The recent years have seen a constant debate on training vs learning for SMEs. One must understand though that there is a very fine line of difference between the two. While both are meant to impart knowledge, there is a willingness factor associated with the latter. It is this difference that is catalytic in the recent shift of major organizations from sophisticated training methodologies to informal learning.
Here are a few distinguishing factors that tempt SMEs to learn rather than be trained:
Development vs Change: The focus of learning is mainly to achieve a permanent change in behaviour that comes through varied opportunities to achieve these changes through practice or personal experience. The experience here is thus more challenging & long lasting. As against this, training emphasises on the acquisition & development of new skills through structured training. This reduces the challenge & the passion to explore new opportunities.
Formal vs Informal Learning: Training is a form of formal or structured learning wherein you are only a passive recipient of the imparted information. The actual responsibility is with the trainer. You only do what you are asked to. This is where informal learning takes a lead. You become the active recipient of information & the complete responsibility of the learning process is on you. This kind of informal learning gives SMEs a golden opportunity to explore new avenues & gain a first-hand & long-lasting learning experience.
Ability to Judge: Not many trainers will tell you the drawbacks or challenges of acquiring a particular skill. Thus, you are forced to develop your skills only because you have to. Unlike this, learning is more of a trial-and-error method where you don’t develop a skill just because you have to but because you want to. This willingness to learn new things gives you a greater exposure & activates your skill to differentiate between the good & bad.
Present vs Future: Training for most SMEs is meant only to impart skills for meeting current organizational requirements. Once the need is met, there is no future for the training acquired. Learning however is meant for long-lasting benefits. A lesson learnt today may prove instrumental in the future growth of the organization.
Known vs Ambiguous Challenges: Training most often imparts knowledge for handling current challenges that the organization may be facing. Once the challenge is overcome, you may never need the training again. However, learning prepares you for an ambiguous future. You are faced with new challenges each & every day & the learning process is never-ending.
Internal vs External: Someone has rightly said that “Where there is a will there is a way”. Learning emerges out of the willingness to learn new things & make them a part of your behaviour. It is something you willingly acquire not because you need to but because you wish to. Training is something where you are forced to acquire knowledge. Since the willingness is not all yours, the effects of training die-out after a few years.
Affordability: One major difference that sets learning apart from training is money. For you to be able to learn something, you do not necessarily need to have your wallets full. However, training you cannot think about without spending some extra bucks. Besides, the returns of investment on learning if any are lifelong. However, returns on training investments are most often momentary.
These differences are explanatory to the recent paradigm shift of organizations from training to learning.
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SME JoinUp Blog (2012) 