Training & development
•Download as PPTX, PDF•
2 likes•1,718 views
This document defines training and outlines its benefits. Training is defined as a learning activity aimed at increasing an employee's knowledge and skills for a specific job. It differs from education in that it is more practical and job-oriented, while education is more theoretical and focused on broad knowledge enhancement. Training also differs from development in that training aims to improve existing employee skills in the short term, while development provides new skills to new employees in the long term. The benefits of training include increased productivity, improved quality, confidence building, personal growth, efficient use of equipment, reduced obsolescence, and lower labor turnover. The essence of training is that it equips employees with skills and knowledge to minimize complications and achieve success.
Report
Share
Report
Share
Recommended
Training and Development
This document discusses the differences between training and development. Training imparts technical skills and knowledge related to present jobs, while development focuses on learning for future career growth unrelated to specific jobs. Training is short-term and focuses on non-managers, while development is long-term and aimed at managers. The objectives, importance, areas, identification of needs, stages, principles, advantages, and disadvantages of training and development are also outlined.
Definition of training and development - Manu Melwin Joy
This document defines training and development according to various authors. It provides definitions of training from Dale Beach, Edwin Flippo, Jack Halloran, Mathis and Jackson, Gary Dessler, Decenzo & Robbins, and Ricky Griffin that describe training as teaching employees skills needed for their jobs. It also provides a definition of development from Leonard Nadler and M.M. Khan that describe development as a process of increasing knowledge and capabilities to produce behavioral changes. The document was prepared by Manu Melwin Joy for educational purposes.
T&d hrm (Gyan)
This presentation discusses training and development. It defines training as altering employee behavior and attitudes to increase goal attainment, focusing on skills, attitudes, and knowledge. Development is described as shaping overall growth with a long term career perspective. The importance of training and development is that no employee is a perfect fit initially, and it increases productivity, reduces costs, molds attitudes, and improves quality. The presentation outlines the training process and different types of training such as on-the-job, off-the-job, decision making, and interpersonal training. It also discusses development programs and responsibilities in training between top management, HR, supervisors, and employees.
Training and development
This document discusses training and development. It introduces training and development as improving organizational and individual effectiveness through instruction and progressing long-term goals. It then lists reasons for training and development like increased productivity, skills development, reduced turnover, and improved satisfaction. Methods discussed include on-the-job training, coaching, case studies, and external programs. It also provides guidelines for management development programs and discusses techniques like online learning and how to train millennials with flexible, on-demand, bite-sized learning using technology.
Training and Development
This presentation has the Definition, Meaning, Difference Between training and Development. Some basic types of training along with the importance of training for the employees and employers are also included.
Training & development
This document discusses training and development in organizations. It defines training and development as processes for increasing employees' knowledge, skills, and capabilities. Training is important for organizations to introduce new technologies and techniques, raise efficiency and productivity, and allow the organization to adapt to new challenges. The goals of training and development are to improve employee and organizational performance. The document outlines various internal and external training methods, the training process, and advantages to both employees and employers, such as improved quality, efficiency, and employee retention.
Meaning of training and development - Manu Melwin Joy
Training and development involves developing skills through instruction and practice to improve job performance. It is an organizational function aimed at bettering the performance of individuals and groups. Training can be considered an educational process to sharpen skills, change attitudes, and gain knowledge to enhance employee performance. The goal is to prepare employees to do their jobs correctly and effectively through training, which takes various forms such as human resource development, human capital development, and learning and development. In short, training increases employee knowledge and skills for particular jobs.
On the job training
This document discusses various methods of on-the-job training. It defines on-the-job training as employee training at the workplace while performing actual job duties. Some key on-the-job training methods discussed include job rotation, job instruction, committee assignments, apprenticeships, coaching, mentoring, and internships/understudies. The document also differentiates between education, training, and development.
Recommended
Training and Development
This document discusses the differences between training and development. Training imparts technical skills and knowledge related to present jobs, while development focuses on learning for future career growth unrelated to specific jobs. Training is short-term and focuses on non-managers, while development is long-term and aimed at managers. The objectives, importance, areas, identification of needs, stages, principles, advantages, and disadvantages of training and development are also outlined.
Definition of training and development - Manu Melwin Joy
This document defines training and development according to various authors. It provides definitions of training from Dale Beach, Edwin Flippo, Jack Halloran, Mathis and Jackson, Gary Dessler, Decenzo & Robbins, and Ricky Griffin that describe training as teaching employees skills needed for their jobs. It also provides a definition of development from Leonard Nadler and M.M. Khan that describe development as a process of increasing knowledge and capabilities to produce behavioral changes. The document was prepared by Manu Melwin Joy for educational purposes.
T&d hrm (Gyan)
This presentation discusses training and development. It defines training as altering employee behavior and attitudes to increase goal attainment, focusing on skills, attitudes, and knowledge. Development is described as shaping overall growth with a long term career perspective. The importance of training and development is that no employee is a perfect fit initially, and it increases productivity, reduces costs, molds attitudes, and improves quality. The presentation outlines the training process and different types of training such as on-the-job, off-the-job, decision making, and interpersonal training. It also discusses development programs and responsibilities in training between top management, HR, supervisors, and employees.
Training and development
This document discusses training and development. It introduces training and development as improving organizational and individual effectiveness through instruction and progressing long-term goals. It then lists reasons for training and development like increased productivity, skills development, reduced turnover, and improved satisfaction. Methods discussed include on-the-job training, coaching, case studies, and external programs. It also provides guidelines for management development programs and discusses techniques like online learning and how to train millennials with flexible, on-demand, bite-sized learning using technology.
Training and Development
This presentation has the Definition, Meaning, Difference Between training and Development. Some basic types of training along with the importance of training for the employees and employers are also included.
Training & development
This document discusses training and development in organizations. It defines training and development as processes for increasing employees' knowledge, skills, and capabilities. Training is important for organizations to introduce new technologies and techniques, raise efficiency and productivity, and allow the organization to adapt to new challenges. The goals of training and development are to improve employee and organizational performance. The document outlines various internal and external training methods, the training process, and advantages to both employees and employers, such as improved quality, efficiency, and employee retention.
Meaning of training and development - Manu Melwin Joy
Training and development involves developing skills through instruction and practice to improve job performance. It is an organizational function aimed at bettering the performance of individuals and groups. Training can be considered an educational process to sharpen skills, change attitudes, and gain knowledge to enhance employee performance. The goal is to prepare employees to do their jobs correctly and effectively through training, which takes various forms such as human resource development, human capital development, and learning and development. In short, training increases employee knowledge and skills for particular jobs.
On the job training
This document discusses various methods of on-the-job training. It defines on-the-job training as employee training at the workplace while performing actual job duties. Some key on-the-job training methods discussed include job rotation, job instruction, committee assignments, apprenticeships, coaching, mentoring, and internships/understudies. The document also differentiates between education, training, and development.
Training vs development
Training focuses on teaching specific skills needed for a current job or role, with an immediate goal of improving performance, led by a trainer or manager, and can include many people. Development provides opportunities for general growth of knowledge and abilities to prepare an individual for future challenges, with a longer term focus on one's career and possibilities, led more by self-directed learning.
Training and Development
Here are some key ethical considerations for training and development programs:
1. Fairness - All employees should have equal access to training opportunities regardless of personal attributes. Selection criteria should be job-related.
2. Privacy and confidentiality - Personal information collected about employees during training should be kept private and only used for the intended training purposes.
3. Accuracy - Training content should be factually correct and not misleading. Trainers should have subject matter expertise.
4. Health and safety - Training environments and activities should not endanger participants' physical or psychological well-being.
5. Continuous improvement - Programs should be regularly evaluated for effectiveness and updated based on feedback and changes in jobs or technologies.
6
Training defined
Training involves helping employees acquire new knowledge, skills, and behaviors to improve performance. It is a learning process that leads to skilled behavior and allows employees to achieve goals and advance in their careers. Human resource development provides opportunities for employees to grow professionally and helps organizations develop the best workforce possible through training, career development, coaching, and other programs. These development activities benefit both individual employees and organizations by increasing productivity, morale, safety, and profitability.
HRM Report by Ms. Baculo
Employee training and development is a function of human resource management aimed at improving individual and group performance. Training provides opportunities for employees to learn new skills and reinforce existing knowledge. The purpose of training is to make employees more productive and effective. Typical reasons for training include the need for performance improvement, professional development, succession planning, and learning new topics. Human rights legislation protects employees from discrimination in all employment practices such as hiring, promotion, wages, and harassment.
Trainning And Development
The document discusses various aspects of training and development in organizations. It defines training as a systematic process of increasing employees' knowledge and skills to perform jobs. Some key points include:
1. Training enhances employee performance, updates their skills, avoids obsolescence, retains talent, and creates an efficient organization.
2. Important components of training include trainers, materials, methods, and management support. Training should be evaluated based on practical learning and job performance.
3. Common types of training are orientation, refresher courses, job instruction, and apprenticeships. Philosophically, training works best with modeling, motivation, feedback, and applicability to jobs.
Training & Development
This document discusses training and development. It defines training and development and discusses their aims. It also covers the nature of training and development and reasons for training employees. The document outlines the training process, including needs assessment, instructional design, implementation, and evaluation. It provides examples of areas that receive training, such as knowledge, technical skills, and social skills. The document also gives an example of diversity training provided by Toys 'R' Us and discusses techniques and methods used in training programs.
Employee training & development
This document discusses employee training and development. It covers the importance of training employees, who should conduct the training, how employees learn best, developing training programs, retraining, orientation, and overcoming obstacles to learning. The key points are that training employees is important for standardized performance, reduced costs and turnover, and improved morale; the logical person to conduct training is the supervisor; employees learn best when actively involved, the training is relevant and practical, and they receive feedback; developing effective training programs involves establishing standards, objectives, procedures, and evaluation.
Introduction to training and development - Manu Melwin Joy
Training and development is a crucial component of the human resource development. With the arrival of advanced technology, it is assuming even more important role to compete with ever increasing competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs
HRM-12-Traning and Development
The document discusses training and development. It defines training and development and notes that training focuses on short-term job skills while development focuses on long-term broad knowledge. The document outlines the importance of training in helping organizations adapt to changes. It also lists and describes various types of training including skills, retraining, cross-functional, team, creativity, literacy, diversity, and customer service training. Finally, it discusses different training methods such as classroom instruction, video, computer-assisted instruction, simulation, on-the-job training, and off-the-job training methods like case studies, role playing, conferences, and lectures.
Training and development ppt
I hope You have liked the PPT of Difference between Training and Development. For knowing the Methods in Details, COPY THIS LINK-
http://www.gladtutor.com/difference-between-training-and-development/
AND PASTE THIS LINK ON GOOGLE . To get the Complete Notes for HRM, COPY THIS LINK AND PASTE IT ON GOOGLE-
http://eepurl.com/gfUoS5
Training & development
Training provides employees with new skills and increases knowledge to enhance job performance. It can be delivered through on-the-job methods like coaching, mentoring, and job rotation, or off-the-job methods such as lectures, case studies, and role playing. The goal of training is to bridge the gap between existing and required skills while benefiting employees through increased confidence, earnings, and opportunities for promotion. Organizations must identify training needs, design effective programs, conduct training, and evaluate results to maximize the impact on employee and business performance.
What is training
Training is defined as learning provided to improve current job performance. The purpose of training is to help people learn skills needed for specific purposes like achieving goals, carrying out tasks, or preparing for new roles. Effective training programs (A) effect change by increasing knowledge or improving skills, (B) are designed to achieve specific, measurable goals like improving a skill, and (C) actively engage learners in the learning process.
1 training & development introduction
Training and development programs are necessary for organizations to improve employee performance as technologies and environments change. Training involves teaching technical skills to non-managers over a short period for a specific job, while development provides conceptual knowledge to managers long-term. Organizations need training to onboard new employees, introduce new techniques, and move employees between roles. Benefits include improved quality, efficiency, and reduced costs. Training needs are identified through analyzing jobs and employee skills. Objectives are to prepare, develop, and build competent employees. Programs should be evaluated against objectives to ensure the investment is worthwhile.
Training and Development
Training and development aims to improve employee performance through learning that changes attitudes, increases skills and knowledge. It involves organizing learning opportunities to help employees gain the abilities needed for their jobs. The training process provides skills that are assets for the organization. Development is a longer-term, systematic process for managers to learn concepts and theories for general purposes as part of continuous learning. There are various types of training, including technical, soft skills, managerial, and safety training.
Training and development in human resources management
Training and development aims to improve employee performance by increasing abilities through learning and changing attitudes or skills. It provides several organizational benefits such as increased efficiency, morale, and relations while reducing supervision needs. Training programs follow a strategic model with four phases: needs assessment, design, implementation, and evaluation. The needs assessment phase involves analyzing the organization, tasks, and individual employees. The design phase develops objectives and incorporates learning principles. Implementation uses various methods like on-the-job training. Evaluation assesses reactions, learning, behavior, and results. The overall goal is suitable individual change related to organizational demands.
TRAINING & DEVELOPMENT
A Presentation On Topic "Training & Development"
With A Interesting Case Study.
It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM).
The Presentation Consist Of Following Topics :-
1. Key Terms.
2. Introduction Of Training & Development.
3. Inputs In Training & Development.
4. Training Process.
5. Methods Of Training.
6. Techniques Of Training.
7. Case Study On "Reliance Communications".
Training and development
This document discusses training and development. It defines training as the systematic modification of behavior through learning. It provides several definitions of training from different authors. It also discusses the objectives, components, process, and types of training. The training process involves planning, designing, and evaluating training. Planning includes assessing training needs, developing training strategies, and identifying resources. Needs assessment identifies competency gaps at the individual and organizational levels. Training strategies are then developed to address the identified needs.
Training and development
Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development".
Training Role
Training in the Training Role for more information: information@itd.management www.itd.management
Training & development
Meaning of Training and Development with its difference between both. And the process to conduct a training programme.
DIFFERENCE BETWEEN TRAINING & DEVELOPMENT.pptx
Training refers to a short-term process that provides employees with skills needed to perform their current jobs, increasing their knowledge and competency according to job requirements. Development is a long-term, career-oriented process that helps employees understand overall growth and improve skills to face future challenges through learning and self-motivated growth throughout their careers. The key difference is that training focuses on technical skills for present needs while development has a wider scope focusing on conceptual skills and future needs.
HRM module 4
Training & Development
Training v/s development
Training v/s Education
Systematic Approach to Training
Training Methods
Executive Development
Methods and Development of Management Development
Career and Succession Planning
Performance Appraisal & Compensation
Performance Appraisal
Concept of Performance Appraisal
The Performance Appraisal Process
Methods of performance Appraisal
Essential Characteristic of an Effective Appraisal System.
Compensation
Objectives of compensation Planning
Job Evaluation
Compensation Pay Structure in India
Wage and Salary Administration
Factors Influencing Compensation Levels
Executive Compensation
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
More Related Content
What's hot
Training vs development
Training focuses on teaching specific skills needed for a current job or role, with an immediate goal of improving performance, led by a trainer or manager, and can include many people. Development provides opportunities for general growth of knowledge and abilities to prepare an individual for future challenges, with a longer term focus on one's career and possibilities, led more by self-directed learning.
Training and Development
Here are some key ethical considerations for training and development programs:
1. Fairness - All employees should have equal access to training opportunities regardless of personal attributes. Selection criteria should be job-related.
2. Privacy and confidentiality - Personal information collected about employees during training should be kept private and only used for the intended training purposes.
3. Accuracy - Training content should be factually correct and not misleading. Trainers should have subject matter expertise.
4. Health and safety - Training environments and activities should not endanger participants' physical or psychological well-being.
5. Continuous improvement - Programs should be regularly evaluated for effectiveness and updated based on feedback and changes in jobs or technologies.
6
Training defined
Training involves helping employees acquire new knowledge, skills, and behaviors to improve performance. It is a learning process that leads to skilled behavior and allows employees to achieve goals and advance in their careers. Human resource development provides opportunities for employees to grow professionally and helps organizations develop the best workforce possible through training, career development, coaching, and other programs. These development activities benefit both individual employees and organizations by increasing productivity, morale, safety, and profitability.
HRM Report by Ms. Baculo
Employee training and development is a function of human resource management aimed at improving individual and group performance. Training provides opportunities for employees to learn new skills and reinforce existing knowledge. The purpose of training is to make employees more productive and effective. Typical reasons for training include the need for performance improvement, professional development, succession planning, and learning new topics. Human rights legislation protects employees from discrimination in all employment practices such as hiring, promotion, wages, and harassment.
Trainning And Development
The document discusses various aspects of training and development in organizations. It defines training as a systematic process of increasing employees' knowledge and skills to perform jobs. Some key points include:
1. Training enhances employee performance, updates their skills, avoids obsolescence, retains talent, and creates an efficient organization.
2. Important components of training include trainers, materials, methods, and management support. Training should be evaluated based on practical learning and job performance.
3. Common types of training are orientation, refresher courses, job instruction, and apprenticeships. Philosophically, training works best with modeling, motivation, feedback, and applicability to jobs.
Training & Development
This document discusses training and development. It defines training and development and discusses their aims. It also covers the nature of training and development and reasons for training employees. The document outlines the training process, including needs assessment, instructional design, implementation, and evaluation. It provides examples of areas that receive training, such as knowledge, technical skills, and social skills. The document also gives an example of diversity training provided by Toys 'R' Us and discusses techniques and methods used in training programs.
Employee training & development
This document discusses employee training and development. It covers the importance of training employees, who should conduct the training, how employees learn best, developing training programs, retraining, orientation, and overcoming obstacles to learning. The key points are that training employees is important for standardized performance, reduced costs and turnover, and improved morale; the logical person to conduct training is the supervisor; employees learn best when actively involved, the training is relevant and practical, and they receive feedback; developing effective training programs involves establishing standards, objectives, procedures, and evaluation.
Introduction to training and development - Manu Melwin Joy
Training and development is a crucial component of the human resource development. With the arrival of advanced technology, it is assuming even more important role to compete with ever increasing competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs
HRM-12-Traning and Development
The document discusses training and development. It defines training and development and notes that training focuses on short-term job skills while development focuses on long-term broad knowledge. The document outlines the importance of training in helping organizations adapt to changes. It also lists and describes various types of training including skills, retraining, cross-functional, team, creativity, literacy, diversity, and customer service training. Finally, it discusses different training methods such as classroom instruction, video, computer-assisted instruction, simulation, on-the-job training, and off-the-job training methods like case studies, role playing, conferences, and lectures.
Training and development ppt
I hope You have liked the PPT of Difference between Training and Development. For knowing the Methods in Details, COPY THIS LINK-
http://www.gladtutor.com/difference-between-training-and-development/
AND PASTE THIS LINK ON GOOGLE . To get the Complete Notes for HRM, COPY THIS LINK AND PASTE IT ON GOOGLE-
http://eepurl.com/gfUoS5
Training & development
Training provides employees with new skills and increases knowledge to enhance job performance. It can be delivered through on-the-job methods like coaching, mentoring, and job rotation, or off-the-job methods such as lectures, case studies, and role playing. The goal of training is to bridge the gap between existing and required skills while benefiting employees through increased confidence, earnings, and opportunities for promotion. Organizations must identify training needs, design effective programs, conduct training, and evaluate results to maximize the impact on employee and business performance.
What is training
Training is defined as learning provided to improve current job performance. The purpose of training is to help people learn skills needed for specific purposes like achieving goals, carrying out tasks, or preparing for new roles. Effective training programs (A) effect change by increasing knowledge or improving skills, (B) are designed to achieve specific, measurable goals like improving a skill, and (C) actively engage learners in the learning process.
1 training & development introduction
Training and development programs are necessary for organizations to improve employee performance as technologies and environments change. Training involves teaching technical skills to non-managers over a short period for a specific job, while development provides conceptual knowledge to managers long-term. Organizations need training to onboard new employees, introduce new techniques, and move employees between roles. Benefits include improved quality, efficiency, and reduced costs. Training needs are identified through analyzing jobs and employee skills. Objectives are to prepare, develop, and build competent employees. Programs should be evaluated against objectives to ensure the investment is worthwhile.
Training and Development
Training and development aims to improve employee performance through learning that changes attitudes, increases skills and knowledge. It involves organizing learning opportunities to help employees gain the abilities needed for their jobs. The training process provides skills that are assets for the organization. Development is a longer-term, systematic process for managers to learn concepts and theories for general purposes as part of continuous learning. There are various types of training, including technical, soft skills, managerial, and safety training.
Training and development in human resources management
Training and development aims to improve employee performance by increasing abilities through learning and changing attitudes or skills. It provides several organizational benefits such as increased efficiency, morale, and relations while reducing supervision needs. Training programs follow a strategic model with four phases: needs assessment, design, implementation, and evaluation. The needs assessment phase involves analyzing the organization, tasks, and individual employees. The design phase develops objectives and incorporates learning principles. Implementation uses various methods like on-the-job training. Evaluation assesses reactions, learning, behavior, and results. The overall goal is suitable individual change related to organizational demands.
TRAINING & DEVELOPMENT
A Presentation On Topic "Training & Development"
With A Interesting Case Study.
It Is A Very Important Topic Which Is One Of The Chapter Or An Important Part For The Subject "Human Resources Management" (HRM).
The Presentation Consist Of Following Topics :-
1. Key Terms.
2. Introduction Of Training & Development.
3. Inputs In Training & Development.
4. Training Process.
5. Methods Of Training.
6. Techniques Of Training.
7. Case Study On "Reliance Communications".
Training and development
This document discusses training and development. It defines training as the systematic modification of behavior through learning. It provides several definitions of training from different authors. It also discusses the objectives, components, process, and types of training. The training process involves planning, designing, and evaluating training. Planning includes assessing training needs, developing training strategies, and identifying resources. Needs assessment identifies competency gaps at the individual and organizational levels. Training strategies are then developed to address the identified needs.
Training and development
Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development".
Training Role
Training in the Training Role for more information: information@itd.management www.itd.management
Training & development
Meaning of Training and Development with its difference between both. And the process to conduct a training programme.
What's hot (20)
Introduction to training and development - Manu Melwin Joy
Introduction to training and development - Manu Melwin Joy
Training and development in human resources management
Training and development in human resources management
Similar to Training & development
DIFFERENCE BETWEEN TRAINING & DEVELOPMENT.pptx
Training refers to a short-term process that provides employees with skills needed to perform their current jobs, increasing their knowledge and competency according to job requirements. Development is a long-term, career-oriented process that helps employees understand overall growth and improve skills to face future challenges through learning and self-motivated growth throughout their careers. The key difference is that training focuses on technical skills for present needs while development has a wider scope focusing on conceptual skills and future needs.
HRM module 4
Training & Development
Training v/s development
Training v/s Education
Systematic Approach to Training
Training Methods
Executive Development
Methods and Development of Management Development
Career and Succession Planning
Performance Appraisal & Compensation
Performance Appraisal
Concept of Performance Appraisal
The Performance Appraisal Process
Methods of performance Appraisal
Essential Characteristic of an Effective Appraisal System.
Compensation
Objectives of compensation Planning
Job Evaluation
Compensation Pay Structure in India
Wage and Salary Administration
Factors Influencing Compensation Levels
Executive Compensation
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
Human Resource Training and Development
Presentation on training which is an attempt to improve current or future employee performance by increasing an employee's ability to perform through learning, usually by changing the employee's attitude or increasing his or her skills and knowledge.
HRM (on the job training)
The document discusses the importance of training and professional development for teachers. It states that supporting teachers' professional growth leads to improved student outcomes. Effective training and reflective development are essential parts of a teacher's career. The document then defines training as increasing job-related knowledge and skills for a specific purpose, while development refers to a long-term educational process to gain conceptual and theoretical knowledge. Finally, it outlines the steps in a typical training and development program and some common methods used, including on-the-job training, workshops, and seminars.
Training and Development
Training is an important part of human resource management that helps improve employee performance. It increases an employee's knowledge, skills, and abilities needed to perform their job through methods like on-the-job and off-the-job training. Training benefits both employees through career advancement and employers through higher productivity, lower costs, and reduced errors. The effectiveness of training can be measured through employee and manager feedback as well as comparisons of performance metrics before and after training.
Training vs. Development
Training focuses on improving employees' knowledge and skills for their current job roles, using both on-the-job and off-the-job methods. Development has a longer-term focus on enhancing employees' overall skills and career progression through activities like workshops and self-assessments. While training aims to meet immediate job needs, development helps prepare employees for future roles and responsibilities. Both training and development are important for organizations as they improve employee performance, productivity and utilization of human resources.
Hrm (on the job training)
The document discusses training and development for teachers. It states that supporting teacher professional development through quality training leads to improved learner outcomes. Training is defined as increasing job-related knowledge and skills for a specific purpose, while development involves gaining conceptual and theoretical knowledge over the long term. The training and development process involves identifying needs, preparation, performance trials, follow up, and evaluation. Recommendations include using interactive training methods and increasing the number and variety of programs offered. The conclusion is that teachers will be more engaged if training helps them apply new skills and institutions should have clear training policies.
MOD-2-HRM-A.ppt
Training involves increasing an employee's skills for a particular job in the short term, while development refers to broader long-term educational changes. Training is needed to enable new and existing employees to understand responsibilities and adapt to changes, leading to benefits like improved skills and productivity, job satisfaction, and reduced accidents. The training process involves determining if training is needed, the type, goals, implementation, and evaluation.
Training
This document discusses training, defining it as a learning process that enhances employee performance through acquiring knowledge, skills, concepts, and changing attitudes and behaviors. It notes that training improves job knowledge, attaches employees to organizational goals, improves relationships, reduces supervision needs, and increases productivity. Finally, it outlines two common training methods: on-the-job training provided within everyday work, and off-the-job training provided away from the actual work environment.
Staff development slides
This document discusses staff development in schools. It defines staff development as activities intended to upgrade the knowledge, skills, and behaviors of school staff. The goals are to create positive changes in staff and ensure compliance with school policies. Effective staff development includes in-service training, leadership development, consultation, and evaluation. It benefits teachers by providing current information and benefits schools by helping them achieve their goals. Common types of staff development are induction training, job orientation, in-service education, continuing education, and training for special functions. Today, supervision plays an important role in coaching and guiding staff development.
Staffing
This document outlines the key differences between training and development. It states that training focuses on imparting job-specific skills and knowledge to perform a particular role, while development aims to promote overall growth and prepare employees for future roles. Some key differences highlighted include training being job-centered and short-term, using on-the-job methods, while development is career-centered, longer-term, and relies more on off-the-job methods. The document provides a comprehensive overview of how training and development differ in their definitions, scope, purpose, methods, and initiative.
Training and Development
Training and Development,Types of Training,Benefits of Training, Difference between Training and Education,Difference between Training and Development,Need for Training,Importance of Training,Advantages of Training,Systematic approach of Training
On the Job Training for Educational Institutions
The document discusses the importance of training and development for teachers, defining it as a process that systematically increases their work-related knowledge and skills to improve performance. It outlines the steps in developing an effective training and development program, including identifying needs, preparation, implementation, and follow-up. The findings suggest that training is seen as enhancing productivity, satisfaction, and opening new opportunities when adequate opportunities and modern methods are provided.
Human Resource management -Training, Development and career Advancement
Its is all about training, Development and career Advancement . How training and development is crucial part of an organization and how it can help in career Advancement. #Training #development
training
“learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders.”
Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals.
There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training.
“training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.
Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards.
Increase organizational commitment.
Improve job performance.
Contributes to flexibility to adapt to changing internal and external factors.
Develops interpersonal skills.
Creates an interesting and challenging environment.
Heightens employee morale.
Increase knowledge and awareness of the total environment.
Helps achieve overall organizational objectives.
Helps retain a competent and efficient workforce.
Develops creativity and problems solving skills.
Helps improve and acquire technical skills.
Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job.
Remedial training must be given to some employees who are new to the organization
Technological changes
Organizational Viability
Internal mobility
Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee.
Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner.
Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another
In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees’ capacities through learning and practicing.
Training and Development is the framework for helping employees to dev
Staff Development NR.ppt
Staff development involves processes that help organizations improve employees' skills and performance. It aims to accomplish institutional goals and support personal and professional growth. Some key aspects of staff development programs include assessing training needs, developing objectives, providing various types of training like induction, job orientation, in-service education and continuing education. While staff development benefits both employees and organizations, there are also some potential difficulties like lack of time, resources or buy-in that need to be addressed for programs to be effective.
Inservice education
In-service education refers to planned educational activities organized by an employer to improve employees' knowledge and skills. It has both employee-based and organization-based objectives. Employee-based objectives include improving personal and professional growth, work performance, and providing job satisfaction. Organization-based objectives include improving patient care quality and work effectiveness. In-service education is affected by factors like healthcare costs, staffing levels, and changes in nursing practices. It covers various areas and can use centralized, decentralized, or coordinated approaches to planning and delivery. Proper planning involves assessing needs, setting objectives, designing learning experiences, implementation, and evaluation.
Training and development
This document discusses training and development in organizations. It defines training as a learning process that involves acquiring skills and attitudes to improve employee performance. The objectives of training are to increase knowledge, change attitudes, impart new skills, improve overall performance, and prepare workers for higher roles. Training is important as it improves skills, increases productivity, promotes job satisfaction and adaptability. The types of training discussed are orientation, job, apprenticeship, internship, on-job and off-job training. The document also distinguishes between training, which improves current job skills, and development, which prepares employees for future roles.
Training and development
Training is an educational process which involves the sharpening of skills and gaining more knowledge to enhance the performance of the employees whereas development enhance their conceptual, theoretical knowledge.
Concept of training.pptx
Training involves teaching employees skills and knowledge to perform their jobs effectively. It is a planned effort to help employees acquire and apply required competencies like knowledge, skills, and attitudes. Training methods include on-the-job and off-the-job techniques and aim to bridge gaps in existing versus required skills and knowledge. The goal of training is to improve employee and organizational performance.
Similar to Training & development (20)
Human Resource management -Training, Development and career Advancement
Human Resource management -Training, Development and career Advancement
More from Anita Kumari
Rewards & recognition
This study is analyzing about how; Rewards and recognition works as a powerful tools for employee motivation and performance improvement.
Communication its nature, attributes & purpose
Communication involves the exchange of thoughts, messages, or information through various means such as speech, writing, visuals, or signals. It is defined as the transfer of information from one person to another that must be understandable to the receiver. Effective communication requires the receiver to understand the exact idea or information the sender intended to transmit. Communication is a two-way process that requires knowledge of language and a meeting of minds between the sender and receiver. It can occur through both verbal and non-verbal means and is a continuous process that aims to exchange ideas, feelings, and knowledge between two or more parties.
World trade organization
The document discusses issues and policies of the World Trade Organization (WTO) in relation to developing and least developed countries. It provides background on the WTO and its functions, including administering trade agreements, facilitating negotiations, and handling disputes. It outlines categories of developing countries and least developed countries, and advantages they have as members of the WTO, such as longer timelines for implementation and technical assistance. Key policies discussed are special provisions that give preferential treatment to developing countries, and the WTO's focus on trade and development through initiatives like the Doha Development Agenda. The 2013 Bali Ministerial Conference agreement aimed to lower trade barriers and make it easier for developing countries to trade globally.
Changing workforce
The document discusses the changing workforce and industrial relations. It begins by outlining reasons for changes in the workforce, such as globalization, new technologies, and shifting worker demographics and expectations. This is forcing companies to change their concepts and move from a focus on hours worked to productivity and employee engagement.
The essence of the changing workforce is discussed, focusing on how it is impacting trade unions and use of contract labor. Trade unions are playing a more cooperative role with companies. While contract labor provides flexibility, it also raises issues if labor laws are not followed.
The industrial relations scenario encompasses factors like collective bargaining, dispute resolution mechanisms, and labor legislation. Maintaining good relationships between management and workers is key.
Aida
Dabur India Ltd is the 4th largest FMCG company in India. It uses the AIDA model in its marketing strategy. The AIDA model involves 4 steps - Attention, Interest, Desire, and Action. To gain attention, Dabur uses celebrity endorsements, billboards, and product promotion campaigns. It demonstrates benefits to build interest. Dabur creates desire by convincing customers its products satisfy needs. Finally, it leads customers to action through brand trust and high product usage. Using AIDA, Dabur has become a market leader in India.
Changing workforce
The Indian economy is volatile. Organisations are greatly influenced by changes taking place in internal as well as external environment, and as a part, workforce are also changing. They want better salaries, better working condition and defined career opportunities.
Organisational Change
Organizational change is the process by which organizations move from their present state to a desired future state to increase effectiveness. It involves moving from the current state to an improved state through a process of planning, revising, and building. Organizational change can be directive or participative, and natural or adaptive. It is a continuous interdependent process affected by both internal factors like changes in management or workforce issues, and external factors such as technological changes, market conditions, or social and political changes. Change is necessary for an organization's survival.
More from Anita Kumari (7)
Recently uploaded
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
The Management Guide: From Projects to Portfolio
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Risk-Management-presentation for cooperatives
Power point presentation for risk management for cooperatives
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
12 steps to transform your organization into the agile org you deserve
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证、文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
Chart--Time Management.pdf How to time is spent
Time management is foundation for any successful activity.
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Public Speaking Tips to Help You Be A Strong Leader.pdf
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Resource-mobilization-guide-for-community-based-organizations1.pdf
resource mobilization guidebook for comminute based organizations
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Strategy for E-Types - Strategy Formulation.pptx
Capstone project for Coursera - Strategy Formulation
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Recently uploaded (20)
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi: A Legacy in Finance and Leadership
12 steps to transform your organization into the agile org you deserve
12 steps to transform your organization into the agile org you deserve
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Addiction to Winning Across Diverse Populations.pdf
Addiction to Winning Across Diverse Populations.pdf
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words an...
Public Speaking Tips to Help You Be A Strong Leader.pdf
Public Speaking Tips to Help You Be A Strong Leader.pdf
Resource-mobilization-guide-for-community-based-organizations1.pdf
Resource-mobilization-guide-for-community-based-organizations1.pdf
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Enriching engagement with ethical review processes
Enriching engagement with ethical review processes
Training & development
- 1. TRAINING - it’s definition, differentiation & benefits Presented by- Mohua Bakshi,Anita, Khushboo & Preeti Srivastava
- 2. TRAINING A learning a task oriented activity. Training is a tool that helps management to create a superior workforce.
- 3. DEFINITION OF TRAINING “Training is the act of increasing the knowledge and skills of an employee for doing a particular job.” - EdwinB Flippo “Training is the organised procedure by which people learn knowledge and skill for a definite purpose”. - Dale S. Beach
- 4. DIFFERENCE BETWEEN TRAINING & EDUCATION TRAINING EDUCATION • Practical • Job oriented • Skill enhancement • Theoretical • Learning oriented • Knowledge enhancement
- 5. • On job training • Narrow perspective • Classroom learning • Broad perspective
- 6. DIFFERENCE BETWEEN TRAINING & DEVELOPMENT Improvement of skills For middle & higher level For existing employees DEVELOPMENT Providing skills For lower level For new employees TRAINING
- 7. Aims to increase the output Apprenticeship program, job instruction Short term Aims to improve behavior Job rotation, career development Long term
- 8. BENEFITS OF TRAINING It increases productivity & production. It improves quality. Builds confidence among employee/ workforce. Beneficiary for employees personal growth.
- 9. Provides knowledge of machineries & equipments. It creates work efficiency. It prevents obsolescence. Low labor turn over.
- 10. ESSENCE OF TRAINING The training program provides skills & knowledge to minimise complications and get success.