One way to look at these is by looking at the purpose of each:

Training – impart skills, attitude and knowledge for direct application to a task or job.

Development - adopt skills, attitude and knowledge for application to a future role.

Education – impart skills, attitude and knowledge for application to life.

Learning - adopt skills, attitude and knowledge that impacts future behavior.

Training, development and education are all a subset of “learning”. Training is structured presentation
with a specific purpose and may or may not be classroom based. Development and learning may occur
with varying levels of structure and purpose. Hope this helps.

A quick and simple way is to think of training as 'something done to somebody' eg being trained
how to use a machine, how to run a macro.
Learning is done by the receiver of the training ie they learn how to write a macro.
YOU train them to write a macro, THEY learn how to write many more

'Training': the preparation of a person or animal for a particular activity, occupation etc

'To learn': to acquire knowledge of or skill in by study, experience, or instruction.

So the distinction - if there is one - is fine and can usefully be summed up as 'we train in order to
learn'. Training is the process (any process - whether or not directed by A N Other, whether or
not formal or informal, whether or not on the job or off the job, whether or not expensive or
cheap, whether or not for a current or future role etc) and learning hopefully the outcome.

There are lots of people with different views because we all have our own personal meanings and
'pet theories' for words - hence the market for dictionaries! This is akin to the debate about the
difference between aims, objectives, goals and targets - you are likely to get people giving you
their (strongly held) personal theories