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hi i m akshay pursuing my mba(hrm) from mumbai i have 1 basic doubt
what is the difference between training and development i.e
when we should introduce training and when we should do development part in the organisation.plz help me .
with regards ,

From India, Mumbai
Management Consultant
Rajnish Borah
Hr Leader - Syntel Inc

Rajnish Borah

I am trying to pick my understanding in here,
Training as I understand is a directed activity done towards a desired outcome ( performance enhancement), example - improving spoken (english ) communication skills - where the desired activity is to improve the spoken english of an individual. Its more towards honing a skill which can lead to development of the individual and aid in productivity ( personal & professional)
Development in the HRD context would be efforts put in by the company towards furthering the growth of an individual in the organisation, it can be done via training, coaching, mentoring, sponsoring continuing education, occupation related workshops etc. All development activities are tied to an objective of creating a career path for the individual.


Hi i am jayavel doing my MBA in HR.
I like to give you some information what i studied in my first year.
1. Output is Measurable immediately
2. Training is short term process.
3. Training is given when there is a need or necessity.
4. Training will be on the job or off the job training.
1 Output is measurable in the course of time.
2. Development is a long term process.
3. Development is given all the time.
4. Development is always off the job and it is for career planning also...
hope i answered your query a part
best of luck
with regards
jayavel.k :D

From India, Madras

Training is concerned with the teaching of specific, factual,
narrow - scoped subject matter and skills. It is a formal
classroom /site / on the job learning activities.
This is normally applicable for
-shop floor
-on the job
where the skills / knowledge are needed in the immediate
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.
This is normally applicable for
-career plans for potential employees
-career management
-senior career development
-management develpment

From India, Mumbai
akshaybhakre, I share your doubt. We had a quiz where the professor gave us different scenarios and we were to decipher whether it would be considered training or development. Lots of them stumped me. For example:
Which would a sexual harassment tutorial be?
Because you can measure completion of this it would seem like training, but it's also a tutorial that can help you in years to come.
Another scenario was:
Coordinating management to work on the production line
Once again although this is short term, it will enable the managers to do their job more effectively in the long run because they know what the first step in the company is. They know what those people are going through & can be more sensitive, etc...


Hi Akshay,
Training is an intervention aimed at improving or enhancing specific skill set of the employee/s to improve their work effectiveness for which they are primarily hired.
However, Development is more focussed towards the holistic personality improvement of the employee/s on job.
On one side, where training is targeted to improve a particular skill required to perform the task, development is proactive & is not only restricted to a specific skill.
In the present era, training is being improvised as learning which is a continuous process of gaining new knowledge & preparing oneself to face the real challenges of the VUCA world.

From India, Mumbai
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