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Define and then distinguish training from employee development. Criticallydiscuss the relevance of training to the achievement of the organisation’s objectives, vision and mission.

Training is a deeply embedded function of human resource managements, one of the steps taken with the view of having the right people, with the right skills in the right job. Instilling necessary knowledge, skills and abilities to allow efficiency and effectiveness in the firm’s operations.Training typically defined as the transferal of knowledge, skills and abilities. Training as opposed to development is perused in a fashion where mainly entry or middle management employees are taught primary skills a limited scope usually in an ad-hoc fashion. While development (Beardwell, Holden, and Claydon) plays a role of perfecting the skills, its transformative and transformative form of training, a continuous process usually reserved for higher level management. Secondary skills, focuses on changing attitudes and perspective on management issues. Training implements motor and physical skills and abilities and has been described as a basic level of development. The link between an organisation’s goals and the level of training or development has been watch and heavily discussed in many modern pieces of research, most seeing a positive correlation (Huselid 1995,Mathis|Jackson 2010,Beardwell et al 2003,). With many knowledge based jobs driving the economy (OECD 1996) and the standardization of products and services on the market , firms have been pressed to find an area of where an advantage can be exploited and often that advantage has been found in the human resource recruited in the organisation (CEO,1993).
Creating employees through training and development will provide the firm with either product/service differentiation, this is the