METHODS OF TRAINING

PRESENTATION BY

K.RADHIKA

R.ABHINAV

AMAN DEV

ABHISHEK YADAV

GUNASHEKARAN .M

HARIHARASUDHAN.R

TRAINING

• Training is the process of planned programs

and procedures undertaken for the

improvement of employee's performance in

terms of his attitude, skills, knowledge and

behavior.

• These training and development programs can

significantly improve the overall performance

of organization.

TYPES OF TRAINING

1.On the job training

2.Off the job training

ON-THE-JOB TRAINING

METHODS

1. Coaching

2. Mentoring

3. Job Rotation

4. Job Instruction Technology

5. Apprenticeship

6. Understudy

OFF-THE-JOB TRAINING

METHODS:

• Lectures

• Discussions

• Demonstration

• Case studies

• Simulation

• Role plays

• Brain storming

Coaching:

Coaching is a one-to-one training. It helps in

quickly identifying the weak areas and tries to

focus on them. It also offers the benefit of

transferring theory learning to practice.

Mentoring:

The focus in this training is on the development of

attitude. It is used for managerial employees.

Mentoring is always done by a senior inside person.

It is also one-to- one interaction, like coaching.

Apprenticeship – Is a formal agreement b/w an

individual who wants to learn a skill and an employer who

needs a skilled worker. This training is ‘earning while

learning’ and training is provided under the supervision of

an experienced person

Understudy – Similar to coaching but here a

departmental head may pick 1 or 2 employees and ask

them to come for an understudy where the head would

guide them constantly

Job rotation – Moving of employees in a planned

manner from one job to another or from one department

to another or from one unit/section to another.

Horizontal job rotation is a lateral transfer while a

vertical movement is a promotion

JOB INSTRUCTIONAL TECHNIQUE

(JIT): It is a Step by step (structured) on the job training method in

which a suitable trainer (a) prepares a trainee with an overview

of the job, its purpose, and the results desired, (b) demonstrates

the task or the skill to the trainee, (c) allows the trainee to show

the demonstration on his or her own, and (d) follows up to

provide feedback and help. The trainees are presented the

learning material in written or by learning machines through a

series called ‘frames’. This method is a valuable tool for all

educators (teachers and trainers). It helps us:

a. To deliver step-by-step instruction

b. To know when the learner has learned

OFF-THE-JOB TRAINING METHODS:

LECTURES – Very popular and simple. Concepts, ideas and theories are explained through lectures where the speaker is an expert in the said area.

DISCUSSIONS – More powerful than lectures. The scope includes discussions b/w trainer and trainees and this enables faster learning and more effectiveness. Lecturer will expand the concept/idea by creating room for discussions

DEMONSTRATION– Physical display. Involves ‘showing what’ and ‘showing how’. Excellent for new products or equipments

CASE STUDIES – Actual cases based on business situations are given to the trainees for discussions and decision making

OFF-THE-JOB TRAINING

METHODS:SIMULATION – Is working in a duplicated real-job condition. This is suited where actual on the job is expensive or might result in serious injuries. Ex: Aeronautical industry

ROLE PLAYS – Assume the role of a person in a simulated situation. They have to react as if the job on hand is real

BRAIN STORMING – Developing creative abilities through uninhibited expression in a formal setting

DIFFERENCES B/W ON THE JOB &

OFF THE JOB METHODS

On the job Off the job

Cheaper to carry out More expensive and requires a lot more

planning and co-ordination

Is relevant and more practical as it is dealing

with the job directly

It can handle more number of employees at the

same time

Workers are not taken away from their job and

continue to be productive

Response tends to be better as the environment

is neutral and no pressures of a working

environment

Is more suited for employees who are new to

the job

Is less suited for employees who are new to the

job

Chances of distractions are high as the

environment is the actual work area

Focus tends to be more

Supervisors are directly observing and

evaluating performance

Unless the skills gained are put on the job,

effectiveness is not known

ON THE JOB TRAINING

MERITS

• Generally most cost-

effective

• Employees are actually

productive

• Learning is controlled

• No additional facilities

required

• No additional staff for

supervision required

DEMERITS

• Quality depends on ability

of trainer and time available

• Bad habits might be passed

on

• Lack of time due to actual

performance pressures

OFF THE JOB TRAINING

MERITS

• A wider range of skills or

qualifications can be

obtained

• Can learn from outside

specialists or experts

• Employees can be more

confident when starting job

DEMERITS

• More expensive – e.g.

transport and accommodation

• Lost working time and

potential output from

employee

• New employees may still

need some induction training

• Employees now have new

skills/qualifications and may

leave for better jobs