Training is a process in which a management educates its recruits and provides them with a set of skills to handle a job in place. Development on the other hand, refers to the gradual change by which a management learns and grows to maximize its performance (Pour, 2002). Training occurs in the initial stages as management bodies seek to employ their personnel. As a manager, it is very vital to train all your job recruits as it increases their productivity. Training also helps the employees develop new skills which when put in practice goes to increase their overall performance. In contrasting between training and development it is important to note that training occurs in the initial stages of an organizational setup, it is a stepping stone to the next level which is development. Development however, is a gradual continuous process of acquiring information and growth. Training also differs from development in ways like the training process objective is mainly to educate its members on a specific skill while development seeks continuous learning and growth (McCauley, 2006).
Training is also an organized strategy whose prime focus is to acquit its recruits with skills while development does not focus on one object. Development focuses on actual change where employees perfect their already existing skills in a bid to increase their effectiveness and maximize the production of the whole organization ( Cabral, 2000 ). Training specifies the particular task at hand also while development envisions its whole theory on quality and quantity promotion for this reason development focuses on improving its employee’s leadership skills. Training also prepares people for already set up tasks for them while development helps people to face future challenges. Training furthermore focuses on short term needs while development focuses on future goals and growth (Kawai & Chong, 2015). In conclusion training is vital in order to achieve the next step of development and both stages have to co-exist, such that none of them can be of any relevance without the other. As such, we could positively assert that we need both.
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References
Cabral. (2000). Introduction to industrial organization . Cambridge, Mass. u.a: MIT Press.
Kawai, M. & Chong. (2015). Rebalancing for sustainable growth: Asia's post crisis challenge . Tokyo New York: Springe
McCauley, C. (2006). Developmental assignments: creating learning experiences without changing jobs . Greensboro, N.C: Center for Creative Leadership Press.
Pour, M. (2002). Issues & trends of information technology management in contemporary organizations . Hershey, PA: Idea Group Publishing.
