Step 1: Meaning, restated:
Training is a deliberate, organisation-led learning activity aimed narrowly at improving how well an employee performs their current job — distinct from education, which is broader and long-term.
Step 2: Two broad families of method:
Every specific training technique falls into one of two families: On-the-Job (learning while actually doing the real work, e.g. apprenticeship, internship, job rotation, coaching) or Off-the-Job (learning away from the actual workplace, e.g. vestibule training, classroom lectures, case-study discussions, films/conferences).
Step 3: Choosing between them:
On-the-job methods are usually cheaper and more directly relevant but risk disrupting real production; off-the-job methods are safer for complex or risky skills and allow deeper conceptual learning, but can be costlier and less directly tied to the actual job setting.
Final Answer:
Training builds job-specific skill through two families of methods — On-the-Job (apprenticeship, internship, induction) and Off-the-Job (vestibule training, classroom lectures) — each with its own cost and relevance trade-offs.