatives and development is meant for managers. Training tries to improve a specific skill
relating to jobs whereas development is an on-going, continuous process. The scope of training is on individual
employees, whereas the scope of development is on the entire work group or the organization. Training is mostly
the result of key initiatives taken by the management. It is the result of some outside motivation. Development is
mostly the result of internal motivation. Training seeks to meet the current requirements of the job and the
individual; whereas development aims at meeting the future needs of the job and the individuals. In other words,
training is a reactive process whereas development is a proactive process. Development is future oriented training,
focussing on the personal growth of the employee.

Education, on other hand, is the process of increasing the general knowledge and understanding of employees. It is
a person-oriented, theory-based knowledge whose main purpose is to improve the understanding of the particular
subject or theme (conceptual learning). Its primary focus is not the job of an operative. Education is imparted
through schools or colleges and the contents of such a programme generally aim at improving the talents of a
person.

The training and development plays a vital role in the learning.

Benefits to Employees:

1. Training makes an employee more useful to a firm. Hence, he will find employment more easily.
2. Training makes employees more efficient and effective. By combining materials, tools and equipment in a
right way, they can produce more with minimum effort.
3. Training helps an employee to move from one organization to another easily. He can be more mobile and
pursue career goals actively.
4. Employee can avoid mistakes, accidents on the job. They can handle jobs with confidence. They will be
more satisfied in their job. Their morale would be high.

Benefits to the Business

1. Trained workers can work more efficiently.


2. They use machines, tools, material in a proper way. Wastage is eliminated to a larger extent.
3. There will be fewer accidents and workers shows superior performance.
4. Training makes employees more loyal and lowers attrition rate in an organization.

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