These days learning is preferred to training in the enterprise lingo to refer to an employee’s development. So, what exactly is the difference? You can list many differences or dismiss the topic saying a rose by any other name … you get the idea!
Here’s the kPoint view.
Training is about push – the employee is subjected to a training activity. At the end of it, the trained employee is expected to carry out specific tasks.
Learning is about pull – the employee engages on her own in a learning activity. When it is over, she will have acquired some knowledge and skills.
For example, if I say I have learnt to drive, I convey something totally different than when I say I am a trained driver! Others prefer to ride with me with the latter. The point is: when it comes to specific skills, training aims to ensure the expected behavior.
What if the tasks at work are not encountered before? Since all employees today are considered knowledge workers dealing with ambiguity, problem solving, and judgment on the job, it is not possible to keep them trained for all the tasks. One must first learn and then execute. Sure, training in prerequisite skills is a must to qualify, but success depends on how the employee can learn on demand!
That is the need kPoint addresses.
What can an employee do to learn on demand? That’s for the next time I write.