DEVELOPMENT
It is another activity of HRM. According to Luptáková , development means complex of formal training, education, work experience and relationships, which will help the employees in their future position. The stress is on the future-what is the main difference between training and development. To get developed, the employee is building on his/her present work experiences and he/she is getting the possibility to learn something new by getting promoted, getting overseas assignment, or working on new project. It is absolutely voluntary type of education connected with career planning.

Reasons for development
Development consists of experiences designed to prepare an individual for the future. It is not related to the present job and it is also not designed to prepare an individual for future, definitely defined job. It is just keeping individuals in a learning state so they are ready to learn when new opportunities occur.
Generally, there are two directions of development. The first one is related to an organization. They must always change if they want to survive. They must permanently looking to the future and be prepared to anticipate every change. We are living in the times of learning organizations. And they consist of developing employees.
The second direction is in terms of the individual. People change, environment changes and in this world of change individuals plan their careers. Development simply helps people to go with time.
On the other hand, development is high-risky. This indicates that we are more likely to find development in larger well-established organizations.

Development programs
Formal education – are involving some combination of lectures and simulations. Well know example is WEMBA program, which is often a requirement in progress in career ladder.
Assessment centers – are often used to recognize, which employee is best suitable for particular position, especially managerial. This is done by series of practices and tests.
360° feedback – is giving SWOT analysis of an employee from every side and therefore giving him/her an idea of possibilities of development.
Work experience – to most common belong job enlargement, rotation, outsourcing, promotion, demotion or international assignment.

TRAINING VS. DEVELOPMENT

Development Training
Focus current future
Use of work experience low high
Goal preparation for current job preparation for changes
Participation required voluntary
Table 1

The basic difference between development and training is that development is long-running process of lifelong training and gaining of experiences and skills, which is undoubtedly connected with future plans and affecting the career of an individual. Therefore the main difference between these expressions is in the time range. While training is oriented on current job, development is sustainable process of gaining information and skills. But continuing process of training can become a development. Developed workforce is flexibly reacting on changing situation and always prepared to learn something new.
Another evident difference is in participation of employees. Training in an organization is unavoidable when management decides to undertake it. On the other hand, development of an individual is voluntary, and depends on the responsibility of everyone to be well skilled and experienced and so increase his/her value on the labor market.
The need of employee-development comes even more reasonable these days, when Lisboan’s strategy of learning organizations creates the complex plan of building competitive European economy. Refusing on developing our selves, we will consequently lose opportunity to have a good job or what’s more, a possibility to establish a prosperous company.

CONCLUSION
To sum up, training and development do not stand opposite each other, but they are complementary. Moreover, they go together in order to reflect current trend of learning organizations.

TABLE OF CONTENTS
INTRODUCTION 1
TRAINING 1
Reasons for training 2
Choosing methods 3
On-the-job training 3
Off-the-job training 4
Evaluating training outcomes 5
DEVELOPMENT 6
Reasons for development 6
Development programs 7
TRAINING VS. DEVELOPMENT 7
CONCLUSION 8
TABLE OF CONTENTS 9
BIBLIOGRAPHY 10