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OFF THE JOB TRAINING: -is given outside the actual work place.
Lectures/Conferences:- This approach is well adapted to convey specific information, rules, procedures or methods. This method is useful, where the information is to be shared among a large number of trainees. The cost per trainee is low in this method.
Films: - can provide information & explicitly demonstrate skills that are not easily presented by other techniques. Motion pictures are often used in conjunction with Conference, discussions to clarify & amplify those points that the film emphasized.
Simulation Exercise: - Any training activity that explicitly places the trainee in an artificial environment that closely mirrors actual working conditions can be considered a Simulation. Simulation activities include case experiences, experiential exercises, vestibule training, management games & role-play.
Cases: - present an in depth description of a particular problem an employee might encounter on the job. The employee attempts to find and analyze the problem, evaluate alternative courses of action & decide what course of action would be most satisfactory.
Experiential Exercises: - are usually short, structured learning experiences where individuals learn by doing. For instance, rather than talking about inter-personal conflicts & how to deal with them, an experiential exercise could be used to create a conflict situation where employees have to experience a conflict personally & work out its solutions.
Vestibule Training: - Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. While expensive, Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job.
Role Play: - Its just like acting out a given role as in a stage play. In this method of training, the trainees are required to enact defined roles on the basis of oral or written description of a particular situation.
Management Games: - The game is devised on a model of a business situation. The trainees are divided into groups who represent the management of competing companies. They make decisions just like these are made in real-life situations. Decisions made by the groups are evaluated & the likely implications of the decisions are fed back to the groups. The game goes on in several rounds to take the time dimension into account.
In-Basket Exercise: - Also known as In-tray method of training. The trainee is presented with a pack of papers & files in a tray containing administrative problems & is asked to take decisions on these problems & are asked to take decisions on these within a stipulated time. The decisions taken by the trainees are compared with one another. The trainees are provided feedback on their performance.
Training is defined to the imparting of specific skills, abilities and knowledge to an employee. Training intends to develop specific and useful knowledge, skills and techniques. It is basically a task oriented activity which prepares people to carry out predetermine tasks. A formal definition of training and development is, it is any attempt to improve current or future employee performance by increasing an employee's ability to perform through learning, usually by changing the employee's attitude or increasing his or her skills and knowledge.
Training Methods
Most training takes place on the job. This can be attributed to the simplicity of such methods and their usually lower cost. However, on the job training can disrupt the workplace and result in an increase in errors as learning proceeds. In such cases off the job training methods are used.
Some of the training methods are as follows
1). Training on the job: Which involves Apprenticeship, In-plant training, Craftsmanship Training.
2). Simulating real life situations: Which involves Role playing, Business Games, In-basket training.
3). Laboratory Training: Sensitive training - T group or L group and T transactional analysis.
4). Sampling real life: Which involves Case methods / Case Studies.
5). Individual training or counseling: Which involves practicing specific skills, reading and written assignments, postal tuition and programmed instruction.
6). Discussion Method: Syndicate Method, Conducting Seminars / Conferences / Colloquium/Symposium/Brain Storming sessions.
7). Lecture method: Following various lecture methods to train and motivate.
On-the-job training and apprenticeships let participants acquire new skills as they continue to perform various aspects of the job. Computer-based training (CBT) provides learners at various geographic locations access
Types of employee training:
on-the-job training
off-the-job training
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What are the three types of army self development?
The three types of army self development are institutional training, operational assignments, and self-development. Institutional training includes formal education and training programs, operational assignments involve gaining experience through on-the-job training, and self-development includes personal efforts to enhance skills and knowledge.
What types of development opportunities concentrate on providing activities to help employees expand their current knowledge?
Types of development opportunities include mentoring, career counseling, management and supervisory development, and job training
Give you some training and development topics?
definition training and development
What are the types of feedback during the training process?
During the training process, there are typically two main types of feedback: formative feedback, which is given during the training to monitor progress and provide guidance for improvement, and summative feedback, which is provided at the end of the training to evaluate performance and provide a final assessment. Both types of feedback are important for effective learning and development.
Define training and development?
relationship between training and deveiopment
Who assists AQF in the development of training packages?
whom assists the aqf in training package development
What have learned during your training as development tainee and how did you cope with such training as card dealer?
what is your role as development trainee
What is the definition of skills development?
Skills development is the training and development that the employer provides to his employees in the workplace. It is often construed that only training that is provided by an outside training provider falls within the definition of skills development. The definition also includes on-the-job training provided by the employer.
What serves as the foundation for Army training?
Principles of training and leader - development training.
How training and development affect the employees' morale as well as attitude?
Training and development an affect employees and depending on the type of training received can depend on the impact. For the most part when there is a positive introduction to training and development the employees greatly benefit.
Training and development meaning defnition in human resource management?
Human resources development is the training and equipping people with proper skills. This is development of individuals through training for a specific task.
Thesis on training and development?
The nature and scope of training and development should directly relate to the person's position. If a person is new on the job, it should encompass all of the training necessary to do their work. It should be as narrow or as broad as the position indicates.
