Methods of Training: On-the-job Training Method and Off-the-Job Methods

There are two methods through which employees can improve their knowledge and skills.

One is through formal training and other is through on the job experiences. On the job training is very

important since real learning takes place only when one practices what they have studied.

But it is also equally important in gaining knowledge through classroom learning. Learning becomes

fruitful only when theory is combined with practice.

1. On-the-job Training (OJT) Methods:
This is the most common method of training in which a trainee is placed on a specific job and taught

the skills and knowledge necessary to perform it.

The advantages of OJT are as follows:

1. On the job method is a flexible method.

2. It is a less expensive method.

3. The trainee is highly motivated and encouraged to learn.

4. Much arrangement for the training is not required.

On-the-job training methods are as follows:

1. Job rotation:

This training method involves movement of trainee from one job to another gain knowledge and

experience from different job assignments. This method helps the trainee understand the problems of

other employees.
2. Coaching:
Under this method, the trainee is placed under a particular supervisor who functions as a coach in

training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to

express his ideas.

3. Job instructions:
Also known as step-by-step training in which the trainer explains the way of doing the jobs to the
trainee and in case of mistakes, corrects the trainee.
4. Committee assignments:
A group of trainees are asked to solve a given organizational problem by discussing the problem. This

helps to improve team work.

5. Internship training:
Under this method, instructions through theoretical and practical aspects are provided to the trainees.

Usually, students from the engineering and commerce colleges receive this type of training for a small

stipend.
2. Off-the-job Methods:
On the job training methods have their own limitations, and in order to have the overall development of

employee’s off-the-job training can also be imparted.

The following are some of the off-the-job techniques:

1. Case study method:
Usually case study deals with any problem confronted by a business which can be solved by an

employee. The trainee is given an opportunity to analyse the case and come out with all possible

solutions. This method can enhance analytic and critical thinking of an employee.
2. Incident method:
Incidents are prepared on the basis of actual situations which happened in different organizations and

each employee in the training group is asked to make decisions as if it is a real-life situation. Later on,

the entire group discusses the incident and takes decisions related to the incident on the basis of

individual and group decisions.

3. Role play:
In this case also a problem situation is simulated asking the employee to assume the role of a particular

person in the situation. The participant interacts with other participants assuming different roles. The

whole play will be recorded and trainee gets an opportunity to examine their own performance.
4. In-basket method:
The employees are given information about an imaginary company, its activities and products, HR

employed and all data related to the firm. The trainee (employee under training) has to make notes,

delegate tasks and prepare schedules within a specified time. This can develop situational judgments

and quick decision making skills of employees.

5. Business games:
According to this method the trainees are divided into groups and each group has to discuss about

various activities and functions of an imaginary organization. They will discuss and decide about

various subjects like production, promotion, pricing etc. This gives result in co-operative decision

making process.
6. Grid training:
It is a continuous and phased programme lasting for six years. It includes phases of planning

development, implementation and evaluation. The grid takes into consideration parameters like concern

for people.
7. Lectures:
This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much

helpful in explaining the concepts and principles very clearly, and face to face interaction is very much

possible.
8. Simulation:
Under this method an imaginary situation is created and trainees are asked to act on it. For e.g.,

assuming the role of a marketing manager solving the marketing problems or creating a new strategy

etc.
9.Conferences:
A meeting of several people to discuss any subject is called conference. Each participant contributes by

analyzing and discussing various issues related to the topic. Everyone can express their own view

point.

5 Corporate Training Programs Every Employee Should Take

Any company that invests in employee development is investing in their own success. By training your

employees, you are creating a workplace that is adaptive, flexible, and ready for change. While there

are many training programs available, a few core courses are essential to your employees’ success at

work as well as in their personal lives.

1-Effective Communication: Ineffective communication can often lead to negative work relationships
and can affect your company’s bottom line. Whether it’s a face-to-face meeting or an e-mail thread,
every employee should have an understanding of the basics of communication. A communication
course will help your team develop the essential skills they need to communicate both verbally and in
writing, internally and externally.
2-Time Management: For every organization, time is a valuable but limited resource. It is a key to
success, yet many employees lack the skillset required to manage their time effectively. This results in
stress, missed deadlines, and poor work quality. Time management training provides techniques and
tools that will help your employees stay organized, focused, and be more productive every day.
3-Project Management: We now live in a world where most tasks are projects and every team
requires at least one project manager. According to the Project Management Institute (PMI)
“organizations that offer training in project management are more efficient and better equipped for the
challenges of the constantly evolving business environment.” Project management is a skill needed at
every level of an organization and should be a part of each employee’s career path.
4-Leadership Training: Your employees today will become your leaders tomorrow. That’s why it’s
important that companies offer leadership training to everyone they hire - not just supervisors and
managers. By developing your employees’ leadership skills at an early stage, you’ll equip them with
the knowledge their need to take on leadership roles in the future.
5-Diversity Training: Today’s workplace is more diverse than ever. Therefore, organizations need to
make sure their teams understand diversity issues. A diversity training course will help enhance your
employees’ knowledge and give them the tools they need to embrace diversity in the workplace.

CONCLUSION

1. It helps attract and retain great talent.

By training your staff through employee development programs, you might overcome major hurdles in
the hiring process and employee retention that many organizations experience. For one, employees
regard training initiatives as one way of improving their craft based on the premise that such programs
are educational in nature.
By sponsoring sales training programs, for instance, your salespeople can gain new or additional
insights to improve their selling skills as well as develop their self-confidence and positive attitude at
work. Needless to say, your reputation as a good employer that cares about your employees'
professional development will also be enhanced. As you help your employees further their skills and
achieve personal growth, you create a goldmine of talent, which can give your business a market edge
over competitors.

2. It identifies which employees are worthy of promotion.

Trained employees can form your pool of candidates for possible future promotion as they have
developed certain levels of competence over time. With this pool, you need not look further for
qualified candidates for managerial or executive posts in your organization, which, incidentally, are
best given to someone promoted from within the organization.
As these employees are highly familiar with the business operations and organizational structure, you
can be certain that they understand and are capable of complementing the goals of the company.

3. It increases employees' level of engagement.

Training your employees is a great way to take their mind off of their usual work for a short period of
time. Employees who are not given opportunities to participate in other productive activities, such as
those offered in training courses, are prone to become less motivated and happy at work.
Your employees are also likely to be more loyal to your company, seeing that you are willing to expend
resources for their attendance at conferences or enrollment in specialized courses. The bottom line is
that your willingness to invest in your employees' training and development will likewise inspire them
to invest as much hard work as they can into your business.

4. It translates into savings for the company.

Employees who receive good quality training emerge highly skilled, creative, and confident, thereby
increasing their efficiency and usability at work. To put things in perspective, the most effective
training programs are those that empower employees to become multiskilled – extending their skill set
across various areas.
It then becomes easier for companies to tap employees with diversified skills in performing a variety of
functions or in transitioning them to other related roles within the organization. In return, employees
feel empowered having expanded roles and responsibilities in your organization.

5. It helps shape the future of your organization.

As you make employee training and development programs part of your organization, you will find the
need to update your offerings continuously. You have to think ahead about how you should be
designing or refining your training methods over the long term to make them more responsive to
employees' needs, interests and goals.
You'll also need to make sure that your organization is abreast with the current trends in the industry
and make an assessment whether they warrant a change in your business culture or brand of customer
service, in which case, a new training framework should also be put in place.
Employee training and development should be a shared responsibility among employees, managers and
the organization. When planned and implemented correctly and consistently, the benefits gained can
spur considerable growth at both individual and organizational levels.
 Top of the biggest players in the Romanian training

Ascendis , Qualians , Trend Consult Group , Interact and Stand for Developmentare

Fight tight between the second and third place in the leaderboard

The difference between the second and third highest ranked players in the ranking of the largest
domestic training companies is only 1.2 million lei

The most rapid evolution of profitability among the top five players on the local training market
was Interact , which is ranked fourth in the hierarchy of the largest companies in the field.

These 5 are the biggest players on the local training market, according to data centralized by the Career
Center on the basis of the accounting information reported to the Finance Ministry.

The five players on the training market have accumulated business of 47.1 million lei.