Quick Summary
Training improves current job performance. Development is broader and prepares employees for future responsibilities.
Need for Training
- Improves efficiency
- Reduces mistakes and wastage
- Helps employees use new technology
- Increases confidence
- Supports promotion and growth
On-the-Job Methods
- Coaching
- Job rotation
- Apprenticeship
- Internship
Employees learn while doing actual work.
Off-the-Job Methods
- Lectures
- Conferences
- Role play
- Vestibule training
- Case study
Employees learn away from the regular workplace.
On-the-Job vs Off-the-Job Training
| On-the-Job | Off-the-Job |
|---|---|
| Learning during actual work | Learning away from workplace |
| More practical | More theoretical or simulated |
| Usually economical | May be costlier |
| Example: coaching | Example: lecture |
Training vs Development
| Training | Development |
|---|---|
| Job-oriented | Career-oriented |
| Short-term | Long-term |
| Improves present performance | Prepares for future roles |
Important Questions
One Mark
1. Define training. 2. Name one on-the-job method. 3. Which method uses simulated work conditions?
Short Answer
1. State any three needs for training. 2. Distinguish between training and development. 3. Write any three off-the-job methods.
Long Answer
1. Explain on-the-job and off-the-job training methods. 2. Explain the need for training. 3. Distinguish between training and development.
Common Mistakes
- Treating training and development as identical.
- Calling lectures an on-the-job method.
- Naming methods without examples.
- Forgetting the practical nature of on-the-job training.
Revision Checklist
- [ ] Meaning of training
- [ ] Need for training
- [ ] On-the-job methods
- [ ] Off-the-job methods
- [ ] Training vs development
Frequently Asked Questions
Training is the process of improving the knowledge, skill, and ability of employees to perform a specific job.