Aswathi.C.Sasi Greeshma.

Raju

Training refers to the methods to give new or

present employees the skills they need to perform their job .

The training has to make sense in terms of the company strategic goals .

Training is the act of increasing the knowledge and skill of an employees for doing a particular job. Edwin B Flippo

Training is the systematic development of the knowledge ,skills and attitudes required by an individual to prefer adequately a given task or job. Michael Armstrong

Learning by acquiring knowledge. Employees are away from the workplace. Academicians ,professionals and teachers from outside agencies serve as trainers. Trainees learn things without doing. Trainees learn without job pressure.

Case study method Management game Role playing Behavior modeling Seminar Lecture Simulation Conferences Programmed learning

A real or hypothetical business problem is presented to the trainees who are required to identify the problems involved, suggest alternatives to solve them, analyze the alternatives and to find the best solution. Promotes analytical thinking and problem solving ability. Extensively used in professional education like Law, Management etc.

Merits: Improve the problem skill of the participant.

If the case reflect a real situation , participant s take keen interest and examine the cross currents with an open and inquisitive mind.

Demerits: Cases something are no sufficiently realistic to be useful. A trainee who is not skilled in this technique can undermine its usefulness.

development technique in which teams of the manager compete by making computerized decisions regarding realistic but simulated situations Merits : Management games orient a candidate with practical applicability of the subject.

Management candidate it is help to develop his imagination while playing, tests the understanding the concepts studies and gives insight to what corrective actions are required and provides with Area of Improvement Demerits : Cost is very high . Experienced persons are required.

Two or more trainees are assigned roles in a given

situation which is explained in a group.

Role players have to quickly respond to the situation that is ever changing and to react to it as they would be in the real one.

Is a method of interaction that involves realistic behavior in an imaginary situation.

Merits: Introduces problem situation dramatically Provides opportunity for students to assume roles of others and thus appreciate another point of view Allows for exploration of solutions Provides opportunity to practice skills Demerits: Some students may be too self-conscious Not appropriate for large group Some students may feel threatened

A training technique in which trainees are first shown good management techniques in a film, are asked to play roles in a simulated situation ,and are then given feed back and praise by their supervisor.

Merits: Simulate the important conditions and situations that occur on the job Allow the trainee to practice the skill Provide feedback about the appropriateness of their actions

Trainees learn through discussion of a paper on

a selected subject in depth.

Paper is written by specialists and is distributed

in advance to all participants.

Most common seminar is a conference on a smaller scale but incorporates a larger number of members.

It is a verbal presentation.

Merits: Factual material is presented in a direct, logical manner. May provide experiences that inspire - useful for large groups.

Demerits: Proficient oral skills are necessary. Audience is often passive. Learning is difficult to gauge. Communication is one-way. Not appropriate for children below grade 4.

Simulations are designed to mimic the processes, events, and circumstances of the trainee's job. Equipment simulators, business games, in-basket exercises, case studies, role playing, and behavior modeling, are types of simulations.

Employees of same or different organization come together to discuss various aspects of a particular subject. Participants exchange their ideas to arrive at better methods of dealing with the problem. Ideally suited for analyzing problems and issues and examining them from different viewpoints.

Merits: it allows the trainees to look at the problems from the board angle. Demerits: if the conference is not directed to the need of employees , then whole exercise is useless.

It include three parts; - presenting questions, facts or problems to the trainees. - allowing the trainee to respond - providing feedback on the accuracy of answers.

Merits: It reduces the training time

It facilitates learning since it lets trainees at their own pace. It provide immediate feedback and reduce the risk of errors.

Demerit: the trainee dose not learn much more than he would from a traditional text book approach.

Thank you