Training vs Education in organizations

In order to improve confidence in how a business operates, training invariably becomes a topic of interest. Here is one perspective to consider.

In the 14 Obligations of Management, Dr. W. Edwards Deming made separate points about training and education.

Obligation 6 - Institute training on the job. This is ‘skill' training (how) to accomplish the task at hand

Obligation 13 - Institute a vigorous program of education and self-improvement. This is about the individual gaining ‘knowledge' (why)

An example: Skill is the mechanics of playing a musical instrument and reading sheet music. Knowledge is knowing what emotion the music is intended to invoke from the audience. What story the music is trying to paint.

More Detailed

For me, the key message to management is "study that is directed toward immediate need may not be the wisest course."

'Institute Training' is training for job-related activities (the needs of the job). The training might be managers learning how to manage processes or how processes operate together as a system, or workers learning specific skills needed on an assembly line or office job task.

'Encourage education and self-improvement for everyone' has two parts. First, is training/education outside of the immediate job tasks. Knowledge that helps the individual make a contribution to society outside the position description or skill codes of the company. No one knows what contribution a production worker who is studying Theology for his spiritual activities, or Astronomy for his recreational hobby, can make to the company. We might be pleasantly surprised. At least I have been in my experience.

Second, education highlights that people should strive for learning beyond their work needs. In the past (and maybe still) companies would only reimburse expenses if the course helped employees perform their job. Frequently, company policy is an extension of the US tax codes - allowable deduction for 'job-related training’. Good companies encourage gaining knowledge, regardless if the learning is job-related or how the IRS tax codes read.

Overlap depends on the situation. Skills training can be a subset of knowledge education or can exist independently, or some overlap may be appropriate. Frequently, in large corporations skills training is offered inside the company, with attendance being paid hours or nonpaid hours. And knowledge education is usually conducted at a formal educational institution outside the company. This is a generality, and of course, exceptions can always be found.

From my perspective, when a company reimburses employees for all education expenses, regardless if the course is job-related, I believe the company is on the road to really caring about their people. This attitude supports the belief that through creating great people, great companies emerge.