Distinction between Training, Development and Learning and the Role of Training & Development in Learning

There is much confusion in understanding the terms ‘Training’, ‘Education’, ‘Development’ and ‘Learning,’ to the point where they are often used interchangeably. In the context of HRD, however, it is often necessary to define and delineate each of these in order to clarify the associated activities and desired outcomes within an organisation and that aspects of each are necessary to ensure full employee potential.

Training may be defined as “a planned process to modify attitude, knowledge or skill behaviour through a learning experience to achieve effective performance in any activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy current and future manpower needs of the organisation”

Development is ‘a long-term process designed to enhance potential and effectiveness. It is also defined as the growth or realisation of a person’s ability, through learning, often from planned study and experience’ There is more theory involved with such education and hence less concern with specific behaviour than is the case with training. The intent of Development is to provide knowledge and understanding that will enable employees to carry out non-technical organization functions more effectively such as problem solving, decision-making etc., Thus, Training is meant to operatives and Development is meant for managers.

Learning Dimension	Training	Development	Education
Who	Non-Managers	Managers	By schools and colleges
What	Technical mechanical operations	Theoretical conceptual ideas	Theory based Knowledge
Why	Specific job related information	General knowledge	Increases general knowledge and understanding of employee
When	Short Term	Long Term	Long Term

Education can be defined as “activities which aim at developing the knowledge, skills, moral values and understanding required in all aspects of life rather than knowledge and skill relating to only a limited field of activity.’ is wider in scope and more general in purpose when compared to training”.

Learning, in contrast to training, is generally defined more holistically, as ‘a process that encompasses training as well as education (Jensen, 2001)’. According to John Sloman (2005: 2), learning can be described as ‘a self-directed, work-based process leading to increased adaptive capacity.’ This process is an ongoing, lifelong journey that may not always be clearly planned or even intentional and can be considered the heart of HRD. Learning process includes the acquisition of skills as well as insights or factual knowledge, and is at play whenever ‘people can demonstrate that they know something that they did not know before (insights and realizations and facts) and/or when they do something they could not do before (skills)’-Mumford

Training for instance, can be associated with ‘learning by doing’ whereas education is more synonymous with ‘learning by thinking’; development involves ‘learning thinking, doing and feeling’ absolutist definitions are not really helpful in understanding the role of training, development, education and learning in the Context of HRM/HRD but in practice such distinctions have occurred and still do occur.’

Role of Training and Development in Learning:

Training efforts must invariably follow certain learning-oriented guidelines with strategic focus on needs of Learning like:

1. Modelling:
2. Motivation
3. Reinforcement
4. Feedback
5. Spaced Practice
6. Whole Learning
7. Active Practice
8. Applicability of Training
9. Environment
10. Areas of Training
1. Knowledge
2. Technical Skills
3. Social Skills
4. Techniques