Learning and development is a systematic process that enhances an employee’s skills, knowledge, and competency.
The main aim is to change the behaviour of individuals or groups so as to share knowledge and insights or cultivate attitudes for the purposes of enhancing performance at the workplace.
The two terms are often used interchangeably, however, there are subtle differences between these concepts.
This is the acquisition of knowledge, skills, or attitudes through experience, study, or teaching. Training, development, and education, all encompass learning.
Training is the impartation of immediately applicable knowledge, skills, and attitudes and focuses on the delivery of performance in a current role or in preparation for new or future changes.
Development is long term. It revolves around the broadening or deepening of knowledge, especially within one’s personal development goals and the (future) aspirations of the organization.
Education is a more formal way to broaden one’s knowledge. It is often non-specific and applicable for a long time and is especially relevant when a person has little experience in a certain area.
Objectives of learning and development program
Pertaining to business performance, learning and development objectives would include:
Learning and development objectives pertaining to employee satisfaction include:
Learning and development objectives pertaining to employer branding include:
Development and learning objectives pertaining to individual self-actualization include: