This document compares training and development, describing them as short term versus long term respectively. It defines training as increasing skills for a specific job, while development refers to broader changes through education. The training and development process involves evaluating, implementing, selecting methods, establishing objectives, and determining needs. Benefits include increased efficiency, morale, relations, and organizational viability. Training needs are identified through organizational, task, and individual analyses. Various training methods are outlined such as on-the-job, demonstration, and simulation training. The document concludes by discussing evaluation of training programs.

1. Training & Development
TRAINING DEVELOPMENT

3. Training & Development : A Comparison
Training
 short term
 for a definite purpose.
Development
 long term educational
 for general purpose.

4. Concept of Training and Development
Training
The act of increasing the skills of an employee
for doing a particular job, and thus it’s a process
of learning a sequence of programmed
behaviour to do that particular job.
Development
It refers broadly to the nature and direction of
change induced in employees, through the
process of training and educative process.

5. Training & Development
Process
Evaluate T&D Programs
Implement T&D Programs
Select T&D Methods
Establish Specific Objectives
Determine T&D Needs

6. Role Of Training & Development
Increase in Efficiency
Increase in Morale of Employees
Better Human Relations
Reduced Supervision
Increased Organizational Viability
and Flexibility.

7. Identifying Training Needs
Basic aim of Training
• Suitable change in the individual concerned.
• Should be related both in terms of organisation’s
demand and that of individual’s.
Various Methods for identifying Training Needs
• Organisational Analysis.
• Task Analysis.
• Man Analysis.

8. Training Methods
• On the job Training (OJT):
On-the-job training (OJT) is a form of training taking place in a normal
working situation
• Demonstration:
• This method is a visual display of how something works or how to do
something.
• Job Instruction Training: Job Instruction Training (JIT) is a
step-by-step, relatively simple technique used to train employees on the job. It
is especially suitable for teaching manual skills or procedures; the trainer is
usually an employee's supervisor but can be a co-worker.
• Vestibule Training: Vestibule Training is a term for near-the-job
training, as it offers access to something new (learning).

9. Cont……….
• Apprenticeship: An apprenticeship is a system of training a new
generation of practitioners of a trade or profession with on-the-job training
and often some accompanying study (classroom work and reading).
• Coaching: Coaching is a form of development in which a person
called a coach supports a learner or client in achieving a specific personal or
professional goal.
• Simulation Training: A training simulation is a virtual medium
through which various types of skills can be acquired. Training simulations
can be used in a wide variety of genres; however they are most commonly used
in corporate situations to improve business awareness and management skills

10. Cont……….
• Sensitivity Training: Sensitivity training is a form of
training with the goal of making people more aware of their own
prejudices and more sensitive to others. sensitivity training in a series
of workshops. Such as teachers trainings etc……
• Job Rotation: Job rotation is a technique used by employers
that would use this method on their employees to rotate their assigned
jobs throughout their employment. Employers practice this technique
for a number of reasons.

11. Evaluation
Evaluation
What
Why
When
How

12. Criteria for Evaluation
• Reactions
• Learning
• Behavior – Transfer of Training
• Results or Return on Investment (ROI)

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