TRAINING METHODS

As aresult of research in the field of training, a number of programmes are available.

new methods, while others are improvements over the traditional methods. The training Some ofthesar
programmes
used to train operative and supervisory personnel are discussed below.
on-the-job and of-the-job training programmes as shown in Fig. 9.1.
These programmes s are
scommen
Training Methods Training Methods

On-the-job Methods Off-the-job Methods

Job rotation Vestibule training

Coaching Role playing
Job instruction Lecture methods
Conference or
Training through
step-by-step discussion
Committee assignments Programmed instruction
Internships

On-the-job Training Methods

This type of training, also known as job instruction training, is the most commonly used method i
this method, the individual is placed on aregular job and taught the skills necessary to pertorm thatin
trainee learns under the supervision and guidance of aqualified worker or instructor. On-the-job traininn ha.
advantage of giving first hand knowledge and experience under the actual working conditions. While the t
learns how to perfom a job, he is also a regular worker rendering the services for which he is paid. The prohie
of transter of trainee is also minimised as the person learns on-the-job. The emphasis is placed on renders
services in the most effective manner rather than learning how to perform the job. On-the-job training metos
include job rotation, coaching, job instruction or training through step-by-step and committee assignmerts
() Job Rotation: This type of training involves the movement of the trainee from one job to another T
trainee receives job knowledge and gains experience from his supervisor or trainer in each of the ditferentim
assignments. Though this method of training is common in training managers for general management postos
trainees can also be rotated from job to job in workshop jobs. This method gives an opportunity to the trar#
to understand the problems of employees on other jobs and respect them.
() Coaching: The trainee is placed under a particular supervisor who functions as a coach in trainingt
individual. The supervisor provides feedback to the trainee on his performance and offers him some suggesto:
for improvement. Often, the trainee shares some of the duties and responsibilities of the coach and
releves
of his burden. Alimitation of this method of training is that the trainee may not have the
freedom or opporu
to express his own ideas.
EmployeeTraining 159

tl) Job lnstruction: This method is also known as training through step by step. Under this method, the
oxolains to the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job.
trainer appraises the pertormance of the trainee, provides feedback information and corracts the trainee.
Commlttee Assignments: Under the committee assignment, a group of trainees are given and
dtnsolve an actual organisational problerm. The trainees solve the problerm jointly. It develops teawork.

Box 9.6: How to Make Training Effective?

& Determine the training needs through job description, performance appraisal, potential appraisal and discussion
with employees.
Prepare a training calendar in discusslon with the managers concerned.
Define the training objectives specifically.
& Determine the criteria of need for training but not seniority for nomination of employees for training.
Select the efficient faculty.
(Source: Human Capital).

Internship
Internship is one of the on-the-job training methods. Individuals entering industry in skilled trades like
machinist, electrician and laboratory technician are provided with thorough instruction though theoretical and
practical aspects. For example, TISCO, TELCO, and BHEL select the candidates from polytechnics engineering
colleges and management institutions and provide apprenticeship training.Apprenticeship training programmes
are jointly sponsored by colleges, universities and industrial organisations to provide the opportunity to the
students to gain real-life experience as well as employment. Exhibit 9.3 presents the benefits of apprenticeship
training.

MAKE INTERNSHIPS BENEFICIAL Exhibit

Most of the Universities and Colleges encourage students for internship as part of the curiculum, as it is 9.3
beneficial to all concerned.
Benefits to Students:
Practical knowledge and exposure
. Higher initial salaries
Faster promotions
Quick job orientation
Benefits for Universities:
Touch with marketplace
Improvement in recruitment chances
Improvement in attraction of quality students
Benefits to Potential Employers:
.Competent assistance
. Opportunity to evaluate potential employees
. No obligation to continue relationship at the end of internship
. Reduce recruitment expenses
 Off-the-job Methods
the job situation and his attention is tocussSer
Onoer this method of training, the trainee is separated from
performance. Since the trainee is not distracted by joh
upon learning the material related to his future iob
learning the job rather than spending his time in
Tequrements, he can place his entire concentration on
the trainees. Companies nave started uSino
penorming it. There is an opportunity for freedom of expression for Ot-the-job training
Box 9.7 and Box 9.8).
muiimedia technology and intormation technology in training (See
methods are as foilows:

Box 9.7: Multimedia Training at Fedex

anywhere tor training.
Express Corporation trains its emplovees throuah online. Employees do not need to go
rederal
They simply log on to their computers and learn.

Box 9.8: Web Enabled Training

including certificate
Broadband and Internet Services (AT&T BIS) has an on-line training programme for employees,
Al&T
technologieSs.
cOurses on effective communication and skills in emerging
courses via the internet by
employees register for the training programme online and then log on to their
ATl and BIS computer and internet.
Participants' complete course work from wherever they have access to
USIng passwords. using neW Communication
solution to help managers become adept at
Online training Courses provide an affordable
tools.
Material
work conditions are simulated in a classroom.
(0) Vestibule Training: In this method, actual
equipment which are used in actual job performance are also used in training. This type of training i
files and jobs. The duration of this training ranges
commonly used for training personnel for clerical and semi-skilled
practice in this method.
from days to a few weeks. Theory can be related to
interaction that involves realistic behaviour in
(iüi) Role Playing: It is defined as a method of human
practice. The participants play the role
imaginary situations. This method of training involves action, doing and
engineer, superintendents, maintenance
of certain characters such as the production manager, mechanical
is mostly used for developing
engineers, quality control inspectors, foremen, workers and the like. This method
interpersonal interactions and relations.
instructor organises
(ii) Lecture Method: The lecture is a traditional and direct method of instruction. The
lecture must motivate and
the material and gives it to a group of trainees in the form of a talk. To be effective, the
and can be used for
create interest among the trainees. An advantage of the lecture method is that it is direct
limitation of the lecture method
a large group of trainees. Thus, costs and time involved are reduced. The major
is that it does not provide for transfer of training effectively.
(iv) Conference or Discussion: It is a method in training the clerical, professional and supervisory
personnel. This method involves agroup of people who pose ideas, examine and share facts, ideas and data,
test assumptions and draw condlusions, all of which contribute to the improvement of job performance. Discussion
has the distinct advantage over the lecture method, in that the discussion involves two-way communication and
hence feedback is provided. The participants feel free to speak in smal groups. The success of this method
depends on the leadership qualities of the person who leads the group.
(v) Programmed Instruction: In recent years, this method has become popular. The subject-matter lo
be learned is presented in aseries of caretuly planned sequential units. These units are arranged from simple
to more complex levels of instruction. The trainee goes through these units by answering questions or tling ui
blanks. This method is expensive and time-consuming.