Designing

&
Implementing
Unit III

Presented by
Suchitra Satishchandra Mendke
 Methods of Training

On-the-Job Off-the-Job
1. Orientation 1. Lectures
2. Job rotation 2. Audio-visuals
3. Coaching 3. Programmed Instructions
4. Mentoring 4. Computer Assisted Instructions
5. Internships & Assistantships 5. Simulations
6. Apprentice Training 6. Case Study
7. Job instruction training(JIT) 7. Role Play
8. Vestibule Training
9. Sensitivity Training
 On-the-Job Methods
1. Orientation: introducing new employee to the company or product or services or
innovations

2. Job Rotation: It is the process of training employees by rotating them through a

series of related jobs. Rotation not only makes a person well acquainted with
different jobs, but it also alleviate boredom and allows to develop rapport with a
number of people.

3. Coaching: Coaching is a one-to-one training. It helps in quickly identifying the

weak areas and tries to focus on them. It also offers the benefit of transferring
theory learning to practice.

4. Mentoring: The focus in this training is on the development of attitude. It is used

for managerial employees. Mentoring is always done by a senior. It is also one-
to- one interaction, like coaching.
5. Internships & Assistantships: it teaches specific skills and carried out for creative,
technical and professional education.

6. Apprenticeship: is a system of training a new generation of practitioners of a skill.

This method of training is in vogue in those trades, crafts and technical fields in which
a long period is required for gaining proficiency. The trainees serve as apprentices to
experts for long periods. They have to work in direct association with and also under
the direct supervision of their masters. The object of such training is to make the
trainees all-round craftsmen. It is an expensive method of training. Also, there is no
guarantee that the trained worker will continue to work in the same organization after
securing training. The apprentices are paid remuneration according the apprenticeship
agreements.

7. Job Instructional Technique (JIT): It is a Step by step (structured) on the job training
method in which a suitable trainer (a) prepares a trainee with an overview of the job,
its purpose, and the results desired, (b) demonstrates the task or the skill to the trainee,
(c) allows the trainee to show the demonstration on his or her own, and (d) follows up
to provide feedback and help. The trainees are presented the learning material in
written or by learning machines through a series called ‘frames’
Off-the-Job

1. Lectures: Lectures and conferences are the traditional and direct method
of instruction. Every training programme starts with lecture and
conference. It’s a verbal presentation for a large audience. However, the
lectures have to be motivating and creating interest among trainees. The
speaker must have considerable depth in the subject. In the colleges and
universities, lectures and seminars are the most common methods used
for training.

2. Audio-visuals: uses television slides, overheads, videos tapes and films.

It Provides wide range of realistic examples of job conditions and
situations.

3. Programmed Instructions: training without the intervention of trainer.

Information is provided in blocks either in book form , after reading each
block need to answer and feedback is provided in form of correct answer.
4. Computer Assisted Instructions: extension of PI. Speed,
memory and data manipulation capacity of computers is used.

5. Simulation: duplicates artificial environment exactly similar

to the actual situation. Helps in realistic decision making
environment

6. Case Study: written description of actual situation. It gives an

insight into the context of a problem as well as illustrating the
main point.

7. Role Playing: Each trainee takes the role of a person affected

by an issue and studies the impacts of the issues on human life
and/or the effects of human activities on the world around us
from the perspective of that person.
8. Vestibule Training: Vestibule Training is a term for near-the-job training,
as it offers access to something new (learning). In vestibule training, the
workers are trained in a prototype environment on specific jobs in a special
part of the plant. An attempt is made to create working condition similar to
the actual workshop conditions. After training workers in such condition,
the trained workers may be put on similar jobs in the actual workshop.

9. Sensitivity Training: Sensitivity training is also known as laboratory or T-

group training. This training is about making people understand about
themselves and others reasonably, which is done by developing in them
social sensitivity and behavioral flexibility. It is ability of an individual to
sense what others feel and think from their own point of view. It reveals
information about his or her own personal qualities, concerns, emotional
issues, and things that he or she has in common with other members of the
group. It is the ability to behave suitably in light of understanding.
 Management Development Programme
(MDP)
“Executive or management development is a planned process of
learning and growth designed to bring behavioural change among
the executives.”

Management development is a process in which managers working

at different levels learn and improve their ability, capability,
knowledge and skills for improving the performance of individual
as well as organization.

In the opinion of Molander, “management development is a

conscious and systematic process to control the development of
managerial resources in the organization for the achievement of
goals and strategies.”
 Methods of MDP

On-the-Job Off-the-Job
1. Job rotation 1. Lectures
2. Coaching 2. Seminars & Conferences
3. Action learning 3. Case Study
4. Staff meetings 4. Management games
5. Lateral transfers 5. Role Play
6. Understudy 6. Behaviour modelling
7. In-basket exercise
8. Corporate universities
 On-the-Job Methods
1. Job rotation: mangers are moved from one business to another

2. Coaching: continuing flow of instructions, comments and

suggestions from managers to sub-ordinates

3. Action learning: work full time on projects.

4. Staff meetings: familiarity with problems and events outside their

immediate areas.

5. Lateral transfers: movement through different departments

6. Understudy: An understudy is a person who is in training to

assume at a future time, the full responsibility of the position
currently held by his superior
 Off-the-Job Methods
1.Lectures: It is the simplest of all techniques. This is the best technique to present and
explains series of facts, concepts, and principles. The lecturer organizes the material and
gives it to a group of trainees in the form of talk.

2.Seminars & Conferences: A conference is a meeting of several people to discuss the subject
of common interest. But contribution from members can be expected as each one builds
upon ideas of other participants

3.Case Study: Case is a description of management problem/situation as viewed or presented

to a decision-maker. Cases are prepared on the basis of actual business situations that
happened in various organizations

4.Management games: Under this method, the trainees are divided into groups or different
teams. Each team has to discuss and arrive at decisions concerning such subjects as
production, pricing, research expenditure, advertising, etc., assuming it to be the
management of a simulated firm. The other teams assume themselves as competitors and
react to the decision.
5. Role Play: A problem situation is simulated by asking the participants to
assume the role of particular person in the situation. The participant
interacts with other participants assuming different roles. Mental set of
the role is described but no dialogue is provided.

6. Behaviour modelling: Behaviour modelling is an approach that

demonstrates desired behaviour and provides trainees the chance to
practice and role play/imitate those behaviours and receive feedback.

7. In-basket exercise: In-basket exercise, also known as in-tray training,

consists of a set of business papers which may include e-mail SMSs,
reports, memos, and other items. Now the trainer is asked to prioritize the
decisions to be made immediately and the ones that can be delayed.

8. Corporate universities: organizations collaborate with university.