Training is the act of learning or improving the skills and knowledge necessary for a particular job role or function. Development, on the other hand, aims to change behaviours and develop resilient and adaptable individuals. Together, they refer strictly to the educational activities within an organisation designed to enhance knowledge and skills, while providing information on how to perform tasks better. 
 
Technology has changed the pace at which we’re working. Skills don’t have a very long shelf life, with many expected to be redundant within five years. Technology, however, should be seen as a key to innovation and way to ensure the internal rate of change matches, if not outpaces, the external rate of change.  
 
Training and development is a sure fire way to make an organisation more marketable, a fiercer competitor and one that is sustainable and flexible to change. Consider these benefits: 

• Better Performance: Training and development not only gives employees the confidence and skills they need and the context in which to use them, but ensures they’re aware of their performance expectations.
• Reduced Supervision: As employees become more productive, efficient and confident in their skills and roles, the need for supervision and micromanagement will lessen.
• Increased Flexibility & Innovation: Agile organisations can quickly rejig strategy, structure, processes and technology as needed, giving themselves something of a competitive advantage – even in ambiguous conditions.
• Improved Organisational Culture: Offering training and development conveys an organisation as one interested in improving employees’ skills and knowledge, and creates a culture of self-improvement and willingness to learn.
• Better Resource Allocation: In the long run, in-house training and development can help save big bucks. Lack of development is a major reason for employees to leave an organisation, and the cost of replacing each one can be as much as a third of their salary.
• Enhanced Employee Lifecycles: Ideally, entry-level employees will stay long enough to become leaders. This makes for leaders that are well-versed in company values and understand the context in which the company has evolved during their time.
• Enhanced Company Reputation: Training opportunities that are particularly aimed at developing growth mindsets, such as mentorship, make your organisation more attractive to new recruits by signalling a commitment to employees’ professional and personal development.
• Maximised Profitability & ROI: Productivity increases through training, and efficiency comes through development. Both ensure the success of projects that in turn improve turnover and market share.

Depending on an organisation’s size, diversity and needs, there’ll be different training and development programs on offer. These are some common training and development types: 

• Onboarding: This is typically designed to imbue new hires with the information they need to assimilate into the company and perform their jobs well. It encompasses orientation and probation, and ends when an employer deems an employee fit to work independently. A good onboarding experience clarifies expectations and sets a positive tone.
• Technical Skills Training: These skills are often a basic component of a job role that can either be enhanced or built entirely from scratch. They can include copywriting, coding, data analysis, researching and project management. Ensuring technical skills are up to date and continuously upskilled helps your organisation to stay relevant.
• Soft Skills Development: These are becoming increasingly vital to the workplace and usually can’t be automated. They can include communication, problem-solving, conflict resolution, teamwork and leadership. Without these skills, employees won’t be empathetic, communicate respectfully or manage time and projects.
• Continual Professional Development (CPD): The goal of CPD is to obtain certification and very specific information that is essential to perform a job, e.g. healthcare. When not upheld, lacking CPD can lead to heavy fines and even discreditation. When maintained, CPD can lead to a positive return on investment and contributes to market standing, reputation and competitiveness.

 
For a more in-depth look at optimising training and development, have a read of the full article.