1. TRAINING AND DEVLOPMENT
On-the job training :
Majority of industrial training are on-the job training, because it is related to the productivity.
On-the job training refers to methods that are applied at the workplace, while the employee is actually working.

2. TRAINING AND DEVLOPMENT
Off-the job training :
This method is commonly used for the training of employees.
Off-the job training refers to methods that are applied away from workplace.

3. JOB ANALYSIS
Job analysis is defined as a process of collecting and studying information relating to the operations and responsibilities of a specific job.

4. JOB ANALYSIS Process of job analysis : Defining uses of job analysis
Information collecting
Information processing
Job description
Job specification

5. JOB ANALYSIS Uses of job analysis : Personnel planning
Training and development
Work scheduling
Performance appraisal
Job evaluation

6. JOB ANALYSIS Job Description :
is defined as a combination of statement containing the work to be performed and the essential working conditions of a particular job.
Job specification :
may be defined as a statement of human qualities and other desirable characteristics required for discharging the assigned job.

7. JOB ANALYSIS Job Analysis Job description Job specifications
Job title Education
Job place Experience
Job summary Training
Machines, tools and equipment Judgment
Materials and forms used Initiative
Working condition Responsibilities
Hazards Physical effort

8. JOB DESIGN
Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit to achieve objectives.
Job design involves three steps.
Specifications of individual tasks.
Specification of the methods of performing each tasks.
Conversion of tasks into specific jobs to be assigned to individuals.

9. JOB DESIGN Mechanisms of job design :
Understanding the nature of job is important, because it determines the skill requirement in performing a job.
Skill variation, responsibility and growth
Low High
Enlargement and enrichment

10. Job enlargement
It involves performing of a variety of jobs or operations at the same time. It is mainly intended to enlarge the job horizontally.
It avoids monotony, as a result of high degree of specialization, but the basic nature of job remains same. Therefore, it has limited role in motivating employees. There is a need for up-gradation of authority and responsibility.

11. Job enrichment
It acts as an additional motivating factors to other models described earlier in job design. This factor attracted more attention, both in academic circles as well as in practice. Therefore, it requires a detailed study.

12. Job enrichment
Job enrichment is concerned with designing of job in terms of the following :
Work content provides greater variety.
Levels of knowledge and skills are higher.
More autonomy and responsibility in terms of planning, directing and controlling is given to workers for their own performance.
Work experience becomes meaningful.