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Mba Session 2 T&D Revised.

The document discusses various on-the-job training methods like job instruction technique, apprenticeship training, coaching, and mentoring. It provides details on the steps and processes involved in each method. For example, it explains that job instruction technique uses a behavioral strategy with four steps - prepare, present, tryout and follow up. Apprenticeship training allows learning on the job while earning. Coaching provides one-on-one guidance through feedback, assistance with change, and support post-training. Mentoring is a collaborative relationship for growth between a senior and junior employee. The document also discusses factors to consider when selecting the right training method.

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Tista Shreya
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47 views20 pages

Mba Session 2 T&D Revised.

The document discusses various on-the-job training methods like job instruction technique, apprenticeship training, coaching, and mentoring. It provides details on the steps and processes involved in each method. For example, it explains that job instruction technique uses a behavioral strategy with four steps - prepare, present, tryout and follow up. Apprenticeship training allows learning on the job while earning. Coaching provides one-on-one guidance through feedback, assistance with change, and support post-training. Mentoring is a collaborative relationship for growth between a senior and junior employee. The document also discusses factors to consider when selecting the right training method.

Uploaded by

Tista Shreya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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TRAINING AND DEVELOPMENT

MODULE III
TRAINING METHODS AND TRAINERS
STYLE
WHAT WE KNOW?
The TRAINING PROCESS(ADDIE MODEL)
Types of OJT
Job Instruction Technique
Apprenticeship Training
Coaching
Mentoring
Job Instruction Technique
This uses a behavioral strategy with a focus on skill
development.It was developed during world war II
JIT consists of four steps
Prepare
Present
Tryout
Follow up
JIT
Prepare
Break the job into its components
Prepare the training plan presenting each components in
correct order
Relax the learner and explain the purpose
Present
Tell the process and give learning overview
Show-if there are things to be shown
Demonstrate how to do the job
Explain what you are doing and why you are doing it that
way
Contd..
Tryout
Ask trainees to identify the different components of
the job
Ask trainees to give instructions to you while you do
the job
Have the trainees do the job
Provide constructive feedback
Allow trainee to practice
Follow up
Check progress frequently at first and give feedback
Apprenticeship training
An apprenticeship is an training program for individuals
who desire to become recognized in a specific trade or craft
and do so in a way that adheres to the most current
standards.

While an apprenticeship could be compared to classroom


learning, apprentices receive pay while learning how to
become experts in their trades. Examples of industries that
offer apprenticeships include healthcare, food
preparation/serving, manufacturing and public safety.
Coaching
It is the process of providing one on one guidance and
instruction to improve knowledge,skills,attitude and
work performance.
Uses
Providing feedback on performance
Assisting the employees to adapt to change
Reducing role ambiguity,improving employee attitudes
and increasing motivation
Provide support post training for smooth transfer of
learning
Coaching
Its an ongoing process and involves continues
observation and feedback
It involves providing the tools necessary to do the job
as well as well as removing barriers in performance.
It is an effective tool to increase job
satisfaction,commitment and alignment of goals
Coaching
Coaching is a means for developing a partnership between the
manager and employee that creates a shared understanding about
what needs to be achieved and how it is to be achieved.

Coaching, defined as an ongoing approach to managing people:


creates a genuinely motivating climate for performance
improves the match between an employee's actual and
expected performance
increases the probability of an employee's success by providing
timely feedback, recognition, clarity and support
Coaching role
There are four main dimensions to the coaching role:
Providing Direction
This involves articulating the department's goals and values in a clear
concise manner and is especially important in the planning phase of the
performance management cycle.
Employees need to understand the context in which they work so that
they can see the link between their performance and the department's
overall success.
The clearer the department goals are, the easier it will be for employees
to translate them into their own individual goals. Coaching direction
involves ensuring that employees stay focused and understand priorities
Finally, the manager as coach is responsible for establishing the
commitments that will move employees toward achieving results.
Coaching role
Improving Performance
As a coach, the manager is responsible for creating a learning
environment where employees are supported in their efforts to
continuously improve to meet today's challenges.
The coach does this by:
assessing current capability
providing feedback
helping the employee to identify what is needed
creating opportunities to fill in the gap
If continuous improvement is to occur, the coach must
provide a "safe" environment for creativity and risk taking.
Coaching role
Opening up Possibilities
One of the goals of coaching is to develop capabilities
for the employee to solve problems and make
decisions.
This is done by asking the right questions, challenging
the employee's thinking, offering new options,
supplying additional information that expands
employee's understanding or providing a new
interpretation to a situation.
Coaching empowers the employee to be part of the
decision making process.
Coaching role
Resource for Removing Obstacles
In some cases the coach may take an active role in
paving the way for the employee by confronting, when
necessary, those people who are obstacles to the
employee's progress or providing additional resources
if necessary.
At other times, the coach serves as a sounding board
for the employee as he/she develops his/her own
strategy for overcoming the obstacle.
Mentoring
Mentoring is a reciprocal
and collaborative at-will
relationship that most often
occurs between a senior and
junior employee for the
purpose of the mentee’s
growth, learning, and career
development.

It is useful only if integrated


into the overall career
development process of the
mentee
MENTORING
Mentoring can be formal or informal. In an informal
environment, mentees set goals, but they are usually not
measurable and the relationships are unstructured. For a
formal mentoring relationship, there are actionable and
measurable goals defined and set with determined
requirements.
Why Is Mentoring Important?

A good mentor can help the mentee become more


effective at work, learn new skills, develop greater
confidence, and make better decisions for their overall
career growth.

Mentors report many benefits as well, including


satisfaction from seeing others develop; expanded
generational and cultural perspectives; strengthening
of technical, leadership, and interpersonal skills; and
continuing to experience new ideas and insights.
Technology Based Training Methods
MOOC
DISTANCE LEARNING
BLOGS
WEBINARS
PODCAST
SOCIAL MEDIA
BLENDED LEARNING
MICROSHARING
WIKIS
How to Select the right training method?
Factors to be considered:
1.Identify the types of learning outcomes that you want to
influence through training?
Next steps
2 Match the Instructional methods with the learning
outcome
3 Shortlist the specific training
4.After shortlisting the methods Consider
the extent to which the training method facilitates
learning and transfer of training
The costs related to the development and use of the
training method
The effectiveness of the training method based on the
criteria
5.Finalise the selection

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