Training and Development methods.
Training and Development methods
There are several T&D methods available. The use of
a particular
method depends which method accomplishes the training
needs and objectives. Training methods can be classified into two categories:
I. On-the-Job Methods
Under these methods new or inexperienced employees
learn through observing peers or managers performing the
job and trying to imitate their behavior. These methods do
not cost much and are less disruptive as employees are
always on the job, training is given on the same machines
and experience would be on already approved standards,
and above all the trainee is learning while earning. Some of
the commonly used methods are:
1. Understudy
In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director (in a film). The subordinate learns through experience and observation by participating in handling day to day problems. Basic purpose is to prepare subordinate for assuming the full responsibilities and duties.For example, a future manager might spend few months as assistant to the present manager.
2. Job rotation
3. Special projects
The trainees' may ask to work on special projects related with departmental objectives. By this, the trainees will acquire the knowledge of the assigned work and also learn how to work with others.
It refers to learning by doing. This is one
of the oldest methods of on-the-job training. Although this is
very effective method but it also very time consuming and wasteful.
Thus it should be followed by other training methods.
5. Committee assignment
In this, the trainees become members of a committee. The committee is assigned a problem to discuss and make recommendations.
6. 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. The biggest problem is that it perpetrates the existing practices and styles. In India most of the scooter mechanics are trained only through this method
II. Off-the-Job Methods
These methods require trainees to leave their workplace and
concentrate their entire time towards the training objectives. These days
off the job training methods have become popular due to limitations of the
on-the-job training methods such as facilities and environment, lack of group
discussion and full participation among the trainees from different
disciplines, etc. In the off the job methods, the development of trainees is
the primary task rest everything is secondary. Following are the main
off-the-job training methods:
1. Special courses and lectures
These are the most traditional and even famous today, method of developing personnel. Special courses and lectures are either designed by the company itself or by the management/professional schools. Companies then sponsor their trainees to attend these courses or lectures. These are the quick and most simple ways to provide knowledge to a large group of trainees.
In this, the participants are required to pool their thoughts,
ideas, viewpoints, suggestions and recommendations. By attending conferences
and seminars, trainees try to look at a problem from different angles as the
participants are normally from different fields and sectors.
3. Selected reading
This is the self-improvement training technique. The persons
acquire knowledge and awareness by reading various trade journals and magazines.
Most of the companies have their own libraries. The employees become the
members of the professional associations to keep abreast of latest developments
in their respective fields.
4. Case study method
This technique was developed by Harvard Business School, U.S.A. It is used as a supplement to lecture method. A case is a written record of a real business situation/problem faced by a company. The case is provided to the trainees for discussion and analysis. Identification and diagnose of the problem is the aim in case study method. Alternate courses of action are suggested from participants.
5. Programmed instruction/learning
This is step-by-step self-learning method where the medium may
be a textbook, computer or the internet. This is a systematic method for
teaching job skills involving presenting questions or facts, allowing the
person to respond and giving the learner immediate feedback on the accuracy of
his or her answers."
6. Brainstorming
This is creativity-training technique, it helps people to solve
problems in a new and different way. In this technique, the trainees are given
the opportunity to generate ideas openly and without any fear of judgement.
Criticism of any idea is not allowed so as to reduce inhibiting forces. Once a
lot of ideas are generated then they are evaluated for their cost and
feasibility.
7. Role-playing
In this method, the trainees are assigned a role, which they
have to play in an artificially created situation. For example, a trainee is
asked to play the role of a trade union leader and another trainee is required
to perform the role of a HR manager. This technique results in better
understanding of each other's situation by putting foot in other's shoes.
8. Vestibule schools
Large organisations frequently provide what are described as
vestibule schools a preliminary to actual shop experience. As far as possible,
shop conditions are duplicated, but instruction, not output is major
objective." A vestibule school is operated as a specialized endeavor by
the personnel department. This training is required when the amount of training
that has to be done exceeds the capacity of the line supervisor; a portion of
training is evolved from the line and assigned to staff through a vestibule
school." The advantage of a vestibule school is specialization.
9. Apprenticeship training
This training approach began in the Middle Ages when those who
wanted to learn trade skill bound themselves to a master craftsman and worked
under his guidance. Apprenticeship training is a structured process by which
people become skilled workers through a combination of classroom instruction
and on-the-job training.
10. In-basket exercise
In this technique, the trainees are provided background
information on a simulated firm and its products, and key personnel. After
this, the trainees are provided with in-basket of memos, letters, reports,
requests and other documents related with the firm. The trainee must make sense
out of this mass of paperwork and prepare memos, make notes and delegate tasks
within a limited time period."
11. Business games
Business games involve teams of trainees. The teams discuss and
analyse the problem and arrive at decisions. Generally, issues related with
inventories, sales, R&D, production process, etc. are taken up for
consideration.
12. Behavior modeling
This is structured approach to teach specific supervisory skill.
This is based on the social learning theory in which the trainee is provided
with a specific model of behavior and is informed in advance of the
consequences of engaging in that type of behavior.
13. Sensitivity (T-group) training
In this type of training, a small group of trainees consisting
of 10 to 12 persons are formed which meets in an unstructured situation. There is
no set agenda or schedule or plan. The main objectives are more openness with
each other, increased listening skills, trust, support, tolerance and concern
for others. The trainers serve a catalytic role. The group meets in isolation
without any formal agenda. There is great focus on inter-personal behavior.
And, the trainer provides honest but supportive feedback to members on how they
interacted with one another.
14. Multiple management
This technique of training was first introduced by McCormick,
President of McCormick & co. of Baltimore in 1932. He gave the idea of
establishing a junior board of directors. Authority is given to the junior
board members to discuss any problem that could be discussed in senior board
and give recommendations to the senior board. Innovative and productive ideas
became available for senior board.
Reference
- Raheja, K. (2018). Innovative Journal of Business and Management. [online] Innovativejournal.in. Available at: http://www.innovativejournal.in/ijbm/index.php/ijbm [Accessed 29 May 2018]
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ReplyDeleteAlmost all types of training methods that there is covered here, but there are some sales and marketing coaches uses their own approaches by blended few of the mentioned above. But sure one way which saves money and time is training an employee while on the job. Yet it doesnt applies to all working environments, for example- training a soldier on the war field is madness!
ReplyDeleteThis refers to the methods of training in which a person learns a job by actually doing/performing it.
ReplyDeleteMost of Technical Peoples learns through on the Job training and Sales Peoples Learn through off the job training.
DeleteComprehensive knowledge were there with this reading.On the job training is mostly preferred for the production ,operation levels.Further its hazel free to day to day operation in organisational function.
ReplyDelete