Training Methods

 

Training Methods

Training Methods are generally classified by the location of instruction. On the job training is provided when workers are taught relevant knowledge, skills and abilities at the actual workplace; Off the job training, on the other hand, requires that trainees to learn at a location other than the actual workplace.

A. On the Job Trainings:

When an employee learns the task in actual working site in real life situation, and not simulated environment, it is called On-the-job training and also called as Workplace training. Employee learns while working. This type of Training, also called as job instruction Training, is the most typically used method. Under this method, the individual is placed on an everyday job and taught the talents necessary to perform that job. The trainee learns under the supervision and guidance of a professional worker or instructor. On-the-job training has the advantage of giving firsthand knowledge and skill under actual working conditions. While the trainee learns a way to perform a job, at the same time he is also an everyday worker rendering the services that he is paid. The matter of transfer of trainee is also minimised because the person learns on-the-job. The attention is on performing job instead of learning a way to perform the job. On-the-job training methods include job rotation, coaching, job instruction or training through step-by-step and committee assignments. On the job training methods are:

a) Job Rotation: This type of Training includes the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the various job assignments. This helps him to have a general understanding of how the organisation works. The purpose of job rotation is to provide trainees with a larger organisational perspective and a greater understanding of different functional areas as well as better sense of their own career goals and interests.

b) Coaching: Coaching is a type of daily Training and feedback given to employees by immediate supervisors. It involves a continuous process of learning by doing. It may be defined as an informal, unplanned Training and development activity provided by supervisors and peers. The trainee is placed under a specific supervisor who functions as an instructor. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement. A limitation of this method of Training is that the trainee might not have the liberty or opportunity to precise his own ideas.

c) Job Instruction Training: The JIT method is a four step instructional process involving preparation, presentation, performance try out and follow up. Under this method, trainer explains the trainee the way of doing the roles, job knowledge and skills and allows him to try and do the work. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee.

d) Committee Assignments: In this method, trainees are asked to solve a real organisational problem. The trainees must work together and offer solutions to the problem. Assigning talented employees to important committees can provide these employees with a broader experience and can help them to understand the personalities, issues and processes that govern the organisation. It develops team work.

e) Apprenticeship: Apprenticeship may be a formalized method of Training program that mixes classroom education with on-the-job work under close supervision. Most craft workers such as plumbers and carpenters are trained through formal apprenticeship programmes. Apprentices are trainees who spend a prescribed amount of time working with an experienced guide, coach or trainer.

 

B. Off the Job Trainings:

Off-the-job training is conducted in a location specifically designed for Training. Under this method of Training, the trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. There is an opportunity for freedom of expression for the trainees. Off-the-job training methods are as follows:

a) Classroom Lectures: Lecture is a traditional and direct method of instruction. The instructor organises the material and delivers it to a group of trainees in the form of a talk. To be effective, the lecture should motivate and create interest among the trainees. An advantage of lecture method is that it is direct and can be used for a large group of trainees. Therefore, costs and time involved are reduced.

b) Audio-Visual: Providing Training by help of using Films, Televisions, Video, and Presentations etc. This type of Training has been using popularly in education institutions to train their students in subjects to grasp and acquire easily and help them to recollect forever. New organizations have come up for providing audio visual material for trainees 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 show a way to receive, talk and behaviour with the customer.

c) Simulation: The simulation Method of Training is most popular and core among all off the job Training methods. In the simulation Training method, trainees are going to be trained on the especially designed equipment or machine seems to be really used on the job. But, those equipment or machines are specifically designed for training the employees and making them able to handle the equipments in the real field or job. This technique is commonly used where over the top expensive equipment utilized for performing Job.

d) Vestibule Training: In this method, real working conditions are simulated in a class room. Material, files and equipments – those used in actual job performance are also used in Training. This type of Training is commonly used to train staff for clerical and semi-skilled jobs. The duration of this training varies from a few days to a few weeks.

e) Case Studies: It’s a written description of an actual situation happened in the past in same organisation or somewhere else and trainees are supposed to analyze and provide their conclusions in writing. This can be another excellent method to ensure full and whole hearted participation of employees and generates good interest among them. Case is later discussed by trainer with all the pros and cons of every option. It’s an ideal method to promote decision-making abilities within the constraints of limited data.

f) Role Playing: It is defined as a method of human interaction that involves realistic behaviour in imaginary situations. This Training method involves action, doing and practicing, Participants play the role of certain characters, such as the production manager, mechanical engineer, superintendents, quality control inspectors and the like. This method is used for developing interpersonal relationship and interactions.

g) Programmed Instructions: This method has become popular in recent years. The subject to be learned is presented in a series of carefully planned sequential units. These units are organised from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks. Therefore, this method is expensive and time-consuming.

 

Sensitivity Training:

“Sensitivity training involves such groupings as- T groups (T for training), encounter groups, laboratory training groups, and human awareness groups are all names usually associated with what is known as sensitivity training.”

In a technique Sensitivity Training is that the process of developing emotional intelligence, which implies "the mental ability an individual possesses enabling him or her to be sensitive and understanding to the emotions of others as well as being able to manage their own emotions and impulses". [Emotional intelligence, according to Merriam Webster, "describes the ability, capacity, skill or, in the case of the trait, to identify, assess, and manage the emotions of one's self, of others, and of groups."] Emotional intelligence enables employees to act consistent with case within the organization faced by him. It develops the power to understand others feeling and their mental status and interact accordingly. Conflicts and misunderstandings are mostly raised because of lack of emotional intelligence possessed by the person, which results in breakup in perception and relationship they main since long time in organization and effect the productivity of the organization.

Reference: Rao, V S P, (2010). “Human Resource Management Text and Cases”, 3^rd ed., Excel Books, New Delhi.