"Learning without thought is labour lost. Thought without learning is intellectual death." - Confucius. This everlasting quote by the great philosopher holds the same magnitude and depth even today especially in the contemporary corporate era.
Undoubtedly, Training & Development is an integral part of the component of employee engagement activity and with the passing time it has gained significance importance in the HR gamut.
Well, many a times, we blend concepts of teaching and training, but there are significance difference irrespective of both has its own importance. Teaching is a process of imparting knowledge and skills by a teacher to a learner, which involve activities like educating or instructing while training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts and rules. Both teaching and training is related with building the competencies of an individual but, teaching is practiced in schools while training is practiced in workplaces. Teaching is related to theoretical concepts much while training is the practical application of knowledge. Training has a more specific focus than teaching.
Teaching seeks to impart new knowledge while training equips the already knowledgeable with tools and techniques to develop a specific skill set. One of the objectives of teaching is to enrich the minds of the listeners while the main objective of training is to mould habits or performance of the individuals. Teaching is, usually, within the context of the academic world, while training is associated with the commercial world. Usually, teachers give feedback to their students, while trainers receive feedback from the trainees. In order to build up as a competent professional, a person needs to have a good understanding about the theoretical concepts as well as he/she need to have the applied exposure.
Here pragmatic argument is why "training" has gained importance over the period of time and people are also adopting "Training and Development" as a full time profession now.
According to a study by the American Society for Training & Development (ASTD) and Harvard Business Publishing (HBP)on learning and development trends in India, Indian organizations on average spent US $331 per employee on training and development in 2011.
Also, as per the Dale Carnegie Employee Engagement Study 2014, 54% of the Indian workforce is not fully engaged at work. Disengaged employees tend to be poor performers, stirring up resentment and leading to employee attrition. Learning and development departments have traditionally tried to increase engagement in ad hoc ways, but now the trend of implementing complete engagement solutions is increasing significantly. These holistic solutions include assessments, company-specific analysis, and training, benchmarking, and targeted interventions, followed by pulse surveys.
Likewise as per some cumulative surveys conducted in 2015, growth rate of training and development industry has increased by 55% compare to the last few years shows how India has adopted eLearning, training and development as it is a significant indicator since it can reveal revenue opportunities as well.
Countless reports, surveys, and studies have shown that training and development industry isn't showing any signs of slowing down. In fact, an increasing number of individuals, corporations, and institutions are indulging in to it day by day as they recognize its helpfulness and its expediency.
Attrition and cyclic recruitment has become an embryonic issue which raises cost to the company, so training the existing employees for the current and other rolls does not only improvise their skills but also can sustain them and thus act of imparting training has gained vitality over a period of time.
Thus, the incipient need of the training is fabricating more and more trainers. Trainers are available in all types and gaining attention, it is altogether a respectable and developing profession now days. Trainers of all sorts are obtainable in the arcade, be it corporate to company, individual to institutions, soft skill, technical skill or management skill or mind power, neuro linguistic programming to spiritual, and this has changed the mechanism entirely.
With the increasing need of trainers there is an industry being developed to produce the trainers as they also need to always sharpen their edge by constant learning, in fact many organisations are running 'Train the Trainers' programs for different needs of the trainers.
To contribute to the need of the industry a trainer has to deliver the right information at right pace and with right content and to do so it requires constant updating on information, research and development, knowledge of who's who, current affairs, general knowledge and subject learning and this is a challenging task indeed. Corresponding activities, practical, relevant examples, righteous presentations, great communication skills, being spontaneous with cool temperament, self-discipline and updated information on the subject line are the skills even a trainer need to adopt. So, in nut shell the collective evidences show the importance of training profession and trainers, as it is a space-age occupation, has vivid sphere and all are benefiting.