Business – 2.2 Motivation – Methods in practice | e-Consult
2.2 Motivation – Methods in practice (1 questions)
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Answer:
- Training is the process of imparting specific skills or knowledge required to perform a current job more effectively. It is usually short‑term, task‑oriented and measurable.
- Development focuses on broader personal and professional growth, preparing employees for future roles and responsibilities. It is long‑term, holistic and often less quantifiable.
Key differences
- Purpose: training → improve present performance; development → enhance future potential.
- Scope: training is narrow and role‑specific; development is wide‑ranging and career‑focused.
- Time‑frame: training is usually a few days to weeks; development may span months or years.
Practical examples
- Training example: A retail chain runs a two‑day workshop on the new point‑of‑sale system, enabling cashiers to process transactions faster and reduce errors.
- Development example: The same company sponsors high‑performing assistants to attend a leadership programme, equipping them with strategic thinking and people‑management skills for future managerial roles.