The present response which comes out from the training system for making rapid changes in structure is known as training methodology. This response helps in designing new training program by modifying the existing training system. Employees are trained by adopting this new training program.
Basically there are two types of Training Methods are adopted by an organization: -
- ON - THE JOB TRAINING METHODS
- OFF - THE JOB TRAINING METHODS
ON THE JOB TRAINING METHOD
This method is applied in the workplace, while employees are actually working. Following are the methods on the job training: -
The oldest method of on the job training is Experience. Learning by experience cannot and should not be eliminated as a method of development.
The techniques involves direct usually with extensive demonstration and continuous critical evaluation and correction. In this approach the supervisor should be properly trained and oriented.
The understudy method makes the trainee assistance to the current jobholders. The trainee learns by experience, observation and imitation.
The main objective of job rotation is like providing knowledge of each and every field so that trainee’s background is strong in the organization.
In this training method the trade skill learned under specialist guidance. The period is from six months to five years.
This is a flexible training device. Such special project assignments grow ordinary out of an individual analysis of weakness by this method. The trainee not only acquires knowledge about the assigned activities but also learn how to work with others.
In an organization group of trainees are gathered and their knowledge and background is advanced through selective reading. The reading may include professional journals and books.
Vestibule schools are widely used in training for clerical and office jobs as well as factory production jobs.
Multiple management emphasizes the use of committees to increase the flow of ideas from less experience managers to train them for positions of great responsibilities.
OFF THE JOB TRAINING METHODS
Off the job methods are those methods in which trainees are sent outside for training.
Those methods are as follows:
Special Courses & Lectures
It is a formal training method. Such courses are organized for a short period from 2-3 days to a few weeks.
In this method the participant’s pools, their ideas and experiences in attempting to arrive to improved methods of dealing with the problems that are common subjects of discussion.
This method increases the trainee’s power of observation, helping him to ask better questions and to look for broader ranger of problems.
In this method a problem is posed and ideas are invited. Ideas are encouraged and criticism of any idea is discouraged.
Laboratory training is more concerned about changing individual’s behavior and attitudes.
Simulation is the presentation of real situation of organization in the training session.
There are other types of off the job training.
Lecture and demonstrations
In this phase training sites are prepared and many facilities are provided which is required to conduct the training program.
Once the program is designed and developed I needs to be implemented. there may arise many problems in this phase like unavailability of trainer, unwillingness of managers and other employees. To remove this training communication should be effective.
To make a training programme Effective and Efficient in nature few major points should be kept in mind and conducted out. These are
- Commitment of Management or unions
- Match between Training / Corporate objectives
- Developing a Learning organization
- Ensuring linkage between organization, operational and individual training needs
- Proper selection of trainee
This is the much important phase of training. In this the assessment is done to know that all the programmes are running on right track. It is done for the feedback whether transfer of training take place or not.