1. Induction provides an overall preview of the company through presentations and introduces employees to different people in the organization to familiarize them with the company. Orientation is longer and provides a practical overview of the company. 2. Training aims to improve employee performance on current jobs and prepare them for future roles. It can increase productivity, quality, health and safety, and prevent obsolescence through learning. 3. Common training methods include on-the-job training, job instruction training, job rotation, coaching, mentoring, lectures, vestibule training, case studies, and role playing. Coaching focuses on specific issues while mentoring takes a broader long-term view.

1. TRAINING
AND
DEVELOPMENT

2. DIFFERENCE BETWEEN
INDUCTION AND ORIENTATION
Induction comes first and followed
by orientation
Induction is for shorter duration
Orientation is the practical overview of
the company.
orientation is for longer duration
Induction means introduction of
the company... as in the overall
preview of company it's more in
the form of presentations
it includes introducing employee do
different people in the organization
making him more familiar with
everyone so that he can get the idea of
what kind of company he will be
working for and generating a level of
comfort within the organization.

3. TRAINING
• Training is a process of learning a sequence of
programmed behavior. It tries to improve their
performance on the current job or prepare them
for an indented job.

4. NEED FOR BASIC PURPOSES OF
TRAINING
To Increase Productivity : Because of training ,
instruction can help employees increase their level of
performance on their present assignment.
To Improve quality : Better informed employees are less
likely to make operational mistakes.

5. To improve health & safety : Proper training can help
prevent industrial accidents.
Obsolescence (becoming outdated) Prevention : It foster
(promote growth) the & initiative creativity of employees &
help to prevent manpower obsolescence.
Personnel Growth : Employee on personal basis gain
individually from their exposure to educational experiences.
CONTI…

6. STEPS IN TRAINING PROCESS
1. Identifying Training needs
2. Getting ready for the job
3. Presentation of the learner
4. Presentation of operations & knowledge
5. Performance try out
6. Follow up

7. STEPS IN TRAINING NEEDS
 Identifying Training needs: It must be on the basis of
organisational analysis, operational analysis & individual analysis.
 Getting ready for the job: Under this step, it is to be decided
who is to be trained – new comer or old employee, supervisor or
manager.
 Preparation of the learner: It includes putting the learner at
ease, stating the importance & ingredients of job, explain the
process of training, familiarizing him with the equipment,
materials, tools, & trade terms.
 Presentation of operation & knowledge: The trainer
should clearly tell show, demonstrate & question in order to put
over the new knowledge & operations.
 Performance try out: Under this, the trainee is asked to go
through the job several times slowly, explaining him each step.
Mistakes are corrected.
 Follow – Up: This step is undertaken with view to testing the
effectiveness of training efforts.

8. METHODS OF
TRAINING

9. ON THE JOB
TRAINING
OFF THE JOB
TRAINING

10. JOB INSTRUCTION TRAINING
JOB ROTATION TRAINING

11. COACHING MENTORING

12. OFF THE JOB TRAINING METHODS
LECTURES/
CONFERENCES
VESTIBULE
TRAINING

13. CASE STUDY
ROLE PLAYING

14. EXAMPLE OF ROLE PLAY
“ For instance, you might train salespeople by having
two people act out a 'sales' scenario. One acts as
the salesperson, the other acts as the customer.
This allows salespeople to practice their sales
techniques. A trainer and/or other trainees may
watch the role play and critique it afterwards”

15. EXAMPLE OF VESTIBULE TRAINING
• Vestibule training means to get the training from out
side the company or factory where the situation of
the work and factory is the same.
• Often used to train bank tellers, inspectors, machine
operators, typists.
• Vestibule method has been using widely for the
purpose of training Aero plane pilots on Aero plane
simulator to make them ready to handle an fly Aero
plane.
• work situation of the cabin crew of an airliner, hotel
kitchen workers, or high-tension-wire workers.

16. COACHING MENTORING
Generally more structured in nature and
meetings are scheduled on a regular basis
More informal and meetings take place as
and when the mentee needs some advice,
guidance and support
it is helping to identify the skills and
capabilities that are within the person,
and enabling them to use them to the
best of their ability.
Mentoring is showing people how the
people who are really good at doing
something do it
Short-term sometimes time bounded and
focussed on specific development
areas/issues
More long term and takes a broader view
of the person
Coaching revolves more around specific
development areas/issues
Mentoring revolves more around
developing the mentee professionally

17. DEVELOPMENT

18. Objective of employee
development
• Securing continued supply of competent working
force:
• Optimum utilization of human resources:
• Developing technical & administrative skill:
• Prevention of managerial obsolescence:

19. Distinction between T & D
Learning Dimensions Training Development
Who?
Non- Managerial
personnel
Managerial
personnel
What?
Technical &
mechanical
operation
Theoretical,
conceptual ideas
Why?
Specific job-
related purpose
General Knowledge
When? Short term Long term

20. NOW TIME