XYZ Apparel Company

We are a shirt and trouser manufacturing company and the following is the
training programme given to our employees:

Our organization structure is-

Dynamic capabilities.

A continuously changing organization.

A people-centric approach.

An ambidextrous organization.

An open organization that networks with its surroundings. A systems

approach to work differs from the conventional linear way of
working

Our programme design is-

Relational Model
Results Oriented Approach

On-the-job training methods

Coaching: A method of directing, instructing and training a person or group of people,

with the aim to achieve some goal or develop specific skills. There are many ways to
coach, types of coaching and methods to coaching. Direction may include motivational
speaking and training may include seminars, workshops, and supervised practice.

The benefits of coaching is that the individual will be able to improve their work
performance and skill set by receiving one-on-one training to develop career prospects.

The majority of coaching is generally delivered within an organisation by an immediate

supervisor or manager. However, many organisa tions these days employ
professional external coaches to come into their organisation to provide this service.

Job Rotation: A job design technique in which employees are moved between two or
more jobs in a planned manner, the objective is to expose the employees to different
experiences and wider variety of skills to enhance job satisfaction and to cross train
them.

Pros; Provides an opportunity to broaden ones knowledge; - Due to job rotation the
person is able to learn different job in the organization this broadens his knowledge.
Apprenticeship and Understudy: Apprenticeship is a system of training a new
generation of practitioners of a skill.

This method of training is in vogue in those trades, crafts and technical fields in which a
long period is required for gaining proficiency.

The trainees serve as apprentices to experts for long periods. They have to work in
direct association with and also under the direct supervision of their masters.

In this method, a superior gives training to a subordinate as his understudy like an

assistant to a manager. The subordinate learns through experience and observation by
participating in handling day to day problems. Basic purpose is to prepare subordinate
for assuming the full responsibilities and duties.

Project:

Projects require the trainees to do something on the job which improves the business
as well as helps them learn about the topic of training. It might involve participation on
a team, the creation of a database, or the forming of a new process. The type of project
will vary by business and the skill level of the trainee.

Pros: This is a good training activity for experienced employees. Projects can be chosen
which help solve problems or otherwise improve the operation; Trainees get first hand
experience in the topic of the training. Little time is needed to prepare the training
experience

Cons; without proper introduction to the project and its purpose, trainees may think
they are doing somebody elses work. Also, if they do not have an interest in the project
or there is no immediate impact on their own jobs, it will be difficult to obtain and
maintain their interest.

Mentoring:

A mentor can tutor others in their learning; mentors help employees solve problems
both through training them in skills and through modeling effective attitudes and
behaviors. This system is sometimes known as a buddy system.

Pros; It can take place before, during, or after a shift; It gives the trainee individual
attention and immediate feedback. It also helps the trainee get information regarding
the business culture and organizational structure.
Cons; Training can be interrupted if the mentor moves on, if a properly trained mentor
is not chosen, the trainee can pick up bad habits.

Off-the-job training method

Simulation exercises: Simulation is any artificial environment exactly similar to the

actual situation.

There are four basic simulation techniques used for imparting training Management
Games, Case study, Role playing, In-basket training.

After training workers in such condition, the trained workers may be put on similar jobs
in the actual workshop. This enables the workers to secure training in the best methods
to work and to get rid of initial nervousness.

Sensitivity Training: Sensitivity training is also known as laboratory or T-group

training.

This training is about making people understand about themselves and others
reasonably, which is done by developing in them social sensitivity and behavioural
flexibility. It is ability of an individual to sense what others feel and think from their own
point of view.

It reveals information about his or her own personal qualities, concerns, emotional
issues, and things that he or she has in common with other members of the group. It is
the ability to behave suitably in light of understanding.

A groups trainer refrains from acting as a group leader or lecturer, attempting instead
to clarify the group processes using incidents as examples to clarify general points or
provide feedback. The group action, overall, is the goal as well as the process.

Transactional Training: It provides trainees with a realistic and useful method for
analysing and understanding the behaviour of others.

In every social interaction, there is a motivation provided by one person and a reaction
to that motivation given by another person. This motivation reaction relationship
between two persons is known as a transaction.

Transactional analysis can be done by the ego (system of feelings accompanied by a

related set of behaviours states of an individual).

Lecture method:
In lecture method, the trainer does all of the talking, He or she may use hand our,
visual aids, question/answer or posters to support the lecture.
Communication is primarily one way; from the instructor to the trainee.
 Pros: less time is needed for the trainer to prepare than other methods it provides a
lot of information quickly when it is less important that the trainees retain a lot of
details.
Cons; Does not actively involve trainees in training process. The trainees forget
much information if it is presented only orally.

b) Demonstration:
Demonstration is very effective for basic skills training. The trainer shows trainees
how to do something. The trainer may provide an opportunity for trainees to
perform the task being demonstrated.

Pros: This method emphasizes the trainee involvement. It engages several senses;
seeing, hearing, feeling, touching.

Cons: It requires a great deal of trainer preparation and planning, there is also need
to be an adequate space for the training to take place. If the trainer is not skilled in
the task being taught, poor work habit can be learned by the trainee.

Local Training

They start with continuation training for ex-apprentices who have the
potential to become supervisors or section leaders

Through several levels of technical, electrical and maintenance

engineering as well as IT management

The degree of specialists varies considerably, reflecting the availability of

trained people on the job market in each country

The scope of local training is expanding. So many garment companies

have appointed corporate training assistants in this area

Advantages:

They operate trainings in their own training centres, where maximum

number of employees takes part

Managers are involved in training, which develop their coaching skills.

Career development of ex-apprentices

Management Trainees

Management Trainees are put through a 12-month long, cross-functional,

multi-location training program; after successful completion of the training
they are absorbed in their respective functional departments

Technical Management Trainees

 The training program is for duration of 12 months. Post the satisfactory
completion of training period the trainees get confirmed against available
positions based on business requirements

Field Force Trainees

The Trainees are engaged for duration of 11 months for training. Post the
satisfactory completion of training period the trainees get confirmed
against available positions based on business requirements