Van Dyk and Erasmus (1999) identify training as being task oriented and focused on improving the learner’s job performance. Development, on the other hand, is argued to be directed towards “creating learning opportunities and making learning possible within an enterprise” (Van Dyk and Erasmus, 1999: 3).
Noe et al’s (2006) distinction between the concepts of training and development focuses on the orientation of the learning intervention. It is argued that training “is focused on helping employees’ performance in their current jobs” (Noe et al, 2003: 376) while development is future-oriented in that it helps employees prepare “for other positions in the company and increases their ability to move into jobs that may not yet exist” (Noe et al, 2003: 376). Further distinctions between the concepts of training and development are highlighted in Table 5.1 below.
As a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. On the other hand, development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future.
Importance of Training and Development
•Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. •Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. •Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an...