It is always the simple that produces the marvellous...
Ameila Bar
Learning versus training?
This is a common question that can provoke lengthy discussions between capability specialists. It is therefore important at the outset that we articulate our views on the differences between the two and why we refer to learning needs analysis rather than training needs analysis.
We believe training can be defined as ‘the act of teaching a person a particular skill or behaviour’ or the action of undertaking a specific event’. This represents a formal action or intervention that can form part of a wider organisational solution to capability development.
Learning for us is much broader and represents the action of acquiring knowledge or skills through experience, practice or study, and as a result can be achieved through a range of interventions, from formal learning environments, e-learning, through to coaching, secondments and informal coaching sessions carried out by line managers or peer to peer relationships.
In developing the capability of employees we therefore focus upon assessing what knowledge, skills behaviours and attitudes are required, how these can be achieved cost effectively within the organisational context.
