Chapter Four
Training
methods
Training methods
• On-the job training methods
• Off-the job training methods
• Technology based training
On-the-job training methods
• The On-the-Job Training is a technique wherein the workers,
operative staff, is given the direct instructions to perform their jobs
on the actual work floor.
On-the-job training methods
• Coaching: Under this method, the superior or an experienced staff
gives instructions to the workers to perform a job. It is one-to-one
training designed for the workers where they can find answers to
their queries through the instructions and demonstrations given by
the superior.
On-the-job training methods
• Mentoring: This training is given to the managerial level people,
wherein the senior or the manager gives instructions to the
immediate subordinate to carry out the day to day functioning.
• It is again a one-to-one training method, where the manager is
considered as a mentor to the subordinate and guides him in the
situations of difficulty.
On-the-job training methods
• Job Rotation: Under the job rotation, an employee is often shifted to
the other related jobs, with the intention to make him well versed
with other job backgrounds.
• This helps him to escape the boredom caused by performing the
same kind of work again and again and also helps in developing a
rapport with other people in the organization.
On-the-job training methods
• Job Instructional Training: Under this training, a trainer designs a step
by step training program, wherein the worker is given the instructions
to perform the job as required. Firstly, the overview of the job along
with the desired results is explained to the trainee, and then the skills
required for the job is demonstrated by the trainer.
• Then a worker is allowed to perform the job as per his acquired skills
or expertise, and then finally the workers are asked to give their
feedback and ask for any query arising out of the training program.
On-the-job training methods
• Understudy: Here, the superior gives training to the subordinate as an
understudy or an assistant who is likely to perform a superior’s job in case
of the vacancy arising out of superior’s retirement, transfer, promotion or
death.
• Apprenticeship: This type of training is generally given to the people in
crafts, trade and technical fields that require a long-term learning before
they actually gain the proficiency in their respective [Link] training
is a blend of classroom and on-the-job training and is conducted under the
close supervision. This can be extended up to 3 to 4 years as apprentices
need to go through the learning process till they become an expert in their
fields.
• E.g. The craftsmen job, mechanic, electrician, plumber, tool maker, etc.
have to undergo this type of training.
Off-the-job training methods
• 1. Classroom Lectures: under the off the job methods of training,
classroom method or lecture method is well-known to train white collar or
managerial level employees in the organization. under this method
employees are called to the room like that of classroom to give training by
trainer in the form of lectures.
• This method is effectively used for the purpose of teaching administrative
aspects or on management subject to make aware of procedures and to
give instructions on particular topic.
• Advantage – It can be used for large groups. Cost per trainee is low.
Off-the-job training methods
• 2. Simulation: the simulation Method of training is most famous and
core among all of the job training methods. in the simulation training
method, trainee will be trained on the especially designed equipment
or machine seems to be really used in the field or job. But, those
equipment or machines are specifically designed for training a
trainees were making them ready to handle them in the real field or
job.
• This method of planning is mostly used where very expensive
machinery or equipment used for performing Job or to handle that
job.
Off-the-job training methods
• .3. Audio-Visual: Providing training by way of using Films, Televisions,
Video, and Presentations etc. This method of training has been using
successfully in education institutions to train their students in subjects to
understand and assimilate easily and help them to remember forever. New
companies have come up for providing audio visual material for students in
their concern subjects. In the corporate sector, mainly in customer care
centres employers are giving training to their employees by using audio
visuals material to teach how to receive, talk and behaviour with the
customer.
Advantages – Wide range of realistic examples, quality control possible.
• Disadvantages – One-way communication, No feedback mechanism. No
flexibility for different audience.
Off-the-job training methods
• 4. Vestibule Training: - Mostly this method of training will be used to train
technical staff, office staff and employees who deal with tools and machines.
Employees learn their jobs on the equipment they will be using, but the training
is conducted away from the actual work floor by bringing equipment's or tools to
certain place where training is provided, but not work place. Vestibule training
allows employees to get a full feel for doing task without real world pressures.
Additionally, it minimizes the problem of transferring learning to the job.
• vestibule training is provided to employees when new or advanced equipment or
tools introduced in to the organization to do a particular job by using them. For
this purpose such equipment is brought to a separate place to
give demonstration and train how to use and that handle it by employees safely.
•
Off-the-job training methods
• 5. Case Studies: It is a written description of an actual situation in the
past in same organisation or somewhere else and trainees are
supposed to analyze and give their conclusions in writing. This is
another excellent method to ensure full and whole hearted
participation of employees and generates good interest among them.
Case is later discussed by instructor with all the pros and cons of each
option. It is an ideal method to promote decision-making abilities
within the constraints of limited data.
Off-the-job training methods
6. Role Playing: During a role play, the trainees assume roles and act out situations
connected to the learning concepts. It is good for customer service and training.
This method is also called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Here
trainees act out a given role as they would in a stage play. Two or more trainees are
assigned roles in a given situation, which is explained to the group. There are no
written lines to be said and, naturally, no rehearsals.
• The role players have to quickly respond to the situation that is ever changing and
to react to it as they would in the real one. It is a method of human interaction
which involves realistic behavior in an imaginary or hypothetical situation. Role
playing primarily involves employee-employer relationships, hiring, firing,
discussing a grievance problem, conducting a post appraisal interview, disciplining
a subordinate, or a salesman making presentation to a customer.
Off-the-job training methods
• 7. Programmed Instructions: This involves two essential elements: (a)
a step-by-step series of bits of knowledge, each building upon what
has gone before, and (b) a mechanism for presenting the series and
checking on the trainee’s knowledge. Questions are asked in proper
sequence and indication given promptly whether the answers are
correct.
This programme may be carried out with a book, a manual or a
teaching machine. It is primarily used for teaching factual knowledge
such as Mathematics, Physics, etc.
Off-the-job training methods
8. Management Games With computerized management games, trainees divide into five- or six-
person groups, each of which competes with the others in a simulated marketplace. Each group
typically must decide, for example.
how much to spend on advertising.
• how much to produce,
• how much inventory to maintain, and
• how many of which product to produce.
• Usually, the game itself compresses a two- or three-year period into days, weeks, or months. As in
the real world, each company team usually can't see what decisions (such as to boost advertising)
the other firms have made, although these decisions do affect their own sales.
Management games can be effective. People learn best by being involved, and the games can gain
such involvement. They help trainees develop their problem-solving skills, as well as to focus
attention on planning rather than just putting out fires. The groups also usually elect their own
officers and organize themselves. This can develop leadership skills and foster cooperation and
teamwork.
Technology based training
• The importance of technology based training became very important in todays
organization. Many organizations found themselves with no choice but to turn to
technology based training.
Types of technology –based training
• Technological training is an instructional method that employs
technology to deliver content and facilitate learning. TBT is available
in many forms, but it always involves using technology to facilitate the
delivery of training content. Webinars, e-learning courses and virtual
simulations are examples of technological training. Technological
training can be effective for reaching learners in different
geographical areas who have limited time for traditional classroom
training. When designing a TBT method, it is essential to consider the
learner's requirements and specific learning objectives. Designing
technological training to maximize learning and facilitate the
successful application of knowledge is also important.
Types Of Technology-Based Training
• Here are five different types of technology-based training techniques:
• Online training
• Instructor-led online training
• Hybrid training
• Immersive training
• Social media training