ON THE JOB AND OFF THE JOB TRAINING

© 2007, Educational Institute

TRAINING
 it’s not what you want in life, but it’s knowing how to reach it

 it’s not where you want to go, but it’s knowing how to get there
 it’s not how high you want to rise, but it’s knowing how to take off  it’s not what you dream of doing, but it’s having the knowledge to do it

 Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.

© 2007, Educational Institute

Educational Institute .ROLE OF TRAINING © 2007.

Methods of Training Cognitive approach LECTURES Behavioral approach GAMES AND SIMULATIONS BEHAVIOR-MODELING DISCUSSIONS BUSINESS GAMES COMPUTER BASED TRAINING (CBT) DEMONSTRATIONS CASE STUDIES EQUIPMENT STIMULATORS IN-BASKET TECHNIQUE ROLE PLAYS © 2007. Educational Institute .

Educational Institute .MANAGEMENT DEVELOPMENT © 2007.

experienced and skilled employees. skilled.   Characterized    It is done on ad-hoc manner with no formal procedure. and experienced employees. or during the training. such as mangers. supervisors to give training to less knowledgeable.ON-THE-JOB TRAINING (OJT)  This method of training uses more knowledgeable. no specific goals or objectives are developed Trainers usually have no formal qualification or training experience for training © 2007. or content At the start of training. Educational Institute . This type of training often takes place at the work place in informal manner.

and techniques are well discussed before.Procedure of on-the-job training program 1) The participant observes a more experienced. the trainee starts performing on the work place The trainer provides continuing direction of work and feedback The trainee is given more and more work so that he accomplishes the job flawlessly 4) 5) © 2007. during and after trainer has explained about performing the tasks 2) 3) When the trainee is prepared. Educational Institute . process. and skilled trainer (employee) The method. knowledgeable.

Educational Institute .COACHING JOB INSTRUCTION TECHNIQUE (JIT) ON-THE-JOB TRAINING (OJT) MENTORING JOB ROTATION © 2007.

meetings. Educational Institute .COACHING A coach is the best training plan for the CEO’s because:     It is one-to-one interaction It can be done at the convenience of CEO It can be done on phone. through e-mails. chat It provides an opportunity to receive feedback from an expert  It helps in identifying weaknesses and focus on the area that needs improvement © 2007.

3. Educational Institute . skills. Understand the participant’s job. show the participant how to achieve the objectives. observe the performance and then provide feedback Repeat step 4 until performance improves 2. the knowledge. 4. © 2007. and attitudes.PROCEDURE OF THE COACHING 1. 5. and resources required to meet the desired expectation Meet the participant and mutually agree on the objective that has to be achieved Mutually arrive at a plan and schedule At the job.

MENTORING      Mentoring focus on attitude development Conducted for management-level employees Mentoring is done by someone inside the company It is one-to-one interaction It helps in identifying weaknesses and focus on the area that needs improvement © 2007. Educational Institute .

skills. and abilities by working in different departments. functions. and attitudes (KSAs) required It determines the areas where improvement is required  Assessment of the employees who have the potential and caliber for filling the position © 2007. business units.JOB ROTATION • It is the process of preparing employees at a lower level to replace someone at the next higher level. skills. and countries   Identification of Knowledge. Educational Institute . Benefits of Job Rotation  It provides the employees with opportunities to broaden the horizon of knowledge.

JOB INSTRUCTION TECHNIQUE (JIT) • Job Instruction Technique (JIT) uses a strategy with focus on knowledge. Educational Institute . Procedure of Job Instruction Technique (JIT) • © 2007. skills and attitudes development.

OFF THE JOB TRAINING • In off the job training a employee take the training outside the working area so that can minimize the risk which can be happen on the place of work. SENSITIVITY TRAINING SIMULATION EXERCISES OFF THE JOB TRAINING TRANSACTION AL ANALYSIS LECTURES © 2007. training given to employee for the extra khowledge.skills in other place off work. Educational Institute .

Educational Institute . • Social sensitivity in one word is empathy. Behavioral flexibility is ability to behave suitably in light of understanding. It is ability of an individual to sense what others feel and think from their own point of view.SENSITIVITY TRAINING • Sensitivity training is about making people understand about themselves and others reasonably. • © 2007. which is done by developing in them social sensitivity and behavioral flexibility.

PROCEDURE OF SENSITIVITY TRAINING UNFREEZING THE OLD VALUES DEVELOPMENT OF NEW VALUES REFREEZING THE NEW ONES © 2007. Educational Institute .

Transactional analysis can be done by the ego states of an individual.TRANSACTIONAL ANALYSIS • In every social interaction. • © 2007. Educational Institute . there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation-reaction relationship between two persons is a transaction.

LECTURES • • • Lecture is telling someone about something. processes. or methods that will be used in training that means the trainer is using the lecture method. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic. agenda. When the trainer begins the training session by telling the aim. goal. Educational Institute . •     Main Features of Lecture Method Less expensive Can be reached large number of people at once Knowledge building exercise Less effective because lectures require long periods of trainee inactivity © 2007.

Educational Institute . • © 2007. Simulation is about imitating or making judgment or opinion how events might occur in a real situation.GAMES & SIMULATION EXERCISES • A Training Game is defined as activity or exercise in which trainees compete with each other according to the defined set of rules. Simulation is creating computer versions of real-life games.

Examples of this technique BUSINESS GAMES ROLE PLAYS GAMES &SIMULATIONS IN BASKET TECHNIQUE EQUIPMENT SIMULATORS CASE STUDIES © 2007. Educational Institute .

Educational Institute .© 2007.

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