TRAINING METHODS
TRAINING METHODS
TRAINING METHODS
*Dr. Shanmukha Rao Padala ** Dr. N.V.S.Suryanarayana
Training is a specialised function and is one of the fundamental operative functions for human resources management. After an employee is selected, placed and introduced in an organisation he/she must be provided with training facilities in order to adjust him to the job. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a short-term educational process and utilising a systematic and organised procedure by which employees learn technical knowledge and skills for a definite purpose. The training programmes commonly used to train operative and supervisory personnel in the organisation. These training programmes are classified into On-the-job and Off-the-job programmes.
Training Methods
On-the-job Methods
Job rotation
Coaching
Job instruction
Training through step-by-step
Committee Assignments
Vestibule training
Role Playing
Lecture Methods
Conference or Discussions
Programmed Instruction
Off-the-job Methods
A) On-The-Job Training Methods:
This type of training also known as job instruction training is the most commonly used method. 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. On-the-job training has the advantage of giving first hand knowledge and experience under the actual working conditions. While the trainee learns how to perform a job, he is also a regular worker rendering the services for which he is paid. The problem of transfer of trainee is also minimized as the person learns on-the-job. The emphasis is placed on rendering services in the most effective manner rather than learning how to perform the job. On-the-training methods include job rotation, coaching, job instruction or training through step-by-step and committee assignments.
i. Job Rotation:
This type of training involves the movement of trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor of trainer in each of the different job assignments. Though this method of training is common in training managers for general management positions, trainees can also be rotated from job to job in workshop jobs. This method gives an opportunity to the trainee to understand the problems of employees on other jobs and respect them.
ii. 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 share some of the duties and responsibilities of the coach and relieves him o his burden. A limitation of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas.
iii. Job Instruction:
This method is also known as training through step by step. Under this method, the trainer explains to the trainee the way of doing the jobs, 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.
iv. Committee Assignments:
Under the committee assignment, a group of trainees are given and asked to solve an actual organisational problem. The trainees solve the problem jointly. It develops teamwork
B) Off-the-Job Methods:
Under this method of training, the trainee is separated from the job situation and his attention is focussed upon learning the material related to his future job performance. Since the trainee is not distracted by job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees. Companies have started using multimedia technology and information technology in training Off-the-job training methods are
i. Vestibule Training:
In this method actual work conditions are simulated in a class room, Material, files and equipment which are used in actual job performance are also used in training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from days to a few weeks. Theory can be related to practice in this method.
ii. Role Playing:
It is defined as a method of human interaction that involves realistic behaviour in imaginary situations. This method of training involves action, doing and practice. The participants play the role of certain characters such as the production managers, mechanical engineer, superintendents, maintenance engineers, quality control inspectors, foremen, workers and the like. This method is mostly used for developing inter-personal interactions and relations.
iii. Lecture Method:
The lecture is traditional and direct method of instruction. The instructor organises the material and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate and create interest among the trainees. An advantage of the lecture method is that it is direct and can be used for a large group of trainees. Thus, costs and time involved are reduced. The major limitation of the lecture method is that it does not provide for transfer of training effectively.
iv. Conference or Discussion:
It is a method in training the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions, 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 the person who leads the group.
v. Programmed Instruction:
In recent years, this method has 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 levels of instruction. The trainee goes through these units by answering questions or filling the blanks. This method is expensive and time consuming.
TRAINING METHODS
By: S.R.PADALA & NVS SURYANARAYANA
Dog Shock Collar – For The Best Training Results Bikini Competition Prep: Butt Training Secrets How To Conduct Teamwork Training AIX: Training Courses and Their Significance Kerala Ayurveda Training with Different Therapies Obedience Training For German Shepard's Bulls training camp invite rocket former player Yao Ming not meet the training time Details On Osce Training The Uses Of Information Security Training Vertical Training's Letter Of The Day: S Protect The Public With Training In Police Foundations Get American Pronunciation Training To Be Heard Correctly