Difference Between Employee Development And Human Resource Development - CiteHR
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I hope some experts can help the person with the query at I know I am digressing away from the topic. It is to flag the request for those that might not have seen.
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Hi Venijen,
I think employee development and HR development are not different. As we know employees are one of the main resources in the organization so its very important to develop the employee's skill as individual and as a team member. And that's why performance appraisal process,training and development etc (part of HR management) are there in the organization. Hope my reply will make you satisfy. If still you have any doubts please share with us.
Questions never can be silly,but the answers can be. So never stop yourself to ask questions because if you ask more you can learn more. So just ignore them who laugh at you and go ahead.
Thank you
with regards
Mitali
thank you sir, i really satisfied with your reply... can you please say some of the variables or factors which determine the development of the employees?
Dear Venijen,
Why do you think the T&D is necessary?? Is it required or it could just be an option??
you find sufficient info if you browse, in addition to that I have attached a PPT slide doc, understand well and come up with your own ideas and variables you feel needed........
Regards,
BSSV

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File Type: zip Training & Development.zip (446.4 KB, 2633 views)

BSSV, I think that is the precisely the stance that Mr. Narsimhan had taken.

A lot of these chaps don't think at all. I get very agitated.

These fellows don't think. Then they add a bit of sorry-please-thank-you-I-am-so-grateful and fool you and insult your intelligence and simply copy paste their homework question, expecting you to bite at the false flattery they put forth.

Don't you find that helping a guy like this is like being taken for a ride? He's clearly insulting the intelligence of anyone who helps him. Do you realize these folks don't use their heads and then copy and paste whatever from their email they may have received asking them to do some work on their own?

Then, they will copy and paste whatever you told them to their worksheets.

Pathetic! Amusing, but pathetic all the same!

That, and most of the knowledge they seek (well, they don't even seek it, but simply perpetuate), an instance being the question asked in this thread, is merely bookish with no practical relevance at all. Knowing this fine difference. which was the product of someone's philosophical rambling, is nothing more than cramming in garbage and crapping it out.
Hi,
You are right, absolutely theoretical........ that is why i have asked a question for the ideas of his own, so copying make them lose at once..... the kind of questions he ask' shows he need to do a lot of homework to know the things, he lack the foundation of basics, but he is deriving interest gradually as per my observation...... let's see how far i am right...
Hearty thanks for your sincere input... :-) Glad to know that... have a great day :-)
regards,
BSSV, you are a very kind gentleman.

But see, here comes another one. I think anyone helping these people is only acting out of kindness, and more so out of delusion that they are being helpful.

Providing cookie cutter answers to their absurd questions by finding something on the Web and pasting it here is only going to encourage them to come back to you for doing their homework for free.

Real help would be to urge these people to think about their questions. And more importantly, to think about the absurdity of their questions in the first place.

Take for instance this lady's question about the training practices at Wipro. I find the question so worthy of lampoonery that I do not know where to begin.

Dear question-asker, I assure you the training practices at any one place will not be any different at all from that of any other. Arranging training programs is not rocket science. Here are the steps:

1) Find out what your employees need to learn about to do their job better. A simply email or a Web form on a company intranet does this. This is often referred to as by the highly nonsensical and complicated sounding terms such as Requirements Analysis or Identification of Needs or some such.

2) Find out who can conduct the training within or from outside the organization. This may be ostensibly referred to by the esoteric moniker Procurement or Requisitioning of Training Sources.

3) Hire them. Get the training conducted. This may be described by the utterly needless but intimidating term Implementation Phase.

4) Ask people if they felt it was any good. Follow up after a few months with the participants again if they are making any progress. This is usually referred to by nonsense buzzwords such as Validation or Quality Control or Feedback.

5) Go to step (1). Rinse and repeat.

God! I could write a book.

Those are the bare essentials and then there's a whole of theoretical BS song and dance about it that you can make up with formidable, but vacuous buzzwords such as Competency Mapping Matrix and what-not!
Yeah Mr. satish, I believe any one really need to search on web just to explain the difference between simple two but the one, even after Investing years together on education/graduations!!!!!!!!
Glad to know especially from you that i am kind!!! Good compliment, well taken........
good day.......
Learning is the process of acquiring skill or knowledge. It is Purely the efforts of the person who intends to acquire or gain the skill required and the knowledge. It is the result of psychological perceptions and reasoning. It involves only one person who is learning.

Where as Training is the result of upbringing, it concentrates on moulding the specific activity or behaviour or skills, it is usually done under supervision, guidance, even teaching, through many means, even in simple forms like competitions, examination, assignments, judging the performance and activities.... This involves the two people one the Trainer, who guides you through, supervise your performance and correct you, one who trains you. The another one if the Trainee, the one who under takes the training, or receives the guidance, skills etc etc..



Learning has no limits, it may be anything you are interested to know about, where as training mostly concentrates on behavioral aspects and enhancement of knowledge and skills you already have in you.... (in the sense, training is for examples, you know the alphabet, ABCD, but you know them in ACDB order, under training they correct you and make you write it in a proper way as ABCD, that is moulding, improving upon the knowledge and skill you already have...)

So, learning is mostly the new information and skills you acquire, training is the correction of already acquired knowledge and skills to make it the best.

Further, Training and Development or Learning and Development are not considered as different in the corporate world. And they do not differ from company to company.

The only thing differ is the WAY, they provide you the training and in WHAT AREA they provide you the training. And HOW GOOD you have developed or improved, the benefits of training is satisfactory or not. So, as a "concept" training/learning & development is the same where ever you go, company to company or a school to school.



Is it clear now???

So whether you learn or under go training, the result is the improvement right?? so such improvements are called development. So once you improve you become more good right? so making you good is development.
Learning is the process of acquiring skill or knowledge. It is Purely the efforts of the person who intends to acquire or gain the skill required and the knowledge. It is the result of psychological perceptions and reasoning. It involves only one person who is learning.

Where as Training is the result of upbringing, it concentrates on moulding the specific activity or behaviour or skills, it is usually done under supervision, guidance, even teaching, through many means, even in simple forms like competitions, examination, assignments, judging the performance and activities.... This involves the two people one the Trainer, who guides you through, supervise your performance and correct you, one who trains you. The another one if the Trainee, the one who under takes the training, or receives the guidance, skills etc etc..

Learning has no limits, it may be anything you are interested to know about, where as training mostly concentrates on behavioral aspects and enhancement of knowledge and skills you already have in you.... (in the sense, training is for examples, you know the alphabet, ABCD, but you know them in ACDB order, under training they correct you and make you write it in a proper way as ABCD, that is moulding, improving upon the knowledge and skill you already have...)

So, learning is mostly the new information and skills you acquire, training is the correction of already acquired knowledge and skills to make it the best.

So whether you learn or under go training, the result is the improvement right?? so such improvements are called development. So once you improve you become more good right? so making you good is development.

Further, Training and Development or Learning and Development are not considered as different in the corporate world. And they do not differ from company to company.

The only thing differ is the WAY, they provide you the training and in WHAT AREA they provide you the training. And HOW GOOD you have developed or improved, the benefits of training is satisfactory or not. So, as a "concept" training/learning & development is the same where ever you go, company to company or a school to school.

Is it clear now???
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