HRM Training and Development
Definition of Terms
Education: education refers to the assimilation of knowledge and understanding that can be broader than the work context within which an individual operates. When education is spoken of it generally refers to formal programmes of study, many of which are accredited, and tend to occur outside the workplace. A core purpose of an education system is to provide and improve general skills.
Training: There is no standard definition of training. However, it is generally expressed in behavioural terms, and refers to the planned acquisition of knowledge, skills and attitudes required to perform a role or job effectively. The purpose of training is to improve skills or abilities that will hopefully result in better work performance.
Learning: Learning is seen as a process through which individuals assimilate new knowledge and skills that that result in relatively permanent changes in behaviour. Learning can be conscious or unconscious, formal or informal. Effective learning requires the ability to question habits and challenge assumptions.
Development: By its very nature, development is a broad concept that is future-oriented, and concerned with the growth and enhancement of the individual. In organisational terms it refers to the acquisition of skills and abilities that are required for future roles in the organisation. In this way, development can be seen as a facilitator of career enhancement (career development), for succession planning (within the internal labour market), for managerial potential or for personal development (lifelong learning). To ensure commitment to development, individuals must understand how their development fits in to the organisations aim to achieve success.
Human Resource Development: This usually refers to the development of a strategic organisational approach to managing learning, training and development. The purpose is to link training and development activities to corporate business objectives. It also
Education: education refers to the assimilation of knowledge and understanding that can be broader than the work context within which an individual operates. When education is spoken of it generally refers to formal programmes of study, many of which are accredited, and tend to occur outside the workplace. A core purpose of an education system is to provide and improve general skills.
Training: There is no standard definition of training. However, it is generally expressed in behavioural terms, and refers to the planned acquisition of knowledge, skills and attitudes required to perform a role or job effectively. The purpose of training is to improve skills or abilities that will hopefully result in better work performance.
Learning: Learning is seen as a process through which individuals assimilate new knowledge and skills that that result in relatively permanent changes in behaviour. Learning can be conscious or unconscious, formal or informal. Effective learning requires the ability to question habits and challenge assumptions.
Development: By its very nature, development is a broad concept that is future-oriented, and concerned with the growth and enhancement of the individual. In organisational terms it refers to the acquisition of skills and abilities that are required for future roles in the organisation. In this way, development can be seen as a facilitator of career enhancement (career development), for succession planning (within the internal labour market), for managerial potential or for personal development (lifelong learning). To ensure commitment to development, individuals must understand how their development fits in to the organisations aim to achieve success.
Human Resource Development: This usually refers to the development of a strategic organisational approach to managing learning, training and development. The purpose is to link training and development activities to corporate business objectives. It also