Difference between Training and

Development
Development is a long-term educational process utilizing an organized and
systematic procedure by which managerial personnel learns conceptual
and theoretical knowledge for general purpose.

It covers not only those activities which improve job performance but also
those activities which improve the personality of an employee.

Management development refers to teaching managers and professionals

to increase knowledge, skills, attitude, needed for both present and future
jobs.

Koontz and Weihrich said, “Management development is the process a

person makes in learning how to manage effectively.”

Dale Yoder said, “Management development is the process by which firms

and agencies seek to develop managers.”

Main Differences between Training and Development

Points Training Development

1. Definition Training is the process of Management development

teaching employees the refers to teaching managers

basic skills they need to and professionals to increase

perform their jobs. knowledge, skills, attitude,

needed for future jobs.

2. Training is present-day Development is future day

Present/Futur oriented. oriented.

3. Participant Training programs are Development programs are

arranged for employees. arranged for executives.

4. Level It is the lower level learning It is a higher level learning

program. program.

5. Area Training is imbibed for Development is imbibed for

enhancing much more skills enhancing specific skills and

and knowledge to the knowledge to the executives.

employees.

6. Change Skill level is changed Behavior level is changed

through Training. through Development.

7. Focused Training is a narrower Development is a broader

concept focused on concept focused on personality

job-related skills development.

8. Aimed Training is aimed at The development aims at

improving job-related overall personal effectiveness

efficiency and performance. including job efficiencies.

9. Instruction Training refers only to Development refers to the

instruction in technical and philosophical, theoretical and

mechanical operations. educational concept.

10. Period Training courses are Development involves a broader

typically designed for a education for long term

short-term period. purposes.

difference between Training and Development: 9 Differences

Difference # Training:
1. Purpose – It aims at improve attitude, skills and abilities amongst employees to
perform specific job. Increasing employees’ on the job efficiency and productivity.

2. Orientation – It is a job oriented process.

3. Scope of learning – It has a narrow scope as it is part of development.

4. Suitability – It is more suitable for technical staff.

5. Skills – It involves development of new or existing technical skills.

6. Duration – It is a short term process.

7. Depth of knowledge imparted – The knowledge imparted is limited to a specific

job.

8. Initiative – The employer takes initiative to provide training to employees with an

aim to improve productivity and efficiency.

9. End result – It improves employees’ on the job efficiency and productivity.

Difference # Development:

1. Purpose – It aims at the overall growth in the perso¬nality and realising the
potential of employees through continuous learning.

2. Orientation – It is a career oriented process.

3. Scope of learning – It has a wider scope as it includes training.

4. Suitability – It is more suitable for managerial staff.

5. Skills – It involves development of technical, managerial and human skills.

6. Duration – It is a long term and continuous process.

7. Depth of knowledge imparted – The knowledge imparted is for overall growth

8. Initiative – The employees take initiative for his/her growth and development.

9. End result – It results in overall growth and development of employees making

them suitable for higher responsibilities.

The points of distinction between the two are given below:

Difference between Training and Development: 9 Quick Differences

Difference # Training:

1. Relevance – Training is mostly for non-managing staff and workers.

2. Nature – It focuses on technical and mechanical oriented operations. Training

focuses on the current jobs.

3. Emphasis – It is concerned with specific job skills and behaviour.

4. Growth Opportunity – It may result in enhancement of a particular job skill.

5. Motivation – In training motivation is extrinsic as it is the result of organisational

initiative.

6. Voluntary/Imposed – Training is usually imposed.

7. Process – It is one-shot deal.

8. Orientation – It is job-oriented process and is vocational in nature.

9. Goals – Goals of training are short-term gains.

Difference # Development:

1. Relevance – The development is for managers and executives.

2. Nature – It focuses on theoretical skills and conceptual ideas and prepares for the
future job.

3. Emphasis – It is concerned with related enhancement of general knowledge and

understanding of non-technical organisation functions.

4. Growth Opportunity – It results in personal growth and development of overall

personality.

5. Motivation – In development, the motivation is intrinsic.

6. Voluntary/Imposed – Development activities, such as those supplied by

management development programmes, are generally voluntary.

7. Process – It is a continuously on-going process.

8. Orientation – It is general in nature and strives to inculcate initiative, enterprise,

creativity, dedication and loyalty amongst executives.

9. Goals – Goals of development are long-term accruals.