narrow - scoped subject matter and skills. It is a formal
classroom learning activities.
Development is concerned with a broader subject matter
of a conceptual or theoretical nature and the development
of personal attitudes. It comprises all learning experiences,
both on and off the job, including formal, classroom training.
Education, primarily, involves the presentation of material by the faculty to students who are learning about the subject matter. The material being studied is fundamentally well known material. Those activities known as teaching and training are included in this category.
Learning is the process of acquiring knowledge or skill through study, experience or teaching. It is a process that depends on experience and leads to long-term changes in behavior potential. Behavior potential describes the possible behavior of an individual in a given situation in order to achieve a goal.
Training – impart skills, attitude and knowledge for direct application to a task or job.
Development - adopt skills, attitude and knowledge for application to a future role.
Education – impart skills, attitude and knowledge for application to life.
Learning - adopt skills, attitude and knowledge that impacts future behavior.
Training, development and education are all a subset of “learning”. Training is structured presentation with a specific purpose and may or may not be classroom based. Development and learning may occur with varying levels of structure and purpose. Hope this helps.
Human Resources Software and Resources
Training is event specific, of short term duration and with focussed objectives. example: training for sellling skills, training to operate a specific production system or process etc. Training is FORMAL.
Development is a larger canvass which envisages modification of behaviour and personality. For example we can have a project to develop the leadership skills of a selected group of persons. This may involve formal training sessions also but is more expanded and deeper than training. Development is mostly INFORMAL and at a behavioural plan.
Learning is a behavioural process which is continuous from birth to death. It is mostly informal, but there could be formal phases as well. From learning to talk, walk, run etc, to learning to operate a computer, fly a plane to learning to socialise, to lead a group, to move an idea....the list is infinite and touches upon all that we acquire from birth to death.
Education is the formal phase of learning described above. It is a combination of both training and development. The texts we study, th assignments we perform are part of the formal training phase, while the changes in our attitudes, values, ehaviour and culture is the informal, developmental part.
Development is a broader term.Growth oriented enabling the employees to attain higher positions.IT is aimed at the the senior level managers.A continuos and ongoing process and the result of internal motivation.It is future oriented,focusing ont eh personal growth of the employees.A course to improve the decision making skills,interpersonal competence etc falls under this category.
Training and education are growth oriented and complementary in nature.
scope of training is limited by its objectives.In contrast education lacks the specificity of training.
learning is a relatively permanent change in behavior brought about as a result of some experience.it is a covert activity.Whereas training is an overt activity.
Training, development and education is essentially about 'making learning happen'.
Reid and Barrington (2001), define training as a planned process to modify knowledge, skill behaviour or attitudes (KSA) through learning experience to achieve effective performance in an activity or a range of activities. Its purpose in the work situation is to develop the abilities of the individual and to satisfy the current and future needs of the organisation.
According to Reid and Barrington (2001) education aims at developing KSA in all aspects of life rather than a knowledge or skill relating to only a limited field of the activity. In a job situation education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential.
Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations.
Development can be considered the forefront of what many now call the Learning Organization.
However, many organizations and managers use the term education and development interchangeably. What is important to note is that training is aimed at meeting present requirements of the organisation and education and development can be construed as relating to future requirements.
Reid M A, Barrington H 2001 Training Interventions: Promoting learning opportunities 6th ed. CIPD, London
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I came across this posting today only.
Learning is self. It is an active process in which relatively permanent changes in behavior takes place as a result of past experience. It enables one to modify his behavior in such a way that a new stimulus response relationship is obtained and there by new techniques - techniques to solve problems.
Rest is expressed in the PPT that I use for safety training. Kindly check, it may help to understand what is training/education.
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