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Training, development and education is essentially about 'making learning happen'.

Reid and Barrington (2001), define training as a planned process to modify knowledge, skill behaviour or attitudes (KSA) through learning experience to achieve effective performance in an activity or a range of activities. Its purpose in the work situation is to develop the abilities of the individual and to satisfy the current and future needs of the organisation. According to Reid and Barrington (2001) education aims at developing KSA in all aspects of life rather than a knowledge or skill relating to only a limited field of the activity. In a job situation education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. Development can be considered the forefront of what many now call the Learning Organization. However, many organizations and managers use the term education and development interchangeably. What is important to note is that training is aimed at meeting present requirements of the organisation and education and development can be construed as relating to future requirements.

Training increases knowledge and skills for doing a particular job.Bridges the gap between the desired and the actual knowledge,skills and behavior required to carry out a job. job oriented and vocational in nature.Short term activity designed especially for operatives.it is mainly the initiatives of the management.i.e., it the result of external motivation.It aims to meet the current requirements of the job and the individual-a reactive process.Apprenticeship is a typical example. Development is a broader term.Growth oriented enabling the employees to attain higher positions.IT is aimed at the the senior level managers.A continuos

and ongoing process and the result of internal motivation.It is future oriented,focusing ont eh personal growth of the employees.A course to improve the decision making skills,interpersonal competence etc falls under this category. Training and education are growth oriented and complementary in nature. scope of training is limited by its objectives.In contrast education lacks the specificity of training. learning is a relatively permanent change in behavior brought about as a result of some experience.it is a covert activity.Whereas training is an overt activity.

point of comparision ----------education ---------------training 1 content and scope------ broad and general ----narrow and job specific 2 nature ---------------------theoretical----------- applied and practical 3 duration ----------------- long ------------------short 4 result ----------------delayed and inapparent ------quick and aparent ---------------------usually B4 job-------------- usually after u get a job

Education: which gives basic knowledge and skill to a person to become employable. Training: it give a perfect knowledge on some activity, to become a person professional in that.

Many people dont understand the difference between education and training. Education is giving out information and communicating to your trainees. Training is about practice and building skills. Todays younger generation of

employees wants to be trained, not educated.

Problem is, if we dont educate them before we train them, it could lead to problems. Think about how you learned to drive. You need knowledge of the laws and then the actual training of getting behind the wheel. Same can be said for learning about the birds and the beesif the education part isnt done effectively, the training could lead to undesirable results! We do need documentation, but make it fun! Include tons of photos and minimal text so its more of a comic strip look. People are more likely to remember what they see versus what they read, so retention of information is better. Additionally, its easier to translate into other languages. Better than reading for most employees, but they need to be short segments (35 minutes maximum) with tons of visual image changes. Our employees today are used to watching CNN with talking video, a crawler message along the bottom, and the weather forecast on the sideall while having four online chats with their friends. Long, drawn-out videos lose their attention quickly. Watch a segment and go practice what you learn. You can watch the next segment after that. Since it is self-paced, it goes at the speed of the learner. Be careful: As weve seen with e-books, its not too comfortable to read a book on a PC, so keep the text to a minimum. Review questions can be built in as a checkpoint for the learner to advance to the next section. Great way to replace video and print, but its still not training. We all hate tests! To ensure consistency in tests, keep them simple and visual (use as many pictures as possible), and use multiple-choice, ordering, or true-false format to ensure consistency in grading. Most of our employees no longer take fill-in-the-blank or essay tests. Ensure they have the basics down. Do all your trainers actually grade tests the same way?

All the above forms of training are really just education, yet most managers think its training. We didnt get our drivers license after reading the book, watching the video, and passing a testwe had to demonstrate our skills to the authorities before we received permission to drive. Education is the necessary evil that must come first, though.

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