Is It Training or Education?

This would be a great HR Webinars topic!
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This would be a great HR Webinars topic!
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I guess, instead of completly cutting down with the training, perhaps one can go for the cascading modal. You need the critical mass anyways !
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A thought provoking article, aptly highlighting the facts about the misconception and even misuse of the word 'Training'. Much to be blamed for this situation are the providers of 'Training' often in connivance of the senior managements of the corporations. The latter giving the false impression to their Boards / Share Holders of making continuous efforts for developing their employees (they reserve the most costly programs often held at exotic overseas locations for themselves). Since the learning is not properly targeted the outcomes are more often than not disappointing and outcomes being difficult to quantify, everyone involved (Training Provider, Management and the Participant) gets away with it. I am certainly not advocating that attending formal learning events should be stopped. I do recommend however that detailed homework before and after the event needs to be carried out, much like launching a mini project. The following steps should make the learning meaningful: 1. Before nominating an employee his/her learning and development needs should be carefully determined, through performance appraisal and other tools. 2. The selected program should closely match these learning needs. 3. The participant and his/her seniors should hold detailed discussion before the event as to what benefits are expected to be acquired by attending the programm. 4. Similarly, a post learning discussion should take place to plan the implementation of the newly acquired concepts and techniques, with the close involvement of the participant's peers. 5. The implementation plan should have a built-in progress review schedule to ensure that it does not fizzle out with time. 6. For senior management staff attending lengthy courses should be stopped, since they will not change. I say this with conviction because I have experienced that a person already successful does not change unless faced with a dire situation challenging his/her survival in the company. This is true especially where behavioral learning is involved. Therefore I suggest that senior management staff should only be allowed to benefit from very short (half a day to two days, at the most) seminars & conferences to learn about the latest developments and trends in the particular field of his/her interest.
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A thought provoking article, aptly highlighting the facts about the misconception and even misuse of the word 'Training'. Much to be blamed for this situation are the providers of 'Training' often in connivance of the senior managements of the corporations. The latter giving the false impression to their Boards / Share Holders of making continuous efforts for developing their employees (they reserve the most costly programs often held at exotic overseas locations for themselves). Since the learning is not properly targeted the outcomes are more often than not disappointing and outcomes being difficult to quantify, everyone involved (Training Provider, Management and the Participant) gets away with it. I am certainly not advocating that attending formal learning events should be stopped. I do recommend however that detailed homework before and after the event needs to be carried out, much like launching a mini project. The following steps should make the learning meaningful: 1. Before nominating an employee his/her learning and development needs should be carefully determined, through performance appraisal and other tools. 2. The selected program should closely match these learning needs. 3. The participant and his/her seniors should hold detailed discussion before the event as to what benefits are expected to be acquired by attending the programm. 4. Similarly, a post learning discussion should take place to plan the implementation of the newly acquired concepts and techniques, with the close involvement of the participant's peers. 5. The implementation plan should have a built-in progress review schedule to ensure that it does not fizzle out with time. 6. For senior management staff attending lengthy courses should be stopped, since they will not change. I say this with conviction because I have experienced that a person already successful does not change unless faced with a dire situation challenging his/her survival in the company. This is true especially where behavioral learning is involved. Therefore I suggest that senior management staff should only be allowed to benefit from very short (half a day to two days, at the most) seminars & conferences to learn about the latest developments and trends in the particular field of his/her interest.
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A very good article - bringing out the true difference between education and training. I agree that education gives knowledge and brings an awareness, while training gives an enhanced ability to perform through continuous practice and instructions. Training, according to me is bringing out the hidden abilities and increase your performance after putting it into continuous practice
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I wrote the same kind of article on my blog. Please read mine at www.moinuddinchowdhury.webs.com and send your comments to moinuddin.chowdhury@futureleadersgroup.com I just loved the article you wrote. Thanks to G. Thomas Herrington and Patrick T. Malone. Thanks and regrads.
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I like and support much of what is said here and especially agree that coached practice has the most bang for the buck in effecting behavioral change. As distinctions go, I tend to think of training as a more mechanical enterprise, teaching employees what to do by way of mimicry and imitation. The way factory workers are taught repetitive motion work, or customer service reps are given scripts for the situations they are most likely to face are examples of "training." Education that follows an academic model is pretty weak in that it only creates awareness. But other forms of education, including those that use hands-on, role-playing, coaching and practice help the student learn how to think AND ACT in new and more powerful ways.
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