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Training Versus Development Areas Training Development

Training is a systematic process aimed at increasing employees' knowledge and skills to achieve organizational goals. It helps bridge gaps between job needs and employee skills and abilities. Training focuses on teaching technical skills and knowledge needed for specific jobs in the short term, while development provides conceptual and managerial skills for the long term, especially for managerial personnel. The training process involves assessing needs, designing objectives and lesson plans, implementing various training methods, and evaluating reactions, learning, and results.

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Kritika Chauhan
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43 views2 pages

Training Versus Development Areas Training Development

Training is a systematic process aimed at increasing employees' knowledge and skills to achieve organizational goals. It helps bridge gaps between job needs and employee skills and abilities. Training focuses on teaching technical skills and knowledge needed for specific jobs in the short term, while development provides conceptual and managerial skills for the long term, especially for managerial personnel. The training process involves assessing needs, designing objectives and lesson plans, implementing various training methods, and evaluating reactions, learning, and results.

Uploaded by

Kritika Chauhan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd

Training is considered an act of increasing the knowledge and skills of an employee for

doing a particular job, the major outcome of which is learning (Flippo, 2003). It is the
systematic process of altering the behavior of employees in a direction that will achieve
organizational goals. It helps employees’ master specific skills and abilities needed to
be successful. The features of training are four fold:
 It increases knowledge and skills for doing a job.
 It bridges the gap between job needs and employees skills, knowledge and
behaviour.
 It is a job-oriental process, vocational in nature.
 It is a short-term activity designed specially for operations. (Rao, 2005)

Training versus Development


Areas Training Development
Content Technical skills and knowledge Managerial, behavioural
skills and knowledge
Purpose Specific Job related Conceptual and general
knowledge
Duration Short term Long term
For whom Mostly technical and non managerial Mostly for managerial
personnel personnel

Training Process
Organizational
Vision, Mission and Values

Part 1: Part 2: Part 3: Part 4:


Needs Design Implementation Evaluation
Assessment
Instructional Training methods Reactions
Organizational Objectives
Analysis Types of training Learning
Lesson Plans
Task Analysis Behaviour
Principles of
Manpower learning Results
Analysis
Location

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