SHRI VAISHNAV VIDHYAPEETH VISHWAVIDYALAYA,

INDORE

SHRI VAISHNAV SCHOOL OF MANAGEMENT

SESSION:-2020-21
TOPIC:-METHODS OF TRAINING
SUBMITTED BY:- SUBMITTED TO:-
KASHISH CHETNANI DR. ADITI VEDA
YAMINI SHASTRI
PRIYANKA PANCHAL
RAJ JAIN
SALIL JAIN
SHRUTI GOUR
SHRUTI SINGHAL
SHIYA PATIDAR
 INDEX

INTRODUCTION TO PROCESS OF IMPORTANCE OF ADVANTAGES OF

TRAINING TRAINING TRAINING TRAINING

METHODS OF
TRAINING ADVANTAGES OF DISADVANTAGES OF
DISADVANTAGES OF
ON-THE-JOB ON-THE-JOB
TRAINING • ON-THE-JOB TRAINING
• OFF-THE-JOB TRAINING TRAINING TRAINING

ADVANTAGES OF DISADVANTAGES OF
OFF-THE-JOB OFF-THE-JOB
TRAINING TRAINING
TRAINING

•Training is the process for providing

required skills to the employee for
doing the job effectively,skillfullyand
qualitatively. Training of employees is
not continuous,but it is periodical and
given in specific time. Generally training
will be given by an expert or
professional in related field or job.

•Training is required at every stage of

work and for every person at work.To
keep oneself updated with the fast
changing technologies,concepts,values
and environment,training plays a vital
role.
 PROCESS OF TRAINING

The Training Process comprises of a
series of steps that needs to be
followed systematically to have an
efficient training programme. 
 • 1.Needs assessment: The first step in the training process is to assess the need for training the employees. The
need for training could be identified through a diagnosis of present and future challenges and through a gap
between the employee’s actual performance and the standard performance.
• The needs assessment can be studied from two perspectives: Individual and group. The individual
training is designed to enhance the individual’s efficiency when not performing adequately. And whereas the
group training is intended to inculcate the new changes in the employees due to a change in the organization’s
strategy.

• 2. Deriving Instructional Objectives: Once the needs are identified, the objectives for which the training is to be
conducted are established. The objectives could be based on the gaps seen in the training programmes conducted
earlier and the skill sets developed by the employees.

•3. Designing Training Programme: The next step is to design the training programme in line
• with the set objectives. Every training programme encompasses certain issues such as: Who
• are the trainees? Who are the trainers? What methods are to be used for the training? What
• will be the level of training? etc.Also, the comprehensive action plan is designed that
• includes the training content, material, learning theories, instructional design, and the other
• training requisites.
4.Implementation of the Training Programme: Once the designing of the
training programme is completed, the next step is to put it into the action. The
foremost decision that needs to be made is where the training will be conducted
either in-house or outside the organization.Once it is decided, the time for the
training is set along with the trainer who will be conducting the training
session. Also, the trainees are monitored continuously throughout the training
programme to see if it’s effective and is able to retain the employee’s interest.

5.Evaluation of the Training Programme: After the training is done, the

employees are asked to give their feedback on the training session and whether
they felt useful or not. Through feedback, an organization can determine the
weak spots if any, and can rectify it in the next session.The evaluation of the
training programme is a must because companies invest huge amounts in these
sessions and must know it’s effectiveness in terms of money.
 1.Heightened morale:
Training results in increased morale of employees
because of reduction in dissatisfaction at work,
reduced complaints, and reduced absenteeism, and
increased interest in work during the post-training
period. Heightened morale results in increased
loyalty to the organisation.

2. Increase in productivity:
Training brings about increase in quantity and quality

IMPORTANCE of goods produced resulting in high productivity.

OF TRAINING 3. Reduced learning time:

An untrained worker consumes a lot of time to learn
the methods, technique of doing the work. Skilled
and trained employees reach the acceptable level of
performance within no time. Therefore, training
results in reduced learning time.

4. Better industrial relations:

Training provides a platform for maintaining smooth
industrial relations. Employees develop a feeling that
organisation is taking care and interest in them
through training programmes.
 1. Increased  efficiency of
employees

2. Reduced turnover

ADVANTAGES
OF TRAINING
3. High rewards 

4. Group efforts 
 1.Increases Stress On
Employees

2.Long Run Process

DISADVANTAGES
OF TRAINING
3.Too Much Of Theory:

4.Trainees Lose Their

Interest:
 ON THE JOB
•Temporary promotions
•Coaching
•Job rotation
•Planned progression
•Committees and junior boards

METHODS •Apprenticeship programs

OF
TRAINING OFF THE JOB
•Lectures
•Computer-based training
•Discussion method
•Cases presentation
•Business games
•Role-playing
 These methods are generally applied in the workplace while employees are
actually working.

Following are the on-the-job methods.

1.Temporary promotions
Individuals are frequently appointed as acting managers when, for

ON-THE- example, the permanent manager is on vacation, is ill or is making an

extended business trip or even when a position is vacant.When the
acting manager makes decisions and assumes full responsibility, the

JOB
experience can be valuable. In this way, managerial people can be
trained up well.

TRAINING 2.Coaching
A good example of on the job training is athletic coaching. To be
effective, which is the responsibility of every line manager, must be done
in a climate of confidence and trust between the superior and the
trainees.Effective coaching will develop the strengths and potentials of
subordinates and help them overcome their weakness.

3.Job rotation
It involves periodically moving people from one job to another.The
purpose of job rotation is to broaden the knowledge of managers or
potential managers. It also increases their experiences. Trainees learn
about the different enterprise functions by rotating into different
positions.
4.Planned progression
It is a technique that gives employees a clear idea of their path of
development. They know where they stand and where they are
going.They must know the requirements for advancement and the
means of achieving it.

5.Committees and junior boards

These give trainees opportunities to interact with experienced
managers.The trainees become acquainted with a variety of issues
that concern the whole organization. They learn about the
relationships among different departments and the problems created
by the interaction of these organizational units.

6.Apprenticeship programs
People seeking to enter the skilled trades to become, for example,
plumbers, electricians, Ironworkers are often required to undergo
apprenticeship training before they are accepted to journeyman
status.Typically this apprenticeship period is from two to five years.
During this period, the trainee is paid less than a qualified worker.
 Off-the-job training is sometimes necessary to get people away from the work
environment where the frustrations of work are eliminated.

Following are the off-the-job methods

1.Lectures
The lecture is one of the oldest forms of training, second to demonstrate.
In the early days, knowledge was transferred through

OFF-THE- demonstrations.Lecture may be printed or oral. It is the best used to

create an understanding of a topic or to influence attitudes through
education or training about a topic.

JOB 2.Computer-based training

TRAINING Many companies are implementing computer-based training as an

alternative to classroom training to accomplish the goal. Some of the
reasons for this shift are 
•Reduces trainee learning time
•Reduces the cost of training

3.Discussion method
The discussion method uses a lecture to provide trainees with information
that is supported, reinforced and expanded on through interactions both
among the trainees and between the trainer and trainees.It provides a
two-way flow of communication. Knowledge is communicated from the
trainer to the trainees. Quick feedback is ensured.
4.Cases presentation
Case studies attempt to simulate decision-making situation that
trainees might find on the job. The trainee is usually presented with a
written history, key elements and the problem of a real or imaginary
organization or subunit. A series of questions usually appears at the
end of the case.

5.Business games
Business Games are simulations that attempt to represent the way
industry, company, and a subunit of a company function. They are
based on a set of relationships, rules, and principles derived from
theory or research.

6.Role-playing
Role-playing is a training technique in which trainees act out roles or
parts in a realistic management situation.The aim is to develop
trainees’ skills in areas like leadership and delegating. It is an
enactment or simulation of a scenario in which each participant is
given a part to act out.
 1.Easily applicable

ADVANTAGES 2.Saves time

OF ON-THE-
JOB 3.Gives you
TRAINING flexibility

4.It’s social-ready
 1.Low Productivity

2. Errors On
Production
DISADVANTAGES
OF ON-THE-JOB
TRAINING 3. Costly

4. Disturbance
ADVANTAGES OF OFF-
THE-JOB TRAINING

1.The method is economical:

2. The method is highly time-

saving:

3.High productivity rates are

maintained:

4.Error-free production rates:

DISADVANTAGES OF
OFF-THE-JOB TRAINING

It can be expensive.

There is a risk that the newly trained

employee will leave the business.

The method is completely detached

from the workplace.

Lost productivity whilst the trainee is

away from their role.
THANK YOU