Investing in human resources makes the company’s growth sustainable and paves the way to success. For example, former General Electrical CEO Jack Welch spent 60% of his time developing the team. However, care must be taken not to confuse the concepts. In this article you will understand the difference between education and developmentto get the best out of your employees.
Who explains what each strategy means and how it affects the company results is Marcela Baudino, Executive Coach and Director of the Argentine company B&C training and coaching.
understand the concepts
When you take over the management of a company, you have the responsibility to make decisions. It’s your job manage resources financially, physically and humanly, looking for growth and financial viability.
In this context, a deep knowledge of the activities is essential to succeed and adopt the right decisions. It’s useless to have a great idea and get the necessary investments if you don’t know how to trade and run a sustainable business.
Knowing the difference between employee training and development is part of this training process. and training of the entrepreneur, because although they are similar, in practice they have specific differences in their structure and functioning.
The difference between training and development
For Marcela, the crucial difference lies in “knowing” and “knowing how to do, knowing how to be”. Understand better below:
The expert explains The formation is generally associated with it professional trainingeither individually or in a group. “This training takes place in the company and has something to do with it Update on the Work whose main objective is to increase the knowledge and technical skills of workers, adapting them to the specific needs of each position,” he analyses.
Therefore, for them, training is associated with ‘knowledge’: it refers to a specific ability.
Development, in turn, is understood as a longer process of individual improvement. “Is he personal and professional growththat responds to each individual’s self-improvement needs, or the aspects that the company believes employees need to improve in order to achieve corporate goals,” he analyses.
For the specialist, development implies a transformation through which the employee begins to work on his own experiences, mistakes and successes. It’s about “know how to do” and “know how to be” at the right time and at the right time.
Finally, the coach analyzes that both processes contribute to the growth of the employees and the company. While training has the function of updating the knowledge required to perform a function, development allows for the personal development of employees leading to professional maturity. So it is possible do the most own potential.