Methods/Types of training

• On-the-job training
• Off-the-job training
 On-the-job training
• If the training is conducted at the working place of
employees(trainees), that training method is called on –the-
job .
• Here trainees are not necessary to go to the training center or
elsewhere out of the job station.
• On-the-job training, also known as OJT, is a hands-on method
of teaching the skills, knowledge, and competencies needed
for employees to perform a specific job within the workplace.
• Main objective of this training method is ‘learning by doing’.
• This method is more effective as trainees can learn while
doing.
• This method is considered as most economical method of
training.
• There are different types of training methods under on-the-
job training. They are :
• Apprenticeship training
• Internship training
• Job instruction training
• Job rotation training
• Special assignment training
 1.Apprenticeship training

• An apprenticeship is a real job with training, so you can earn a

wage while you learn and become fully trained in your chosen
occupation by the end of the apprenticeship.

• They allow you to improve your skills and progress in your

career.

• In this method , employees work under close supervision of

supervisor.

• They do work in accordance of instruction and guidance of

supervisor.
• This type of training is suitable for technical works such as to
plumbers , carpenters , jewelers , electrician , mechanics etc.

• For providing training to such employees their level of job

accomplishment efficiency is taken into consideration.

• They have to give training in such a way that they can

improve further skills and knowledge in the concerned area of
job.

• They learn the job performance through direct observation

and practical experience.
• It is most common and widely accepted method of training in
many organizations.
• They get quick feedback regarding the level of their learning
so that they can revise if they lack skills.
• It is a long term training program consisting of minimum one
year to five years.
• This method is appropriate to the employees who want to
gain special expertise in certain sector of job.
 2.Internship training

• Those persons which have theoretical knowledge are required

to attain practical skills , knowledge and expertise.
• In such cases , to the persons who have acquired theoretical
knowledge through academic courses , join internship training
to convert theoretical knowledge into practice.
• Employees having some theoretical knowledge are given
practical training.
• Here , employees have assigned a specific work to accomplish.
• While doing the work if they face any difficulty they can take
guidance from colleagues , seniors or supervisor.
• This type of training is suitable for professional and technical
employees.
• Fresh MBBS doctors , engineers , BBA , BCA , BHM, BBM and
MBA students take internship training under experts in their
respective fields.
• In this training , employees are able to know both theoretical
and practical knowledge for doing work independently.
 3.Job instruction training

• Also known as step-by-step training in which the trainer

explains the way of doing the jobs to the trainee and in case
of mistakes, corrects the trainee.
• This is common in many organizations for preparing
supervisor to train operating level employees.
• It is focused for supervisors to train for operatives.
• It is step by step approach to teach new skills.
• In this method, instructors or supervisor prepare fixed
learning schedule to the trainees.
• So , in this method ,trainees gain skills and knowledge
according to training plans.
• It consist of four steps: training preparation , presentation ,
practice and follow up.
• Preparation involves putting them in ease , explaining the
importance of the task and giving a general description of job
duties and responsibilities.
• Presentation of instruction involves giving necessary
information in a clear manner.
• In practice, trainees need to involve actual demonstration in
trail on the basis of their understanding . If any errors occur
then they are corrected.
• In follow up , trainees are encouraged to ask questions when
any difficulty felt and allowed them to work along with
trainers.
 4.Job rotation training

• Job rotation training refers to shifting an employee from one

job to another job within the organization and providing
training for accomplishment of new job.
• Under this method , same employees are shifted to different
jobs after being perfect at one job.
• As they are rotated job to job , they are expected to gain skills
from every sector.
• When workers able get skill , efficiency and experience
required for a particular job then such employees are shifted
to another job.
• It is important for employees who wants to get promotion at
managerial level.
 5.Special assignment training

• Here, in this training management forms a committee for

assigning specific task or to solve specific problem.
• The members of committee may have diverse in knowledge ,
skills and efficiency.
• However , they need to assigned work or solve problems
remaining under certain procedures and systems.
• Therefore, before starting work they need basic training of
managers.
• It provides guidelines to team members to do
assigned work in systematic manner.
• Committee members can do assigned work in
accordance of guideline and information given by the
management.
 Advantages of On-the-job
• Trainee can learn with actual equipment that they used and in
real work environment.
• It is less time consuming
• It is cost effective
• Trainee can learn rules , regulation , procedure and system by
observing day to day operation.
• Employees are motivated because they get first hand training
of learning by doing.
• Quick feedback is provided.
 Disadvantages of On-the-job
• It is highly disorganized and not properly supervised by the
supervisors.

• There is possibility of error in doing job as well as training.

• Trainee employee cannot work perfectly as they are placed first

time on the job. They cannot handle the machines perfectly so
there is high chances of accidents.

• Low quality products.

• It minimizes productivity until employees are unable to develop

their full skills.
 Off – the-Job Training
• If the trainees need to go to training center or anywhere outside
their job station for training , then the training method is called off
– the – job training.

• Off-the-job method is trainer centered.

• It is concerned with learning outside the job.

• The location of training may be separate class room or any place

managed by the company management.

• Training place may be within the company premises or outside.

• Here, managers or experts trainers are hired for providing
training to employees.

• Nowadays different audio-visual devices like projectors , films

, documentary etc are available for training purpose to make
training effective.

• Trainees get relief from the work place stress during training
so training is assumed to be effective.
• Here trainee cannot get the immediate feedback regarding
the training output, so training cannot evaluate the training
effectiveness quickly.
• The main objective of off-the-job training is to improve
general behavior and skills of employees.
• Unlike on-the-job training, off-the-job training can take place
near the workplace or somewhere further away, such as at a
resort or at a training center.
• When employers hold training away from the workplace, it
helps minimize distractions so employees can fully focus on
the material they're learning
• There are different types of training methods under off-the-
job training. They are :
1. Lecture method
2. Conference method
3. Group discussion
4. Management games
5. Case Study
6.Programmed Instruction
7.Simulation
 1.Lecture Method
• Under this method , trainee employee are gathered at a
classroom or training institute and trainers deliver the training
content verbally.

• This type of off-the-job training takes place in a classroom-like

environment and involves a trainer providing instruction in a
lecture format.

• Maximum trainees can be adjusted at a single training

schedule.
• It is considered as a simple way of imparting knowledge to the
trainees.
• Training is given by training experts , supervisors of company
or other individual experts in specific subject.

• The lecture method is appropriate when large number

trainees are to be trained within a short time.

• Trainees learn essential skills needed for their jobs, get to

know their job responsibilities.
 2.Conference Method
• Conference is participative and informative method of
training.
• Both way communication.
• It is a formal meeting which is conducted in accordance of
planned way.
• The trainers explain the subject matter and seek to develop
understanding and knowledge through active participation of
trainees.
• It emphasizes group discussion about the organized subject
matter and active participation of members to find out a
certain conclusion.
• The participating individuals have opportunity to discuss each
other for the matters of common interest.
• This method is effective where there is limited number of
trainees.
 3.Group Discussion
• This method is also known as team discussion.
• In this method , team leader provides subject
matters of discussion to all the members for
study and presentation in formal meeting.
 4.Management games
• Management games provide trainees with a fun and
competitive way to learn.
• With this type of off-the-job training, trainees split up into
teams of approximately five or six people.
• Each team then competes in a simulated marketplace.
• It's worth noting that the teams don't have knowledge of the
other teams' decisions.
• Management games help trainees get involved, while also
developing their problem-solving skills and helping them with
the planning process.
• Trainees also learn leadership, teamwork and organization
skills as they have to organize their groups themselves and
foster a sense of collaboration to get the job done.
 5.Case study
• With this method, trainees receive a situation or problem in
the form of a case study that pertains to their field.
• In other words, they receive a written description of a real
situation that previously occurred.
• They're then instructed to analyze the situation and provide
their conclusions in a written format.
• Training instructors then review the pros and cons of each
option to help trainees improve their decision-making skills.
 6.Programmed Instruction
• It is a self learning method with the help of text books or
manuals.
• In this method , subject matters of learning are arranged in a
logical sequence.
• It involves breaking down information into meaningful units
and arranging these in a proper way from a logical set by step
learning programs.
• While learning trainee need to give answers of given
questions and they receive feedback on the basis of their
accuracy of answers.
• It shows their skills , efficiency and level of learning.
 7.Simulation
• With the simulation method of off-the-job training, trainees
get trained through equipment or a machine that resembles
what they'd use in the field or on the job.
• The simulation method helps them prepare for handling the
equipment and machines in real life.
• Typically, this training method is reserved for employees who
handle expensive machinery or equipment.
• For example, an airplane pilot may undergo
simulation training to help them get ready for
flying an airplane. Since airplanes are
expensive, an employer may not allow
trainees to train using a real airplane in order
to avoid costly damage or to avoid putting the
trainee's life in danger. Instead, they'll use a
simulator to keep costs low and keep the
trainee safe.
 Advantage of Off- the job training

• It can cover large number of trainees at a time by using class

room or conference hall.
• It is accepted by everyone because it deals with detailed
description of real life situation.
• It gives technical , conceptual and analytical knowledge of
their work related activities.
• It is short term of training where value of tome of both
trainers and trainees learning.
 Dis-advantage of Off- the job training
• There is lack of active participation of learners therefore
trainees remain passive.
• It gives conceptual skills which become difficult to implement
in practice.
• There is lack of close interaction between trainer and trainee.
 Management Development
• Management development can be defined as an attempt of
improving managerial performance by imparting knowledge ,
changing attitude and increasing skills thereby enhancing the
future performance of company.
• MD is the process by which managers acquire not only skill
and competency in their present jobs but also capabilities for
future managerial task.
• It is essential for increasing skills and efficiency to become an
effective manager.
• MD is a process through which potential managers develop
their managerial skills for handling situations , people and
problems.
• It is a continuous process of developing managerial potential
by enhancing conceptual , interpersonal and decision making
skills.
• Management development is any attempt to improve current
or future management performance by imparting knowledge ,
changing attitudes or increasing skills.
• It is concerned with developing the experience , attitude and
skills necessary to become or remain an effective manager.
• Management development is a process in which managers
working at different levels learn and improve their ability,
capability, knowledge and skills for improving the
performance of individual as well as organization. The
effectiveness of managers at work contributes a lot to the
success of every organization.
• The new approach of human resource management is that
money used in development of employees and managers is
considered as an investment and not as a cost. Along with
their jobs the managerial staff is provided opportunities to
learn and improve their competencies. This whole process is
known as management development.
 Objectives
1.Develop managerial skills :
• The main objective of management development is to
develop skills and capabilities of managers.
• It emphasizes to give input among the managers about how
to solve difficult problems in actual work life.
• It gives conceptual an analytical knowledge of various
components of management.
• Such knowledge helps the managers to face challenges in the
real life situation.
2.Environmental adaptation:
• Management development is a process through which
potential managers develop their managerial skills for
handling situations , people and problems.
• They develop ability about how to act and react according to
changing environment in the organization.
• They get knowledge to work in dynamic environment of the
society.
3.Improve decision making ability:
• Decision making is the major part of managerial function.
• Managerial development techniques facilitate to improve
decision making ability of the manager.
• It develops employees creativity and analytical skills to solve
difficult problems.
• It facilitates to bring uniformity and smoothness performance.
• MD aims to improve decision making capability of employees.
4.Job Satisfaction:
• Management development is one of the important means of
managerial job satisfaction.
• Managers can acquire new knowledge , skills and efficiency by
participating in management development programs.
• Such capabilities helps managers to work in complex and
difficult work environment.
5.To cope with change:
• Managing change is one of the most important objectives of
management development.
• To analyze with changing environment , managers require
special skills , knowledge and capability.
• MD prepares managerial employees for this purpose.
• So, by preparing managers for analyzing the changing
environment , it aims to adapt change.
6.Promote team work :
• Managerial success depends upon the team work.
• Management development develops mutual understanding ,
feelings of cooperation and mutual trust.
• It promotes the feeling of the mutual trust , interaction and
support among the managers.
• They develop the positive attitude of working with superiors ,
colleagues and subordinates.
• This fosters team work which leads to organizational success.
7.Generate new managers:
• The aim of management development is not just to
improve current job performance of manager but to
prepare them for future challenging roles.
• It is an attempt to improve managerial performance
by imparting knowledge , changing attitudes and
increasing skills.
• Therefore , when any managerial jobs become vacant
that responsibility can be assigned to lower level
managers.
8.Improve potentiality:
• MD supports to improve potentiality of the
managers.
• It provides technical , conceptual and
analytical knowledge of the managers.
• They can easily understand behavior ,
situation and problems of the organization.
• They can manage difficult situations and
problems through tactful manner.
9.Facilitates business growth:
• The main motive of management development is to
facilitate for expansion and diversification of
business.
• It emphasizes to develop working skills , efficiency
and knowledge of managerial level employees.
• It fosters team work among the members of the
organization.
• It facilitates for proper utilization of resources and to
maximize productivity.
Techniques/methods of management
development
• On-the-job methods
• Off-the-job methods
 On-the-job method
1.Job rotation
• The transferring of executives from job to job and from
department to department in a systematic manner is called
Job Rotation.
• Job rotation method involves shifting the managers from one
job responsibility to another so that they learn skills ,
knowledge and competencies required for top level
management.
• It means moving management trainees from
department to department to broaden their
understanding of all parts of the business and to test
their abilities.
• The advantages of this method are: It develops the
links between departments, develops employee’s
flexibility to undertake different types of activities.
 2.Coaching
• Under this method, the learner manager is guided actively by
senior managers.
• The coach gives guidance through direction, advice criticism
and suggestion in an attempt to aid the growth of an
employee (trainee).
• If any error occurred in the course of doing job , expert
managers provide guidelines so that learner manager can
correct themselves and complete job properly.
• It focuses on removing poor performance in actual work life.
 3.Understudy assignment
• Learner managers are given certain job as a post under an
experienced manager.
• Learners managers get a chance to learn the job skills ,
knowledge and capabilities under senior managers.
• In this method , one learner gets one supervisor or expert
manager for direct instruction , guidance and supervision.
• Under this technique, the potential managers/learner
manager are given opportunity to relieve (ease) an
experienced manager of his/her job and act as his/her
substitute during the period.
• In this technique, the supervisor or experienced manager
chooses one individual to train as his successor. He is
prepared to take on full-time responsibility for the
supervisor’s current post. Suppose the supervisor leaves the
work or is absent for an extended period owing to illness,
retirement, promotion, or death, for example. In that case,
that trained individual becomes eligible to take their place.
 Off-the-job Methods
i. Lecture courses:
• This formal lecture courses offer an opportunity for manager
or potential mangers to acquire knowledge and develop their
conceptual and analytical abilities. This is a popular method of
bringing all participants up to a common level knowledge.
• When there are a significant number of trainees, lectures are
a simple way of management development—it’s less
expensive and time-consuming.
• When teaching facts, concepts, principles, attitudes, or
problem-solving abilities, this strategy is effective.
ii. Sensitivity training:
• Under this method, members are brought together in a free
and open environment in which participants discuss
themselves.
• They express their ideas, beliefs and attitudes.
• Participants discuss on the problem topic and develop their
ideas, beliefs and attitudes towards their problem and share
their impressions with each other.
• It helps to increase the ability to understand other’s
behaviors, improved listening skills, greater openness,
increase tolerance for individual differences and improved
conflict resolution skills.
 iii.Simulation
• In simulation , participants are placed in artificial environment
similar to working place.
• This means , real working situations are abstracted in
classroom or laboratory.
• Through case study , role play and management games
managers receive development programs.
• Managers learn through their repeated mistakes.
• This method helps to resemble the real working environment
at management development session which helps decrease
accidents at working time after development programs.
 iv. Behavior modeling
• This method involves showing the trainee the correct way to
do something or solving problems, letting him/her practice
the correct way, and giving feedback on his/her performance.
• It combines role play with modeling.
• In this method participants learn through observation and
imagination of role models and their style of working.
• They closely observe the activities of role models such as
working procedures , solution of problems facing different
problems etc.
• They learn ideas by observing role models.
• In an organization ,employees learn work
related behavior by observing managers,
supervisors , seniors and co-workers who
serve as role model.
• Advantage of this method is that participants
learn management ability by imitation from
role models.
• Time consuming process.
 v. Transactional analysis:

• It is both an approach for defining and analyzing communication

interaction between people and theory of personality. The basic
foundation of this analysis is that personality consists of three egos state
they are the parent ego, the child ego and the adult ego.

• Parent ego: It is an ego state of authority and superiority. A person acting

in a parent state is usually dominant, scolding and authoritative. The
parent state act what he/she was taught so the attitude and behavior is
incorporated from external sources.
• Child ego: The child consists of all the forces and emotion that
are natural. The person at this state can be obedient or
manipulative, charming at one moment and repulsive the
next. The child is emotional and act according to how he/she
feels at the moment.
• Adult ego: The adult ego state is objective and rational. It
always seeks for information, analyze it and then only show its
behavior .It deals with reality and think before acting.
 Evaluating training effectiveness:
• Training should be effective. An effective training is that which
becomes successful to fulfill training objectives.
• Each training program should be evaluated in terms of its
effectiveness.
• The evaluation provides the feedback for the improvement in
training methods , materials and process in the future.
• Training evaluation is the process of examining whether the
training to the employees became fruitful or not.
• Training evaluation is the examination of effectiveness of how
effectively the skills are transferred , if the training objectives
were relevant , was the training method appropriate , were
the training materials supportive , were the trainees
motivated to learn , was the training completed within the
estimated budget etc.
• For evaluating the training programs , we need to
document all the outputs of training programs
systematically and scientifically.
• Job behaviors of the employees after training should
be observed and evaluated.
• Productivity and organizational effectiveness should
be examined.
• Effectiveness of training should be evaluated in terms
of organizational efficiency , productivity and
effectiveness.
• While evaluating the training effectiveness , following factors
need to be considered:
1. Criteria for measuring training effectiveness
2. Methods of evaluating training effectiveness
3. Process of evaluating training effectiveness
 Criteria for measuring training
effectiveness
• Training effectiveness can be measured under four basic criteria. They are:

1.Reaction
• Thoughts and feelings of the participants about the training.
• Reaction implies how favorably the participants have responded to the
training.
• On the basis of the reaction of trainees towards content, process ,
methods e t c we can evaluate the training effectiveness .
• For this , at the end of the training , above mentioned factors are
measured with responsive questionnaires .
• If the total average response is above the expected we can conclude the
training was effective.
2.Learning
• The increase in knowledge or understanding as the result
to the training.
• At the level of learning the evaluation is done on the
basis of change in the attitudes, skills and knowledge of
the trainees.
• The evaluation involves observation and analysis of the
voice, behavior, text.
• If the behavior of employees after training is changed
significantly the training is considered effective.
• Other tools used besides observation are interviews,
surveys, pre and post tests etc.
3. Behavior
• extent of change in behavior, attitude or capability.
• Another criteria to evaluate the training effectiveness is the
behavioral change in employees.
• Under this criteria , behavior of employees towards job ,
organization and working procedure is expected to changed
positively.
4. Result /Output
• This is the main criteria for evaluating training effectiveness.
• Productivity , profitability , improved quality of goods and
services , low absenteeism , reduction in grievances etc are
expected output of learning.
• If this outputs are found to be increased , training is
considered to be effective otherwise less effective.
 Process of evaluating training
effectiveness
• Setting evaluation standard
• Pre-training trainee test
• Measuring outputs of training
• Evaluation
• Feedback
 1.Setting evaluation standard
• At the first step of training effectiveness
evaluation process , we should establish the
standard for evaluation.
• Evaluation standard acts as the criteria of
evaluating training effectiveness.
• As discussed in previous section , there can be
four different criteria : reaction, learning ,
behavior and output.
• Standard is determined before implementing the
training
 2.Pre-training trainee test
• This is a mechanism arranged before
implementing the training program as to find
out the behavioral reactions of the trainees.
• Once the criteria are developed , a pre test is
conducted in order to find out the existing
level of knowledge , interpersonal skill and
abilities of the participants.
• Normally, behavioral reactions of the
employees are revised before the training.
 3.Measuring outputs of training
• At this stage , training is implemented and the final
output of training program is observed.
• These outputs can be measured in terms of
objectives of training.
• Such outputs can be productivity , profitability ,
effectiveness , low absenteeism , low complaints etc.
• Actual output after training is measured in this step.
 4.Evaluation
• After measuring the actual output of training ,
it is compared with the standard output.
• If the actual output is more than the standard
output , the training is considered effective.
• But , if actual output is less than the standard
output , then the training is supposed to be
less effective.
 5.Feedback
• Feedback is the mechanism which provides
information regarding success or failure of training
program.
• Feedback provides information to the training
programmers , trainers and other concerned
personalities.
• This helps to improve the training effectiveness in
the future.
 Methods (Approaches) of evaluation
training effectiveness:
1.Observation method:
• This is the most simple method of training effectiveness
evaluation.
• For this the experts are used to rate the training effectiveness.
• Under this method these experts observe the job related
behavior and participation of trainees carefully.
• To evaluate on – the- job training , experts observe the actual
performance of employees at the actual job situation.
• They carefully record the mistakes , level of confidence ,
attitude towards job. And decide if the training was effective.
• In case of off- the-job training , they observe
the involvement in role play , case study ,
discussion , problem solving etc . Their active
participation for getting knowledge can be
considered as the effectiveness of the training.
 2.Test-retest method
• This is another simple and widely used method of training
effectiveness evaluation method.
• Under this method , test of trainee employees is taken before
attaining the training.
• The initial score representing skills and knowledge is recorded
carefully.
• After completing the training , test in same question is taken
again.
• The differences is considered as the output of the training.
• If all the mistakes in initial test are corrected in second test ,
training effectiveness is evaluated maximum.
• This is the most popular method of evaluating training
effectiveness but the reliability of the test may be low.
 3. Pre-post test method
• It is similar to pre-test method but it is concerned with actual
job situation.
• In this method the focus is given on the evaluation of actual
job performance.
• Here , the actual job performance is first rated before
providing training program.
• And again after completion of training program the job
performance of trainees are evaluated.
• The positive change in job performance , behavior and
attitude is considered as the training effectiveness.
• In this method the performance of employees can be affected
by several other factors than training , so actual evaluation of
training is not possible.
4.Experimental-Control group method
• This method is used to evaluate the difference in the
knowledge, skills and intelligence of the control and
experimental group.
• Members of the control group work on the job but do not
undergo training.
• The experimental group is given the training.
• At the end of the training program, the two groups and
reevaluated and if the performance of the experimental group
improves, training is regarded as on effective one.
• One major problem in this method is that the performance of
such groups before training should be same.
• Ethical question in this method is that some employees get
the training and some donot get the opportunity.
• If control group realizes that their performance is being
compared with the performance of experimental groups they
may change their actual performance level.
 5.Trainee surveys
• Under this method direct questionnaire is administered to get
trainees response towards the effectiveness of training.
• Set of questions from different aspects of training is prepared
and asked to fill – up that set of questions at the end of
training.
• Trainees may be biased for their response .
• But , the response can be used for future reference to
improve the training objectives , materials , process and
method.
• Lengthy and costly method.
 6.Cost effectiveness method

• In this method , total cost of training and the total benefits

from training are compared.
• If the total benefits overcome the total cost of training ,
training is considered to be effective.
• This is the most scientific method for evaluating training
effectiveness.
• The training is costly at present but the benefits can be
realized in future.
• All the benefits of training cannot be converted in terms of
monetary value.