Certified Human Resource Professional (CHRP) 2025 – 400 Free Practice Questions to Pass the Exam

The statement that training supports performance in a current job while development supports performance in a future job accurately reflects the distinct purposes of these two concepts within human resource management. Training is typically focused on enhancing the skills and knowledge required to perform immediate tasks effectively. It often involves structured programs that are job-specific and aimed at improving current job performance.

In contrast, development is broader in scope, emphasizing the growth and progression of employees for future roles and responsibilities. This may encompass leadership training, career planning, and competency development that prepares individuals for future challenges and positions within the organization. By focusing on long-term career growth, development initiatives ensure that employees are not only capable of performing their current job but are also equipped to take on greater responsibilities as they advance in their careers.

The other options present descriptions that do not accurately differentiate the primary objectives of training and development. For instance, while training often takes place in the immediate work environment, development is not confined to just experiential contexts. Each serves a unique role in fostering employee capabilities and organizational growth, but the essence of the question revolves around their differing contributions to current versus future job performance.