Training, Education, and Development

Learning is a continuous and ongoing process

The best organizations know this and make substantive commitments to this effort, in three areas: training, education, and development.

Training is learning that is applicable to the individual’s current job.
Education is learning that is designed to groom the individual for future jobs he or she may assume.
Development is learning that is geared toward "general growth" of the individual and/or that of the organization and is not directly linked to the person’s current position or an identified future job.

The perceived appropriateness of any type of learning program is weighed in terms of its perceived risk and reward. The time lag that occurs between the learning and its observable benefits appears to be a key factor. Management used to be typically most favorably disposed toward training, since its benefits are observed on the job and short term, if not immediately. Receptivity toward education used to be less enthusiastic, since its benefits are generally regarded as midterm. And attitudes toward development tended to be even less positive, since the benefits were viewed as long term and questionable or difficult to measure.

Luckily, the trend has changed and today managers acknowledge that learning (from training, education, and development) is a very important priority. Training and developing people is an essential part of any successful strategy to win in highly competitive businesses. It can’t be overemphasized."

To receive more information about our services, please send us an email or call us at (54.11) 4896.2693 or 4784.5445. We’ll be glad to assist you.