Training $ methods of training

Presented by

Krishn ballabh rathore M.B.A. II. Sem. (ALRI) university of mysore

Training enables an employee to do his present job more efficiently and prepare himself for a higher level job.

Training is a art of increasing knowledge, skills, & capacity of a person.

Meaning of Training

Edwin Flippo, “the purpose of training is to achieve a change in the behaviour of those trained and to enable them to do their job

better”

Knowledge

Skills

Attitude

Definitions of Training

Training

Objectives of Training

• Benefits to Organisation– Higher Productivity– Better Organisational Climate– Lesser Supervision– Prevents Manpower Obsolescence– Economical Use of Material– Prevents Accidents– Improves Quality– Greater Loyalty to Organisation– Fulfill Future Personnel Needs

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Objectives of Training

• Benefits to Employees– Personal Growth– Development of New Skills– Higher Earning Capacity– Helps Cope with Changing Technology– Increases Safety

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Training Methods• Broadly, the training and development

methods can be classified into the following two categories:

On-the-job Off-the-job

Methods Methods • Coaching Conference • Special Assignments Lecture method• Live projects Seminar • Mentoring Role-Playing• Job –rotation mgnt Games

Refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior.

On the job training:

Coaching:(Training by immediate supervisor)

Coaching refers to the activity of a coach in developing the abilities of coaches or clients. Coaching methods includes both theoretical and practical sections. Where motivational speeches are done theoretically, workshop, seminars come under practical methods.

Job-Rotation:(Move from job to job)

Job rotation is an approach to management development where an individual is moved through a schedule of designed to give him or her a breadth of exposure to the entire operation.Job rotation is also practiced to allow qualified employees to gain more insights into the processes of a company, and to reduce boredom and increase job satisfaction & skill enhancement through job variation.

Job-instruction-technique.(jit)

Step by step structured training method in which a trainer(1) prepares a trainee with an overview of the job its purpose, and the results desired, (2) demonstrates the task or the skill to the trainee, (3) allows the trainee to mimic the demonstration on his or her own (4) employee does the job independently (5)follows up to provide feedback and help.

Off-The-Job Training• Off the job training involves employees

taking training courses away from their place of work. This is often also referred to as "formal training".

• Off the job training courses might be run by the business' training department or by external providers.

• - Use of specialist trainers and accommodation. 

Role Plays:Trainees act out characters assigned to them.Information regarding the situation is provided to the trainees.Focus on interpersonal responses.Outcomes depend on the emotional (and subjective) reactions of the other trainees.The more meaningful the exercise, the higher the level of participant focus and intensity.

Training is basically incomplete without lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method Main Features of Lecture Method: Inability to identify and correct misunderstandingsLess expensiveCan be reached large number of people at onceKnowledge building exercise Less effective because lectures require long periods of trainee inactivity

Lecture:

The purpose of vestibule training is to reproduce an actual work setting and place it under the trainer's control to allow for immediate and constructive feedback. Training vestibules are useful because they allow trainees to practice while avoiding personal injury and damage to expensive equipment without affecting production.

Vestibule training: