METHODS OF TRAINING

Once you have decided the train employees and have identified their training needs goals you have to design the training program. This basically means the courses and step-by step instruction as well training-on-the-job, or via the web.

There are various method employer use to actually deliver the training. They are as follows: 1. On The job Training 2. Off-The job Training

TRAINING METHODS

ON-THE-JOB METHODS

OFF-THE-JOB METHODS

JOB ROTATION COACHING JOB INSTRUCTION TRAINING THROUGH SET-BY-STEP COMMITTEE ASSIGNMENTS

VESTIBULE TRAINING ROLE PLAYING LECTURE METHODS CONFERENCE OR DISCUSSION PROGRAMMED INSTRUCTION

1. On-the job training (OJT)

OJT having a person learn a job by actually doing it. This is the most common method of training. OJT relies on current employees to train new recruits; results depend upon trainers skill in

training. The trainee is placed on the job and the supervisor or the manager shows the trainee to do the job. There are several types of on the job training, the most familiar is coaching under study method. Here employee is trained by experienced worker or trainee supervisor.
OTC means having a person learn a job by actually performing it Virtually every employee, from mailroom clerk to company president, gets some on-the-job training when he or she joins a firm. In many companies, OJT is the only type of training available. It usually involves assigning new employees to experienced workers or supervisors who then do the actual training. - (There are several types of on-the-job training. The most familiar is the coaching or understudy method. Here the employee is trained by an experienced worker or the trainee's supervisor. At lower levels trainees may acquire skills for, say, running a machine, by observing the supervisor. But this technique is also widely used at top-management levels. The position of assistant is often used to train and develop the company's future top managers, for instance. Job rotation, in which an employee (usually a management trainee) moves from job to job at planned intervals, is another OJT technique. Special assignments similarly give lower-level executives firsthand experience in working on actual problems'-,

OJT has several advantages.

a) It is relatively inexpensive; b) trainees learn while producing; and there is no need for expensive off-job facilities like classrooms or programmed learning devices. c) The method also facilitates learning, since trainees learn by actually doing the job and get quick feedback about the correctness of their performance.

Disadvantages

a) , The trainers themselves should be carefully trained and given the necessary training materials. (Often, instead, an experienced worker is simply told to "go train John") b) Experienced workers who are chosen as trainers should be thoroughly trained in the proper methods of instruction

In particular the principles of learning and perhaps the step-by-step job instruction technique that we address next

STEP 1: PREPARATION OF THE LEARNER 1. Put the learner at easerelieve the tension. 2. Explain why he or she is being taught/ 3. Create interest, encourage questions, find out what the learner already knows about his or her job or other jobs; 4. Explain the why of the whole job and relate it to some job the worker already knows. 5. Place the learner as close to the normal working position as possible. 6. Familiarize the worker with the equipment, materials, tools, and trade terms. STEP 2: PRESENTATION OF THE OPERATION 1. Explain quantity and quality requirements. 2. Go through the job at the normal work pace. 3. Go through the job at a slow pace several times, explaining each step. Between operations, explain the difficult parts, or those in which errors are likely to be made. 4. Again go through the job at a slow pace several times; explain the key points. 5. Have the learner explain the steps as you go through the job at a slow pace. STEP 3: PERFORMANCE TRYOUT 1. Have the learner go through the job several times, slowly, explaining each step to you. Correct mistakes and, if necessary, do some of the complicated steps the Bis! Few times. 2. You, the trainer, run the jojo at the normal pace. 3. Have the learner do the job, gradually building up skill and speed. 4. As soon as the learner demonstrates ability to do the job, let the work begin, but don't abandon him or her. STEP 4: FOLLOW-UP 1. Designate to whom the learner should go for help if he.or she needs 2. Gradually decrease supervision, checking work from time to time against quality and quantity standards. 3. Correct faulty work patterns that begin to creep into the work, and do it before they become a habit. Show why the learned method is superior. 4. Compliment good work; encourage the worker until he or she is able to meet the quality/quantity standards.

Common method of job training is as follows a) Induction Training It enables the new comer to become a productive as quickly as possible. It can avoid a costly mistake by new comer not knowing the procedure of their job. The duration of job training will vary from organization to organization, job to job depending on the complexity

the size of the business and the level or position of the job within the organization. Induction learning includes following areas: Learning about the duties of the job Meeting the new colleagues Seeing the layout of the premises; and Learning about the internal working policies of the businesss An effective induction training should emphasize the following topics; The organizations history and mission The key member in the organization HR policies, Rules and regulations Some organization uses verbal presentation while others manual presentation

b) Apprenticeship `It is a process by which people become skilled workers, usually through a combination of formal learning and long term on the job training. Apprentice learning occurs under the supervision of an experienced person. Apprenticeship develop employee who can do many different task. The skill an apprentice learns on the job supplemented with the required number of technical training. Apprenticeships are usually appropriate for jobs requiring production skill. More employers are going "back to the future* by implementing apprenticeship training programs, an approach that began in the Middle Age. Apprenticeship training is a structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job train in gMt is widely used to train individuals for many occupations including electrician and plumber. 'Apprenticeship training basically involves having the learner/apprentice study under the tutelage of a master craftsman.11 In Germany, for instance, students ages 15 to 18 often divide their time between classroom instruction in vocational schools and part-time work under the master craftsman. The apprenticeship lasts about 3 years and ends with a certification examination. Several U.S. facilities are successfully using this approach. For example, the Siemens Stromberg-Carlson plant in Florida has apprenticeships for adults and high school students for jobs such as electronics technicians:

c) . Informal Learning

About two-third of industrial training isn't "formal" at all, but rather results from dayto-day unplanned interactions between the new worker and his or her colleagues. 51 Informal learning may be defined as "any learning that occurs in which the learning determined or designed by the organization.

Although informal learning isn't predetermined or predesigned by the organization, there's still quite a bit you can do to make sure such learning takes place. Most of the steps are surprisingly simple. For example, Siemens Power Transmission and Distribution in Raleigh, North Carolina, places tools in cafeteria areas to take advantage of the work-related brainstorming going on there amidst the usual social banter.* Other companies have installed high round tables so people can perch on stools or can stand during impromptu meetings. Even something at simple as installing white boards and keeping them stocked with markers for quick shift change notes can facilitate informal learning d) Job Instruction Training Many jobs consist of a logical sequence of steps and are best taught step-by-step. This step by step process is called job Instruction training (JIT). To begin, list all necessary steps in the job, each in its proper sequence. Alongside each step also list a corresponding "key point" (if any). The steps show what is to be done, whereas the key points show how its to be doneand why. Here is an example of job instruction training sheet for teaching a trainee how to operate a large motorized paper cutter.

Steps: 1. 2. 3. 4. 5. Start motor Set cutting distance Place paper on cutting table Push paper up to cutter Grasp safety release with Lefthand 6. Grasp cutter release with Right hand 7. Simultaneously pull cutter And safety release 8. Wait for cutter to react 9. Retract paper 10. Shut off motor

key points: none -Carefully read scale-to prevent wrong sized scale -make sure paper is even-to prevent uneven cut -make sure paper is tight- to prevent uneven cut -do not release left hand to prevent hand being caught in cutter. -do not release right hand- to prevent hand from being caught in cutter. -keep both hands on corresponding release to avoid hands being on cutting table -keep both hands on release to avoid hands Cutting table -make sure cutter is retracted; keep both hands Away from release -none

e) Job Rotation A management training technique that involves moving a trainee from department to department to broaden his or her experience and identifying strong and weak point. It involves moving an employee through a series of job so he can learn other task that are associated with different job. It usually used in training for supervisory position. The employee learns little about everything. f) Coaching/Understudy approach Here the trainee works directly with the senior manager or with the person he or she is to replace, the later is responsible for trainee coaching. Normally the under study relives the executive of certain responsibilities giving the trainee a chance to learn the job g) Committee assignmen Under committee assignment, a group of trainee are given and asked to solve an actual Organizational problem jointly. It developes team work(see1.2 for example)

1.2company employee on training

LUCENT TECHNOLOGIES PERFORMANCE COUNCILS XEROX MOTOROLA

- ESTABLISH STRATEGIC CURRICULA THROUGH BUSINESS

- TRAIN MANAGERS AND TEAMS TOGETHER - DELINEATE MINIMUM TRAINING GOALS FOR ALL EMPLO YEES AND PROVIDE THE RESOURCES TO FACILITATE GOAL ACHIEVEMENT UTILIZE EXPERIENCE OF STAR PERFORMERS FOR EMPLOYEE COMPLETENCY TRIANING PROGRAMS EMPLOY ON-LINE TECHNOLOGY TO DISTRIBUTE INFORMATION FOR TEAM MEMBER DEVELOPMENT AVOID LARGE OVERHEAD COSTS BY EXTENSIVELY USING CONTRACT

2. OFF JOB- TRANING OFF job training relies on a number of techniques from simulation to class room training some of the common object training are as follow. Under this method of training the trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distract by job requirement. He can place his entry concentration on the learning the job rather then spending his time in performing it. There is an opportunity for freedom of expression for the trainee, companies have started multi media technology and information technology in training.(see box9.7 )

BOX 9.7 MULTIMEDIA TRAINING AT FEDEX

FEDERAL EXPRESS CORPORATION TRAINS ITS EMPLOYEES SIMPLY

- GO ANYWHERE FOR TRAINING THEY

EES THROUGH ON-LINE. EMPLOYEES DO NOT NEED TO LEARN .

-LOG ON TO THEIR COMPUTERS AND

a) Vestibule training It is a method that combines the benefit of the class room with a benefit of on the job training. The classroom is located as close as condition allow to the department for which the employees are being trained. Vestibule training takes place in simulated environment. There are many advantages of vestibule training . classroom are small therefore the trainees receive immediate feedback and can asks questions more easily then in a large classroom. The main disadvantage is that is quite expensive as it duplicates the production line.

b) Training by lectures Lecturing has several advantages. It is quick and simple way to present knowledge to large group of trainee, as sales force need to learn a new product feature. Lecture present training material verbally and are used to present a great deal of material to many people at the

same time and place. Lecturing is a one way of communication and as such may not be the most effective way to train.-

c) Seminar and conference training These are good problem solving approach wherein a specific problem or issue is taken up for discussion By experts and facilitates interaction of trainer and trainee to clarify issue. Opinion generated at the seminar and conference may differ from the organization philosophy, style values.

d) Simulation training It is a method in which trainee learn on the actual or simulated equipment they will use on the job but are actually trained off the job . simulated training is necessary when its too costly or dangerous to train employees on the job. simulated may take place in a separate room with the same equipment the trainees will use on the job. e) Case study training A case study method present a trainee with a written description of an organization problem. The person then analyse the case diagnose the problem, and present his or her findings and solution in a discussion with others trainee. Intergrated case scenarios expand the case analysis by creating long term comprehensive case situation.

f) Role playing The aim of role playing is to create a realistic situation and then have the trainee assumes the role of specific persons in that situation. The adage there is no better trainer than experience is exemplified with this types of training, experienced employee can describe real world experiences, and can help in and learn from developing the solution to these solutions.

g) In basket exercise training ` It is method of training, trainees are given in tray of managers containing various kinds of mails and correspondences, which require decision making. Trainee goes through each mail

and correspondence and gives their decision. It is a good method of develop analytical thinking and decision making capabilities of the trainee

. h) Supervisory training Supervisor are front line managers in a organization who lead and direct employees in work towards the organizations objective. Supervisor stand in between the employees on the one hand and top managers on the other hand. Supervisors duties and responsibilities are complex and divergent since they are accountable to the top managers as well as employees and trade union/s. The specific needs of supervisory need can be ascertained through job analysis, organizational structure, promotion chart Etc. By asking the supervisor themselves as to what are their training needs.

i) Audio-visual training It is based training techniques like DVDs, films, PPT , video conferencing, audiotapes, videotapes can be very effective and are widely used. Audiovisuals are most expensive than conventional lectures but offer some advantages. Audiovisual techniques like films, video conferencing, audiotapes, and videotapes can be very effective and are widely used.38 The Ford Motor Company uses films in its dealer training sessions to simulate problems and sample reactions to various customer corn-plaints, for example. Audiovisuals are more expensive than conventional lectures but offer some tages. Consider using them in the following situations. 1. When there is a need to illustrate how a certain sequence should be followed time, such as when teaching wire soldering or telephone repair. The stop action. instant replay, or fast- or slow-motion capabilities of audiovisuals can be useful. 2. When there is a need to expose trainees to events not easily demonstrable in live Lectures, such as a visual tour of a factory or open - heart surgery. 3. When the training is going to be used organization wide and it is too costly to mow the trainers from place to place.

They are as follows; When there is need to illustrate how to follow a certain sequence over a time, such as when teaching fax machine is repair. When there is need to expose trainees to events not easily demonstrable in live lectures such as visual tour of factory or open heart surgery When you need organization wide training and it is too costly to move the trainer from place to place Programmed learning Programmed learning is a step-by-step self learning method that consists 3 parts Presenting facts, questions, or problem to the learner Allowing the person to respond Providing the feedback on the accuracy of answer Programmed learning presents facts and follow-up questions frame by frame. The learner can respond, subsequent frames provide feedback on the accuracy of the learners answers, Next question is often depend on the accuracy of the learners answer to the previous question.

j) Laboratory Training `Laboratory training is conducted for groups by skilled trainer. It usually conducted at a neutral site and is used by senior and middle management trainers to develop a spirit of teamwork and an increased ability to deal with management and peers. It can be costly and usually offered by large business.

k) Computer based training It is increasingly interactive and realistic. The trainee uses interactive computer based and/or DVD system to increase his or her knowledge or skill. For example; interactive multimedia training integrates the use of text, video, graphics, photos, animation and sound to produce a complex training with which the trainee interacts. In computer-based training the trainee uses a computer-based system to interactively' increase his or her knowledge or skills. Vestibule or simulated training doesn't n have to rely on computerization. However, computer-based training usually involves tenting

trainees with computerized simulations and the use of multimedia including Videotapes to help the trainee learn how to do the job For example, a computer-based training (CBT) program enables a major r Northwest employer to do a better job of training interviewers to conduct correct legally defensible interviews.50 Trainees start with a computer screen that shows the applicants completed employment application, as well as information about the nature of the job. The trainee then begins a simulated interview by typing in questions, which are answered by a videotaped model acting as the applicant and whose responses to a multitude of questions have been programmed into the computer. Some items require follow-up questions, and as each question is answered the trainee records his or her evaluation of the applicant's answer and makes a decision about the person's suitability for the position. At the end of the session the computer tells the trainee where he or she went wrong (perhaps in asking discriminatory questions, for instance) and offers further instructional material to correct these mistakes.

l) Distance and internet based training Firm today use various forms of distance learning method f a. Teletraining With teletraining, a trainer in a central location teaches groups of employees at remote locations via television hook-ups. Honda America began by using satellite television technology to train engineers and now uses it for many other type of employees. Companies today are also using teletraining through which a trainer in a central location can train groups of employees at remote locations via television hookups for example, AMP Incorporated uses satellites to train its engineers and technician at 165 sites in the United States and 27 other countries. (The firm makes electrical and electronic connection devices.) To reduce costs for one training program, AMP supplied the program content. PBS affiliate WITF, Channel 33 of Harrisburg, Pennsylvania, supplied the equipment and expertise required to broadcast the training program to five AMP facilities in North jnenca.* Macy's, the New York, recently established the "Macys satellite network" in part to provide training to the firm's 59,000 employees around the country Honda America Corp. began by using satellite technology to train engineers and now uses it for many other types of employee training as well. For example, its Ohio- based subsidiary purchases seminars from the National Technological University, a provider of satellite education that uses courses from various universities and specialized teaching organization The price per course varies, but averages $200 to $250 per employee per seminar.

b. Internet based training Employees makes extensive use of web-based-training. Many firms simply let their employees take online course offered by online course providers such as saba.com. others use their proprietary internal internet to facilitate computer based training. Training on the internet is already a reality, and many firms are already using the Internet to offer at least some of their training programs. At the present time, many Internet training programs are (not surprisingly) aimed at teaching Internet users how to use the Internet Road map is one example and is the brainchild of an undergraduate student at the University of Alabama. the course is a bit like correspondence course that lands in users e-mail boxes, one new lesson a day for about four weeks m) Management games With computerized management games , trainees divided into 5-6 groups , each of which compete with the others in a simulated market place. Each group typically must decide, For example; How much to spend on advertising How much to produce How much inventory to maintain and How many of which product to produce

Management games can be effective. People learned best by being involved and the games can gain such involvement. They help trainees to develop their problem solving skill, as well as focus attention on planning rather than just putting out fire. n) Behaviour Modeling Behaviour model training is one of the most widely used, and highly regarded psychologically based training interventions The basic procedure is as follows a) Modelling; Trainer watch live or video example that shows models behaving effectively in a problem situation.

b) Role playing; next trainee are given roles to play In a simulated situations. Here they practically and rehearse the effective behaviors demonstrated by the models. Social reinforcement; The trainer provides reinforcement in the form of praise and constructive feedback based on how the trainee perform in the role playing situa c) Transfer of Training; Finally trainee are encouraged to apply their new skill when they are back on their jobs. o) Corporate Universities Many firms, particularly large once, establish in-house-development-center. These center typically offer a catalogue of courses and special programs aimed at supporting the employers management needs.

p) E-Learnaing It is a conventional versus online training. The trend is towards blended learning solution. For example; Intuit (which makes accounting soft-ware such as turbo tax and quickbooks) uses instructor led class room training for bringing new distributors and getting them to speed. Then they use their virtual class room system to provide additional training, for monthly meeting, with distributors, and for short classes on special software feature.

THE TRAINING PROCEDURE

The training procedure discussed below is essentially an adoption of the job instruction training course,wich has been proved to have a great value. The important steps in the training procedure are discussed below:1) PREPARING THE INSTRUCTOR:- the instructor must know both the job to be taught and how to tech it. The job must be divided into logical parts so that each can be taught at a proper time without the trainee losing plan for each part once should, one should have in mind the desired technique of instruction, that is whether a particular point is best taught by illustration, demonstration or explanation A serious and committed instructor must: Know the job or subject he is attempting to teach -have the aptitude and ability to teach -have willingness towards the profession -have a pleasing personality and capacity for leadership Have the knowledge of teaching principles and methods Be a permanent student, in the sense that he should equip himself with the latest concepts and knowledge.

2)Preparing the trainee:As in interviewing the first step in training is to attempt to place the trainee at ease. Most people are somewhat nervous when approaching an unfamiliar task .though the instructor may have executed this training procedure many times he or she never forgets its newness to the trainee the quality of empathy is a mark of the good instructor.

3) Getting read to teach:

This stage of the programmer is class hour teaching involving the following activities: -planning the programmed -preparing the instructors outline. -do not try to cover too much material -keep the session moving along logically -discuss each item in depth -repeat, but in different words -take the material from standardized texts when it is available -Remember your standard before you tech

PRESENTING THE OPERATION: there are various alternative ways of presenting the operation,

TRAINING PROCEDURE

Job and organization al analysis

Evaluate the Trainee

Identify the training needs

Design the training needs

repare cost budget and foresee benefits have cost benefit analysis

Design training content, teaching methods and media

Prepare the instructor

Prepare the trainee

Get ready to tech

Implement the training program me

Present operations

the

Gain the acceptance of the program me

Try out the trainees performance

Evaluate the results

Update programme

the