The Differences between Training and Development

There are some important differences between training and development. While training focuses on imparting specific skills and knowledge, development focuses on improving the entire person. The two are often confused, but they actually serve completely different purposes. Training focuses on imparting knowledge, skills, and behaviors to employees, while development focuses on the individual’s overall progress.

Training

Training is commonly thought of as employee education designed to improve the knowledge, skills, and abilities of the employee. The process of providing or offering training should result in improved job performance. If done correctly, a solid training program can also improve job satisfaction and make employees feel like they are valued.

NOTE: If we are to truly improve workplace training, we need to start thinking about training as “learning” instead of a term that typically means one-and-done rarely used instruction.

Development

Development is the overall growth of the employee. While similar to training, development opportunities seek to grow the talents of the employee in order for them to take on greater responsibilities. An entry-level employee may not be ready to lead a team, but a strong development program will help identify and hone the skills and behaviors needed for the junior employee to one day become a manager or team leader.

Quick Note About My Perspective

For those of you who are new to my blog, I am a former Master teacher who became a professional video creator and then became an instructional design expert. I make learning experiences for businesses. My specialty is videos for learning. I teach people how to make their own instructional videos. And, I love to make fun instructional videos that push for better instruction in the workplace. I make “training” but urge people to think of it as learning. Development, as defined here, should be blended with training to create “Learning In The Flow of Work.”

Training vs. Development Chart

	Training	Development
Definition	Instruction designed to improve the knowledge, skills, and abilities of the employee to do their job.	Systems of instruction designed to grow the employee beyond their current job.
Intent	Designed to help people do their job.	Designed to help people grow beyond their current job.
Orientation	Job	Career
Objective	Narrow – single focus	Broad – systems and procesess
Focus	Skills	Behaviors
Duration	Short – days, weeks, months	Long – years
Level	Entry level through line worker	Managerial
Blooms	Remember, Understand, Apply. Analyze	Analyze, Evaluate, Create
Locus of control	External – company directs the individual	Internal – individual seeks growth
Group size	Everyone	Singular
Purpose	Increase productivity, capability, flexibility	Increase leadership and managerial capability

Conclusion

Training is an integral part of human resource management, and most organizations now treat training as an integral part of their efforts. However, we know that training and marketing are the first to go during budget cuts. To be effective, the human development department must take a proactive role and respond to the changing needs of the business. In the current lean environment, businesses have to adapt and focus on a well-trained, dedicated staff. This means creating a differentiated learning environment that builds a community of learning. Ask me how Learning Carton can help you create learning opportunities for your employees! Email chris@learningcarton to get a free conversation today!