There is a lot been said about learn to train or train to learn. Well, there is a huge difference in learning and training. These two share an inseparable association in an educational process, where the training entails with the act of conveying unique skills to an individual whereas learning is a systematic approach towards developing sense of analysis and decision making in an individual. Training and learning are knotted such that the difference gets notably blurred over the period of time; yet, there is no training without learning.

Learning is considered as a continuous process, it is something that is not limited to classroom sessions or reading through books; but comes from anything and everything we do. Training is something that is closely associated with a task that makes us proficient in particular skill; basically an activity where we are engaged repetitively and practice a routine to hone our skills.

Typically training sessions aims at performing any task; if not related to task they are merely information sessions or basic presentation events that do not accomplish anything. For any training to be efficient and effective, one must connect the information to perform tasks so that it can assist in improving skills. When it comes to learning; it gives an opportunity to understand what the information is all about, why it is important and how it work when implemented and various other questions would.

Let us look at the comparison between the two:

  • Training imparts skill development while learning develops a sensible approach to utilize these skills.
  • Training is based on theoretical as well as practical application whereas learning instructs to work on the application.
  • Training is a one-dimensional approach which caters to the productivity while learning is a multi-dimensional approach that caters to overall development of an individual.
  • Training has a narrow perception that a training event is over once the task is accomplished; however training is a wider concept that continues to enhance even after the task is completed.
  • Training focuses on specific problem areas while learning concentrates on overall personal development that affects performances beyond technical training.
  • Training involves experience and expertise while learning calls for understanding.
  • Training is a short term approach to anything while learning is a continuous approach.
  • Training aims to perk up efficiency and presentation whereas learning goals for enhanced reasoning and decision making capacity.
  • Training prepares for specific and present job while learning educates with general concepts to secure future jobs.
  • Training needs specific set up with structured set of actions to be conducted while learning can be accomplished formally or informally through learning networks

 

 

Let us understand the concept with an example. These days’ corporate and companies conducts various programs to ensure that their employees have knowledge and skills to undertake any operation related to their job process. These programs were named as corporate training sessions that involve training, learning as well as soft skills development. These events clearly define the training and learning scenario. The event consists of presentations that brief about the tasks or operating procedures of any job element. This is followed by the training where the learning from presentation are drawn and job operation is carried out; meaning that people gain confidence of carrying out a procedure based on their understanding of particular task. These program schedules are then converted into learning and development events, a super set of training and development that work towards personal development of employee.

Learning and training can be used interchangeably; for example if there is a new accounting tool introduced in a company to ease financial transactions, it requires employee training so that they can get used to operating the tool. However, when employees explore the tool on their own and try our various functions & features of the accounting tool, it is considered as learning.

Another best example is of the seminars that say “Leadership development”. It is not a training session but a learning & development program that is based on examples from real life scenarios instead of planned topics to go through.

The Conclusion

No matter whether training or learning, both are important aspects of development of individual capacity. Training assist an individual to work towards a challenge and learning makes it easier for the person to sense the requirements to meet the challenges. The most effective ways to make you comfortable with the changing development needs is to adapt an approach that strengthens the overall growth perspective.

 

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