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Many people would say they are pretty much one and the same thing. But here is a quote I found from leadership writer John Maxwell:
“When we train people, we focus on the job. When we develop people, we focus on the person. When we train people, we’re adding value to specific things, such as what their job description is. When we develop people, we add value to everything. They not only become better in their jobs, they become better in life. Employee training is a necessity for any business that wants to remain competitive in today’s marketplace. But leaders who want to make a lasting difference also recognize that training by itself is not enough. Training people is helpful for a short time, Developing people is helpful for a lifetime. And while the result of training is changed performance ….. The result of development is changed lives.”
Hope that helps.
From Australia, Melbourne
700“When we train people, we focus on the job. When we develop people, we focus on the person. When we train people, we’re adding value to specific things, such as what their job description is. When we develop people, we add value to everything. They not only become better in their jobs, they become better in life. Employee training is a necessity for any business that wants to remain competitive in today’s marketplace. But leaders who want to make a lasting difference also recognize that training by itself is not enough. Training people is helpful for a short time, Developing people is helpful for a lifetime. And while the result of training is changed performance ….. The result of development is changed lives.”
Hope that helps.
From Australia, Melbourne
Dear S. Rama krishnan, Training is short term process given by enhancing specific skills and development is long term process .
From India, Delhi
From India, Delhi
Training is the input from you or HR to a person on a certain field/process and technical field, etc. Development is the feedback from the trainee or assessment by you on how much they have developed in the respective field. We can say development is the OUTPUT of the process, and training is the INPUT for the same.
Thanks and Regards
From Kuwait, Kuwait
Thanks and Regards
From Kuwait, Kuwait
Dear,
Training may be for the present need just to enhance the skills of a person. However, employee development is carried out considering the future needs of an organization. The training modules are prepared accordingly, and employees are selected for this purpose.
Surendra Verma
From India, Delhi
Training may be for the present need just to enhance the skills of a person. However, employee development is carried out considering the future needs of an organization. The training modules are prepared accordingly, and employees are selected for this purpose.
Surendra Verma
From India, Delhi
Thank you, John, for enlightening the right message. @Ramamkrishnan: What John's message is very true.
You can see my daily posts in the below links:
https://www.citehr.com/372496-daily-...ion-avs-4.html
https://www.citehr.com/355324-daily-...s-avs-185.html
From India, Madras
You can see my daily posts in the below links:
https://www.citehr.com/372496-daily-...ion-avs-4.html
https://www.citehr.com/355324-daily-...s-avs-185.html
From India, Madras
development is the outcome of training. training is the source of development. the effect of training could only be seen and measured in development study:marks::training:development
From India, Calcutta
From India, Calcutta
Both are operational terms in HRD. Training and Development imply Executive Training and Management Development - in which the former is given to supervisory categories/executives to impart skills to upgrade current performance, whereas the latter is given to managerial people (middle/top level) aiming at providing knowledge. Training is more technical, and development helps for overall growth (OD) of an individual.
From United Arab Emirates, Abu Dhabi
From United Arab Emirates, Abu Dhabi
Hi Ram,
You have different philanthropic meanings for the terms training and development. In HR language and in the industry, training is provided to blue-collar employees, i.e., workers, to develop specific skills for a job. On the other hand, development is offered to white-collar employees, i.e., executives and managers, to refine and enhance their capabilities for current and future requirements.
The following are some key differences between Training and Development:
Training:
- It is usually targeted at non-managerial personnel.
- The goal is to develop specific skills in an individual.
- It is a one-time event.
- It is often driven by external motivation.
Development:
- It is typically intended for managerial personnel.
- The goal is to develop the overall personality of the individual.
- It is an ongoing process.
- Development stems from internal motivation.
- It is a proactive process and may not require an instructor to lead.
I hope this clarifies the distinction between Training and Development in the HR context.
From India, Muradnagar
You have different philanthropic meanings for the terms training and development. In HR language and in the industry, training is provided to blue-collar employees, i.e., workers, to develop specific skills for a job. On the other hand, development is offered to white-collar employees, i.e., executives and managers, to refine and enhance their capabilities for current and future requirements.
The following are some key differences between Training and Development:
Training:
- It is usually targeted at non-managerial personnel.
- The goal is to develop specific skills in an individual.
- It is a one-time event.
- It is often driven by external motivation.
Development:
- It is typically intended for managerial personnel.
- The goal is to develop the overall personality of the individual.
- It is an ongoing process.
- Development stems from internal motivation.
- It is a proactive process and may not require an instructor to lead.
I hope this clarifies the distinction between Training and Development in the HR context.
From India, Muradnagar
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