Difference Between Training And Development

One most important area of the Human Resource Management function is training and development for the effective utilization of human resources. Training is the act of expanding the knowledge and skill of an individual for doing a particular job. In the present situation training is increasingly seen as a method for not just encouraging the development of the individual employee however as an integrated part of organizational growth. Ngirwa (2009), defined training as a learning process in which employees acquire knowledge, skills, experience and attitudes that they need in order to perform their job better for the achievements of their organizational goals. It is the bridge between job requirements and employee present specifications. This
In some not-for-profit organizations, the values of the organization or the tightness of funding may result in there being only modest salary increases associated with a promotion. In other industries, especially in private sector companies, a promotion to senior management may convey various advantages, for example investment opportunities, a reserved parking space, a corner office with a secretary, and bonus pay for good performance .
2.2.3 Difference between Training and Development
The contrast between training and development is that, training is the acquisition of knowledge and skills for present tasks, which help individuals, contribute to the organization in their current positions. To be successfully, training must result in a change in behavior, such as the utilization of new knowledge and skills on the job, whereas development, provides the employee with knowledge and skills that are intended to be used in the future. Hence the purpose of career development is to prepare employees to meet future office needs, thereby ensuring the organization’s survival.
Training was used to give workers the job-specific skills, experience, and knowledge they have to carry out their occupations or enhance their job performance
It is one of the most important potential motivators which can prompt numerous possible advantages for both individuals and the organization. According to Adams (2002), training makes employees feel that they are part of the organization’s family. Training creates the sense of belonging for all employees. It creates the professional development and enhances the employee’s skills. Additionally it commits proficient workforce with less mistakes. McNamara (2010) added that, training increasing job satisfaction, ethic and employee morality, enhancing the employee motivation, improving the efficiencies in processes and financial gain, raising the ability to obtain new technologies, developing the innovation in strategies and products and reducing employee turnover and just mention few