Difference Between Training & Learning

Training is the conscious and planned process of transferring knowledge, skills and attitudes to others. The concept of transfer here is critical, as is the element of planning.

Learning is the processing and assimilation of what we hear, see or experience that alters or improves our knowledge, skills and attitudes. The combination of knowledge, skills and attitudes is behaviour. If someone trains us, or we learn something new or different, it is our behaviour that is affected. If our behaviour is changed, we have learnt something. Training is active – it is conscious and planned – it does not just happen.

So, what is the best way to learn? In recent years, self-directed learning has gained increased attention. Some people felt that it was better for some people to ‘discover’ something rather than be taught. If training needs are identified, they should be addressed in a timely manner.

A well planned training event can do this, particularly if the trainer can identify the key issues to be addressed.

Training can save time. In a computer software training session, which is

best: asking the trainer a question or looking for the answer in the software “help” feature? A good trainer can use discovery learning methods in a structured way. Time is the critical element. Learning should be maximized in the time available. Too many organizations are relying too heavily on informal learning. Planned training can be more efficient and time effective.

Training is something you do. Learning is something that happens.

Learning should be the major outcome of training. Sometimes having a trainer speeds up the learning process. Training is successful if learning occurs. Changed behaviour in the workplace is essential if organisations are going to grow and develop. Planned training that relates to the current organisational direction can make a real difference.

Source: Derek Stockley

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ACTA – CU 3A: DESIGN AND DEVELOP A WSQ FACILITATED TRAINING PROGRAMME

CU 3A: DESIGN AND DEVELOP A WSQ FACILITATED TRAINING PROGRAMME
This unit covers the systematic process of understanding the parameters of a training programme. It provides you with the tools and methods to design a training programme. It also guides you through the principles and practice of developing training materials. The techniques needed to evaluate the effectiveness of a training programme will also be covered. Overall, the rigour of this competency unit will strengthen your ability to develop and conduct a training programme based on sound training principles.

The unit consists of the following competency elements:

* Define the parameters of a training programme
* Design a training programme
* Develop a training programme
* Evaluate a training programme

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ACTA – CU2: APPLY ADULT LEARNING PRINCIPLES AND CODE OF ETHICS RELATING TO TRAINING

CU2: APPLY ADULT LEARNING PRINCIPLES AND CODE OF ETHICS RELATING TO TRAINING
This unit helps you understand adult learners and their characteristics. It presents a range of key learning theories to help you explore your philosophical orientation towards learning and teaching. The process is further supported by a discussion of related issues including motivation, retention and learning styles.

The unit consists of the following competency elements:

* Interpreting adult learning theories and principles
* Addressing different learning styles/preferences and cultural differences
* Addressing ethical issues relating to training

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ACTA – CU1 – INTERPRET THE SINGAPORE WORKFORCE SKILLS QUALIFICATIONS FRAMEWORK

CU 1: INTERPRET THE SINGAPORE WORKFORCE SKILLS QUALIFICATIONS FRAMEWORK

This unit provides a firm foundation for the rest of the programme. It builds up your knowledge of the Singapore Workforce Skills Qualifications (WSQ) system, a national platform for continuing education and training in Singapore. It specifies the competencies required of an individual to interpret the WSQ framework as well as the national competency standards. It enables you to apply the pedagogical knowledge acquired in a learning and development context.

The unit consists of the following competency elements:

* Describe the WSQ framework
* Interpret a competency standard
* Apply the WSQ framework for learning and development

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