Difference between training and teaching
Posted on: November 22 2018, By : neha keni
Training is an organized activity aimed at imparting information or instructions to improve one’s performance or to help him/her to attain a required level of knowledge or a skill. Training has specific goals of improving one's capability, capacity, productivity and performance. Training is continuous procedure by which individual learn knowledge and skills for a particular purpose. Training constitutes a basic concept in human resource development. It is concerned with building a particular skill to a desired standard by guidance and practice. Training is a highly useful tool that can bring an individual into a position where they can do their job accurately, adequately, and reliably. Training is the act of expanding the knowledge and skill of an employee for doing a particular job. Training is an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of the employees.
Training is about knowing where you are in the present and after some time where will you reach with your abilities. By training, people can learn new information, new methodology and refresh their existing knowledge and skills. Due to this there is much improvement and adds up the effectiveness at work. The motive behind giving the training is to create an impact that lasts beyond the end time of the training itself and employee gets updated with the new phenomenon. Training can be offered as skill development for individuals and groups. Training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement.
Steps for training process are:
• Determine the need of training for individuals or teams
• Establish specific objectives & goals which need to be achieved
• Select the methods of training
• Conduct and implement the programs for employees
• Evaluate the output and performance post the training sessions.
• Keep monitoring and evaluating the performances and again see if more training is required.
TYPES OF TRAINING
Some of the types of training programs are listed below:
Induction training: Also known as orientation training given for the new recruits in order to make them familiarize with the internal environment of an organization. It helps the employees to understand the procedures, code of conduct, policies existing in that organization.
Job instruction training: This training provides an overview about the job and experienced trainers demonstrates the entire job. Addition training is offered to employees after evaluating their performance if necessary.
Vestibule training: It is the training on actual work to be done by an employee but conducted away from the work place.
Refresher training: This type of training is offered in order to incorporate the latest development in a particular field. This training is imparted to upgrade the skills of employees. This training can also be used for promoting an employee.
Apprenticeship training: Apprentice is a worker who spends a prescribed period of time under a supervisor.
TEACHING
Teaching is concerned sharing of knowledge and experience. Teaching is a process of educating a person with theoretical concepts and is a kind of a knowledge transfer between a teacher and a student Teaching is an arrangement and manipulation of a situation in which an individual will seek to overcome and from which he will learn in the course of doing so. Teaching is concerned with the activities which are concerned with the guidance or direction of the learning of others. Teaching is a process that improves the student's seeking level more easily and it might be overcome any situation as an easy way. Teaching is to cause the individual to learn and acquire the desired knowledge and skills. It is the process in which learner, teacher, curriculum and other variables are organized in a systematic way to attain some pre-determined goals. It a system of actions intended to produce learning.
TYPES OF TEACHING
Once we understood that everybody learns differently, it became obvious that there need to be different teaching styles to accommodate the learning styles.
INSTRUCTOR/TEACHER CENTERED METHODS: Here the teacher casts himself/herself in the role of being a master of the subject matter. Learners on the other hand are presumed to be passive and copious recipients of knowledge from the teacher.
LECTURE METHOD: A lecture is an oral presentation of information by the instructor. It is the method of relaying factual information which includes principles, concepts, ideas and all theoretical knowledge about a given topic. In a lecture the instructor tells, explains, describes or relates whatever information the trainees are required to learn through listening and understanding.
THE DISCUSSION METHOD: Discussion involves two-way communication between participants. In the classroom situation an instructor and trainees all participate in discussion. During discussion, the instructor spends some time listening while the trainees spend sometimes talking. The discussion is, therefore, a more active learning experience for the trainees than the lecture.
THE DEMONSTRATION LESSON: The most effective way to teach an occupational skill is to demonstrate it. one of the two most essential teaching skills is the ability to demonstrate, the other is the ability to explain. Both are vital to the success of either an operation lesson or an information lesson.
BUZZ GROUPS: Another method of instruction is the buzz group. During a longer session, the group can break into sub-groups to discuss one or two specific questions or issues. This allows almost every one to express an opinion. While they are buzzing, participants are able to exchange ideas and draw on their wide collective experience. It may provide a good opportunity for trainees to reflect on the content of a lecture. A good buzz session will generate many ideas, comments and opinion, the most important of which will be reported back.
BRAINSTORMING: The purpose of a brainstorming session is to discover new ideas and responses very quickly. It is particularly a good way of getting bright ideas. It differs from the buzz groups discussion in that the focus is on generating as many ideas as possible without judging them. In this technique, all ideas are given equal credence.
THE SEMINAR METHOD: A tutorial arrangement involving the instructor and groups, rather than instructor and individual.
ROLE PLAYS: In role plays, participants use their own experiences to play a real life situation. When done well, role plays increase the participant self-confidence, give them the opportunity to understand or even feel empathy for other people’s viewpoints or roles, and usually end with practical answers, solutions or guidelines.
Training is about knowing where you are in the present and after some time where will you reach with your abilities. By training, people can learn new information, new methodology and refresh their existing knowledge and skills. Due to this there is much improvement and adds up the effectiveness at work. The motive behind giving the training is to create an impact that lasts beyond the end time of the training itself and employee gets updated with the new phenomenon. Training can be offered as skill development for individuals and groups. Training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement.
Steps for training process are:
• Determine the need of training for individuals or teams
• Establish specific objectives & goals which need to be achieved
• Select the methods of training
• Conduct and implement the programs for employees
• Evaluate the output and performance post the training sessions.
• Keep monitoring and evaluating the performances and again see if more training is required.
TYPES OF TRAINING
Some of the types of training programs are listed below:
Induction training: Also known as orientation training given for the new recruits in order to make them familiarize with the internal environment of an organization. It helps the employees to understand the procedures, code of conduct, policies existing in that organization.
Job instruction training: This training provides an overview about the job and experienced trainers demonstrates the entire job. Addition training is offered to employees after evaluating their performance if necessary.
Vestibule training: It is the training on actual work to be done by an employee but conducted away from the work place.
Refresher training: This type of training is offered in order to incorporate the latest development in a particular field. This training is imparted to upgrade the skills of employees. This training can also be used for promoting an employee.
Apprenticeship training: Apprentice is a worker who spends a prescribed period of time under a supervisor.
TEACHING
Teaching is concerned sharing of knowledge and experience. Teaching is a process of educating a person with theoretical concepts and is a kind of a knowledge transfer between a teacher and a student Teaching is an arrangement and manipulation of a situation in which an individual will seek to overcome and from which he will learn in the course of doing so. Teaching is concerned with the activities which are concerned with the guidance or direction of the learning of others. Teaching is a process that improves the student's seeking level more easily and it might be overcome any situation as an easy way. Teaching is to cause the individual to learn and acquire the desired knowledge and skills. It is the process in which learner, teacher, curriculum and other variables are organized in a systematic way to attain some pre-determined goals. It a system of actions intended to produce learning.
TYPES OF TEACHING
Once we understood that everybody learns differently, it became obvious that there need to be different teaching styles to accommodate the learning styles.
INSTRUCTOR/TEACHER CENTERED METHODS: Here the teacher casts himself/herself in the role of being a master of the subject matter. Learners on the other hand are presumed to be passive and copious recipients of knowledge from the teacher.
LECTURE METHOD: A lecture is an oral presentation of information by the instructor. It is the method of relaying factual information which includes principles, concepts, ideas and all theoretical knowledge about a given topic. In a lecture the instructor tells, explains, describes or relates whatever information the trainees are required to learn through listening and understanding.
THE DISCUSSION METHOD: Discussion involves two-way communication between participants. In the classroom situation an instructor and trainees all participate in discussion. During discussion, the instructor spends some time listening while the trainees spend sometimes talking. The discussion is, therefore, a more active learning experience for the trainees than the lecture.
THE DEMONSTRATION LESSON: The most effective way to teach an occupational skill is to demonstrate it. one of the two most essential teaching skills is the ability to demonstrate, the other is the ability to explain. Both are vital to the success of either an operation lesson or an information lesson.
BUZZ GROUPS: Another method of instruction is the buzz group. During a longer session, the group can break into sub-groups to discuss one or two specific questions or issues. This allows almost every one to express an opinion. While they are buzzing, participants are able to exchange ideas and draw on their wide collective experience. It may provide a good opportunity for trainees to reflect on the content of a lecture. A good buzz session will generate many ideas, comments and opinion, the most important of which will be reported back.
BRAINSTORMING: The purpose of a brainstorming session is to discover new ideas and responses very quickly. It is particularly a good way of getting bright ideas. It differs from the buzz groups discussion in that the focus is on generating as many ideas as possible without judging them. In this technique, all ideas are given equal credence.
THE SEMINAR METHOD: A tutorial arrangement involving the instructor and groups, rather than instructor and individual.
ROLE PLAYS: In role plays, participants use their own experiences to play a real life situation. When done well, role plays increase the participant self-confidence, give them the opportunity to understand or even feel empathy for other people’s viewpoints or roles, and usually end with practical answers, solutions or guidelines.
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