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Builds the argument by defining training and then contrasting it with education and development.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & Report",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/training-ld-od-hrdwhats-in-a-name/594458/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/training-ld-od-hrdwhats-in-a-name/594458.png","ImageObject",300,407,{"name":42,"@type":43},"Aldword","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-18","2026-10-15",true,{"@type":52,"interactionType":53,"userInteractionCount":22},"InteractionCounter",{"@type":54},"ViewAction",{"@type":56,"mainEntity":57},"FAQPage",[58,64,68],{"name":59,"@type":60,"acceptedAnswer":61},"Why does the article say confusion exists in HR-related terminology?","Question",{"text":62,"@type":63},"Because multiple role titles are used interchangeably while remaining largely undefined and not aligned to what organisations aim to achieve.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"What does the article describe as the focus of training?",{"text":67,"@type":63},"Training is learning provided by employers to employees linked to their current job, with a job-skills orientation and short-term knowledge or skill improvement.",{"name":69,"@type":60,"acceptedAnswer":70},"How does the article distinguish training from education?",{"text":71,"@type":63},"Education is portrayed as broader, tied to future career and lifelong learning, focusing on the individual’s experience, application, and outcomes rather than a particular training event.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},594458,1792360400,{"code":4,"msg":81,"data":82},"success",[83,87,91,95,100,105,110,114,119,122,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":84,"show_sort_weight":85,"slug":86},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":88,"show_sort_weight":89,"slug":90},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":92,"show_sort_weight":93,"slug":94},"Exam",70,"exam",{"id":96,"doc_module":4,"doc_module_name":25,"category_name":97,"show_sort_weight":98,"slug":99},5,"Comic",60,"comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":103,"slug":104},6,"Technology",50,"technology",{"id":106,"doc_module":4,"doc_module_name":25,"category_name":107,"show_sort_weight":108,"slug":109},7,"Healthcare",40,"healthcare",{"id":111,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":112,"slug":113},8,30,"research-report",{"id":115,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":117,"slug":118},9,"Religion & Spirituality",20,"religion-spirituality",{"id":117,"doc_module":4,"doc_module_name":25,"category_name":120,"show_sort_weight":117,"slug":121},"World Cup","world-cup",{"id":123,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":123,"slug":125},10,"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":96,"slug":129},19,"General","general",{"code":4,"msg":81,"data":131},{"doc_id":78,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":111,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":22,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":111,"language":139,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":12,"update_tm":143,"read_time":117},2336478940917,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Australian Journal of Adult Learning Volume 50, Number 2, July 2010  \nTraining, L&D, OD, HRD—What’s in a name?  \nSean O’Toole  \nNSW Department of Community Services, Sydney  \nThis article describes the various aspects of human resources development and highlights the intersections and the differences between what are often mistakenly viewed as interchangeable concepts. It argues that, while it is generally accepted that developing staff is fundamental to good organisational health and business outcomes, a clear understanding of how this should be achieved is often hampered by an identity crisis in the field itself.  \nThe education industry contributes 5.8% of Australia’s national expenditure (ABS 2009). A total of 2.6 million Australians are currently enrolled in formal qualifications and 61%(5.3 million) of the Australian workforce are engaged in some form of training at work each year (ABS 2008). This is up from 30% in 1990 (ABS 2005) and includes increases in all categories of workers and all age groups. Education and training in all its forms is now big business and a  \n420 Sean O’Toole  \nsignificant part of the Australian organisational landscape. However, the field of adult education is still relatively new and continues to evolve. While attempting to keep pace with the desire to skill, up-skill, re-skill and develop the nation’s workforce, this field of HR has not been able to properly define itself and confusion often surrounds even the basic nomenclature which is used.  \nThis identity crisis has at its core a range of titles which are used interchangeably but remain largely undefined and unaligned to what individual organisations are trying to achieve. The basic terminology assigned to these sections in organisational structures is often confusing to outsiders and includes: training; learning and development; human resource development; workplace learning and performance; organisation development; and professional development. While they are all oriented towards building organisation capacity through individual and team development, all of these things mean something different.  \nPerhaps the best way to understand this shifting landscape is to examine what is meant by the various ways we have come to define these processes.  \nTraining  \nAdult learning and the concept of work-based training has its origins in the mid-twentieth century with the creation of the American Society for Training Directors in 1944 (later re-named the American Society for Training and Development), the Institute of Personnel Management in the United Kingdom in 1946 (now the Charted Institute of Personnel Development) and the subsequent work of Malcolm Knowles, Paolo Freire, John Dewey and Carl Rogers.  \nTraining is learning provided by employers to employees related to their present job (Smith 1993). It has a job-skills orientation. Training generally aims to improve specific knowledge or skills that  \nTraining, L&D, OD, HRD—What’s in a name? 421  \ncan be achieved in the short term that will show benefits in the short term. Formal instruction in how to do a particular job is regarded as training. Learning outcomes are normally set and action taken to achieve them.  \nThere are three components to good training. The primary component is the actual instruction provided to the person concerned—this is readily accepted and understood. Beyond this, there is a requirement which is not as well understood, to motivate the person who has been trained to want to change his or her ways and adopt new methods. The former is the responsibility of the trainer, while the latter is a shared responsibility between the trainer and the operational management of the business concerned.  \nAfter sending a person to a training course, two further activities are necessary to complete the desired behavioural change process—close supervision and relentless follow-up, until the new behaviour becomes normal.  \nIt is no longer a sufficient outcome to report on how many staff","cbCaiq9pn2xE3FpQ","https://ap.wps.com/l/cbCaiq9pn2xE3FpQ","pdf",123799,"English","# Training, L&D, OD, HRD—What’s in a name?\n## Training\n## Learning and Development (L&D)","[{\"question\":\"Why does the article say confusion exists in HR-related terminology?\",\"answer\":\"Because multiple role titles are used interchangeably while remaining largely undefined and not aligned to what organisations aim to achieve.\"},{\"question\":\"What does the article describe as the focus of training?\",\"answer\":\"Training is learning provided by employers to employees linked to their current job, with a job-skills orientation and short-term knowledge or skill improvement.\"},{\"question\":\"How does the article distinguish training from education?\",\"answer\":\"Education is portrayed as broader, tied to future career and lifelong learning, focusing on the individual’s experience, application, and outcomes rather than a particular training event.\"}]","Training, L&D, OD, HRD—What’s in a name? | PDF",1792079202]