Training refers to providing instructions to develop skills that can be used immediately on the job. It has a narrow focus and should provide skills that will benefit the organization rather quickly. Development, on the other hand, has a broader scope because it involves developing knowledge that may be used today or sometimes in the future. Development may not be focused on the present or future job but rather on meeting the organizations general long term needs. The payoff is less direct and can be measured only in the long term. If an organization taught its managers to use Microsoft Excel to manage their budgets, that would constitute training. If these same managers took courses in general systems theory and management information to help the company develop into an efficient, effective organization over the long term, the effort would more properly be labeled as a development activity. Both are obviously important and need emphasis. The terms training and development training and development refer to the total structure of on the job and off the job programs used by organizations in developing employee skills and knowledge necessary for proficient job performance and career advancement. Any meaningful training and development system must be integrated closely with other HR strategies in performance appraisal, promotion, or pay advances to recognize the importance of training function. This integration also helps to ensure that development strategies help support other related personnel strategies.

Question: What are the similarities and differences between training and development?