Difference between training and development

Difference between training and development in HRM

What is training?

Training refers to a systematic process of enhancing the knowledge, skills, and competencies of employees so they can perform their current job roles effectively. It is typically a planned and organized activity that aims to impart specific skills or knowledge to participants.

What is development?

Development, in the context of Human Resource Management (HRM), refers to a broad set of activities and processes that aim to improve the overall knowledge, skills, competencies, and capabilities of employees, focusing on their future roles and growth within the organization. Development is more long-term and strategic in nature than training.

Difference between training and development

Criteria Training Development
Purpose Enhances specific skills or knowledge required for a particular task or job. Prepares individuals for future roles and challenges, emphasizing personal growth and career progression.
Focus Job-specific and oriented towards current job requirements. Broader in scope, looking at future potential and not just current job requirements.
Duration Typically short-term. Short-term or Long-term. Depends on the development objective
Content Relates to specific techniques, tools, or procedures used in a particular role. Focuses on holistic growth, including soft skills like leadership, strategic thinking, and interpersonal skills.
Outcome Immediate improvements in performance, efficiency, and productivity in a specific job role. Future readiness, adaptability to new roles, career progression, and potential leadership.
Methods On-the-job training, workshops, online tutorials, simulations, etc. Leadership programs, mentorship, cross-training, rotations, seminars, etc.
Examples Software usage training, customer service protocols, safety procedures, PoSH training. Executive leadership programs, management training, strategic thinking workshops.

What is the process of training employees in a company?

Here's a step-by-step breakdown of the training process:

Needs assessment

Purpose: Identify the gap between current performance and desired performance.

Methods: Surveys, observations, feedback, and performance data.

Defining objectives

Purpose: Clearly articulate what the training aims to achieve.

Outcome: Specific, measurable, achievable, relevant, and time-bound (SMART) objectives.

Designing the training program

Purpose: Structure the training to meet the objectives.

Considerations: Training content, instructional design, methods (e.g., workshops, e-learning, on-the-job training), duration, and resources required.

Developing training materials

Purpose: Create resources and materials to be used during the training.

Examples: Manuals, slideshows, e-learning modules, handouts, videos, and simulations.

Implementing the training

Purpose: Deliver the training to the intended participants.

Methods: Classroom training, online courses, workshops, seminars, role-playing, simulations, etc.


Purpose: Assess the effectiveness of the training program.

Methods: Feedback forms, quizzes, post-training surveys, observations, and comparing pre-training and post-training performance data.

Models: One popular model for evaluating training effectiveness is the Kirkpatrick Model, which evaluates reactions, learning, behavior, and results.

Feedback and revision

Purpose: Continuously improve the training based on feedback and evaluations.

Actions: Modify training content, methods, materials, or even objectives based on the feedback received.

Follow-up and reinforcement

Purpose: Ensure that the knowledge and skills acquired during training are applied on the job.

Methods: Refresher courses, on-the-job coaching, mentoring, and continuous feedback.

What is the process of development for employees in a company?

Here's a step-by-step breakdown of the development process:

Organizational analysis

Purpose: Understand the long-term goals, challenges, and direction of the organization.

Methods: SWOT analysis (Strengths, Weaknesses, Opportunities, Threats), strategic planning sessions, and long-term forecasting.


Purpose: Identify where gaps exist between current skills/competencies and what's needed for future roles or challenges.

Methods: Performance reviews, 360-degree feedback, career development discussions, and succession planning.

Setting developmental goals

Purpose: Define the competencies, knowledge, and skills required for future roles and responsibilities.

Outcome: Long-term development objectives aligned with organizational goals.

Designing developmental initiatives

Purpose: Outline programs or activities to achieve developmental goals.

Methods: Leadership development programs, mentorship schemes, cross-functional projects, external courses, and workshops.


Purpose: Begin the developmental activities.

Methods: On-the-job learning, stretch assignments, mentorship programs, attending seminars/conferences, and higher education opportunities.

Monitoring and support

Purpose: Ensure that individuals receive the necessary support and guidance during their development.

Methods: Regular check-ins, coaching sessions, feedback from mentors, and peer support groups.


Purpose: Measure the impact of developmental initiatives on individuals and the organization.

Methods: Review against set goals, feedback from participants and stakeholders, assessing career progression, and contributions to strategic initiatives.

Feedback and iteration

Purpose: Refine and improve the developmental initiatives based on evaluations and feedback.

Actions: Revise programs, introduce new learning opportunities, or modify objectives as needed.

Career Progression and planning

Purpose: Align individual aspirations with organizational needs and chart a clear path for growth.

Methods: Career discussions, succession planning, and setting clear career paths.

Continuous learning and reinforcement

Purpose: Ensure continuous growth and adaptation to changing organizational needs.

Methods: Continuous professional development, attending conferences, participating in industry groups, and staying updated with trends and research.

Frequently asked questions

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