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ASSIGNMENT

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24 views4 pages

ASSIGNMENT

Uploaded by

Akhila
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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ASSIGNMENT

SUBMITTED BY: SUBMITTED TO:


BENITTA THANKACHAN DR JINO JOHNY
SIMS21MBA22 MALAKKARAN
TRAINING METHODS OF BYJU’S

BYJU’S is a global ed-tech company, providing highly adaptive,


engaging and effective learning solutions to more than 150 million
students around the world. Founded in India in 2011, BYJU’S
mission is to make high-quality learning accessible to students
everywhere. BYJU’S delivers a world-class learning experience with
tools that sit at the cross-section of mobile, interactive content and
personalized learning methodologies. BYJU’S geography-agnostic
solutions and 12,000+ teachers make learning engaging, with visual
and contextual programs that adapt to the unique learning style, skill
level and pace of each student. In addition, we have innovative
partnerships with some of the world’s leading companies, including
Disney and Google, to drive engagement and help even more students
become active and lifelong learners.
It has a comprehensive training and development program to enhance
the skills and knowledge of its employees. The company’s training
and development methods can be categorized into the following:

1. ON THE JOB TRAINING

On-the-Job training methods involve employees learning a job


by actually doing and performing it on a real-time basis who
learn and develop expertise at the same time. There are five
types of On-the-Job Training methods as follows :

(i) Induction training: This refers to training provided to newly


recruited employees that familiarise them to the workings of
their organisation. By this ways, new employees can easily
adjust and become familiar to their tasks and responsibilities in
an organisation.
(ii) Job rotation: Job rotation is the practice of moving or
shifting employees between different tasks within an
organisation to promote experience and variety.

(iii) Apprenticeship: Under apprenticeships, new employees


work as trainees under highly experienced supervisors or experts
for a specific period of time. This training method is used in
activities requiring a higher level of skills.

(iv) Internship training: Technical institutions and organisations


jointly impart training under internship training. The purpose of
this training is to strike a balance between theoretical and
practical knowledge of new employees.

(v) Coaching: A new employee is made assistant to an


experienced manager who acts as a coach wherein the
employees observe the coach approach works and solves
problems and guides the employees to find solutions to complex
problems.

2. OFF THE JOB TRAINING

Under off-the-job training methods, employees are required to


leave their workplace and concentrate their entire time towards
the training objectives. Methods of off-the-job training are as
follows :
(i) Classroom lectures/conferences: Classroom lectures/
conferences aim at revising and revisiting theoretical knowledge
using the latest information. Techniques are also communicated
through these lectures and conferences.

(ii) Vestibule training: Vestibule training is also called "near the


job training". In this training method, the simulated set-up is
established, proximate to the main production plant, wherein the
technical staff learns how to operate the tools and machinery
that may be exactly similar, to what they will be using at the
actual work floor.

(iii) Films/Documentaries: Visual depictions of changes in


industry or examples on management tools like team building
exercises can be easily communicated through films and
documentaries.

(iv) Computer modeling: Trainees are trained using a computer


to improve their skills and knowledge especially for high risk or
situations associated with high costs.

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