Q1.)How does training differ from development & education? What is the role of training & development in learning? 1. Training
Training tends to be job or skill specific. Besides being specific to a particular job, training is also more likely to be a physical endeavor than education. Training entails the practical application of education, and thus requires actual movement and motion. For example, a medical student will obtain knowledge from classroom education, but will ultimately receive his training when he is interning at a hospital. Training is about gaining the skills needed for a job. These may be learned at the place of work (on-the-job) or away from work (off-the-job). On-the-job training tends to be more cost-effective and relevant. However, off-the-job training is usually carried out by professional trainers. It also occurs away from the distractions of work. Training tends to have very specific and measurable goals, such as operating an IT system or till, understanding a process, or performing certain procedures (for example, cashing up.
Development is the realization of potential. Education and training can play instrumental roles in a person's development. Becoming fully-developed in a particular discipline is a goal. Training and education are means towards achieving the goal. The achievements which result from education and training are thought of as being measures of how much one has developed. At the same time, the more developed an individual becomes, the higher the level of education or training he may receive. Development is more about the individual – making him or her more efficient at a job or capable of facing different responsibilities and challenges. Development concentrates on the broader skills that are applicable to a wider variety of situations, such as thinking creatively, decision-making and managing people. In short, training is typically linked to a particular subject matter and is applicable to that subject only, while development is based on growing broader skills which can be used in many situation.
Most of the time, education takes place in a classroom or through reading academic-oriented books. It is the acquisition of knowledge through theoretical means. This type of knowledge may not always be as practical as training, but it does help to develop a person's sense of higher level reasoning and critical thinking skills. An example of this is learning philosophy. Philosophy promotes deep thinking, but is not a discipline which is likely to be applicable in a non-academic work environment.
The need for Training and Development
Training and development is vital part of the human resource development. Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organisation apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things. The following are the two biggest factors that contribute to the increased need to training and development in organisations: 1. Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver. 2. Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at...
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