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Education: Learning a particular subject in an institutional setting/University as per approved curriculum and get a degree as recognition of your learning, Say, Bachelor degree in Engineering/ or Arts/Social Sciences/commerce. The duration of degree program may be two years to four years depending upon level and course content.
Training: Learning a specific skill with particular reference to your job description so that you can perform well. Say, training on MS Word or Excel or Power Point or Training on Project Management. Normally, duration of training is one week to six months or so.
Development: Development is the integration of your education and training so that you contribute effectively towards achievement of organizational goal in a sustainable way.
Training is concerned with the teaching of specific, factual, narrow - scoped subject matter and skills. It is a formal classroom learning activities.Development is concerned with a broader subject matter of a conceptual or theoretical nature and the development of personal attitudes. It comprises all learning experiences, both on and off the job, including formal, classroom training.Education, primarily, involves the presentation of material by the faculty to students who are learning about the subject matter. The material being studied is fundamentally well known material. Those activities known as teaching and training are included in this category.Learning is the process of acquiring knowledge or skill through study, experience or teaching. It is a process that depends on experience and leads to long-term changes in behavior potential. Behavior potential describes the possible behavior of an individual in a given situation in order to achieve a goal.
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I think the differences between training, education, development and learning, by providing you with various referential definitions of each term.
TRAINING
Teach a specified skill by practice
TRAINING: Specific transfer of same skills to similar settings for the purpose of addressing gaps in skills or knowledge learning.
EDUCATION
The knowledge and skills resulting from instruction and training education focuses on learning new skills, knowledge, and attitudes that will equip an individual to assume a new job or to do a different task at some predetermined future time.
When the behavior at the end of a learning experience is unknown, because it is unknowable, and the justification for the learning is to enhance a person’s being, not necessarily the improvement of a performance that translates easily to the improvement of the organization’s effectiveness (though that might happen), the enterprise is called education.
DEVELOPMENT
Development activities are not job related but are oriented to both personal and organizational growth. The focus of such activities is on broadening the learner’s conceptual and perceptual base in areas not previously explored or experienced by the individual
DEVELOPMENT: General transfer of similar skills to very different settings for the purposes of improving the way people feel, think, behave, or resist learning.
Agree with all =====================================
I agree with Mr.Fazlur Rahman's definitions!
give them actual examples of successful people and events not only from the elite group but also those who came from common and ordinary from around the world.
agree with expert answers above
agree with all answers ...................................
I agree with the rest of the answers
EDUCATION
DEVELOPMENT
Learning is a biological process. It's something we do all of the time, whether or not we're aware of it. It's like breathing. It's something we do.
Training is usually something we do to or for others to help them increase proficiency in a skill or help them feel better about doing it. We can engage in training independently, usually classed as practice and consisting of repetition or rehearsal -- possibly the best and most critical parts of a good training regimen.
Training is usually associated with a task. If training is not focused on a skill associated with performance of a task, I completely agree with you -- it's a presentation or information session. Presentations and information sessions can help when training a skill or making folks feel better about performing the task, but these alone will probably fall far short of changing behavior or moving the needle toward accomplishment. Concepts need to be connected with the skill all the way through to the accomplishment to be effective. Concepts fade fast when not connected with practice.
Education, to me, is about connecting dots in a domain and providing a "sense of a world", whatever world is the focus of the education. Education tends to answer the Why? questions where training answers the How? and When? questions. There is overlap as how, why, and when don't exist in isolation, but thinking about the weights - these make sense intuitively. I don't remember who said this about the comparison between education and training but it stuck with me.
I propose a level higher than training. We focus a lot of energy on training (and focusing mostly on skills and technique) when (I believe) what we really want is development of capacity. And thinking in terms of capacity development broadens the range of effects beyond skills. We likely agree that capacities like confidence, connection, insight, perspective, grit, empathy are great work characteristics. When we focus on training, we might hit confidence and could touch on a few of the others, but how often do we do that? Some of these are purported as the aim of education (insight, perspective, connection.)
Development of capacity is the outcome of both training and education. The type of development depends on the experience. We've started to put together a list of development ideas across six categories:
These extend the experience beyond the standard LMS and corporate practice standard fallback of solo and one-to-many to include a broad spectrum of social contexts (and different types of conversations).
When we set sights higher than training (or even education) and break the default patterns, we can focus on what really matters. It's not the content. It's readiness to meet the challenge.
