Training Methods

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 Learning Objectives
Students will be able to learn the following concepts:

 Training Methods:
 On- the –Job Training
 Advantages of on-the-job training
 Off-the-job Training
 Advantages of Off-the-job Training
 Role Specific and Competency based Training

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 Training Methods: Meaning and Concepts

The choice of training methods should be determined by the intended training

outcomes and the design of the actual teaching method by awareness of the variety
of formats and other available resources. However, there will always be certain
constraints on resources, such as trainer availability, accommodation, specific
budget allocations, time available for training etc.

There are two broad types of training available: on-the-job and off-the-job
techniques.

On- the –Job Training

Off-the- Job Training

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 Methods of Training:

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 On- the –Job Training

When an employee learns the job in actual working site in real life
situation, and not simulated environment, it is called OJT. Employee
learns while working.

Coaching: The trainee is placed under a particular supervisor who

functions as a coach in training the individual

Job Instruction: This method is also known as training through step by

step. Under this method, trainer explains the trainee the way of doing the
jobs, job knowledge and skills and allows him to do the job.

Job Rotation: This type of training involves the movement of the trainee
from one job to another.
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 Cont……

Mentoring: It is an ongoing relationship that is developed

between a senior and junior employee. Mentoring provides
guidance and clear understanding of how the organization goes to
achieve its vision and mission to the junior employee.

Apprenticeship: Apprenticeship is a formalized method of

training curriculum program that combines classroom education
with on-the-job work under close supervision. The training
curriculum is planned in advance and conducted in careful steps
from day to day.

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 Advantages of On-the-Job Training:

 It is directly in the context of job

 It is often informal
 It is most effective because it is learning by experience
 It is least expensive
 Trainees are highly motivated
 It is free from artificial classroom situations

Disadvantages of On-the-Job Training:

 Trainer may not be experienced enough to train or he may not be

so inclined.
 It is not systematically organized
 Poorly conducted programs may create safety hazards.
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 Off-the-job Training

It is conducted in a location specifically designated for training. It may be near the

workplace or away from work, at a special training center or a resort Conducting
the training away from the workplace minimize distractions and allows trainees to
devote their full attention to the material being taught.

Lecture method is well-known to train white collar or managerial level employees

in the organisation. under this method employees are called to the room like that of
classroom to give training by trainer in the form of lectures.

Simulation in the simulation training method, trainee will be trained on the

especially designed equipment or machine seems to be really used in the field or
job. But, those equipment or machines are specifically designed for training a
trainees were making them ready to handle them in the real field or job.

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 Cont…….

Vestibule Training: - Mostly this method of training will be used to train technical
staff, office staff and employees who deal with tools and machines. Employees learn
their jobs on the equipment they will be using, but the training is conducted away from
the actual work floor by bringing equipment or tools to certain place where training is
provided, but not work place.

Case Studies: It is a written description of an actual situation in the past in same

organisation or somewhere else and trainees are supposed to analyze and give their
conclusions in writing.

Role Playing: During a role play, the trainees assume roles and act out situations
connected to the learning concepts. It is good for customer service and training. This
method is also called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Here trainees
act out a given role as they would in a stage play.

Audio-Visual: Providing training by way of using Films, Televisions, Video, and

Presentations etc.

Programmed Instructions: This involves two essential elements: (a) a step-by-step

series of bits of knowledge, each building upon what has gone before, and (b) a
mechanism for presenting the series and checking on the trainee’s knowledge.
Questions are asked in proper sequence and
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indication given promptly whether12/21/2018
the
answers are correct.
 Cont…
Management Games trainees divide into five- or six-person groups,
each of which competes with the others in a simulated marketplace.
Each group typically must decide, for example.
 how much to spend on advertising.
 how much to produce,
 how much inventory to maintain, and
 how many of which product to produce

T-Groups: The T-group provides participants with an opportunity to

learn about themselves, their impact on others and how to function
more effectively in group and interpersonal situations. It facilitates
this learning by bringing together a small group of people for the
express purpose of studying their own behavior when they interact
within a small group

Seminar/ Conference
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 Advantages of Off-the-Job Training

 Trainers are usually experienced enough to train

 It is systematically organized
 Efficiently created programs may add lot of value

Disadvantages of Off-the-Job Training:

 It is not directly in the context of job

 It is often formal
 It may not be based on experience.
 It is expensive.
 Trainees may not be much motivated
 It is artificial in nature.
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 Role-Specific training

 Role-specific training refers to the unique approach and

customized training, depends on the specific roles and
function in a company. It includes task-based and customized
training including the workflow and collaboration

 This approach takes into account a number of factors and

elements some of which are unique to the specific role and
organization. It puts the training in the context of the role
and what it takes to perform that role.

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 Benefits

 It helps your organization to align training as per business

process
 It helps your employees to gain a deeper knowledge
through practical and relevant information
 Employees feel that the training is specially developed for
their role which boosts their confidence
 It ensures that relevant training is delivered for the
specific roles.

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 Competency-based training
 “Competency-based training is a structured approach to
training and assessment that is directed toward achieving
specific outcomes. It is about assisting individuals to acquire
skills and knowledge so they are able to perform a task to a
specified standard under certain conditions”.
 Thus, in competency-based training, a performer’s expected
outcomes must be clearly stated so that the learner knows
exactly what is expected of them. Similarly for competency-
based trainers, once competencies are assigned to learners,
the trainer will know the precise training and learning that is
required to bring the learner to the desired level of
competency
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 Benefits
 Lower turnover due to high productivity and employee value
alignment
 Ability to identify training gaps allowing for targeted training
 Facilitation of employee development through tailored
individual development plans
 Creation of career paths for future positions
 Quicker and easier to the identification of candidates ready for
promotion
 Competency-focused succession plans
 Development of workforce plans that meet future talent needs

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 Learning Outcome

Students will be able to learn various methods of training.

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