Training, development, and education . . .
These are terms that mostly people use interchangeably, which is not correct as these terms have different connotations and scope.
Training is a process of teaching, or developing oneself or others, skills, capabilities, knowledge, or fitness that relate to specific useful competencies.
It is a process, not a one-time event or workshop where you attend today and get results tomorrow.
The purpose of training is to achieve a change in the behavior of those trained and to enable them to do their jobs better.
On the other hand, Development is a long-term process using a systematic and organized procedure by which one learns conceptual and theoretical knowledge for general purpose.
Now Education is the systematic process of learning something with a goal of acquiring knowledge. In education, one learns facts, concepts, and theories.
The difference between Training and Coaching?
While training increases knowledge, skills, and competencies to the learner, coaching increases self-awareness about attitude, behavior, choices, and development needs.
The difference between Training and Development?
While training is a short-term process to acquire knowledge, skills and competencies for a definite purpose, development is a long-term process of acquiring conceptual and theoretical knowledge for general purpose(growth).
The difference between Training and Education?
Training is the process of learning something with a goal of performing a specific skill or behavior.
On the other hand, Education is the systematic process of learning something with a goal of acquiring knowledge. In education, one learns facts, concepts, and theories.
Training and Development solutions are tools and strategies to increase human capital knowledge, skills, and values to unlock productivity, efficiency, and profitability.
Return On Investment (ROI) can be realized from training with benefits that accrue to both the organization and individuals.
Benefits to Individuals
- Enhances one’s skills, capabilities, knowledge, productivity, and performance.
- Acquire in-demand skills that help in dealing with all aspects of new concepts and developments in the global market.
- Networking with other delegates brings the sharing of knowledge and experiences amongst themselves.
Benefits to Companies
- Trained employees reduce mistakes and have increased morale, job satisfaction, and self-esteem thus customer satisfaction and reduced supervision.
- Saves labor costs by reducing time spent on problem solving thus a better workforce
- Stay ahead of competition with in-demand new skills and knowledge.
- Reduced employee turnover thus growth of the company and increased employee loyalty.
- WSP compliance and SETA funding benefits.
- Tax rebates for training done and reported.
- Benefit from B-BBEE.
- Imparts job knowledge and skill to new employees.
- Improves and updates the knowledge and skills of existing employees.
- Improves the attitude and behavior of employees.
- Prepares employees for other promotion:
- Molds personnel to adapt to organizational changes.
Training is a necessity and not a luxury. Many big companies spend huge amounts on short courses, to generally motivate employees to put hard work.
If employees understand jobs well, their morale increases and there is also a sense of recognition among the employees that they are the valued members of the enterprise.
It also reduces the need for constant and close supervision; thus helping in management by exception.
A manager will delegate authority and responsibility to his subordinates, who will not be reluctant to accept new assignments. Why? Because they have been properly trained.
In addition, management can get better results and can put its plans into action surely with the help of a trained workforce.
Management can also increase the morale of the employees and motivates them to work for the achievement of organizational goals by installing a suitable system of training.
If training has a sufficient degree of openness, it will allow disclosing skills and abilities among the persons which might otherwise go unnoticed.
Studies found out that impact is higher for training that is occupational or skills specific. This evidence gives credence to the pivotal status given to occupational skills, competency based and skills courses.
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