There is a lot of truth in what you say, however, without context, your comments don’t tell the whole story.

“'Training' implies putting skills into people, when actually we should be developing people from the inside out, beyond skills”

With compliance training, for example, we want people to behave in a very specific way. There is one way to fight an electrical fire, for example. Same with manufacturing processes: there is one way to screw the widget on to the thingy.

“analyse the root causes of your organization's successes and your failures - they will never be skills and processes”

I can’t agree with this. Our experience over the years is that skill shortfalls and poorly defined and executed processes are two significant areas where many companies are being held back from improving their performance.

There is a difference between training and development. I have said many times in this forum and others that we need to treat people as people, looking at the whole person. This includes developing them for the future. But let’s not forget or diminish the importance of training in building basic skill capabilities.

In my view, training is  also a part of learining.Every individual should learn one or the other thing, untill his last moment.That is life.The technology we see today and the development of mankind is a result of such learning which has developed our livelihood.

Coming to  an orgnisation, all organisations can't afford to employee learning at all moments.This is a reality which every one has to accept.Small organisations, give trainings to employees on an adhoc, they can't afford investing on employee overall development.

Whereas many MNCs have started "Self Learning" programmes to employees, where the employee has freedom, to select his own subjects to learn.Any learning is a total waste if it doesn't become a skill, to acomplish a definite task.

Good Day I believe that we spent much time training people meaning giving them to much information which they already have and are not willing to apply it, when instead of continously giving them info, We are supposed to be focusing on developing them and their abstract need, We need to focus on internal issues such as Values, Work Ethics, Code of Good Practices, Corporate Governance for Seniors also so that our companies are not full of people with Too much Business Theory and less Values, The values of the company will eventually become the values of the business community the company operates within,and that will bring credibility for the company, However change is a process, which can be resisted at times because of the way its facilitated, Only changed people can facilitate change management, they know the struggle that goes with changing, changing business environment, technologies, diversity in the workplace and the list is endless But all in all let's focus on bringing back values and ethics to employees rather than NQF Levels. Thanks Thabo ThaboMahl@gmail.com