beatrice agyekumwa, Student (Other), Ghana What precisely are the differences and similarities between training, education and development to an organization? Thanks for your ideas...
Training, Education and Development Darron Passlow, Australia - Training is learning a specific task or system, e.g. the use of MS Word.
- Education is more general and is about learning a topic, e.g. finance.
- Development, I feel is more personal and how we learn new personality traits that might make us a better person, e.g. instruction on bullying in the workplace and why it is not acceptable.
Training, Education and Development Mohammad Karimipour, USA I agree with Mr. Darron Passlow about training and education, but I think development is more practical and it is the result of using what we learned through training and education.
So development is the result of our decisions according to the situation.
Differences That Make a Difference Colin Benjamin, Australia All three add to the human capital of the organisation through investments in vision, values and responsiveness to change:
- Training induces repetitive patterns of response to change.
- Education generates capacity to learn from change and add an additional range of conceptual response that contributes flexibility
- Development changes the capacity of the organisation to harness the benefits, manage risks and institutionalise the benefits from a more educated, trained and integrated capacity to relate to changing circumstances and build upon interactions with novel circumstances that arise faster than training and education responses that rely upon previous experience and conditions.
Key to the Organizational Success - Training, Education and Development of the Team RAVI DISSANAYAKE, Sri Lanka From my own experience, not only the MD, but the entire strategic and the corporate management teams should get together to develop a winning team to achieve desired results.
Right recruitment and selection is key. Once the right team is selected, they must be taught on ask (attitudes, skills and knowledge) in order to develop them.
Two way dialog is of utmost importance and the feedback must be given after evaluating the results versus planned. Lessons must be learnt and corrective action must be taken. This cycle must continue until such time the senior team could take their hands off and watch the team.
Take your hands off, but certainly not the eyes. Watch the team continuously on how they perform and the feedback must be given immediately (as in one minute manager).
There must be some sort of incentive for the team to perform apart from the regular salaries and perks. It could be motivational factors such as recognition or an evening party.
Education versus Training Daniel Druwe Araujo, Brazil Obviously there are different definitions, but one that I have seen most beneficial is that training is to increase one's ability to perform a task with quality and high productivity.
But to train someone who is not determined to do the task is wasteful. Before training it is critical to help the person develop the will to learn and apply. This is achieved through education - providing knowledge and reasons why one should do something and helping one make the decision to do it.
Results can only come from the will and the skill together and building the skill on the will normally works better.
Difference Between Development, Training and Education DOROTHY SAPULANI, Malawi Education - I feel is the backbone of knowledge acquiring
Training - is the practical part of the knowledge gained through education.
Development - is when one sees the outcome of the education and training, thus the achievements and success out of the education and training.