“Training” and “development” are sometimes interchangeable in the business and retail industries. Nevertheless, are they really synonymous?

Both refer to the attainment of knowledge essential for employees to master and conform to in order to succeed at their work. And the two are crucial to a company’s continuing success. However, the two words are not as similar as many people believe.

Let us therefore discuss the question: Is there a distinction between development and training?


An excellent illustration for pinpointing the distinction between training and development is a baseball team. When the team every player in every position practices his peculiar role. Muscles are toned up, timing and judgement are sharpened, pitchers get their speed and aim to perfection – all so as to meet the challenges of the up-coming season. Managers test out which lineup is best during the pre-season games.

A company could be likened to this. New employees learn the competencies they ought to have to be instantly productive. Current employees get skills upgrades they need as operations change. Company managers find out which employees are doing well or having difficulties. In this sense training pertains to the immediate skills workers need. Those abilities may possibly last their entire duration of employment. Nevertheless: those skills are vital to their at hand.


Using the baseball team illustration again: not every player is prepared for the majors and frequently requires at least a few years in the minors in order to grow. In addition, players currently in the majors have a meticulous design of development – creating a new pitch, recuperating from injuries, checking out their opposing teams, etc. These efforts don’t have immediate benefits, but are good for the long run. For example, the slider a pitcher masters this season could trigger a 20-win season the following year.

Companies’ strategies for development are similar. Workers receive constant learning and assistance with a view to broadening their job responsibilities, promoting them to higher positions, and boosting work productivity over the years.

The Answer is “Yes!” There really ís a distinction between “training” and “development.”

When looked upon in terms of short-term skills as opposed to long-term objectives, there is an apparent distinction between training and development. Workers train to get the knowledge they require to carry out their immediate work, and then develop that knowledge over time to, ultimately, advance their success as well as the success of their firms. The words may be compared side by side, which is fine, provided you understand that two distinct but equally essential techniques are at play.


Just because the two terms – training and development – are different, it does not mean that you should just emphasize one at the cost of the other. An in-depth development approach should consist of training, and your training procedures should be plotted with a view to overall worker development.

The objectives of each are connected; even the technological solutions available to accomplish one, may be utilized for the other as well. And when training is doing well, development is taken along for the ride – and the other way round.

Do you really see the difference between development and training?

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