44, How many kinds of training are actually there
When organisations think about building a training function or strengthening capability development, one of the first questions that arises is how training should be structured. Understanding the different kinds of training helps organisations design programs that are relevant, effective, and aligned to actual work requirements.
Broad Classification of Training
Training is generally classified into two broad categories: technical training and behavioural training. This distinction is important because the same training program may be technical for one role and behavioural for another, depending on how closely it is linked to day‑to‑day job requirements.
The purpose of this classification is not academic. It helps organisations decide what training is essential for role effectiveness and what training supports overall workplace behaviour and interaction.
What Is Technical Training?
Technical training includes any training that is necessary for an individual to perform their assigned tasks effectively. These trainings are directly linked to job responsibilities and are essential for role performance.
For example, for a human resource professional, training in influencing skills or conducting effective interviews would be considered technical training because these skills are integral to the HR role.
Understanding Behavioural Training
Behavioural training focuses on how individuals interact with others, including colleagues, customers, and stakeholders. These trainings support communication, collaboration, and interpersonal effectiveness rather than task execution.
Using the same example, influencing skills or interview techniques would be considered behavioural training for a project manager, as these skills do not form the core of their daily job responsibilities.
Role‑Based Nature of Training
Whether a training is technical or behavioural depends entirely on the role. Technical training curricula are usually designed for specific functions, skills, and designations, ensuring role relevance.
Behavioural training programs, on the other hand, are typically cross‑functional. Employees from different departments can participate because these programs focus on general workplace behaviours rather than role‑specific skills.
Designing an Effective Training Curriculum
An effective training strategy balances both technical and behavioural training. Technical training ensures employees can perform their jobs efficiently, while behavioural training ensures they can work effectively with others.
Organisations that clearly differentiate and structure these training types are better positioned to build capability, improve performance, and strengthen organisational culture.
Related Podcast Episode
This article is based on the transcript of the original podcast of the same name featured in India HR Guide.
The transcript has been translated into this article with the support of AI and a human‑in‑the‑loop process.
