What's the primary purpose of "training and development", what do we mean by training and development? Cite example or difference.

The concept of training and development: training and development effort is a regulatory scheme is designed to facilitate the acquisition of personnel associated with work skills and access to knowledge that helps to improve performance and the organization's goals. In another training is the definition and development "is the individual processing for fruitful work and keep it on the required level of service, it is a kind of guidance issued by the man and directed to another human being." In another definition of the training and development means: "voltage regulator and planned to provide manpower in the administrative apparatus of certain knowledge, and to improve and develop their skills and capabilities, and change its behavior and trends positively building. And get rid of the definitions as follows: - 1 training and development is an ongoing process during the life of the individual according to his needs as an individual and as a member of society, and is seeking to bring about changes in behavior patterns through exposure to methods and means of training sophisticated. 2. training and development is an important means of the individual is designed to give full opportunity for individuals to perform the work required of them with high efficiency, and is therefore a means of individual development capabilities that could benefit him to get a bigger benefit to his person and to his organization and the community surrounding it. 3. the efficiency of the training process linked to a range of job training elements, which include: - the trainer, trainee, training venue and development, and time, training and development content, and means of training and development, education and development cost. the importance of training: In order for management to achieve its objectives relies on two main sources: a. physical resources b. human resources and management training for its members and their development to constantly be providing them with information and skills and the necessary attitudes make them able to perform their current jobs and future efficiency and effectiveness. The importance of training and development, including achieve the benefits accrue to both individuals 1.: as the lead training and development to improve their abilities to solve different problems. 2. Small groups: lead training and development to strengthen ties between small groups, and working to open communication channels between them. 3. Administrative regulations: in terms of training and development leads to raise the efficiency of the organization and effectiveness. 4. society: work to improve productivity in society, as well as national income growth. Believing in the importance of training and development interest in the various organizations has increased this activity, which varied at different levels of training programs offered by and. The proliferation of institutes and schools that provide various training programs and held to raise and develop manpower efficiency and increase its effectiveness, is only an expression of the importance of training and development in the life of individuals and organizations. Taqbim concept of training is targeted process to measure the effectiveness and efficiency of the training plan and the amount required to achieve the objectives and to highlight the weaknesses and strengths. It also defines the procedures which are measured by the adequacy of the training programs, and the extent of its success in achieving its goals, as measured by the adequacy of the trainees and the extent of the change that the training and development has succeeded in those events, as well as measured by the adequacy of the trainers who carried out the training work. The importance of training and development Rating: Assessment is essential as is its evaluation of the training program efficiency and effectiveness and the achievement of objectives in a more effective and leads to significant future savings in time and costs, as the Rating identifying new strategies and formulation of down, which lead to the development of human resources. It lies the fundamental importance of evaluating training programs in that it identifies the pros educational and training programs and shortcomings so that it can retain the advantages of good and give up as much as possible for the good of others advantages in these programs. The objectives of the training and development Rating: The evaluation process designed to achieve the following objectives 1. Identify the amount of what has been achieved from the training plan and what has been achieved their objectives 2. Ability to assess the results of teaching trainees, skills and attitudes acquired 3. measure the effectiveness of the trainers and their suitability to practice the training work . 4. Identify the software components and how to increase the elements of success and effectiveness have 5. compared the benefits of training and development by physical investments that have been made in the process. Stages of training and development Rating: All of the training and development programs and trainees of the evaluation process is subject through four time periods: (1) the assessment before the implementation of training and development (the rating and peripherals design) can be done by adopting the results evaluated previously implemented programs, as well as survey the views of the trainers and trainees previously and manage, and choose the skill level and trends of the trainees previously. The aim of this stage to choose the training method is best and appropriate to achieve the best results. 2. evaluation during training and development (the training program's content rating and techniques and the effectiveness of the trainers) where it can be at this stage to assess the program's objectives and conduct of the training process, according to the objectives set, as well as methods and appropriate to achieve the goals means, appropriate time and place and how, and how appropriateness of the design theme of the program, the sequence of topics and the integration of their contents, and evaluate the results achieved by the program information and concepts and trends that the program managed through successive training sessions to provide and develop the trainees and. 3. assessment after the end of the training program (evaluation of the results achieved in the trainees) after the end of the training program is the question about the results achieved by this program and the extent of reaching the goals set for it, and measuring the amount of feedback and learning through questionnaires distributed to the trainees. 4. Follow-up results after the training and development of the end of a certain period (to assess the effects of training and development in the functional position of the trainees) At this stage, re-evaluate the behavior of the trainee and his performance in his job after the training program directly to the end, so that can be identified on the degree of continuing training and development impact of the passage of time and can be measured by the results of the training and development are two elements: the trainee's behavior and performance. Training methods and evaluation of development: There is more than one way to measure knowledge, and are: - A distribute a questionnaire to the participants at the end of the training program to learn their opinion of the importance of the program and its value. And studies that this method is the most widely used and that the subscribers often staying positive after the end of the training and development has shown directly. (B) do test for participants before and after the training program to learn the difference between the results of the two tests, but the problem here is to make sure whether that difference is the result of training and development, and not the influence of other factors. C use the comparison method between the two groups, the test group (which are subject to training) and the control group (which are not subject to training) to see whether there are clear differences between the two groups can be refunded to the training and development. This method is usable. D the immediate supervisors of the trainees assess the training and development of their subordinates and that the results of the observation of changes in their behavior and their achievement at work after training and development is finished. This studies have solved that companies in most cases, does not evaluate the training and development and the results of exercise training and development activities, convinced its effect positive in improving the skills of the participants.

to develop ourselves of behavior images in our profession and to gain extra challenges in every different way of  successful....

Training focuses on skills needed for the job/task.

development focuses on long term abilities.

Training and development is purposely designed for below:

1. Solve the skills gap of the employee (to give him proper training as required to his current responsibilities.
2. Develop more the employee skills (to prepare him for a much bigger responsibilities)

They are different, in the sense that, the one is sent to training because he have skills gap and reported with poor performance. And the other is sent to training to equip him for the necessary tools he need to even be more productive and getting ready for a much weighted role.