Tag Archives: training

EDUCATION AND TRAINING


Though education and training are parts of the learning process, yet education is wider in its scope than the training and the training is concerned with increasing knowledge and skills in doing a particular job, and the major burden of training fall upon the employer. But education is a broader field of subject and has a lot of connections in its roots and has a lot of scopes and its purpose is to develop individuals in each of their respective fields and it is very concerned with increasing the general knowledge and understanding of the total environment. Education also teaches us to solve any analytical, statistical concepts in a better manner with an in-depth understanding of all the complexity in them.

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THE DIFFERENCE

By, education, we generally mean formal instruction in a school or a college or in a research facility or in a corporate environment, whereas the training is a vocationally oriented before you work on a complex or sophisticated machine or environment and is generally imparted at the work-place. Educational is theoretical, while training is practical and education is the process of developing and understanding of some organized body of knowledge and it is usually formal and aims at the total growth of an individual and it develops mental skills that enable one to use the knowledge acquired effectively in problem-solving situations. Training increases the aptitude, skills, and abilities of employees to perform specific jobs and it leads to the developmental of manual skills for a particular job, whereas education aims at enhancing the general knowledge of a person so that he may accomplish a job in an economical way or can start his own venture or a company to develop his knowledge that gives way for the evidence of his general intellect. As Flippo said in training “Training is the act of increasing the knowledge and skills of an employee for doing a particular job”.

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Actually, the distinction between training and education is not precise because in many cases both training and education occur at the same time in the form of some formal vocational school programmes are job-oriented only, whereas some employee development programmes in the industry are quite wider in scope and they may be viewed as education. The scope of training is narrow as it restricted to a specific job that requires a lot of practical knowledge to complete the given work or the job, whereas the scope of education is wide as it gives information about a specific area instead of a specific job. The objective of the training is to learn the method of accomplishing a specific job successfully whereas education aims at enhancing the general knowledge of a person to enable him/her to accomplish a job in an economical way giving evidence of his general intellect and training is imparted by a business organization, on-job or by setting up a separate training centre whereas the main source of education in schools, colleges and university. The burden of expenses for imparting training is the responsibility of the business organization, hence it alone bears are borne by the employee himself.

TRAINING IN MANAGEMENT

Training is the process of helping employees to acquire more knowledge of the job and to learn or sharpen the needed skills, attitudes and values associated with the efficient performance of their job and new employees, as also existing employees, often need training as a means of their progress in their jobs and careers and it is an important element of the staffing function and many organizations make formal or informal arrangements for providing training to their managerial and non-managerial personnel. Training is practical education and it is a technique that brings out the hidden abilities in a person and teaches him to use his skills effectively. Training is an art and the trainer selects the best methods for training, keeping because of the requirements of the job and the ability of the concerned persons. Training is an activity which changes the outlook and behavior of persons and training may be understood as the practice of theoretical knowledge and the importance of training is well-recognized all over the world but the methods of training may vary from job to job and from industry to industry and typically, a separate training department under the charge of an expert in training techniques is established for the purpose. As Dale Yoder said, “Training is the process by which manpower is filled for the particular jobs it is to perform”.

METHODS OD TRAINING

1. On-the-job Method

On-the-jib methods are the methods that are applied, while the employee is working and it means Learning while doing and training is provided by superiors to subordinates and it is economical and less time consuming and it is used where jobs are simple, as in case of plumbers and motor mechanics.

a. Apprenticeship Programme

   Under this method, trainees are apprentices and they work under the direct supervision of the experts, who guide and help them in learning the job.

 b. Internship Training

In this method, professional institutes enter into arrangements with big business enterprises and send their students to these industrial enterprises to gain practical work experience.

c. Job Rotations

It is shifting the trainees from one department to another department or from one job position to another job position.

d. Induction Training

 It is training to help a new employee to settle down quickly into the job by becoming familiar with fellow workers the job and its environment including other people and machines in the business.

2. Off-the-Job Methods

Off-the-road jobs methods are used away from the place of work and it means Learning before doing and it is provided by experts either from within or from outside the organization and it is more expensive and more time consuming than on-the-job and it is used where jobs are complex involving the use of sophisticated machinery.

a. Vestibule training

 Under this method, training is given in a classroom and where the actual work environment is stimulated, a supplicate model of the workshop is prepared and instead of using original equipment, employees are trained on the dummy models.

b. Programming Instruction

The total information amount the job is broken into meaningful small units and are arranged in a logical sequence from simple to complex and the trainee goes through these units one by one by answering questions or by filling the blanks.