I suggest a Court of Law would probably reach for the dictionary here! One working approach says that training supports the learning (key word) of an individual in how to do something. The obvious inference then is that training should include some defined and measurable outcome (i.e. a test of some sort). Information and instruction may support that training. My own view is that much of what is often called "training"....... isn't.

Interesting question. For me instruction is a specific list of actions to be followed in a given situation. Training is giving someone a deeper understanding so they can make their own (sometimes limited) decisions. Brian

But when do you provide training and not just instruction? Are you employees trained in everything they do? How do you determine, yes they need training, instruction will not suffice? Changing a cartridge on a photocopier, changing a water bottle on a water dispenser, guiding a vehicle?

Old HSE guidance, " A guide of to information, instructiuon & training -IND(G) 235L" informs that there is no legal definition of information, instructiuon & training and the three terms are linked. It goes on to state that:- Information means providing factual material which tells people about risks and health & safety measures Instruction means telling people what they should do Training means helping them lear how to do it, but can include information and instructions The operative word above is "learn" which imples that there is an element of checking/verifying that the learning objective has been realised, whether by practical assessments, quizes, tests etc. I do not have access to the old "5 Steps to Information, Instructions and Training IND(G)213L" but I recall that it clarifies in the same manner. Unfortunately, the replacement version, indg345 is so basic that it is of not much use.

My understanding is that instruction is "the what" and training is "how" whilst education enables the answer to "why" as well as raising more questions.

It is a simple iterative process. If you instruct a person to do ABC and do it @THIS@ way ie, in accordance with local rules, with accepted practice or with some ACoP etc, then all is well. It's an instruction. If you consider at the time or later as part of your supervisory responsibility that the task is not, or it not likely, to be completed as specified in the instruction given then training is necessary.

There is no simple answer, but my own take, when instruction becomes training is that there is an element of checking by the employer via any one or combination of:- -supervision (informal assessment??) -formal assessment -tests/quizzes and so on that instructions have been actually understood and are being followed. The method of checking depends whether the instructions are simple/complex and the activity itself is simple or complex

Instruction can be given in many ways, as can the training. However it happens, it can and should be measured and assessed, and probably repeated periodically to reinforce the message, to accommodate and changes in process and procedure etc. A mixed medium message is generally most successful. It is necessary also to ensure that the individual(s) who deliver, or cause to be delivered, the instruction or training are in every case fully up to the task. Supervision will help ensure that instruction and training are successful. Effective audit is a specific skill that must be learned to be fully effective, but if done properly is an important additional tool that both compliments and validates instruction and training.