A very good morning to one and all present over here. This is Hritik mishra.

Today myself along

with my teammates (Vrinda, Tanya, Neeraj & Nitin) are going to give a presentation on
Orientation, Training & Development.

“Tell me and I forget, teach me and I may remember, involve me and I learn.”

– Benjamin Franklin

Suppose you are a owner of a company, and If you could change just one thing about
your company that would increase employee productivity by over 200%, would you do
it? Yes, of course, you would! But you’re probably thinking that such a change would be
infeasible in order to have that kind of impact, right? You would be mistaken. It turns
out, all you need to do is more of what you’re already doing: training and developing
your employees.

Lets take a fact, According to the Association for Talent Development (ATD),

companies that offer comprehensive training programs have 218% higher income per
employee than companies without formalized training. But it doesn’t stop there. These
companies also enjoy a 24% higher profit margin than those who spend less on training.

So, my future owners & managers the choice is all yours whether train your employees
well or make losses!

I will stop here for a while and would like to call Tanya & Neeraj for further discussion on
the topic Orientation. Thank you!

Thank you Vrinda & nitin for such a nice description on Training and Development. Now
let’s have a look on types of training

28.The most popular training methods used by organisation can be classified as – on-the-job and
off-the-job.

1On-the-job training places the employees in actual work situation and makes them appear to be

immediately productive.

Off-the-job training covers a number of techniques like classroom lectures, films, demonstration

and programmed instructions. The facilities needed for each training programme varies from the

small classroom to an elaborate development centre.

2Let’s talk in a brief manner about On the job: Motto is learning by doing ie. Employees
trained in actual working situation and they grasp the particular job and make
themselves assest to the company.
On the job training means when employees learn in the actual working site in real
life situation and not in simulated environment, it is also called as Workplace training.
Employee learns while working.

Real life Example: Take the instance of roadside mechanics. Small boys working there as
helpers learn while helping the head mechanic. They do not learn the defect analysis and
engine repairing skills in any classroom on engine models still they are good at there
work!

Simple & Cost effective training method.

Employee Learns the method involved and gets the perfection over a specific
task.New employees that undergo on-the-job training get a firsthand look at all the work
procedures they can expect to encounter. They learn workplace expectations,
equipment operation, and Many other skill which they need to complete their job
successfully.

29.Steps for OJT Training model: For better understanding a procedure lets talk about
its simplified steps:

Preparation :State and discuss the learning objectives and answer any questions the
employee may have

Step 2. Presentation : Trainer shows and tells. In this step the trainee becomes
familiar with each work practice and why it is important

Step 3. Application : Learner shows and tells. The trainer has the trainee do it. The
trainee explains the step, gets permission to perform the step and then carries out the
step. 

Step 4.Evaluation:. At some point in time after the conclusion of the OJT session,
observe and question the employee to validate that the training has been successful
and that the employee has developed a proper attitude related to the work.
Preparation, Presentation,Application & Evaluation are the steps which makes On the
job training a successful one.

30.On the job training methods

 Job Instruction Training-Job instruction training (JIT) is a kind of simple on the job
training in which a new worker or employee is given step by step training by an
assigned coworker or might by manager. Generally, this type of training is for jobs
needing manual skills like factory workers.  The main advantage of Job
instruction training (JIT) is that it is based on the practical workplace and real-
time. Thus, the trainee watches the trainer doing the job as well as gains
experience in doing the job under supervision.  if we talk about On-the-job
 training workshops, it typically devote 3 hours to job analysis, 3 hours to
introducing the JIT approach, and 4 hours to practice and feedback. Additional
time is given to other training techniques and affecting change towards use of
these techniques.

Lets take an example suppose you are a farm manager Think about all the
equipment, processes, and tasks that workers complete daily on farms and
ranches across the country. You may make assumptions that workers know how
to do certain jobs, but those assumptions can be wrong. As a farm manager, you
are responsible for ensuring that each worker understands how to safely
complete the jobs he or she must do.
Coaching & Mentoring – It basically makes more valuable to your organization by
developing and enhancing their skills—both professionally and personally.
By being interested in the growth of your staff, you're showing them that you care
about their progress. And this can increase their loyalty to you .
A 2017 study on coaching skills found that individuals who perceive their managers as
coaches are more likely to trust them. They’re also more likely to report doing their best
work for managers who they perceive as being their advocate or champion
 Apprenticeship Training-Apprenticeship training refers to a course of training in any
industry or establishment. Apprenticeship training consists of basic training
( theoretical instructions ) and practical on the job training at actual work place.
Apprentices become skilled workers once they have acquired the knowledge and
skills in a trade or occupation, which help them in getting wage or self -
employment.
Job Rotation-Job rotation is a strategy where employees rotate between jobs at the
same business. Employees take on new tasks at a different job for a period of time
before rotating back to their original position.
With a job rotation system, employees gain experience and skills by taking on new
responsibilities.

Example : At Edelman, an American PR and marketing consultancy firm, they have

a rotation program for their high-performing, high-potential employees. Employees who

are selected are sent to an international location to work, live, and learn for up to 18

months.

The idea behind Edelman’s program is to give people the opportunity to learn from

varying perspectives around the world and to diversify their work experience (to

ultimately better serve the company’s clients).

  Orientation Training- A formal process of introducing new employees to their job and
teammates can help increase their confidence and improve their performance.
Learning about different types of orientation training that companies do can help you
decide which is right for your company. Orientation can Lower costs, Increase
employee confidence, Improve performance.

31. every rose has its thorns. There are both advantages and disadvantages of on-the-
job training. Here we explore some of them

Advantages of on the job:

1.SIMPLIFIED LEARNING
On-the-job training offers a simplified learning experience where juniors learn by
shadowing seniors. A new employee finds it much easier to execute a complex
assignment once they’ve seen a senior working on it.

2. COST-EFFICIENCY 
Cost-efficiency is one of the most important advantages of on-the-job training. A
recent HR Onboard study showed that the average cost of onboarding a new
employee can go up to US$40,000. On-the-job training helps organizations cut
down on these costs. It’s easy to set up and use existing resources to achieve
training goals. There’s no need to hire outside instructors or send new hires for
expensive training programs.

3.  QUICKER LEARNING
On-the-job training integrates learning into everyday assignments. Employees get
to put into practice the theoretical knowledge they gain each day from their
seniors, rapidly picking up job-specific skills

4. SYSTEMATIC APPROACH
A structured on-the-job training program assesses training needs to set up a
training schedule with assignments and targets

5. INSTANT FEEDBACK
During on-the-job training, employees receive immediate feedback from their
trainers after the execution of a task. This is a significant advantage because it
allows employees to spot errors, identify their strengths and weaknesses and get
a grasp on the right approaches and techniques. All of this results in confident,
motivated employees.

Studies show employees who are offered on-the-job training are 30% happier with their
careers than those who receive no training.So if you want to grow your company with
more happy faces then do opt for on the job training to your employees.
Let’s discuss demerits as well!

1. LACK OF PROPER TRAINERS

The lack of qualified trainers is one of the disadvantages of on-the-job training.
The best employees of your organization may not prove to be the best trainers.
Skilled trainers have excellent communication skills, In the absence of such
trainers, on-the-job training can be counterproductive, leading to confusion among
new hires, lost time and derailed projects.

2.  RISK OF ACCIDENTS
During on-the-job training, new hires undergo hands-on experience, handling new
equipment, tools and machinery. This increases the risk of accidents because
they don’t have the required skill and knowledge to operate certain equipment. 

3. RUSHED PROCESS
On-the-job training can sometimes be conducted hastily. Organizations often want
the majority of their employees—including new hires—to contribute to everyday
workload and rush through the training process. Without the solid foundation, they
need to excel at their jobs, new employees are left confused and doubtful about
their roles.

4. POSSIBILITY OF ERRORS
When new employees are made to perform complex tasks during on-the-job
training, there remains a possibility of error. This is because such employees are
still learning the ropes of the job and haven’t yet picked up all the required skills to
excel in their role.

organizations can minimize the disadvantages by rolling out a well-planned program

with long-term goals and developing the training capacities of existing employees.

32.Off-the-Job Training

Definition: The Off-the-Job Training is the training method wherein the

workers/employees learn their job roles away from the actual work floor.

Simply it comprises of a place specifically allotted for the training purpose that may be
near to the actual workplace, where the workers are required to learn the skills and get
well equipped with the tools and techniques that are to be used at the actual work floor

Workers are required to learn the skills and get well equipped with the tools and techniques that
are to be used at the actual work floor.

Lets take an example:

Lets imagine, Nitin and Vrinda (my brilliant team mates) completed post graduation from
the FMS BHU and hired by competing organizations in the Retail sector.

Nitin’s apprenticeship involves a hectic work routine with no room for off-the-job

training facilities. Whatever he needs to learn in order to optimize his performance he
has to pick up by observing his seniors or through self-improvement reading that he
does at home in his free time. Vrinda, on the other hand, receives one full day’s worth
of off-the-job training every week, which counts as part of her working hours. This not
only allows her to thoroughly grasp the concepts, frameworks and responsibilities that
are integral to her role but also gives her the chance to learn in an organized
environment with the help and guidance of experts and senior professionals from the
industry.

A year later, who do you think has developed faster and learned more about their role
and performance requirements? So, The merits of off-the-job training cannot be
overlooked if an organization is concerned about growth, nurturing talent and ensuring
employee satisfaction.

One interesting fact that you might don’t know about off the job training in corporate,
technically, off-the-job training is a form of supplementary learning that usually takes
place away from the actual workplace but counts as a part of an employee’s working
hours.  Governments and organizations have acknowledged that it’s unrealistic and
unfair to expect an apprentice to undertake additional training that’s a part of their
apprenticeship on their own time. For example, if an apprentice is scheduled to attend a
two-hour lecture as part of their off-the-job training after working hours, then they should
be allowed to start work two hours later than usual or get off work two hours early on the
day of the lecture.

33. Methods:

1. SIMULATION STRATEGY
Simulation sessions are used for the practical implementation of the theoretical
lessons. The point of simulation is to familiarize apprentices with the objects they
have to work with and enhance their application skills. Simulation comes in handy
for visualization techniques as well as long-term planning.

2.LECTURES
These are generally organized in a classroom or discussion format where industry
experts and/or faculty from leading institutes conduct sessions on theory, job
requirements, skills progression, etc

The idea is to provide employees with theoretical insights and knowledge about
the core issues of their sector. There may be follow-up assessments after the
sessions are completed.

3. VESTIBULE TRAINING:
 A form of training in which new employees learn the job in a setting that
approximates as closely as is practicable to the actual working
environment. Help to give training to inspecters, machine operator and
typist.

4.CASE STUDIES
One of the most insightful methods of delivering off-the-job training involves case
studies. These include well-described examples of actual or hypothetical
situations that apprentices must decode and learn from. A standard case study
achieves three things: informs apprentices of industry standards and best
practices in their profession; makes apprentices aware of how crises emerge and
can be tackled; allows scope for original thinking among apprentices
by mirroring real-life scenarios. Most case studies are undertaken as part of group
assignments, which also makes them a great way of boosting team spirit and
ensuring distribution of responsibilities.
5.ROLE-PLAYING GAMES
This method of off-the-job training is especially helpful for employees in a
customer-facing role. it invokes a sense of drama and excitement that other
components generally don’t. Research has shown that apprentices often learn the
most from role-playing as it makes them deal with scenarios they’re most likely to
face on the job.

6.MANAGEMENT GAMES
1. What is off-the-job training without management games? Similar to role-playing in the
sense that these too involve real-life scenarios, management games also incorporate
theory and teamwork. Slotted for the final weeks of an off-the-job training program,
management games are meant to summarize key takeaways for the participants in a
fun and accessible manner. You must try to play Business Strategy Game (BizMAP)
This game gives you a virtual hands-on business experience. ...
2. Supply Chain Management Game. ...
3. MBA Crystal Ball Games. ...

34.Advantages

1. PRODUCTIVITY
One of the main purposes of off-the-job training is to optimize employee
performance and provide clarity on their role in an organization.

2. LOW RISK
Even if employees mess up during off-the-job training, there are no tangible costs
that the organization has to bear. This makes off-the-job training a suitable training
ground where participants can push their limits and experiment with their working
styles.
 3. ECONOMICALLY EFFICIENT
A well-designed off-the-job training program means that organizations can
simultaneously train several employees without having to devote time to
individuals. A well-structured off-the-job training program helps organizations
optimize resources to get the best out of their employees

4. INSIGHT AND KNOWLEDGE

One of the biggest advantages of off-the-job training is that it provides employees
with insights and knowledge by simulating real-time scenarios. Research has
proved that what employees learn during off-the-job training, both in terms of
theory and practical application, prepares them well to deal with a variety of
scenarios as part of their jobs.

5. PROMOTES TEAM SPIRIT

Most off-the-job training exercises involve working in a collective environment, with
many techniques requiring active collaboration and teamwork This provides a great
opportunity to develop a healthy working environment and cultivate team spirit.

All of these not only help improve employee performance but also nurture their
foundational skills, assisting in personal growth and development.

35 Disadv.

1. REDUCED EXPOSURE TO WORK ENVIRONMENT

What is the main disadvantage of off-the-job learning? Surveys have shown that
most employees believe that off-the-job training doesn’t provide adequate
exposure to their work environment. This may pose a problem for new recruits
who need time to familiarize themselves with their surroundings

2. REQUIRES CONSIDERABLE INVESTMENT

While a well-constructed off-the-job training program is generally profitable in the
long run, organizations have to make a considerable investment initially. This
investment, both in terms of financial resources as well as time and personnel,
may not always pay off

3. BREEDS COMPLACENCY
If an employee excels during off-the-job training, they can be under the impression
that they are bound to ace the same challenges on the job. This is a naive
approach as the pressures of real-time scenarios may prove harder than the
simulation.

4. LACK OF FEEDBACK
The way in which most off-the-job training programs are designed leaves little
room for feedback or engagement from employees about what works for them and
what doesn’t. On the surface, this may seem easy to fix, but in practice, it can be
hard to provide a proper feedback mechanism for off-the-job training.
Notwithstanding the advantages and disadvantages of off-the-job training, recent history
has shown that organizations are better off with it than without it.

36. Diff. between on the job and off the job:

 On the job emphasis on getting job done but off the job emphasis on learning
portion.
 Goal : On the job goal is to develop best practice for a particular job to be done
whereas off the job goal is to just knowing the role
 Knowledge: on the job gives you knowledge which is dynamic & practical
oriented whereas static 7 general knowledge is given by off the job.

 Scope of learning: On the job involves individuals, grps, organizations etc

whereas off the job include individuals primarily.

 Topic is arised by embedded work situation in on the job but in off the job topic is
given by curriculum.
s dynamic situated and practice oriented
Despite the several points of difference between on-the-job and off-the-job training, both
share one essential similarity—they promote an organization’s interests and increase its
productivity.

36. Training Assessment Process: A training needs assessment lays the necessary
groundwork for determining your organization's true need and how your employees will best
receive the required training.
An assessment process that companies and other organizations use to determine
performance requirements and the knowledge, abilities, skills that their employees need to
achieve the requirements.
TNA aims to answer some familiar questions: why, who, how, what and when.
Why conduct the training
Who is involved in the training: 
How to fix the performance problem: 
What is the best way to perform
When to conduct the training:

1.Determine desired outcomes:

For instance, you are the manager of customer care of any xyz company and may want
to improve customer retention by about 10%, and ant to reduce support call time to
under three minutes. To establish the metrics for success of your training program, you
have to meet with your team leads, supervisors, directors and other stakeholders. Once
you have identified what your goals are, you can easily determine the behaviors that
must be changed in order to reach those goals. This way it helps to get the desired
outcomes.
2. Identify problems or specific points of pain
The next step is to match your desired outcomes with the improvements in information,
actions and abilities that support them. To do so, you have to break down duties and
processes inherent to the outcomes so you can determine specific problems or points
that need to be addressed.
By following the last said ex as you want to decrease the volume of calls your customer
support receives, you need to examine what causes the volume of calls you are currently
receiving. The problem may lie with the information customers receive about your product or
services, or with the frequency and level of proactive communication between customer
contacts and account managers or with a combination of all of those.
By Observation and assessment, surveys & data evaluation etc. , we can identify
areas that require improvement.
3. Determine desired knowledge, skills and behaviors
Once you have identified the specific problems you need to address, you can match
training topics to the identified skill gaps. To do so, you should first come up with a list of
knowledge, skills and competencies each trained employee needs to attain the
established objectives. Then, you must have a way to determine if training has been
successful at the individual level as well.
4. Set training timelines and priorities
Once you have determined the knowledge, skills or behaviors that your employees must
develop to achieve established goals, it's now time to develop the full training agenda.
To do so, you must first determine the targeted end date for the initiative, and then rank
priorities for individual sessions and groups and put them on a schedule. You should
determine priorities based on their urgency (how quickly you need to see results from
employees) and sequence (training that must occur before other training can happen).
5. Choose training needs assessments and formats
Now that you know who your target participants are, what training is necessary, what
your goals are and how quickly the training program needs to be complete, you can
choose how you want to administer the training. Some good options include virtual or in-
person instructor-led sessions, self-guided audio and video programs, computer-based
simulations and online training.

37.
Gaps in training:
A training gap exists when there is a variance between required behavior or
performance and actual behavior or performance. This gap can occur on an individual,
team or organizational level. This gap can reflect a lack of hard or soft skills, a lack of
understanding of job expectations, industry knowledge, cultural norms or other issues.
Hard skills are job-specific or functional skills—for example, cloud-based computing
skills or knowledge of human resource-related laws and practices. Soft skills are bigger-
picture capabilities that range from adaptability, curiosity and empathy to
communication and critical thinking.
We need to establish clear expectations, measure performance ,support career
development of ee, conduct organizational resource analysis and establish mentoring
session Mentors can support employee personal and career development and be
another point of perspective on training gaps.

That’s the last slide of our presentation I would like to end my words with a line said by
Benjamin franklin “An investment in knowledge always pays the best interest.”
So always acquire knowledge from where you get , do train your employees well in future!!!
Thank you.