Training and development programs aim to enhance employee capabilities and performance, not to increase their resistance to change.

Mentoring, job rotation, and apprenticeship are all common methods used for on-the-job training, where employees learn through direct experience and observation.

A needs assessment is conducted to determine the specific skills and knowledge that employees need to acquire in order to improve their performance and achieve organizational goals.

Experiential learning is a teaching method, not a training delivery method. It involves learning through direct experience and reflection.

Evaluation in training and development is conducted to determine the extent to which training programs have achieved their intended objectives and to identify areas for improvement.

360-degree feedback is a performance appraisal method, not a training evaluation method.

Mentoring serves multiple purposes in training and development, including providing guidance and support to new employees, helping employees develop their skills and knowledge, and promoting employee career development.

Team building training is a type of organizational development intervention, not a training program.

Job rotation serves multiple purposes in training and development, including providing employees with a broader understanding of the organization, helping employees develop new skills and knowledge, and promoting employee career development.

Performance appraisal is a method for evaluating employee performance, not a method for assessing training needs.

Apprenticeship serves multiple purposes in training and development, including providing structured on-the-job training, helping employees develop new skills and knowledge, and promoting employee career development.

Self-directed learning is a learning method, not a training delivery format.

Blended learning serves multiple purposes in training and development, including combining instructor-led training with online training, providing employees with a more flexible and personalized learning experience, and reducing the cost of training programs.

Non-experimental design is not a type of training evaluation design, as it does not allow for the establishment of a causal relationship between the training program and the observed outcomes.

The Kirkpatrick model is a widely used framework for evaluating the effectiveness of training programs by assessing four levels of outcomes: reaction, learning, behavior, and results.