Relevance of Learning versus Relevance of Training and Development
In today’s environment, training organizations are struggling to prove their worth. They are also struggling to keep programs going on smaller budgets with smaller staffs. One way to get ahead of this fray is to know the difference between learning and training and development – and to understand the relevance of each in terms of your organization’s environment and the overall environment.
First, training managers should understand the difference between learning and “training and development”. Learning, in general, is the absorption of base knowledge about a particular subject, such as an industry. This knowledge will give an individual an understanding of the world around them and how the organization (and the individual) fit together. Training and development, on the other hand, is the act of teaching someone how to do something, such as a job, or teaching them the skills and attitudes that will have a direct impact on job performance, such as operations, human resources policies, or management and leadership. Let’s look at some examples of each before we discuss their relevance.
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Relevance of Learning versus Relevance of Training and Development
In today’s environment, training organizations are struggling to prove their worth. They are also struggling to keep programs going on smaller budgets with smaller staffs. One way to get ahead of this fray is to know the difference between learning and training and development – and to understand the relevance of each in terms of your organization’s environment and the overall environment.
First, training managers should understand the difference between learning and “training and development”. Learning, in general, is the absorption of base knowledge about a particular subject, such as an industry. This knowledge will give an individual an understanding of the world around them and how the organization (and the individual) fit together. Training and development, on the other hand, is the act of teaching someone how to do something, such as a job, or teaching them the skills and attitudes that will have a direct impact on job performance, such as operations, human resources policies, or management and leadership. Let’s look at some examples of each before we discuss their relevance.
Click here to continue reading
