Although used interchangeably, there is a difference between employee training and development. These two are important parts of human resource functions and its management as they both seek to improve the productivity and performance of the workforce. Training specifically deals with the impartation of knowledge and skills to employees with regards to their respective jobs whereas development is an organization-wide activity in which members are empowered to grow and learn (Aguinis & Kraiger, 2009). For this paper, a strong differentiation between training and development is provided and the two are contemplated in terms of worker retention in an organization.
Trainings provide employees with the opportunity to receive further education on critical knowledge and skills that are related to their jobs. In this manner, the employees are able to improve outcomes by becoming well-versed in best practice for their job. In contrast, development is a process which focuses on the management of the organization and seeks to provide them with education that spurs growth and maturity for the entire organization. Therefore, one meaning that can be obtained from these two terms is that training refers to a short-term activity, whereas development seems to develop a long-term plan for the organization (Aguinis & Kraiger, 2009). This is because the education provided to members of the organization to sharpen their skills happen over short periods of time and are expected to last for relatively short periods before new models of information are provided in training. On the other hand, development maps long-term goals of an organization and places the management in educated spheres where they can direct the organization towards its strategic goals and objectives (Aguinis & Kraiger, 2009).
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It also becomes sufficiently clear from research that training focuses on the present situation of the organization, thereby having relatively short-term goals in future. For instance, training is normally done to improve performance and productivity in an organization subject to current market practice. On the other hand, development plans for the future, where the organizational management seeks to lead the organization sustainably. Development thus seeks the future interest of the organization while training is rather short-term. A final difference that is contemplated is the objective behind these activities. Training prepares employees to become more productive within the organization whereas development prepares the employees for future challenges. Because of the adaptation to growth that development seeks out, employees who are developed end up better prepared for uncertain futures compared to those who are only trained (Aguinis & Kraiger, 2009).
Training or Development: Evaluating Worker Retention
From the differences discussed above, it becomes abundantly clear that worker retention is a long-term pursuit of every organization. Where there is smaller employee turnover, the company reduces costs, improves efficiency and productivity. As such, long-term goals require long term strategies. Research indicates that employee transformation is one of the main motivators for remaining in organizations for long (Ramlall, 2004). Employees who feel that they are growing within an organizations are more likely to remain committed to the organization. In that same line of thought, personal growth and development is available through development rather than training. The result is that employees would feel a sense of belonging and ownership to the organization where they develop, but will only feel a sense of competence when they are trained (Anis, Nasir, & Safwan, 2011). In the case of the latter without the former, the employee could easily find employment elsewhere to feel fulfilled. Conclusively then, employee development is more beneficial towards employee retention as compared to employee training.
References
Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60 , 451-474.
Anis, A., Nasir, A., & Safwan, N. (2011). Employee retention relationship to training and development: A compensation perspective. African journal of business management, 5(7) , 2679.
Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business, 5(1/2) , 52-63.
