These terms training, development and education are sometimes used synonymously. This is incorrect as these terms have different connotations and scope. Training is concerned with increasing knowledge and skills in doing a particular job. The duty of the organisation is to develop the skills for performance, attitudes toward work and fellow employees by exposing the employees to proper training.
So training has a specific purpose. But development means growth of the individual in all respects. An organisation works for the development of its managerial force or potential force to enable them to be more effective in performing various functions of management.
The differences between training and development are:
(a) Training is concerned with the non-managerial personnel whereas development is generally used with reference to executives.
(b) Secondly, training is job-oriented but development is career bound.
(c) Finally, training aims at increasing the capacity of employees to perform their jobs while development aims at increasing the capacity of managers in accepting challenges in future.
So the contents and techniques of employee training is different from that of management development. It involves developing the person as a whole by concentrating on his physical, mental and social health. The line of demarcation becomes very thin when the business organisations are indirectly involved in educational process when they are organising training for the development of their workforce.
Training means learning the basic skills and knowledge for performing a particular job. Education is concerned with increasing general knowledge and understanding of the total environment. The scope of education is wider as its purpose is to develop individual. Training is vocation oriented and it is imparted to a particular job only. Training has a more utilitarian in purpose than education.