Question:

Whats the vast difference between Training and Development?

Answer:
,:
Training
Development
Short-term focus/Task Oriented
Long-term focus/Skills oriented
Group based (more often than not)
Focuses on the today needs

Individually based
Leads to the tomorrow results

Compliance area strength

Opportunities to develop strategic
approach
Other items that my small group noted were:
Information versus values
Targeted to the individual; growth after
training
5%

95%

Means

End

Knowledge

Expansion

For today

For tomorrow

Short-term

Long-term

Task-oriented

Skill-oriented

Piece of development

Holistic

Training is the means to a development end. Its important to remember that not
all training leads to development, but it could and you should see if this is how to
look at things in developing that vision mentioned before.

Objectives of Training Programme are as

follows:
i) To impart to new entrants basic knowledge and skills,

ii) To assist the employees to function more effectively in their

present position by exposing them to the latest concepts,
information and techniques and developing in them the skills
required in their fields,
iii) To build up a second line of competent officers and prepare
them as a part of their career progression to occupy more
responsible positions.
iv) To broaden the minds of the senior managers by providing
them opportunities for interchange of experiences within and
outside with a view to correct the narrow outlook that may arise
from over specialization.
(v) To impart customer education.

importance
Industrial training is mandatory to bridge the gap in the academic curriculum and in the
industry. This will help the students develop skills and competencies they require to
become employable. This has been a practise in most of the Western countries. So
when they are fresh out of the college, while joining the company they just have to learn
the process followed in the company.
It provides an opportunity for students to
apply theoretical knowledge acquired in the classroom with practical application of
knowledge required to perform a task. In the case of IT industry, the industrial training
will also teach them how the environment will be when they go to work. It gives the
students a feel of how their work environment will be when they join the company.
Industrial training also gives the students exposure to students on the tools used in the
industry. None of the advanced tools used in the industry are part of curriculum. This will

make students understand what their value addition is and what value students can give
to the industry. The industrial training process will make the students job ready faster. In
the case of Knowledge Industry, the candidates must have problem solving skills. The
students will get hands on how the business problems are solved by the company and
how they get paid. Industrial training will also enhance the personal skills including
presentation skills. Industrial training will fasten the process of transformation from a
student to employee. If the student is really smart, the company may give an offer letter
to the students. It also helps the students to connect between what they are doing in the
college and what is there in the industry.

introduction of Industrial Training

Today's almost every Engineering & Professional graduate programs in india
entail summer training as an indispensable part of their curriculum with an
objective to enhance the knowledge of the students on different cutting edge
technologies which have become important part of respective industries.

Importance and Objective of Industrial Training

Industrial Training is the important strategy to expose students to real
work life situations and to equip them with the necessary skills that intensify
their job acumen. Industrial training program or training related program
can be continuously improved through formal review and evaluation of its
outcome.
A key element in an engineering curriculum is an exposure to
the Professional engineering practice sought through industrial training.
Industrial training has traditionally been weighed as a potent grooming of
the professional career of a fresh engineering graduate and it is the common
method of the harvesting skilled engineers. A well structured industrial
training program as a part of curricula has been recommended, But it is not
made compulsory. In addition to this, other structured industrial projects
within the engineering curriculum are required to strengthen the practical
skills of the students.

Training Outcomes and Assessment

Ability to acquire and apply fundamental principles of science and engineering.

Capability to communicate effectively

Ability to identify, formulate and model problems and find engineering solution based
on a systems approach.

Ability to conduct research in the chosen fields of engineering.

Understanding of the importance of sustainability and cost-effectiveness in design

and developments of engineering solution.

Ability to be a multi-skilled engineer with good technical knowledge, management,

leadership and entrepreneurship skills.

Awareness of the social, cultural, global and enviromental responsibility as an

engineer.

 Capability and enthusiasm for self-improvement through continous professional

development and life-long learning.

Conclusion
It is the conclusive fact that training is beneficial for students. it evinces that the program
has significantly improved their 'personal attitude', 'Communication skills' and 'Work
attitude'. the experience gained from training sharpen the business acumen of the students
and open the doors of better employment prospects. In essence, the new method of the
student's placement need to be reviewed and improved. However, this study needs an
added insight. It is important for future research to incorporate a wider range of soft skills
e.g. Leadership, teamwork spirit to ascertain the favorable outcomes.

How to identify training needs

Checklist
1.
2.
3.
4.
5.
6.
7.
8.

1Review your business objectives and identify critical activities.

2Set measurable performance standards, for example, measures of production
efficiency or marketing success.
3Monitor performance to identify problem areas.
4Get feedback from customers, suppliers and other key business partners;
consider using interviews or surveys in areas such as customer satisfaction.
5Ask employees to raise concerns and make suggestions; include discussion of
training needs in employee performance management.
6Identify any dependencies, for example, where only one employee has crucial
skills or knowledge.
7Review any legal requirements such as health and safety training.
8Review any changes you plan or expect (eg new products, procedures or
technologies); identify potential weaknesses and problems.

9.

9Consider how employees' roles may change: for example, your plans to
promote individuals and to develop new employees.
10.
10Prioritise problem areas or areas of weakness.
11.
11Consider how improving systems or equipment could contribute to resolving
problems.
12.
12Consider whether poor performance reflects bad management, for example, a
failure to agree clear objectives and motivate employees.
13.
13Consider whether you have unrealistic expectations given the calibre or
number of employees, and if you need to recruit new talent or reassign roles.
14.

14Consider whether training will be an effective solution; assess employees' willingness to learn, and
preferred learning style.

15.

15Identify training options; set clear objectives for training activities.

16.

16Implement a pilot training scheme and review the outcome before rolling the programme out.

17.

17Regularly review the outcome of training to identify further training needs and to assess the effectiveness
of your training-needs analysis.

Two definitions - training and learning

I define 'training':
Training is the conscious and planned process of transferring knowledge, skills and
attitudes to others.
The concept of transfer here is critical, as is the element of planning.
I define 'learning':
Learning is the processing and assimilation of what we hear, see or experience that
alters or improves our knowledge, skills and attitudes.
18. The combination of knowledge, skills and attitudes is behaviour. If someone trains
us, or we learn something new or different, it is our behaviour that is affected.
19. If our behaviour is changed, we have learnt something.
20. Training is active - it is conscious and planned - it does not just happen.
The fundamental difference between training and learning and development is that the later takes a
multi-dimensional approach to human resource development (HRD). Training, on the other hand, is
one-dimensional and based essentially on what has been referred to as the 'production-centred'

approach. The 'person-centred' and 'problem-solving' approaches are generally missing from
traditional HRD programmes. The traditional employment relationship performance orientation is
based almost exclusively on directly developing the technical skills of employees.
21. Yet the unpredictability associated with the contemporary marketplace and the increasing focus
on the customer has elevated the importance of being able to solve unique problems and display
initiative. To be flexible and enterprising is now a core capability of the modern employee. Apart
from displaying appropriate initiative, the dimension of personal development and its impact on
overall work performance is now widely understood and accepted. Today's workplace needs a
more wide-ranging approach to HRD beyond the reliance on technical training.
22. Personal development stresses an indirect link between the learning experience and work
performance. The primary motivation for an organisation to invest in personal development
learning is to enhance employees' personal qualities that will have a positive impact on their
overall work performance. Unlike the production-centred approach, the person-centred approach
has a more tenuous link to performance. It is based on the theory that capable people make
capable employees in a variety of contexts.
he qualities of a good trainer are as follows:

Methodical and well-planned

Highly knowledgeable and competent enough

Possess relevant industry experience

Good in communication/presentation and

Be practical enough to make the overall training session fruitful to the trainees.