Training and career development are in most cases used together. Despite this, there is a very vast and vital difference between the two. Getting to know the particulars of each of the two helps someone in laying strategies of a company’s properties, more so in human resource department. Four main differences are beneficial in distinguishing between the two concepts.
Short-term and Long-term differences
When we are differentiating between these two, different experts have different ideas on the same. Some think about the present, and the rest about the future. When we talk about training, it deals with the immediate challenge and teaches the employees skills that a company needs in a short time, example a day according to. Might be someone wants the communication in a company to improve, a conference can be organized in a short notice to explain more about the protocol for either returning a product in a company or other issues.
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Talking of development, it mainly focuses on the long-term issues. Managers of a particular department such as human resource might organize a strategy for use for several months or even years. These comprise of initiatives that are expected to be productive at the end of a given time. Development is a continuous process that is used to develop professionals to their next step of responsibility.
Professional career and job position differences
The central role of training is to provide the professionals with skills and tools considering the work that is allocated to them in the company ( Tracey et al., 1995) . Considering development, it only focuses on an individual and its objective is to get the best from each professional in the company. When this happens, an employee can appear with different fields that each one has interests in and where they can progress positively.
Open and specific objectives differences
In training, its objectives are precise and defined reasonably. This is because one learns how to use an individual program, either in obtaining a personal skill or teaching the new protocols that might have been set in place by the company. However, the objectives in development are so broad that they can even cover all the types of skills and knowledge needed in doing a task. Progress is more palpable as compared to training. It is most cases focuses on the improving the skills of someone, changing their habits and philosophical issues. This is a clue of what can happen because objectives can be easily changed, depending on the demands of a company.
Group and individual differences
Training is designed by a company and done by an expert in the same company. The company pays the expenses in training, and it decides the tools type that the employees should use ( Cox, 1991) . The company sets guidelines regarding the same. Training happens in groups, especially to people who have recently joined the company. In development, an emphasis is on an individual. What is focused mostly is not what the expert teaches, but the learning process by an individual and the progress that the same individual will have.
Comparing training and career development based on the definitions, career development is more likely to increase retention in an organization (Ozcelik, 2015). If the company is still growing and the employees have an advanced opportunity, this statement is very accurate. Again, one of the main reasons for retaining a talent that you have trained is one of the keys to a successful business. To our understanding, we might think that the employee retention that we have at the moment is beneficial for the employee, but the exact opposite is true. Retention affects not only the bottom line of a business but also other teams and dynamics which are organizational.
References
Cox Jr, T. (1991). The multicultural organization. The executive , 34-47.
Ozcelik, G. (2015). Engagement and retention of the millennial generation in the workplace through internal branding. International Journal of Business and Management , 10 (3), 99.
Tracey, J. B., Tannenbaum, S. I., & Kavanagh, M. J. (1995). Applying trained skills on the job: The importance of the work environment. Journal of applied psychology , 80 (2), 239.
