Two major purposes of training; to help people learn and develop skills and training must result in change in behavior. Training is a short term while development looks beyond today, it takes a more long term. Development differs from training in that it does not occur during a class. Its happen after the class.

People are the key to any organization. Development is necessary so people can meet new challenge. Two different planning tools that can help to differentiate between training and development is performance plan for training and a development plan for development.

The performance plan outlines what is expected in term of performance or result, and exactly how that performance will be measured. Development plan differs with performance plan since it has long term focus and action plan. It helps to plan staffing, training and development.

An employee is in control of the process of he or she uses it annually to create and revise a development plan and if the plan is completed in time. Organizations will need to use both of the processes described in this article.

The common element is learning, in the era of global economies, increasing competition, and a advancing technologies, learning may be the only competitive advantage we have.

As Human Resources practitioner, it is important to clearly identify the real concept and general idea of training and development itself. Training generally refers to teaching operational and technical skills to do the job for which an individual is hired while development can be understood as teaching managers and professionals the skills needed for the present and future jobs.

On the other hand training is a process by which people improve their knowledge, skills and attitudes and use them to enhance their performance on the job whereas development is a progress and improvement that resulted from the training process.

From my perspective training is one of the core aspects in the development plan or process. Without proper training programme there is no way a development programme would succeed. This means that to achieve a successful development progress, a proper training program must be implemented. Simple example is about to build a develop nation in 2020 as visioned by country leaders. Instead of providing world class infrastructure and economic facilities to the country, another core infrastructure that needed to be developed is to strengthen the education and human resources development since world class infrastructure and economic facilities only will be beneficial if the country’s human resources are competent enough to handle the situation.

There is no doubt that training is about development and application of knowledge, skills and attitudes for achieving specific objectives while the development itself is a long term process of assisting and helping the individual to handle present and future responsibilities. Development can be viewed as the end result of the training process.

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Since 1960s the systematic model has shaped the approach to training. It is a training undertaken on a planned basis as a result of applying logical series of steps generally in training policy, training needs, objectives and plans as well as evaluation. Then transitional model was developed as a means of professionalization training and attempts to establish its credibility.

The national training award model carries confidence in the systematic training model while the consultancy model tried to distinguish between consultancy skills and consultancy model. The Continues development model recommends for developing an organization which will encourage workforce to achieve its capability.

The Ashridge model suggested a fragmented approach, formalized approach and focused approach should be considered in training and development process. The learning organization model focuses on the important of individual, team learning, experimentation and supportive environment in training processes.

It is suggested that an attempt to formulate such a model is worthwhile and will assist in the articulation of best practice. An effective model of training practice must retain the besr element of the systematic training model and offer a trainer a structured framework as well as effective evaluation.

What we can understand here is our modern training programs are developed from the systematic training model approach which consists of four important elements, structuring policy, analyzing the need, constructing objectives and rooms for its evaluation. These four basic elements can be understood as the core elements in the whole training and development process.

The model also can be categorized into three major stages of before, during and after the training process. And as the time progresses and the society has continuously changing more comprehensive and specified training model had been developed by HRD practitioners around the globe.

Another interesting observation that can be made is that there is no absolute training model that can be acknowledged as the best and can be fitted to any organizational needs. This means that apart from choosing the right training model, other internal and external factors surrounding the organization should be taken into consideration while picking the training models.

Prior to that the trainers themselves should play active roles in acquiring fresh content and advance training approaches that will benefit not only the organization and its members but also the human resources practitioners themselves.

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