<P> The name of the discipline has been debated, with the Chartered Institute of Personnel and Development in 2000 arguing that "human resource development" is too evocative of the master - slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to feel comfortable with . Eventually, the CIPD settled upon "learning and development", although that was itself not free from problems, "learning" being an over-general and ambiguous name, and most organizations referring to it as "training and development". </P> <P> Training and development encompasses three main activities: training, education, and development . </P> <Ul> <Li> Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds . </Li> <Li> Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs . </Li> <Li> Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate . </Li> </Ul> <Li> Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds . </Li>

How does education and training contribute to the development of human resources