Training and Management Development both aim at improving performance and productivity. Training is the process by which a person acquires skills, knowledge, and experience through group events such as workshops, classes, and seminars, which have a start and end dates. It usually aims at improving the current performance of an individual, or to prepare that individual for another role. It has very specific and measurable goals like understanding a specific process, how to operate equipment, or how to perform specific procedures. On the other hand, Management Development is more of a self-assessment act through personalized experiences like certifications, coaching, and mentoring. It is an aspect of organizational development that assesses executives and training them to be equipped for higher positions.
Here are five basic differences between Training and Management Development:
- Time. Training is more often a short-term process and focuses on the present, while Management Development is more long term in nature which puts more attention on the future.
- Number of Participants. Training is attended by many; Management Development is an individual activity.
- Orientation, Focus, and Objectives. The training aims to deliver skills changes in the participants through clearly defined learning objectives and a prescribed curriculum. Change is more behavioral and skill building. It is an organized activity for increasing knowledge with a definite purpose. Management Development inspires personal and career growth of individuals through successive planning programs, career development, relationship building, and leadership skills.
- Motivation. Training needs are assessed by a trainer through a skills-gap analysis, or if they are requested by the individuals themselves. It is essentially need-based. Management Development may arise from a company’s requirement for change, for example, if there are a new mission and vision statement. It may also be voluntary, depending on the individual’s assessment of himself. Training is for teaching new skills; Management Development is for perfecting existing skills.
- Facilitation and Methods. The training is conducted by a trainer, a peer, or a team leader who instructs the trainees through on-the-job training, a classroom setting, or an online session. It is a combination of lecture and exercises. Management development is more self-directed (introspection). The individual has his own assignments and is responsible for his own progress.
Training and Management Development are required in providing the right skills and knowledge for the benefit of both the organization and its employees. They are core functions of human resource management. They help remove performance deficiencies and provide greater stability and flexibility for growth in an organization.
A good training program is worth the investment. Regular skill training is essential in a person’s ongoing talent development. It is a key factor in employee motivation and retention.
Working Voices provide highly interactive learning where you can apply training tools provided by expert trainers that will help you do more in less time. The trainers provide systematic procedures for transferring their expertise to you. After the training, you will acquire knowledge, skills, and abilities, and improve your aptitude and attitude towards the subject you have undergone training for.