Article 03 - Difference between Learning, Training, Education and Development
Difference between Learning, Training, Education and Development
Well there are a number of very
important reasons. As we all know, knowledge is locked up with the employees of
a Company and it is this factor that determines how successful a business is.
If as a manager you don’t understand this point, then the performance of the
Company will be jeopardized.
” There is much confusion surrounding the
terms ‘training’, ‘education’, ‘development’ and ‘learning,’ to the point where
they are often used interchangeably. In the context of human resource
development, however, it is often necessary to define and delineate each of
these in order to clarify the associated activities and desired outcomes within
an organization.” (Masadeh, 2020)
So why is it important to
understand the exact definition of these terms? Well it’s because they are used
in an inexact way which is often interchangeable. People do not use them in an
exact way or in accordance with their literal definitions. This will cause
problems when you come to develop your employees as the inability to match your
training, learning, education or development objectives with the right
programme will not only result in you wasting valuable time but also wasting
money and undermining your credibility in the eyes of your employee.
Training: delivered by the organisation
or an external service.
‘A
set of planned activities on the part of an organization to increase job
knowledge and skills, or to modify attitudes and social behaviour, to achieve
specific ends which are related to a particular job or role’ (Henderson, 2017)
‘Training endeavours to
impart knowledge, skills and attitudes necessary to perform job-related tasks.
It aims to improve job performance in a direct way’ (Truelove, 1992. Pp.273)
‘Training is characterised as an instructor-led, content-based intervention leading to desired changes in behaviour’ (Sloman, 2005. pp 2)
Learning: developed by the individual through experience
‘A
relatively permanent change in knowledge, skills, attitudes or behaviour that
comes through experience’ (Henderson, 2017)
Learning, in contrast to
training, is generally defined more holistically, as a process that encompasses
training as well as education (Jensen, 2001).
According to Sloman (2005.pp2), learning can
be described as ‘a self-directed, work-based process leading to increased
adaptive capacity.’ This process—an ongoing, lifelong journey that may not
always be clearly planned or even intentional.
The ‘continuing improvement
of an individual’s effectiveness’ in terms of their role or profession beyond
the immediate task or job (Henderson,
2017)
Development can encompass a
wide range of activities, including coaching and more formal educational
commitments and experiences, and is generally used to encompass a wider scope
than ‘learning’ or ‘training’—which may, in fact, be included in the concept of
development (Chartered Institute of Personnel and Development (CIPD), 2007).
Education:
The ‘process of personal
growth in abilities and attitudes’, which might take place independently of its
application to work, and is therefore a broader experience than training or
work-related learning and development (Henderson, 2017).
Education is the socially
organized and regulated process of continuous transference of socially significant
experience from the previous generations to the followings. The main way to
receive an education is to take a course of training in the system of
educational institutions.” According to this definition, education was the
process of transmitting and receiving (Naziev, 2017).
Education is
a conscious and deliberate effort to create an atmosphere of learning and the
learning process so that learners are actively developing the potential for him
to have the spiritual strength of religious, self-control, personality,
intelligence, noble character, and the skills needed themselves and society (Wikipedia).
While the concepts of
training, learning, education, development and learning can be difficult to
disentangle, it is useful, from an organisational perspective, to develop
precise and separate definitions, in order to better understand the specific,
concrete challenges and outcomes associated with each type of activity. Though
their meanings are closely interrelated, it can be misleading to simply use
these terms synonymously, as is often done. In the field of human resources,
where the immense benefits of appropriate employee training, education,
development and/or learning are widely recognized, working towards more precise
definitions can help to clarify the European Scientific Journal May edition
vol. 8, No.10 ISSN: 1857 – 7881 (Print) e - ISSN 1857- 7431 67 issues at
stake, empowering individuals and organisations to achieve their objectives
using the most appropriate strategies available.
List of references.
Almohaimmeed, B. (2019). Pillars of customer retention: An
empirical study on the influence of customer satisfaction, customer loyalty,
customer profitability on customer retention. Serbian Journal of Management,
14(2). [online] .Available at. https://doi.org/10.5937/sjm14-15517
. Accessed on 10th Aug 2023.
Bowen, J. T., & Chen McCain, S. L. (2015). Transitioning
loyalty programs: A commentary on “the relationship between customer loyalty
and customer satisfaction.” International Journal of Contemporary Hospitality
Management, 27(3). https://doi.org/10.1108/IJCHM-07-2014- 0368
Edgeman, R. (2019). Performance Management and Enterprise
Excellence Through Sustainable Business Models. Available at https://doi.org/10.1007/978-3-319-93275-0_11.
[online]. Accessed on 09th Aug2023.
Hogreve, J., Iseke, A., & Derfuss, K. (2021). The
Service-Profit Chain: Reflections, Revisions, and Reimaginations. Journal of
Service Research. Available at https://doi.org/10.1177/10946705211052410
. [online]. Accessed on 09th Aug2023.
Kesuma, Y. M. (2020). ANALISIS RANTAI NILAI (VALUE CHAIN
ANALYSIS) BANK MUAMALAT UNTUK PENINGKATAN KINERJA. AL-MISBAH, 1(2).
Mahmoud, M. A. (2019). Gender, E-Banking, and Customer
Retention. Journal of Global Marketing, 32(4). [online]. Available at .https://doi.org/10.1080/08911762.2018.1513108
Accessed on 10th Aug 2023.
Ngacha, W. J., & Onyango, F. E. V. (2017). The role of a
customer-oriented service culture in influencing customer retention in the
Hotel Industry. African Journal of Hospitality, Tourism and Leisure, 6(4).
Tao, F. (2014). Customer Relationship Management based on
Increasing Customer Satisfaction. International Journal of Business and
Social Science, 5(5).
Temchenko, O., Shevchuk, N., & Morhun, T. (2019). KEY
PROBLEMS OF STAFF MANAGEMENT AT ENTERPRISES AND THEIR SOLUTIONS WAYS.
Scientific Journal of Polonia University, 32(1). [Online].Available at https://doi.org/10.23856/3201.
Accessed on 10th Aug2023.
Comprehensively described and good article to read.
ReplyDeleteAccording to Tina (2023) development, education, and training are the concepts that may seem synonymous. Still, they are as different as the arts and sciences—yet work together in tandem to develop a curious mind.
Furthermore, learning, training, education, and development are all important concepts that are often used interchangeably.
I agree with your note. While development, education, and training may appear synonymous at first glance, they diverge significantly in essence. Development involves overall personal growth, spanning intellect, emotions, and social aptitude. Education imparts knowledge and cultivates thinking, while training sharpens specific skills. The trio parallels the arts (development) and sciences (education and training), each serving distinct purposes.
DeleteAccording to Masadeh (2012), there is much confusion surrounding the terms ‘training’, ‘education’, ‘development, and ‘learning,’ to the point where they are often used interchangeably. In the context of human resource development, however, it is often necessary to define and delineate each of these in order to clarify the associated activities and desired outcomes within an organisation.
Well Described Nuwan, The article discusses the distinctions among training, learning, development, and education. Training involves enhancing job-related skills, learning encompasses lasting changes through experiences, development focuses on ongoing improvement in effectiveness, and education entails broader personal growth ( (Garavan, Heraty, and Barnicle, - 1999). Clear definitions in these areas empower effective human resource strategies.
ReplyDeleteAccording to Kitson (2003), the terms training, education,development, and learning may often be used interchangeably, but they can have very different, if overlapping, meanings in different contexts. In terms of human resource development, it is often necessary to define and delineate these in a bid to clarify the associated activities and desired outcomes within an organisation. Employee training, in particular, is associated with on-the-job skills acquired for a particular role, while education is seen as relating to a more formal academic background. However, in increasingly complex organisations, it may be argued that aspects of each are necessary to ensure full employee potential.
DeleteUnderstanding the various kinds of learning and development activities that can be provided to employees is crucial in the world of human resources. This knowledge can assist HR professionals in creating and delivering programs that best serve the interests of the company and its workforce.
ReplyDeleteIt is imperative that HR professionals distinguish between development, education, and training by acknowledging that development nurtures holistic growth, education imparts knowledge, and training sharpens specific skills. Development involves overall personal and professional advancement; education broadens intellectual horizons; and training enhances job-specific competencies. This differentiation guides HR in aligning strategies with individual and organisational needs effectively.
DeleteYour article provides a thorough exploration of the distinctions between learning, training, education, and development in the context of human resource development. The clarity you bring to these terms is crucial, especially considering their frequent interchangeability. By breaking down each term and its specific implications, you enable readers to grasp their unique significance in organizational growth and employee empowerment.
ReplyDeleteIn a global context, where diverse cultures and work environments exist, do you believe that a standardized understanding of these terms is achievable, or should organizations tailor their definitions to fit their unique contexts?
In a global context characterized by diverse cultures and work environments, achieving a fully standardized understanding of terms like development, education, and training can be challenging. Cultural nuances, local practices, and varying business landscapes can influence how these concepts are perceived and implemented. Organizations should strive for a core understanding of these terms while remaining open to tailoring their definitions to fit their unique contexts. This approach respects cultural differences, ensures relevance to local needs, and enhances the effectiveness of development, education, and training initiatives within specific organizational settings. Flexibility in interpretation can foster better engagement, learning, and skill enhancement across diverse teams.
DeleteAgreed, Ahmed (2020) states that properly differentiating between training, learning, education, and development helps organizations align their efforts with specific goals, whether that's improving immediate job performance, fostering long-term growth, or facilitating personal development. By utilizing each of these aspects strategically, organizations can create a holistic approach to talent development that addresses various dimensions of individual and organizational growth.
ReplyDeleteDistinguishing between training, learning, education, and development is pivotal for organizations to precisely align their efforts with specific goals. Training focuses on targeted skill enhancement for immediate job requirements, while learning encompasses a broader acquisition of knowledge and insights. Education emphasizes theoretical understanding, often in a formal setting. Development encompasses holistic growth, including personal and professional aspects. By recognizing these differences, organizations can tailor strategies: using training for skill-specific roles, fostering learning for continuous improvement, providing education for conceptual foundations, and enabling development for overall advancement. This alignment optimizes resources and maximizes outcomes aligned with organizational objectives.
DeleteYour breakdown of the differences between learning, training, education, and development is incredibly illuminating. The way you've defined each term and highlighted their unique purposes and applications showcases a deep understanding of the subject matter. Your emphasis on the practical and skill-oriented nature of training versus the broader, lifelong process of education is particularly enlightening. If you can provide real-life examples to this article it will be very valuable.
ReplyDeleteAgreed and practical points highlighted to understand more comprehensively the topic discussed above. A retail company offers a prime example of the significance of distinguishing between training, development, and learning. Through training, new cashiers are taught specific checkout procedures and the use of the point-of-sale system. This targeted skill enhancement ensures efficient transactions. Simultaneously, the company encourages continuous learning by providing resources on product knowledge, helping employees better assist customers. In a broader sense, the company emphasises personal development by offering leadership workshops and mentorship programs. This holistic growth strategy empowers employees to handle diverse situations effectively, resulting in superior customer service, improved job satisfaction, and long-term organisational success.
DeleteAbsolutely fine article to read about how important is Training, Learning and Development to employees infarct learning is essentially the more general process of obtaining information and abilities, whereas training is concentrated on particular job-related skills. Education includes formal learning for intellectual and personal development, whereas development polishes already-existing skills for responsibilities that follow.
ReplyDeleteAs you stated in your comment, organisations must clearly distinguish between training, learning, education, and development in order to accurately align their activities with predetermined goals. Learning includes a broader accumulation of knowledge and insights, whereas training concentrates on targeted skill enhancement for immediate employment requirements. Education places a strong emphasis on theoretical knowledge, frequently in a formal environment. Development includes both the personal and professional components of comprehensive progress. Organisations can adapt methods by recognising these distinctions and implementing training for roles that require a specific set of skills, supporting learning for continuous improvement, giving education for conceptual groundwork, and facilitating development for overall advancement. This coordination maximises outcomes that are in line with organisational goals and maximises the use of resources.
DeleteLearning involves acquiring knowledge or skills through various methods. Training focuses on specific job-related skills to improve performance. Education is broader, emphasizing theoretical concepts and intellectual growth. Development is a comprehensive approach, combining learning, training, and education to enhance an individual's overall capabilities. While training targets immediate tasks, education and development foster personal and professional growth, preparing individuals for broader challenges and opportunities.
ReplyDeleteNice article and a good read.
It seems that you have identified the gaps between the points highlighted above. In addition to that, to precisely connect their operations with established objectives, organisations must make a clear distinction between training, learning, education, and development. Training focuses on specialised skill augmentation for critical employment requirements, whereas learning involves a wider accumulation of knowledge and insights. Theoretical knowledge is heavily emphasised in education, typically in a formal setting. Comprehensive advancement involves both the personal and professional components of development. By acknowledging these differences and offering training for roles that call for a certain set of abilities, organisations can modify their techniques. They can also promote learning for continual progress, provide education for conceptual underpinning, and facilitate development for overall advancement. Through this coordination, the use of resources is maximised, and outputs that are in line with organisational goals are maximised.
DeleteI agree with the points you have stated. The terms training, learning, education, development, and learning are often used interchangeably, but they have distinct meanings.
ReplyDeleteIt is important to have clear meanings of these terms in order to develop effective training and development programs. For example, if an organization is trying to improve its customer service skills, it would need to develop a training program that is specifically focused on that topic. A broader education program on customer service would not be as effective.
By understanding the differences between these terms, organizations can develop more effective training and development programs that meet the specific needs of their employees.
I also agree with the point that working towards more precise definitions can help to clarify the issues at stake in human resources. When organizations have a clear understanding of what they are trying to achieve through training and development, they are better able to develop effective strategies that will help them to meet their goals.
Thank you for sharing your thoughts on this important topic.
Your comment simply highlights that you have gained a comprehensive understanding of my article and added more value to it. As you said, distinguishing between training, learning, education, and development is pivotal for organisations to precisely align their efforts with specific goals.
DeleteMoreover, learning, in contrast to training, is generally defined more holistically, as a process that encompasses training as well as education (Jensen, 2001). According to Sloman (2005), learning can be described as ‘a self-directed, work-based process, leading to increased adaptive capacity.’ This process is an ongoing, lifelong journey, that may not always be clearly planned or even intentional—can be considered the
heart of human resource development (Garavan et al 1999).
A very interesting article Nuwan! Thanks for your time and effort invested in formulating the same. Agreed! Your post effectively emphasizes on the distinguishes between training, learning, development, and education. Training entails improving job-related abilities; learning entails long-term changes brought about by experiences; and development focuses on continuous improvement in effectiveness. Article by Aragón-Sánchez et al., (2003) provides solid evidence in favour of your article. I recommend this article to you.
ReplyDeleteI appreciate you highlighting a meaningful scholar's idea to make my article more vibrant. Indeed, your recommendation is important and worth reading. Your recommended research deeply studies the effects of training on business results. According to Arago´n-Sa´nchez et al (2003) the increasing interest that firms have been showing over recent years in employees and in practices related to their management, especially training, can be explained by the general acceptance of the fact that human resources and organisational knowledge are, at present, two of the main sources of sustainable competitive advantages for the company.
DeleteInteresting article and great insights. Indeed, the concepts of learning, training, education, and development are separate but related. Through experiences and interactions, knowledge and abilities are acquired through learning. Training is a focused plan to improve particular skills for immediate use in a given situation. Education is a more comprehensive, formal process that fosters critical thinking while collecting understanding and expertise in a variety of areas. whereas development is a thorough, lifelong process that integrates education, training, and learning to foster a person's total skills, personal growth, and career promotion. Although learning is a continual process, training focuses on certain abilities, education offers broader knowledge, and development seeks to better an individual overall.
ReplyDeleteYour comment indicates that you clearly understood the key differences between training, education, development, and education. It is an important fact that we need to understand the key sensitive areas in order to develop training and development plans according to the requirements. According to Masadeh (2012), there is much confusion surrounding the terms ‘training’, ‘education’, ‘development’ and ‘learning,’ to the point where they are often used interchangeably. In the context of human resource development, however, it is often necessary to define and
Deletedelineate each of these in order to clarify the associated activities and desired outcomes within an organisation.
Hi Nuwan
ReplyDeleteYou have described it perfectly. The article distinguishes training, learning, development, and education. Training improves job-related abilities, learning changes through experiences, development improves effectiveness, and education expands personal growth (Garavan, Heraty, and Barnicle, 1999). Clear definitions enable effective HR strategy.
I appreciate your note and the added scholarly insights that make my article more vibrant. As you stated, training focuses on enhancing specific job-related skills and competencies, allowing individuals to perform their tasks more efficiently and effectively. Learning, on the other hand, encompasses a broader scope, involving the acquisition of knowledge and adapting to new information through various experiences and challenges. Development aims to improve overall effectiveness, encompassing not only job-related skills but also personal growth and leadership qualities. Education goes beyond immediate job requirements, fostering personal growth and expanding horizons through formal learning, often leading to a more holistic understanding of the world and one's place in it.
Delete