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TRAINING METHODS& techniques(9)

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    Training Methods

    A training method is the process, technique or approach

    which a trainer uses in teaching. The method by which training is delivered often varies

    based on the needs of the company, the trainee, and on the

    task being performed.

    The method chosen will motivate employees to learn, helpthem retain and transfer what they have learned and

    enhance performance with other skills and knowledge.

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    Some Common Training Methods

    On-the-job Training Off-the-job Training

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    On-the-Job Training

    On-the-job training (OJT) means having person learn a jobby actually doing it. It is one of the best training methodsbecause it is planned, organized, and conducted at theemployee's worksite.

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    Types of On-the-job training

    Coaching or understudy method acquiring skills by observingthe supervisor.

    Job rotation trainee moves from job to job at planned intervals.

    Job enlargement-it involves expanding the number of tasks orduties to a given job. Enlarge jobs by adding tasks of similarnature and skill.

    Job enrichment-it is vertical change in loading,i.e. supervisorytasks are added involving- planning, organizing and controllingof jobs.

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    Job instruction training(JIT):It consists of four basic step:

    Preparing the trainees by telling them about the job and

    overcoming their uncertainties.

    Presenting the instruction, giving essential information in a clear

    manner.

    Having trainees try out the job to demonstrate their

    understanding.

    Placing the workers into the job, on their own

    Syndicate method: Working in a small group to achieve a

    particular purpose is described as syndicate method

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    Off-the-job training methods

    1. Role Play Training Method: Role play is a simulation in which

    each participant is given a role to play. Trainees are given with

    some information related to description of the role, concerns,

    objectives, responsibilities, emotions, etc. Then, a general

    description of the situation, and the problem that each one ofthem faces, is given. For instance, situation could be strike in

    factory, managing conflict, two parties in conflict, scheduling

    vacation days, etc. Once the participants read their role

    descriptions, they act out their roles by interacting with oneanother.

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    2. Case Study Training Method:Case Studies try to simulate

    decision making situation that trainees may find at their workplace. It reflects the situations and complex problems faced by

    managers, staff, HR, CEO, etc. The objective of the case study

    method is to get trainees to apply known concepts and ideologies

    and ascertain new ones. The case study method emphasize on

    approach to see a particular problem rather than a solution.

    3. Vestibule training A form of training in which new employees

    learn the job in a setting that approximates as closely as is

    practicable to the actual working environment. An example is the

    training of airline pilots in a simulated cockpit. This type oftraining is generally used when the use of actual equipment by

    untrained employees would be too risky or when the actual work

    setting would be unconducive to learning (e.g. because of noise

    levels).

    http://traininganddevelopment.naukrihub.com/trainee.htmlhttp://traininganddevelopment.naukrihub.com/trainee.html
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    4. Business game: it is a technique in which participants consider a

    sequence of problems and take decision.

    5. Simulated management games:SMG provides the vital link

    between theory and practice in unique manner.

    6. In- basket exercise:It provides trainees with a log of written text

    or information and requests, such as memos, messages, and

    reports, which would be handled by manger, engineer, reporting

    officer, or administrator.

    7. Action learning: It establish the relationship between learning and

    doing

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    8. Sensitivity training

    9. Transactional analysis

    10.Fish-bowl exercise

    11. Johari window

    12. Counseling

    13. Empowering

    14. Interviewing

    15. Self-development

    16. Out-bound learning


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