This article will help you to learn about the difference between training and development of employees.

Difference between Training and Development

Difference – Training of Employees

1. Purpose:

It makes people skilled to perform the present jobs.

2. Depth of knowledge imparted:

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It largely imparts technical skills to perform a job.

3. Level of persons involved:

It is generally given to non-managers. Employees are, however, both new and old.

4. Scope of learning:

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It increases skills of a person to perform the present jobs. It exploits already existing skills of a person.

5. Initiative in learning:

It retains a person on the job. If an employee cannot perform his job well, training helps him to perform it. If still he does not perform the job well, he is transferred to some other job. The initiative to learn through training is to retain one’s current job.

6. Examples:

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Training programme to learn to operate a computer.

7. Perspec­tive:

Short-run perspective.

Difference – Development of Employees

1. Purpose:

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It makes employees skilled to perform the present and future jobs.

2. Depth of knowledge imparted:

It imparts human and conceptual skills to work with people, analyze present and future requirements of the job and assume jobs with greater responsibilities and abilities.

3. Level of persons involved:

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It is imparted to managers. It involves people at higher levels.

4. Scope of learning:

It increases skills and personality of a person to perform present and future jobs. It exploits existing and hidden skills or talent of a person.

5. Initiative in learning:

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It promotes a person to perform better and more responsible jobs. A person who performs his current job well attends development programmes to get promoted to higher jobs with higher responsibilities and competence.

6. Examples:

Seminar on development of skills to make computer software programmes.

7. Perspective:

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Long-run perspective.