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Difference Between Training and Development

Training and Development is crucial for the success of every firm since it ensures that employee skill, ability, and knowledge are up to date. Organizations should use Training and Development to meet their commercial and organizational goals. They should see it as an investment rather than a cost. Training and development expenditures for employees ought to be viewed as capital investments. The role of Training and Development in human resources management is to close the performance gaps between current and desired levels.

Difference Between Training and Development

Common Benefits of Training and Development

  • It increases employees' confidence and motivates them to work.
  • It lowers production costs because individuals can reduce waste.
  • By following the rules of Development and Training, one can achieve higher income and promotional benefits.
  • It helps the company increase the quantity and caliber of its workforce. It is important to remember that people are more productive due to training and development initiatives that enhance their knowledge and skills.


Training can be defined as the education given to a person to achieve a particular goal. For example, coaching institutes train students to score good marks in exams or to achieve ranks in competitive exams, etc. The length of the training course is generally short with a fixed time duration, which contains the important aspects of what a person should learn to reach his goal. Training is a very narrow concept as it only focuses on providing information related to a single topic; it does not cover fields out of its range. We can also say that Training is a job-oriented course which takes responsibility only until you get the job. Training majorly focuses on the skills needed in the present and has nothing to do with future requirements. Training is generally provided to the group of people. The organization takes the responsibility of Training and shows the right direction to work on. Training can also be defined as sharing pre-defined knowledge to meet a need.

Classroom lectures, role-playing, machine training, and computer-based Training, including e-learning, are all common training techniques. Training is a set of organized, systematic actions meant to raise one's level of competency, knowledge, and skill. Training skills must be maintained throughout the workplace to improve job performance. Most companies think it is a waste of capital and resources to invest in employee training. Trained persons are self-independent and self-rely. Therefore they need not disturb the higher members of the company and can handle the situation by themselves. The dose of Training boosts the employee's self-confidence.

Some Examples

1. ITI Trainings

An Industrial Training Institute (ITI) is a training-based organization that provides Training to work in industries. These institutions are specially made for students who choose technical Training over general education. Students who desire professional or technical Training in a short duration of time typically enroll in an ITI course. The primary objective of this course is to supply the nation's industrial sector with technical labor.

2. Computer Training

Nowadays Computer Training is very common among the youth. Training about the basics of the computer system, its use, controls, etc., are provided. Like how to use MS excel, MS word, the internet on pc, improve typing speed, etc.

Methods of Training

Methods of Training are categorized into two parts.

  • On-the-Job Training
  • Off-the-Job Training

1. On-the-Job Training

This type of Training is provided to the employee of the organization. When the employees perform their jobs, they are being trained while performing the job, and the method is called On Job Training. There are several ways to give On Job Training, some are discussed below:

  • Apprenticeships Programmes: In this type of program, there is a relationship between the trainee and the trainer. The organization hires a master Trainer to provide Training to employees. The Master trainer teaches the work to be performed to the employee, and once the employee learns it, he supervises and guides the employee's work.
  • Internships: Generally, professional institutions send their students to various business firms to gain experience in corporate life work.
  • Induction and Orientation: This type of Training is provided to the new employees to make them aware of the company's working environment, policies, rules & regulations, business goals, etc. In this session, employees are taught how to perform their job keeping in mind the goal of the company.
  • Coaching: Managers coach and supervise the organization's overall working environment and the need to change the system, if necessary. It is a time taking process.
  • Job Rotation: The process of switching from one job to another is called Job Rotation. This helps a person gain knowledge about other fields, which leads to personal Development directly.

2. Off-the-Job Training

Job Training can be defined as an educational strategy in which staff members attend classes away from their workplace to learn more about their job profile and the latest technology used in the market. During this type of Training, members are not performing their job in the company; they are just learners at some other place. There are several ways to give Off Job Training, some are discussed below:

  • Conferences: The process of conveying information from the top level to the other levels. The information is conveyed through audio-video means using graphics and animations. This is the advanced method of Training practiced in most organizations. The business ideas, policies, and goals are discussed here.
  • Films: Films are an easy way to present information that is very difficult to demonstrate. This is the most efficient training method, as the human mind catches video-audio signals faster than text.
  • Case Studies: Real-life scenarios are discussed in this type of training method. It includes a situation in an organization where we need to find solutions and preventive methods.
  • Computer Modelling: A virtual working environment is created through machines in which the trainee experiences real working conditions.
  • Vestibule Training: Trainee is being taught to work on real equipment, which he will handle in the future while joining a company.


The most basic definition of Development is "Progress from the present level. Development means you are already chasing a goal and want to be more productive than earlier. It is a long-term activity and futuristic approach. Development focuses more on the individual than the crowd. The overall progression of a person in almost every field is necessary for working towards a goal. It is not job-oriented and focuses on career building in the long term. It is based on personal improvement and experienced learning. No institution is responsible for Development; the goals and plans are limited to personal choice. Development is the process of imparting fundamental knowledge so that people know the guidelines that should govern their behavior to carry out their tasks successfully.

A simple definition of Development is " The Development includes the transformation in the usual working habits of an employee to reach a more productive level."

Comparison Between Development and Training

Training Development
It is a short-term process. It is a long-term process.
It is a narrow approach. It is a broader approach.
It is needed for the requirement of the job at the present level. It majorly focuses on career development rather than earning.
It is meant for workers. It is meant for managers.
It is a fixed-time duration process. The time duration depends on one's plan.
It mostly remains the same for all batches. It differs from batch to batch and person to person.

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