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'''Training and development''' involves improving [[Organizational effectiveness|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|s2cid=45609735 |issn=0066-4308}}</ref> [[Training]] may be viewed as being related to immediate changes in 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 terms are often used interchangeably. 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" />
Skills training has taken on varying organizational forms across industrialized economies.<ref name=":8">{{Cite book |last=Thelen |first=Kathleen |url=https://books.google.com/books?id=I0afDJGPczwC |title=How Institutions Evolve: The Political Economy of Skills in Germany, Britain, the United States, and Japan |date=2004 |publisher=Cambridge University Press |isbn=978-0-521-54674-4 |language=en}}</ref> Germany has an elaborate [[Vocational education|vocational training]] system, whereas the United States and the United Kingdom are considered to generally have weak
==History==
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