Training and development: Difference between revisions

Revision as of 00:41, 13 November 2022

Revision as of 14:42, 25 November 2022

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{{Short description|Improving the effectiveness of organizations and the individuals and teams within them}}

{{Use dmy dates|date=October 2013}}

'''Training and development''' involve improving the effectiveness of organizations and the individuals and teams within them.<ref name=":1">{{Cite journal|last1=Aguinis|first1=Herman|last2=Kraiger|first2=Kurt|date=January 2009|title=Benefits of Training and Development for Individuals and Teams, Organizations, and Society|journal=[[Annual Review of Psychology]]|volume=60|issue=1|pages=451–474|doi=10.1146/annurev.psych.60.110707.163505|pmid=18976113|issn=0066-4308}}</ref> [[Training]] may be viewed as related to immediate changes in [[organizational effectiveness]] via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While [[training]] and development technically have differing definitions, the two are oftentimes used interchangeably and/or together. Training and development have historically been topics within adult education and applied psychology but have within the last two decades become closely associated with [[Human resource management|human resources management]], [[talent management]], human resources development, [[instructional design]], [[Human factors and ergonomics|human factors]], and [[knowledge management]].<ref name=":1" />

==History==