Training Methods As results of research in the field of training a number a number of programs are available. Some of these are new methods while other improvements over traditional methods. The training programs commonly used to train operative and supervisory personnel are discussed below. These programs are classified into on-the-job training programs and off-the-job training programs.
On-the-job methods
This type of training, also known as job instruction training, is most commonly used methods. Under this method, the individual is placed on a regular job and taught the skills necessary to perform that job.
The trainee learns under the supervision and guidance of a qualified worker or instructor.
A) Job Rotation:
This type of training involves the movement of the training involves the movement of the trainee from of one job to another. The trainee receives job knowledge and gains experience from his supervisors or trainer in each of the different job assignment.
Through this type of training is common in training managers for general management positions, trainees can also be rotated from job to job in workshops jobs. This method gives and opportunity to the trainee to understand the problems of employees on other jobs and respect them.
B) Coaching:
The trainee is placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relives him burden. A limitation of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas.
C) Job instruction:
This method is also known as training through step by step. Under this method, trainer explains the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee as shown below
Step 1. Prepare the employee for instruction.
Step 2. Present the job.
Step 3. Have him to do the job.
Step 4. Follow through
D) Committee assignments
Under this group of trainees are given and asked to solves an actual organization problem. The trainees solve the problem jointly. It develops teamwork.
Off-the-job Training methods:
Under this method of training, trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees. Off –the-job-training methods are as follows.
A) Vestibule Training:
In this method of training, actual work conditions are stimulated in a classroom. Material, files equipment those are used in training. This type of training is commonly used for clerical and semiskilled jobs.
B) Role-playing:
It is defined method of human interaction that involves action, doing and practice. The participants play the role of certain characteristics, such as production manager, mechanical engineers, superintendents and the like. This method is mostly used for developing interpersonal interactions and relations.
C) Lecture method:
This lecture is traditional and direct method of instruction. The instructor organizes the material and gives it to group of trainees in the form of a talk. To be effective, the lecture must motive and create interest among the trainees.
An advantage of lecture method is that it is a direct and can be used for a large group of trainees. Thus the cost and time involved are reduced. The major limitation of the lecture method is that it does not provide for transfer of training effectively.
D) Conference of discussion method:
It is a method in training the clerical, professional and supervisory personnel. This method involves a group of people who assumptions, and draw conclusion, all of which contribute to the improvement of job performance. Discussion has the distinct advantage over the lecture method in that the discussion involves two-way communication and hence feedback is provided. The participants feel free to speak in small groups. The success of this method depends on the leadership qualities of a person who leads the group.
E) Programmed instruction:
In recent years this method had become popular. The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex level of instruction. The trainee goes through these units by answering questions or filling the blanks. The method is expensive and time consuming.
Source: HR Books & Notes
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By: Management Duniya
