1. You are the Sr.

HR Manager of a leading FMCG Company, based at Mumbai with

Branches spread across in Maharashtra, with total employee strength of 5000. You have
been asked by your Head-Corporate HR & L&D, to prepare a detailed report on probable
training methods which can be incorporated to train the employees across various levels
for its employees. You have been asked to give an overview of the methods along with the
pros and cons of using the probable training methods across the various Management
levels, training topics, duration etc.

Let’s first understand the concept of employee training. Employee training is a work program
that is designed to train employees with specific skills and knowledge in their current roles.
Having said that, training isn’t just important but crucial for the development of a company
and its employees as a whole.

While it may seem like training takes away the time that an employee could have otherwise
utilized to do the actual work, the return on investment in time and money and all the
benefits that come along with it make it all worthwhile.

An effective program for employee training and development allows organizations to invest
in the right talent. Recruitment involves time and money. So, retaining talent is crucial, and
how you train and engage that talent directly impacts it.

The importance of choosing a stand-alone training method or a bouquet of training methods

for the employees depends on multiple factors related to the organizational and
environmental requirements, including both macro and micro dimensions. Each training
method has its own advantages as well as disadvantages. However, it needs to be
understood that unless an appropriate method is used for training, it may not lead to desired
outcome in terms of skill development.

COGNITIVE METHODS

Cognitive methods are mode of giving theoretical training to the trainees. The various
methods under Cognitive approach provide the rules for how to do something, written or
verbal information, demonstrate relationships among concepts etc.

Lecture Method (Class-room or Instructor-led Training)

This method can be used for all the associates at all level in different small groups for
following training topic:

Rules & Regulation-Intro

HR Policies

Organization’s Vision & Mission

Communication Skills

Time Management

Decision making and creative thinking

Supply chain in FMCG

Merits of Lecture Methods

1. It is cost effective and quite economical even for training large groups
2. It ensures that all participants get the same information at the same time
3. Trainees will be able to communicate face-to-face with their instructors and clarify
their doubts
4. Use of interactive tools like AV aids, Storytelling, video clip sets etc. helps
participants to grasp the topics easily.

Demerits of the lecture methods

1. One of the major limitations of this method is, it provides less scope for the activity
and thus interest of the trainees may be low.
2. As this company has branches all over Maharashtra, thus it will become difficult to
train all associates at different locations

Simulation

The simulation training method is found out to be one of the most effective training methods,
where the trainee is trained on the specially designed equipment or setting which replicates
(simulates) the real life situation or process or equipment to be used in the field or job.

This method of training can be used for marketing personnel by replicating consumer
behaviours.

Merits

Participants can learn to implement effective marketing and business strategies, and
develop an understanding of what drives store choice and brand choice.

They become proficient in the use of market knowledge and financial data for day-to-day
business decisions, acquire a deeper understanding of supplier-retailer relationships, and
refine their negotiation skills.

Demerits

Replicating consumer buying behaviour sometimes becomes difficult as it involves people.

To organize simulation training, it requires Subject matter experts (SMEs) to facilitate.

Considering branches all over Maharashtra, some of the SMEs has to travel across the
Maharashtra.

Role-Play

This method of training requires trainees to assume roles and act out situations connected to
real life situation at work place.

This method can be used for sales person, HR personnel, Service People, team building etc.

In this training method we can ask one person to act as “salesperson” and another as
“Customer” and as them to play their roles accordingly. Trainer has to observe and correct
wherever necessary.
Similarly in HR department, one can act as HR and another as Associates and play their
role.

Merits

Trainees can learn by observing and seeing

Trainees can learn similar situation to real life

It can be organized for large group of people.

Demerits

Location constraints

Not everyone is comfortable with role playing scenario and this can affect performance.

The theatrics of role playing become overwhelming, and the chance to learn is forgotten in
favour of turning the session into pure entertainment

Management Games

Management games usually help to foster the leadership and problem solving skills as well
as analytical skills among the trainees.

This method can be used for top managements, Managers team leader and HR.

Merits

Trainees feel being involved hence they will find it interesting

It will help them develop problem solving skills, team approach etc.

Demerits

A simulation or hypothetical management games doesn’t always replicate real life

challenges.

5. students will be able to

communicate
6. face-to-face with their
instructors and clarify their
 doubts. In this manner, the
students
7. will understand the
concepts well and will be
able to overcome the
problems, which
8. may take place within the
course of preparation of
assignments, projects,
reports, tests
9. and exams
10.
Job Rotation

This method can be used for office staff, accountant, back office, HR personnel, Sales personnel etc.
In this method trainees hired can be moved from one job responsibilities to other and thereby
learning every aspects of function.

Example: AR Accountant can be rotated and given responsibilities of AP. Similarly HR who is handling
leave and attendance can be entrusted with recruitment responsibilities. Sales person who has given
one territory can be moved to another territory or segment of product can be rotated.

Merits

It helps the movement of employees from one job to another and thus gains expertise of varied job
functions and processes of the organization.
Helps to interact with wide spectrum of people.

Helps in promotion, transfers, tackle absenteeism etc.

Demerits

Can be costly and time consuming as associates have to train in different role

Business could suffer due to frequent transfer.

Location constraint as people residing in any other part may have restriction to move to other part.

On- the-Job-Training (OJT)

On the job training is very important since real hands-on learning takes place in this method
predominantly and the trainees get an opportunity to know practically the things which she/he may
have studied theoretically.

Fresher’s can be hired as Apprenticeship training under this methods for associates of sales,
accounts and HR personnel at entry level.

Merits

Cost effective

Can be useful for entry level jobs

Demerits

Cannot be used for all level of associates