HRD

Training and Development Issues

Being cautious of your T&D assumptions:

• Learning does not assure the skill to perform.
• Skills can be performed with out understanding.
• Understanding does not guarantee the ability train others.
• Consulting requires more than understanding, skills, and teaching ability.

Definitions.

Training, Development and Education are often used interchangably, but they are different and meet different needs. Because they are often linked, overlapping, nested, and conducted simultaneously, agreement on their basic differences is important to training and development professionals. These basic definitions can help clarify human resource development tactical and strategic functions. They can be refined or deepened, but they need to be identified as different processes in the continuous maximization of human potential.

TRAINING: Attainment of skills necessary to perform tasks.

• Focus: SKILL
• Benchmarks: BEHAVIORAL
• Horizons: SHORT TO MEDIUM TERM
• Duration: CONTINUOUS
• Measures: BOTTOM-LINE

DEVELOPMENT: Reaching the maxium personal competency performing assignments.

• Focus: PROCESS
• Benchmarks: READINESS
• Horizons: MEDIUM TO LONG TERM
• Duration: MILESTONES
• Measures: COMPETENCY

EDUCATION: Completing curriculum-based achievements.

• Focus: CONCEPTUAL
• Benchmarks: CAPACITY, ACHIEVEMENT
• Horizons: CAREER
• Duration: DEGREE, DIPLOMA, CERTIFICATE
• Measures: PROFESSIONALISM

Performance:

There are three basic elements to evaluation of performance that are helpful in attaining and evaluationg human resources development.

CAPACITY

• Personal abilities necessary to perform tasks and assignments.
• (Mental, Physical, Social, Spiritual)

SKILLS

• Behavioral competencies necessary to perform tasks and assignments.
• (Comprehension, Tactical, Verbal, Interpersonal)

MOTIVATION

• Willingness to perform tasks and assignments.
• (Intrinsic, Extrinsic, Life)

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