Presentation on training methods

Meaning of Training and Development

TRAINING:

It is concerned with the knowledge, skill attitude, techniques & experiences which enable as individual to make his most effective contribution to the combined effort of the team of which he is a member. Development is any learning activity, which is directly towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance.

:objectives
Objectives of training methods can be determined

generally as below.

a) Increase job satisfaction and morals among employees

b) Increase employee motivation c) Increase efficiencies in processes, resulting in financial gain d) Increase capacity to adopt new technologies and methods

 e) Increase innovation in strategies and

products f) Reduce employee turnover g) Enhance company image, e.g., conducting ethics training (not a good reason for ethics training!) h) Risk management, e.g., training about sexual harassment, diversity training

Classification of training methods are as follows

On the job training

 on-the-job trainings are given to the

employees while they are conducting their regular works at the same places. In this way they do not lose time while they are training or learning. After a plan is developed for what should be taught, employees should be informed about the details. A time table should be establish with periodic evaluations to inform employees about their progress.

Advantages of On the job Training

It provides instructions 24 hours 7 days per week,

irrespective of the location and allows the employee to follow the training process on his own terms. Furthermore, it requires a smaller budget for putting it in practice. In terms of training programs, online training can easily adjust to any kind of business due to its flexibility in adapting to the companys needs. In addition, online training means time saving as it allows people to complete the training process at their own peace from their computers, without having to waste time going some place else.

Disadvantages of On the job Training

Think about on the job driving lessons, it cant be

done, due to the need to actually be on the street and really drive a car not just a wheel and some pedals. This is one of the situations where on the job training is not applicable, because the experience needs human interaction and tactile experience. Moreover, it is just a program including graphs, images, text and simulations of the real situations, thus it lacks social interaction, team-oriented learning is diminished.

On-the-job training techniques include

Orientations - Orientations are for new

employees. The first several days on the job are crucial in the success of new employees. Some companies use verbal presentations while others have written presentations. Many small businesses convey these topics in one-on-one orientations. No matter what method is used, it is important that the newcomer understand his or her new place of employment.

 Internships and assistantships These are

usually a combination of classroom and on-thejob training. They are often used to train prospective managers or marketing personnel. Apprenticeship is a system of training a new generation of practitioners of a structured competency based set of skills. Apprenticeships ranged from craft occupations or trades to those seeking a professional license to practice in a regulated profession.

 job instruction training Step by step (structured) on the job

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, and (4) follows up to provide feedback and help.

 Job rotation also can be mentioned as a role

playing method. Job rotation involves moving an employee through a series of jobs so he or she can get a good exposure to the tasks that are associated with different jobs. It is usually used in training for supervisory positions. The employee learns a little about everything.

Off the job training

Advantages of Off the job Training

People still need real offl the job interaction, tangible examples and face-to-face meetings in

order to better understand more complex exercises or problems. Human interaction remains the key ingredient for learning. Furthermore, off the job training may motivate the employees more by keeping them alert and not letting them fall into monotony.

Disadvantages of Off the job Training

The costs of these sessions are higher as

the time allocated for their performance is longer, and there are additional expenses with the location where the training will take place.

Off-the-job techniques include

lectures, special study, audio visual

conferences or discussions, case studies, role playing, simulation, programmed instructions, and laboratory trainings. Most of these techniques are too costly.

Rank and file training.

The non-executive and non-

managerial employees of a company. The term originates from the formations of military personnel, since troops would stand next to each other (rank) and in a line (file) when marching, while officers would march on the outside of the formation.

supervisors
The role of a management supervisor is a multitasking function that supports the

leadership of a business, troubleshoots, creates new solutions, provides team-building, gives guidance and confirms accountability in all the areas assigned to that manager. It can be a be wildering and stressful role at times, and it can also be very fulfilling. Those who understand how the function works before getting into a supervisor's position will tend to perform better, since much of the learning involved is by experience rather than theory.

Basic Responsibilities
A supervisor's responsibilities can vary and

aren't just limited to the obvious function of personnel supervision. They can include company representation to external parties, committee membership, training of rank and file, recruitment, disciplinary functions, hiring and selection duties.

 The supervisor is usually the lowest

delegated level of company management to represent the company in all matters affecting the supervisor's area. As such, the job expects the recruit to be flexible, creative and able to anticipate where an issue will go before making a decision.

A management supervisor has to make many decisions.

Setting an Example
The supervisor, particularly a first-line

manager, makes a large impression on staff every day. And rank and file employees will watch their managers closely to gauge what is allowable, what is not and what direction management prefers issues to go in. Both verbal and nonverbal observations are considered. As a result, the supervisor needs to always be conscious of how his or her words and actions will be perceived.

 Leadership

Although it is not automatically made clear in every case, most businesses want their management supervisors to exhibit good leadership. It is one of the most fundamental traits desired in a management recruit.

 Discipline

Those wanting to be a supervisor should not shy away from the hard side of being a manager. A company needs people it can rely on to maintain discipline and, if need be, mete out correction when needed. This skill will be required from time to time of a supervisor.

Emotional intelligence
Emotional Intelligence

Though rarely discussed in formal training, understanding the benefits of utilizing emotional intelligence as a supervisor can reap dividends in career success. The concept is straightforward: pay attention to verbal and nonverbal clues to understand and anticipate where staff members are emotionally.

Thank you.