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XL Bike Company Training and Development: Assistant Professor Business Department Anwer Khan Modern University

The document discusses a bike manufacturing company that is not meeting its production target of 1,000 bikes per month and producing only 800 bikes, resulting in a gap of 200 bikes. To address this gap, the company will conduct training for workers to improve their skills and abilities using various on-the-job training methods like job rotation, coaching, and apprenticeships to help workers increase production capacity. Tips are also provided for effective worker training, including explaining objectives, consistency, evaluation, hands-on practice, and making training engaging.

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Shariful Islam
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40 views8 pages

XL Bike Company Training and Development: Assistant Professor Business Department Anwer Khan Modern University

The document discusses a bike manufacturing company that is not meeting its production target of 1,000 bikes per month and producing only 800 bikes, resulting in a gap of 200 bikes. To address this gap, the company will conduct training for workers to improve their skills and abilities using various on-the-job training methods like job rotation, coaching, and apprenticeships to help workers increase production capacity. Tips are also provided for effective worker training, including explaining objectives, consistency, evaluation, hands-on practice, and making training engaging.

Uploaded by

Shariful Islam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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XL Bike Company Training and Development

Prepared For:
Dr.Amanat Ullah
Assistant Professor
Business Department
Anwer Khan Modern University

Prepared By:
Fardeen khan
ID; 11-182-0016
Business Department
Anwer Khan Modern University
Submission Date: 22th August, 2022
The Gap Concept

Expected Curve
1000 Bikes Gap
200 Bikes Actual
Curve
Performance/ 800 Bikes
Results

Time

In training terms this means we need to develop programs to fill


the Gap.
Suppose my bike manufacturing company have target to
manufacture 1,000 bikes in a month. But they manufacture 800
bikes in a month. So there is gap of 200 bikes.

#First I have to decide what I am trying to achieve and my goals


must be very concrete or somewhat intangible.
#Then I have to identify my workers knowledge, skill and
abilities needed to meet my objectives.
#After that I had to figure out what workers know. To figure that
I observed workers examined their work.

So I have to find out why 1000 bikes are not producing? Is


my factory capacity enough to produce 1000 bikes??
So let’s analyze it,
In 30 days my company produces 800 bikes
So, in a day my company can produce (800÷30) or 26.66 bikes
But in 30 days I have target to produce 1000 bikes
So, in a day I have target to produce (1000÷30) or 33.33 or 34
bikes
In 30 days my gap is 200 bikes
So, in a day my original gap is 6.66 bikes

My company produces bikes 24hour 7days. My worker works in


three shifts. I will organize a shift and will see if my
experienced, skillful workers can make 11 to 12 bikes in 8hours
or in a shift. If they are able to produce 11 to 12 bikes in a day,
then the gap is proved but if they are able to produce less then
that, then there is no gap.

So training them I can improve their skills and abilities to make


them strong, skillful worker to achieve company’s objectives. I
can train my workers efficiently and effectively.

Nine Steps in the Training Process


1) Assessing training needs
2) Preparing training plan
3) Specifying training objectives
4) Designing the training program(s)
5) Selecting the instructional methods
6) Completing the training plan
7) Implementing the training program
8) Evaluating the training
9) Planning future training

On The Job Training Method


I would like to follow on job training method. A comprehensive
on the job training programme can be undertaken by the
organisation which contains multiple methods. The training is
imparted on the job and at the place of work where the employee
or worker is working. Employee gets training under the same
environment where he has to work. This system is very effective
and popular in industrial establishments. It is more cost effective
also.
The following methods of training fall under this category:
Position Rotation or Job Rotation:
This method involves movement of employees to different types
of jobs to gain knowledge and functioning of various jobs within
the organisation. Through this method the employee under
training learns the knowledge and skill required for various jobs
and the difficulties faced by those performing.

Understudy Method:
This method involves a superior providing training to his
subordinate as his understudy. The chosen trainee subordinate is
most likely to be promoted to the higher post after the retirement
or promotion of his superior under whom he is receiving
training. The trainee is the boss under making. It is a kind of
mentoring to help the employee to learn the skills of superior
position.

Coaching:
This method involves teaching by a superior about the
knowledge and skills of a job to the junior or subordinate. The
superior points out the mistakes committed by the trainee and
make suggestions to improve upon.

Job Instruction Training Method:


In this method a supervisor explains the knowledge, skills and
the method of doing the job to the trainee employee. The
supervisor then asks the trainee to do the job himself. The
supervisor provides the feedback. This is the effective method of
training the operative staff in the industrial establishment.

Committee Assignment Method:


In this method committees consisting of a group of employees
are given a problem and invited solutions. The employees solve
the problem and submit the solution. The object of this method
is to develop teamwork among the employees.

Apprenticeship Training Method:


As per the Apprentice Act, 1961, the specified industrial
establishments have to provide training to the educated
unemployed in their establishments enabling them to get
employment. The trainee unemployed youths are known as
apprentice.
The object is to improve them to get jobs. The period of training
ranges from one year to four years. The technical knowledge is
given to the trainees in various trades. If there exists a vacancy
in the unit the trainee is absorbed. During the training period a
stipend is paid to the trainee.

Special Meetings of the Staff:


Special meetings of the staff of the department are held
periodically to discuss the problems faced by the employees
during the performance of the jobs and suggestions are invited to
improve performance of the job. These meetings are conducted
by taking a retreat from the work for a short while. Here
employees and supervisors provide feedback.

Some Tips for Training Workers


Don’t Just Teach Them How, Teach Them Why
Give your manufacturing team the bigger picture by sharing
where their piece of the puzzle fits.  Share the company
goals and their roles to achieving those goals, and they will
realize that their contribution is imperative to the success of the
business. This will not only get them engaged, but they will
become a more productive member of the team.

Be Consistent
When training your employees, make sure that everyone
receives the same message. There is nothing worse than hearing
“but Johnny taught me to do it this way”. Try using your more
experienced employees as on-the-job trainers. You could even
have them document the steps throughout process, in order to
send a consistent message.   

Evaluate
Ask your employees for feedback on the training sessions.  You
will get some great perspectives on what might be effective
going forward. This will allow you to tap into their interests and
discover their preferred method of learning. Not only this, but
your team will know that you value their opinion. You may even
get some improvement ideas that you hadn’t thought of
previously.

Hands on Training
The team will appreciate getting time to practice and getting
more comfortable learning something new.  This will reduce the
fear of failure and increase the team’s confidence when it comes
time to move on to the real deal. 

Make it Interesting 
The last thing you want is a snoozefest that will bore your team
to tears.  Make your trainings interactive- with group discussions
and activities.  Share specific examples that relate directly to
your team.  Pass out treats to everyone that actively participates.
As my 10 year old son says “you have to make them want to
listen to you!”

Prepare Accordingly
Practice your presentation, so you know what you are going to
say and are comfortable with the content.  Be respectful of the
team and start (and end) the trainings on time.  If appropriate,
prepare handouts that the team can refer back to when needed.
Conclusion
Thus I can train your employees efficiently and effectively.

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