2.1.6—Training and development

Training improves knowledge or skills for current performance; development broadens capability for future responsibilities. Both can be on-the-job or off-the-job and should match a diagnosed need.

Training has costs and opportunity costs, so evaluate whether the change transfers to work. Development can support retention but may also make employees more mobile.

A new operator may need supervised machine training now, while a team leader benefits from longer-term coaching in planning and people management.

Completing a course is not evidence of improved performance; the learning must be applied and evaluated.