Employee Training vs. Employee Development

Every organization needs to have well-adjusted, trained, and experienced people to perform the activities that must be done. As jobs in today’s dynamic organizations have become more complex, the importance of employee education has increased. When jobs were simple, easy to learn, and influenced to only a small degree by technological changes, there was little need for employees to upgrade or alter their skills. But that situation rarely exists today. Instead, rapid job changes are occuring, requiring employee skills to be transfomed and frequently updated. In organizations, this takes place through what we call employee training.

 Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes toward their work, or their interaction with their coworkers or supervisor.

 Although employee training and employee development are similar in the methods used to affect learning, their time frames differ. Training is more present-day oriented; its focus is on individuals’ current jobs, enhancing those specific skills and abilities to immediately perform their jobs.

 Employee development, on the other hand, generally focuses on future jobs in the organization. As your job and career progress, new skills and abilities will be required. As you are groomed for positions of greater responsibility, employee development efforts can help prepare you for that day.

 Irrespective of whether we are involved in employee training or employee development, the same outcome is requirewd. That is, we are attempting to help individuals learn. Learning is critical to everyone’s success, and it’s something that will be with us throughout our working lives. But learning for learning’s sake does not happen in a vacuum. Rather, it is a function of several events that occur, with the responsibility for learning being a shared experience between the teacher and the learner.

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

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5 Comments (+add yours?)

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    • Anonymous
      Dec 10, 2015 @ 21:07:55

      This post is taken almost verbatim from the book “Fundamentals of Human Resource Management” by David A. DeCenzo, Stephen P. Robbins, and Susan L. Verhulst. Unless these three authors copied this blog, which I highly doubt, I would say the blog author plagiarized the entire thing. I see no citations or reference to their work.

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