Training aims to increase employees' skills and knowledge to perform jobs efficiently, while development focuses on lifelong learning and growth. Training methods like job rotation are short-term and job-focused, whereas development uses lectures and conferences for career-oriented growth. Both benefit organizations through efficient work and higher profits, while employees gain promotions, morale, and future opportunities.

1. Subtitle

2. “There is nothing training cannot do.
Nothing is above its reach.
It can turn bad morals to good.
It can destroy bad principles and recreate good
ones.
It can lift men to performing excellence.”
-Mark Twain

3. Training is the act of increasing the knowledge and technical skills
of an employee for doing a particular job efficiently. It is a process
of learning new skills.
DEVELOPMENT
Development refers to the learning opportunities designed to help
the employees to grow. It involves growth of an individual in all
respects. It denotes the process by which the employees acquire
skills & competence to do their present jobs & increase their
capabilities for handling higher jobs in future.

4. Basis Training Development
1.Meaning It is a process of increasing
knowledge and skills.
It is a process of learning and
growth.
2.Scope Narrow. Wider.
3.Work or Person Centred Work-Centred. Person-Centred.
4.Duration Time bound. Lifelong.
5.Methods Used Job Rotation, Internship etc. Lectures, Conferences etc.
6.Use/Depth of Knowledge It is to enable the employee
to do job better.
It is to enable the overall
growth of employee.
7.Orientation/Focus Job-Oriented. Career-Oriented.
8.Participants Non-Managerial Staff. Managerial Staff.
9.Initiative From the employee. From the individual.

5. For Organization For Employees
Trained Workers can work more efficiently. He will find employment more easily.
Wastage is eliminated to a larger extent. They are able to produce more with
minimum efforts.
There will be fewer accidents. Secure Promotions easily.
Makes employees more loyal. Their morale would be high.
Higher Profits. More Earnings.
Attitude Formation. Develop Future Managers.

7. 1.ASSESSMENT 2.IMPLEMENTATION 3.EVALUATION
a)Determining Training
Needs.
c)Select Training Method. e)Compare Training
outcomes against the
criteria.
b)Identifying Training
Objectives.
d)Conduct Training.

8. ORGANIZATIONAL
ANALYSIS
TASK ANALYSIS PERSON ANALYSIS
Organizational Goals. Performance Standards. Customers and Employee
Attitude Surveys.
Skills Inventories. Performing jobs. Tests.
Organizational Climate
Analysis.
Asking Questions about job. Questionnaires.

9. Innovati
ve
• Anticipating problems before they occur.
• Team Building Sessions with the employees.
Regular
• Orientation, Refresher Courses..
•Scheduling Training Programs.
Problem
Solving
• Training Clerks to reduce complaints.
• Training Supervisors for handling grievances.

10. Vestibule
Training
Off
The
job
Role
Playing
Films
Lecture
Method
Job
Instruction
Training
On
The
Job
Apprentic
eship
Job
Rotation
Mentoring

11. Presentation
JIT
Performance
Try out
Follow
Up
Preparation

13.  Structured vocational skill training in a given job through a combination
of on the job training and classroom instruction..
 Qualify registered apprenticeship program under state government –:
1) 144 hour of classroom instruction.
2) 2000 hour or one year of OJT experience.

14.  "Mentoring is to support and encourage people to manage their own
learning in order that they may maximize their potential, develop
their skills, improve their performance and become the person they
want to be.”
- Eric Parsloe, The Oxford School of Coaching & Mentoring

15.  Takes place away from production area.
 Uses equipment closely resembling equipment actually
used on the job.
 Removes employee from pressure of having to produce while learning.
 Emphasis on learning skills required by the job.

16. Respond to specific problems they may actually
encounter in jobs.
Used to teach such skills as:
 Interviewing
Grievance handling
 Team problem solving
 Communication

17. They can provide information and explicitly
demonstrate skills that are not easily represented by
other techniques. Used in conjunction with conference
discussions, it is very effective in certain cases.

18. Merits:
 This method is effective to train large number of trainees within limited time
available
 Delivery of lecture is useful for communication of basic theoretical knowledge to
the learners
 Lecture method is less expensive for an organization
Demerits:
 Limited scope for clarifications
 Repeated lectures may produce monotony
 Resulting in less absorption of knowledge by trainees

19. Feedbacks
EVALUATION
Interviews Questionnaires