Definition of E-Training

‘‘Training,’’ according to Martyn Sloman, author of The E-Learning

Revolution, ‘‘is the process of acquiring the knowledge and skills
related to work requirements using formal structured or guided
means, but excluding general supervision, job specific innovations,
and learning by experience.’’ Whilst it’s easy to agree with the first
part of his definition, the thrust of the latter part is more obscure.
Sloman’s definition goes on to say, ‘‘training lies within the domain of
the organization: it’s an intervention designed to produce behaviours
from individuals that have positive organizational results.’’ He then
defines learning as ‘‘the physical and mental process involved in
changing one’s normal behavior patterns and habits.’’ ‘‘Learning,’’
he claims, is distinct from training as it ‘‘lies within the domain of the
individual.’’
The purpose of this definition seems to be to attempt to create a
new subject area, substituting the word ‘‘learning’’ for ‘‘training.’’ In a
sense it is possible to suggest that training is merely the way in which
instruction is conveyed; it supports learning, which is our internal
way of processing information into knowledge. But in practice this
is nothing more than semantics. People learn in many different ways,
but those ways involve the use of some medium – be it a book, case
study, simulation, exercise, lecture, video, or lecture – all of which are
acknowledged as part of the trainer’s armory.