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Training- types & methods
The document outlines various training methods categorized into on-the-job and off-the-job training. On-the-job methods include job instruction training, coaching, mentoring, job rotation, apprenticeship, and committee assignments, while off-the-job methods include vestibule training, role playing, simulation, lecture methods, in-basket methods, business games, grid training, management education, and conferences. Each method is briefly described, highlighting its purpose and application in employee training and development.
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Training- types & methods
- 1. TYPES & METHODSOF TRAINING PRESENTED BY:- Dr. Jyoti Khare Associate Professor Govt. P. G. College Maldevta, Raipur Dehradun
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- 7. METHODS OF TRAINING Methodsare classified in to two categories: ON-THE-JOB TRAINING METHODS OFF- THE-JOB TRAINING METHODS
- 8. ON-THE-JOB TRAINING METHODS Job Instruction Training (JIT)- Coaching. Mentoring. Job Rotation. Apprenticeship Training. Committee Assignments.
- 9. Off-the-job Training Methods Vestibule training: Role playing Lecture method: Simulation: In-basket method Business games Grid training: Management education: Conferences:
- 10. ON-THE-JOB TRAINING METHODS Job Instruction Training (JIT)-This kind of training usually exists for jobs requiring manual skills such as factory workers. The jobs require relatively low skills and hence can be taught in a simple step by step procedure. Job instruction training can be provided on a one on one basis as well as one to many. Coaching-Under this method, the trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his ideas. Mentoring- Mentoring is the Employee training system under which a senior or more experienced person (the mentor) is assigned to act as an advisor, counselor, or guide to a junior or trainee. The mentor is responsible for providing support to, and feedback on, the person in his or her charge.
- 11. Continue………………… Job Rotation-Thistraining method involves movement of trainee from one job to another gain knowledge and experience from different job assignments. This method helps the trainee understand the problems of other employees. Apprenticeship Training-Instructions through theoretical and practical aspects are provided to the trainees. Usually, students from the engineering and commerce colleges receive this type of training for a small stipend. Committee Assignments- A group of trainees are asked to solve a given organizational problem by discussing the problem. This helps to improve team work. Vestibule training:The Vestibule Training is given the job education training in the workplace other than the main production plant. In other words, the Vestibule training is called, “near the job training”, which means the simulated setup is established. There are special trainers or the specialists, who impart this training to the technical staff, thereby reducing the burden on the line supervisor
- 12. Off-the-job Training Methods Role playing: Role-Playing is laboratory method which can be used rather easily as a supplement to conventional training methods. Its purpose is to increase the trainee's skill in dealing with other people. One of its greatest uses is in connection with human relations training but it is also used in sales training as well. Lecture method: This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much helpful in explaining the concepts and principles very clearly, and face to face interaction is very much possible. Simulation: Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy etc.
- 13. In-basket method: Theemployees are given information about an imaginary company, its activities and products, HR employed and all data related to the firm. The trainee (employee under training) has to make notes, delegate tasks and prepare schedules within a specified time. This can develop situational judgments and quick decision making skills of employees. Business games: According to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization. They will discuss and decide about various subjects like production, promotion, pricing etc. This gives result in co-operative decision making process. Grid training: It is developed by Black & Mounton which focuses on the overall development of individual, groups and organization as a whole. It is a continuous and phased programme lasting for six years. It includes phases of planning development, implementation and evaluation. The grid takes into consideration parameters like concern for people and concern for people. The objective behind his is to consider the entire organization as an interactive system.
- 14. Management education: At presentuniversities and management institutes gives great emphasis on management education. For e.g., Mumbai University has started bachelors and postgraduate degree in Management. Many management Institutes provide not only degrees but also hands on experience having collaboration with business concerns. Conferences: A meeting of several people to discuss any subject is called conference. Each par- ticipant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.
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