Discussion Thread: Training, Development, and Separations
What is the difference between training and career development? Of
these two concepts, which is more likely to increase retention in an
organization? Why?
Training and career development are utilized for employees in an
organization to bring focus and fulfillment. While these two aspects of
development are vital towards the growth of an employee, there is a
difference in what increases retention in an organization.
Training refers to a company’s focus on empowering employees’ growth
during training to strengthen their knowledge, competencies, and services
for everyday job activities (Noe et al., 2021). Employee training may consist
of short courses on a topic for specific understanding of job responsibility.
Formal training may also include development programs or events for
employees to learn from. Overall, training consists of short-term task-
oriented development.
The other concept of employee development is career development.
This encompasses a wider variety of learning experiences that are long term.
Career development can include one on one mentorship programs, courses
for advancement, and self-development projects. It focuses on employee
fulfillment and aspirations for preparing for future roles as well. Career
development creates value within employees as part of an organization’s
mission (Career developmentet al., 2024).
Operating career development for employees will more likely increase
retention in an organization for several reasons. Implementing career
development in an organization for employees causes an increase in
employee satisfaction and improved performance, while also increasing
greater profits for the organization (Germeroth et al., 2024). Employees to
have access to career advancement are more prone to feel respected and
thus this increases their job responsibility performance. This will also shed
light on the organization’s investment and time in their employees, as it
signals long term contributions and value. Career development can also be
utilized for skill versatility when job responsibilities are updated. It allows
employees to grow and adapt to any changes made in an organization.
Future role opportunities can also motivate employees to stay within an
organization longer term and reduce movement to a different employer.
From a biblical perspective, Jeremiah 29:11 says the Lord has, “plans to
prosper you and not to harm you, plans to give you hope and a future” (NIV.
2011). God Himself also cares about each employee’s personal and career
development. He has a plan for satisfaction and joy for the future. If
organizations took this verse and looked at their employees with plans to
prosper them in their development, and attend to their future, then
employee satisfaction would increase. Overall, the development of others
should be a high priority in any organization in order to grow corporately.
While training is essentially used to equip employees with role
efficiency, career development will more likely promote retention in an
organization. Career development fosters employee aspirations, potential
growth, and alignment to an organization.
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References
"
Career development: The key to improve employee retention. Nestor. (2024,
January 17).https://nestorup.com/blog/career-development-the-key-to-
improve-employee-retention/#:~:text=in%20this%20article.-,Why%20is
%20career%20development%20more%20imLinks to an external site..
Germeroth, K. (2024, June 21).Employee development vs employee training.
Moodle US.https://moodle.com/us/news/employee-development-vs-
training/#:~:text=While%20training%20equips%20employees%20with,long
%2Dterm%20loyalty%20and%20adaptabilityLinks to an external site..
New International Version. (2011).BibleGateway.com.
Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2021).Human
Resource Management: Gaining a competitive advantage. McGraw Hill.
