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Training Methods-On the Job Training

The document outlines various training methods in human resource management, categorizing them into on-the-job and off-the-job training. It discusses factors to consider when selecting training methods, such as skill requirements, cost, and the nature of the job. Additionally, it highlights the advantages and disadvantages of each training approach, emphasizing the importance of effective training for employee development.

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TintoAnil
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Download as PDF, TXT or read online on Scribd
4 views

Training Methods-On the Job Training

The document outlines various training methods in human resource management, categorizing them into on-the-job and off-the-job training. It discusses factors to consider when selecting training methods, such as skill requirements, cost, and the nature of the job. Additionally, it highlights the advantages and disadvantages of each training approach, emphasizing the importance of effective training for employee development.

Uploaded by

TintoAnil
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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HUMAN

RESOURCE
MANAGEMENT

TINTO ANIL
TRAINING METHODS
• SKILL REQUIRED
• QUALIFICATION OF CANDIDATES
• COST OF TRAINING
FACTORS TO • PERIOD OF TIME AVAILABLE.
BE • DEPTH OF KNOWLEDGE REQUIRED.
CONSIDERED
• PURPOSE OF TRAINING
WHILE
SELECTING A • BACKGROUND OF TRAINING
SUITABLE • NATURE AND SIZE OF THE GROUP TO BE
METHODS TRAINED.
• NATURE OF THE JOB
• TYPE OF EMPLOYEES.
TRAINING METHODS

ON THE JOB OFF THE JOB


TRAINING TRAINING
ON THE JOB
TRAINING UNDER STUDY

COACHING
In this method the new
worker is placed on a
JOB ROTATION
regular job and training is
given by his immediate
supervisor at the working TEMPORARY PROMOTIONS/POSITION
place itself. ROTATION.
Trainee learns by observing
and actually doing the job. JOB INSTRUCTION TRAINING.
A. UNDERSTUDY

• Subordinates learn through experience and observation. Trainee work as an


assistant to superior.

Example: Assistant learning from manager


B. COACHING

• The supervisor guides or coaches his subordinate to acquire knowledge and


skill. Instructions are given by supervisor , the subordinate learn the work by
doing.

• Example: Buddy system


JOB OR POSITION ROTATION

• A trainee is transferred systematically from one job to another. Gets


experience of different jobs. Helps employees to be versatile.
1. Economical
2. Trainee applies rules, regulations and
procedures while doing work. So he is
able to learn it properly.
3. Short period is enough for learning.
MERITS OR
ADVANTAGES 4. It can be used for skilled and
OF semiskilled jobs.
ON THE JOB
TRAINING 5. Skills and knowledge can be acquired
through personal observation.
6. Trainee learns on actual machine and
in the real work environment
• Employee is trained at workplace. He is
not able to concentrate and learn due
to noise and interruptions.
DEMERITS OR
D I S A DVA N TAG E S • It is an unorganized and haphazard
method.
• There is a chance of making damage to
the valuable machines and equipment.
OFF THE JOB TRAINING METHODS

1. SPECIAL COURSES 11.VESTIBULE TRAINING


2. CONFERENCES 12. CLASS ROOM TRAINING
3. CASE STUDY 13. LEARNER TRAINING
4. SEMINARS 14. INTERNSHIP TRAINING
5. ROLE PLAYING 15. COMPUTER BASES TRAINING(CBT)
6. SENSITIVITY TRAINING 16. E-LEARNING
7. LECTURES
8. AUDIO VISUALS
9. SIMULATIONS
10. LABORATORY TRAINING
SPECIAL COURSES • CONFERENCES

• Employees from the same


Conducted by organization with organization or different
the help of experts. Experts organization come together to
conduct series of lectures to discuss the various aspects of a
impart special knowledge and particular job.
skills for performing special tasks.
• CASE STUDY • SEMINAR

• Trainee undertakes a case study and • A Trainee presents a paper on


learns how decisions were arrived at particular topic.
in practical situations. Helps in • Learn about the topic through
developing decision making skills. discussions.
Cases are discussed in groups.
• Helps to develop the power of
reasoning, analytical skills, mental
capabilities and decision making skill
of employees.
• ROLE PLAYING • SENSITIVITY
TRAINING
• Trainees play the role of a supervisor
. A problem or work situation is given
which they are expected to tackle in • A group of ten or fifteen person
that role. Helps to change the were selected. They share their
attitude of trainees. experience. Aimed at creating and
improving sensitivity to the feeling of
others. Used to know how others
feel one’s emotional behavior, action,
ideas etc.
• Audio visuals
LECTURES

• Include television slides, video films,


Verbal presentation by an projector
instructor to a large audience.
• To giverealisticexamples
• SIMULATION LABORATORY TRAINING

• Create a realistic decision making


environment. Group training.
It involves sharing of experiences and
examination of behaviour, feeling and reaction
on them
• LEARNER TRAINING
• VESTUBULE TRAINING

• Persons who are selected for semi skilled


jobs who lacks the knowledge on
• For a large group to be trained in short industrial engineering ae given education
span of time. in vocational schools and then they are
• Special area or room is assigned apart allowed to learn the operations of
from main production area. Rom is machines
equipped with furnishings similar to
actual working area. The trainee learn and
work at this place.
• INTERNSHIPS • COMPUTER E LEARNING
BASEDTRAIINING

• Theoretical knowledge
from the institution and
practical knowledge from
the firms
1. OFF THE JOB TRAINING CAN BRING NEW
IDEAS INTO A BUSINESS
2. AS OFF THE JOB TRAINING IS EXPENSIVE,
EMPLOYEES WHO RECEIVE IT MAY FEEL
MORE VALUED BY THE COMPANY AND
THEREFORE MORE MOTIVATED AND
LOYAL

ADVANTAGES/ 3. THE TRAINER IS MORE LIKELY TO


PROVIDE HIGH QUALITY TRAINING, AS
MERITS THEY WILL BE A SKILLED EXPERT IN THIS
SPECIFIC AREA.
4. HIGH PRODUCTIVITY
5. THERE ARE MANY OPTIONS AVAILABLE.
6. MINIMIZE ERRORS
7. NO DISTURBANCE
1. IT CAN BE EXPENSIVE.
2.THERE IS A RISK THAT THE NEWLY
TRAINED EMPLOYEE WILL LEAVE THE
BUSINESS
3. OFF THE JOB TRAINING IS LESS EFFECTIVE
THAN ON THE JOB TRAINING METHOD
DEMERITS/ BECAUSE IT IS CONDUCTED OUTSIDE THE
WORKING ENVIRONMENT
DISADVANTAG 4.TRAINING IS CONDUCTED ARTIFICIALLY
ES OUTSIDE THE WORK PLACE. SO, EMPLOYEES
CANNOT LEARN PROPERLY IN THIS
TRAINING METHOD. DISSATISFACTION MAY
ARISE AMONG THE EMPLOYEES.
5.TRAINEES CANNOT TAKE PART IN THE
PRODUCTION PROCESS. SO, POTENTIAL
OUTPUT AND TIME IS LOST IN THIS METHOD
OF TRAINING.
THANK YOU

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