| Basis of Difference |
Training |
Development |
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| Nature |
Training is mainly concerned with the improvement of practical, technical and mechanical skills of the trainees. |
Development is concerned with enhancing theoretical and conceptual knowledge of managers. |
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| Emphasis |
Training emphasises on the proficiency and behaviour of the employees that may be required for a specific job. |
Development programme emphasises on the enrichment of knowledge of the learners regarding those functions which are of non-technical nature. It also improves the understanding of the employees. |
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| Relevance |
Training programmes are more relevant and beneficial for the non-managerial staff. |
The development process is more relevant for the higher authorities such as managers and supervisors. |
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| Focus |
Training focuses on preparing the learners for current job opportunities. |
Development focuses on preparing the trainees for upcoming job opportunities. |
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| Goals |
The main goal of training agenda is to attain short period objectives. |
Development processes aim at achieving growth and retaining it for a longer duration of time. |
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| Orientation |
The training plans are occupational by nature and are mainly job-oriented. |
The development process is personnel-oriented as it inspires the managers and executives to become more inventive, enthusiastic and loyal towards the organisation. |
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| Process |
Training is conducted for a particular duration and thus, is a short-term process. |
Development is a long-term process that continues for the entire lifetime of an individual in one way or the other. |
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| Growth Opportunity |
In training methods, the growth mainly occurs in the particular skills of the trainees. |
Development programmes focus on the overall growth of the personnel. |
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| Motivation |
Under training programmes, the motivation is given by the external factors such as organisation and the trainer. |
In development programmes, the growth of an employee completely depends upon the internal motivation of the learner. |
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| Voluntary/ Imposed |
Training is not voluntary but obligatory for the employees to fulfil the standards of the company. |
Development programme provided for management is voluntary in nature and cannot be forced on the higher level employees. |
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| Relationship with Career Development |
The correlation between the learning process and career advancement is uncertain to the employees. |
The employees have clear understanding about the association between the individual development and career advancement of the individual. |
