Generally speaking, the growing debate about the appropriateness of using the term “training and development” instead of, or as an alternative to, “learning and development” has been actively discussed and gaining momentum in the L&D community for quite some time. Some argue that the terms are synonymous, others explain their stark differences, while some even suggest abandoning and removing “training and development” from use altogether, as it is considered inaccurate and outdated.

Analyzing different viewpoints, one can conclude that “learning” is a global phenomenon that embodies a “culture of continuous learning,” meaning it’s a constant process of acquiring knowledge. Meanwhile, “training” is a more narrowly focused process aimed at teaching a specific group of people essential skills. For example, teaching sales teams to use a product or tool. Thus, it can be stated that training does not concern broad knowledge.

It could be said that phrases like “we need to delete the ‘training’ term” are more like hype to increase post reach. People have given the word “training” a negative connotation.

Training and Development Examples of Alternatives to Consider:

• Learning and Development (L&D): This is a more common alternative, highlighting the more extensive range of learning activities across an organizational environment.
• Employee Experience: A term that has a focus on creating positive and meaningful experiences for the employees, which includes learning & development.
• Talent Development: This word emphasizes the development of employees as an organization’s assets.

In the end, whether or not to keep using “training and development” is going to come down to your organizational ethos. If it is working for you and resonates with your philosophy of learning and development, then ignore the debate. If you want a word that matches your objectives and values as a company, it might be worth exploring alternatives.

The phrase “training and development” has been the workhorse of organizational learning for eons. Nevertheless, over time its obstacles to represent the total scope of modern learning efforts have become obvious.

Outdated and Restrictive Perception of the Term

• Skill-focused: The term often implies a focus on specific skills or knowledge, which might not fully address the broader needs of employees in today’s dynamic workplace.
• Hierarchical: It can promote a hierarchical view of learning, which may suggest that employees are consumers and endpoints, not creators or facilitators of their own development.
• Transactional: It might be understood similarly to transactional terms in a way that learning is perceived as an expense or investment, rather than a strategic advantage.

Negative Connotations of the term “Training and Development”

• “Training”: This word can evoke images of rote memorization, drills, and compliance-based learning. It may not capture the personalized, experiential, and collaborative nature of modern learning initiatives.
• “Development”: While this term implies growth and improvement, it can also suggest a linear progression or a predetermined path, which may not align with the complex and non-linear nature of individual learning.

Benefits of Employee Training & Development

To fully capture the scope of modern learning initiatives, organizations need a term that reflects the following:

• Personalization: Learning tailored individually based on personalized preferences. Employees have opportunities to practice their skills, receive systematic guidance, and answer their own questions.
• Collaborative learning: Environments that foster teamwork, knowledge sharing, and innovation.
• Experiential learning: Providing experiences to the people allowing them to learn by participating, reflecting, and then applying the lessons learned.
• Continuous learning: Focus on the objective of “lifelong learning” makes it a leitmotif for corporate operations and organizational success. 

Terms such as “employee experience,” “talent development,” or simply “learning” may better capture the broader scope of modern learning initiatives.  Organizations that take a more inclusive and flexible approach to learning will garner a more compelling organizational culture that benefits employees.

Conclusion

In conclusion, it is worth noting that the term ‘training and development’ has been in use for millions of years. In today’s modern workplace, learning has seen a dramatic shift as the number of employees in organizations is limited to the number of laptops. However, talent development will be more suitable in today’s workplace due to the learning process. The term also keeps the focus on the employee experience and a continuous learning opportunity for his excellent performance at work. Updating the old technology and embracing new ones and approaches to support training will help a specific learner access training and development in any location.