Training Methods individual Assignment

1. List off the job and on the job methods of training.

What is off-the-job training?
Off-the-job training refers to an education method where employees learn more about their job or
the latest advancements in their field at a location away from their workplace. This type of
training essentially helps employees perform their job more efficiently. 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.
During this type of training, employees express their views and opinions and explore new ideas
to bring to the workplace. Before the conclusion of the training, employees typically receive
some form of evaluation. For example, they may receive an evaluation that tests their
understanding of the knowledge the instructor taught them during the off-the-job training. The
evaluation measures the performance and participation of each trainee.
Off-the-job training methods
Off-the-job training takes many forms, often dependent on your industry or job. Knowing what
each method entails can help you better understand what to expect. Here are some off-the-job
training methods:
1. Classroom lectures
Also known as the lecture method, classroom lectures often train white-collar or management-
level employees. This type of off-the-job training takes place in a classroom-like environment
and involves a trainer providing instruction in a lecture format. Trainees learn crucial skills
needed for their jobs, get to know their job responsibilities and have the opportunity to get their
questions answered by experts. In addition, classroom lectures may teach trainees the
administrative or management aspects of their job, make them aware of certain procedures or
provide them with instruction on a certain subject matter.
2. Audio-visual
Trainees who receive off-the-job training through an audio-visual method learn the material
through the use of various media such as films, television, video and presentations. Education
institutions often use this method to help students remember the learning material more easily. In
the corporate world, customer care center employers often administer this type of training to
their employees to teach them how to interact and behave with customers.
3. 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.
Simulation: Simulation implies the real organizational situations in the training sessions.
Trainees are given specific situations of varying complexities, which they encounter in real life.
a. Role playing: In recent years, the role-playing technique is becoming popular. Under this
method, the employees learns by playing role is that the trainee understands the situation from a
perspective different from his own. Supervisors meet in conference and two are selected to act
out some situation or problem, which is commonly faced. An employee seeking transfer is
commonly encountered. One of the supervisor is assigned the role of the employee and the other
acts as his supervisor, without rehearsal the two will act out how the supervisor and employee
would react, when the two act, other members observe make mental notes and evaluate the
performance. After the dream is complete, others may be selected to act out the same situation or
a general discussion of the acting may be made. It corresponds to the modern case method of
training.
This method has many advantages. First, the learner learns by doing and puts what he has
learned into practice; second the trainee assists in training himself. He is in front of a group of
his colleagues when he is playing a part and he knows what he say is being recorded. He can
observe critically his own actions. Lastly, there is a high degree of learning by observing and
listening. The competitive instinct makes each man do his best to excel.
b. In basket: This is a simulation training designed around the ‘incoming mail’ of a manager. A
variety of situation is presented which would usually be dealth with by an executive in his
working day. His reactions and responses are taken down in writing and then analyzed. Feedback
on his decision forces him to reconsider not only his administrative actions but also his
behavioral style. A variation of this is the incident method but also his behavioral style.
4. Vestibule training
Technical staff, office staff and employees who handle tools and machinery typically undergo
vestibule training. Trainees learn about the equipment they'll use on the job. However, unlike on-
the-job training, vestibule training takes place away from the workplace. This means the tools
and equipment used for vestibule training are available at the training location. Employers
typically administer this type of training to introduce their employees to new or advanced tools
and machinery they want them to use to perform certain duties related to their job.
5. Case studies
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.
Case Study: The case is a actual situation which is written for discussion purpose. Analysis
would need problem identification analysis of the situation and ot its causes. There would be
several solutions to the problem and each of these alternatives and their implications needs to be
examined. In the real world, on many occasions, a manager may not have all the relevant
information with him before taking a decision. Similarly, the case method approximates this
reality and in men’s situations decisions are taken with limited data, or what is termed decision-
making under uncertainty. The managerial response in such a situation is explored and
understood and learning consists of developing problem solving skills.
6. Role-playing
Often reserved for customer service professions, role playing involves trainees taking on roles
and acting out certain situations to help them better understands the learning concepts. Trainees
act as if they're facing the situation and having to solve it without guidance or prior rehearsal.
Role players have to quickly respond to the ever-changing situation and react as they would to
the situation in real life. This off-the-job training method essentially involves realistic behavior
in a hypothetical circumstance. Examples of situations trainees may face include hiring,
discussing a workplace problem or making a sales pitch to a customer.
7. Programmed instructions
The programmed instructions method involves a series of steps with bits of knowledge and a
mechanism for presenting the series and measuring the trainee's knowledge. Trainees receive
questions in a sequence and receive a sign when they answer each question correctly. Training
instructors may use manuals or books to carry out this off-the-job training. The programmed
instructions method is often used to teach information regarding subjects like math or physics.
8. 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. For example, they may have to decide how much
inventory to maintain or how much to spend on advertising. 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.
9. Brain Storming: Under this method, a problem is posed and ideas are invited from the
trainees, criticism of any idea is critically examined. There is no trainer and the trainees are
stimulated to creative thinking. The purpose is to reduce the inhibiting forces by providing for a
maximum of group participation and divergence.

10. Conference and Seminars: A conference is a meeting of several people to discuss the
subject of common interest. Better contribution from members can be expected as each one
builds upon ideas of other participants. This method is best suited when a problem has to be
analyzed and examined from different viewpoints. It helps the members develop their ability to
modify their attitudes. Participants enjoy this method of learning as they get an opportunity to
express their views.

The success of the conference depends on the conference leader. In order to make the conference
leader must be able to see that the discussion is through and concentrate on the central problem
by encouraging all the participants to develop alternatives and present their viewpoints and by
preventing domination by a few participants.
11. Special Course: the executives are required to attend special courses formally organized by
the enterprises with the help of experts from educational institutions. The executives may also be
sponsored to attend the course to be conducted by management institutions.
This method is popular these days. However, due to high fee only the big enterprises may send
their executives to the management development courses run by management institutions.
c. Management Games: This is very special type of training under which the managerial
executives are trained to take the decision under uncertainty. Under this method, a group of
managerial executives complete with each other to arrive at decisions about definite business
problems under stimulated conditions created specifically for the purpose. This method provides
an opportunity to the managerial personnel to understand and appreciate the views of other
persons.
Benefits of off-the-job training
Off-the-job training comes with many benefits for both employees and employers.
Understanding these benefits as an employee can help you feel more valued and help you take
your training more seriously. Here are some of the benefits that off-the-job training provides:
Decreased employee turnover
Employee training gives you an opportunity to learn new or advanced skills or knowledge
pertaining to your job. This means employers may not feel the need to replace their less
knowledgeable staff with new candidates since they're teaching them everything they need to
know to keep their job.
Fewer distractions
With training held away from the workplace, employees don't face as many disruptions or
distractions. This means they're able to focus on the learning material and receive the most
benefit from the training.
Feeling valued
When employers invest in employee training, it means they value their employees' success.
Feeling like your employer cares about your performance and you as an employee can help
increase your job satisfaction. It can also make you feel more motivated and loyal to your
organization.
Opportunity to learn from others

Staff training allows you to learn from everyone's experiences. For example, a colleague may
discuss their challenges at work and discover new solutions from their colleagues. Therefore, this
type of training can provide you with helpful tips you may need or may not have previously
considered if it weren't for input from other sources.
In addition, off-the-job training gives you the opportunity to learn from experts in your field that
you may never have interacted with otherwise. When you receive expert guidance and
instruction, you're more apt to feel equipped for your job.
Feeling of confidence
When you're more knowledgeable about your role, it helps you feel more confident about your
abilities. This can lead to an increase in motivation and productivity.
On-the-Job Techniques
These techniques are most widely used techniques. The objectives of these methods center on the
job, more specially, learning on the job itself by a variety of methods. The success of these
techniques depends upon the immediate supervisor and how a good teacher he is. It is of utmost
importance as the real learning takes place only when the learner uses what he has learnt on the
job methods includes.

1. Coaching: Here the superior acts as a coach. The training of a subordinate by his immediate
superior is by the most effective management development technique. Here the trainee serves as
an assistant to the senior officer so that he may fill up the vacancy, which may arise in future.
The coach may maintain a development file for each subordinate indicating the training the
subordinate is receiving, the skills the subordinate is acquiring and how well the subordinate is
performing. 
2. Position Rotation: Position rotation refers to the rotation of the trainee form one job to
another as a systematic and regular basis so as to broaden his knowledge and understanding.
Position rotation promotes competition among the rotating trainees. It reduces barriers to internal
communication and facilitates interdepartmental; co-operation by familiarizing the trainee with
various aspects of the firm’s operations. But the programmed of position rotation may create the
problem of indiscipline moral and disruption unless it is administered skillfully. 
3. Special Projects and Task Forces: Under special project, an executive is assigned a project
that is closely related to the objectives of his department. For example, a trainee may be asked to
develop a system of cost control in the executive of an order. He will study the problem and
make recommendations upon it. This project will also help in educating the trainee about the
importance of cost and the organizational relationships with the accounting and other
departments. Thus he acquires knowledge of allied subjects too. 
4. Experience: Learning through experience is the oldest techniques of executive development.
This method says that the people can learn through their own experiences. The main problem
with this method is that it is wasteful and time-consuming method.
5. Understudy: An understudy is a person who is in training to assume at the future, the full
responsibility of the positive currently held by his superior. This method supplies the
organization a person with as much competence as the superior to fill his post, which may be
chosen by the department or its head. He will then teach what all his entire job involves and
gives a feel of what his job is. This understudy also learns the decision making as his superior
involve him in the discussion of daily operating problems as well as long term problems.
6. Selective Readings: By reading selected professional books journals, manager can keep in
touch with the latest developments research findings, theories and techniques in management.
Many organizations maintain libraries for their executives and managers to encourage them to
read and improve their skill. 
7. Committee Assign: Under this method, the executive is placed on a particular committee
which is to make the recommendations on a particular aspect. The executives learn by the
discussions in the committee meeting.
8. Multiple Management: It is a system in which management advisory committees of
managers study problems of the company and make recommendations to higher management. It
is also called junior broad of executive system. These committees discuss the actual problem and
different alternative solutions after which the decisions are taken.
On-The-Job Training Methods
(a) Job Rotation:
This type of training involves the movement of the trainee from one job to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer in each of the
different job assignments. Though this method of training is common in training managers for
general management positions, trainees can also be rotated from job to job in workshop jobs.
This method gives an opportunity to the trainee to understand the problems of employees on
other jobs and respect them.
Job rotation method has been using in the Indian banking sector mainly by State bank group for
the probationary officers for the period of approximately 2 years to finally post them as assistant
bank manager. Under this method of training candidates are placed in each and every job starts
from clerical job, assistant, cashier and managerial job for the purpose of knowing importance in
nature of every job before handling Asst bank manager position.
Advantages of job rotation of an employee are eliminate boredom of an employee, encourage
development, give employees a break from strenuous job duties, helps HR manager identify
where employee work best and gives HR manager a backup plan if an employee leaves.
Disadvantages of job rotation of an employee are could be costly and time-consuming for
organisation, could end up with disgruntled employees, it won't fix all your problems in the
business, job rotation of an employee might not be feasible for some industries and finally your
business could suffer.
(b) Coaching:
The trainee is placed under a particular supervisor who functions as a coach in training the
individual. The supervisor provides feedback to the trainee on his performance and offers him
some suggestions for improvement. Often the trainee shares some of the duties and
responsibilities of the coach and relieves him of his burden. A limitation of this method of
training is that the trainee may not have the freedom or opportunity to express his own ideas.
”Experience is simply the name we give our mistakes." - Oscar Wilde.
(c) Job Instruction:
This method is also known as training through step by step. Under this method, trainer explains
the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The
trainer appraises the performance of the trainee, provides feedback information and corrects the
trainee.
(d) Committee Assignments:
Under the committee assignment, group of trainees are given and asked to solve an actual
organizational problem. The trainees solve the problem jointly. It develops team work.
(e) Apprenticeship:
Apprenticeship is a formalized method of training curriculum program that combines classroom
education with on-the-job work under close supervision. The training curriculum is planned in
advance and conducted in careful steps from day to day. Most trade apprenticeship programs
have duration of three to four years before an apprentice is considered completely accomplished
in that trade or profession. This method is appropriate for training in crafts, trades and technical
areas, especially when proficiency in a job is the result of a relatively long training or
apprenticeship period, e.g., job of a craftsman, a machinist, a printer, a tool maker, a pattern
designer, a mechanic, etc.
Internship
Internship is one of the on-the-job training methods. Individuals entering industry in skilled
trades like machinist, electrician and laboratory technician are provided with thorough
instruction though theoretical and practical aspects. For example, TISCO, TELCO and BHEL
select the candidates from polytechnics, engineering colleges and management institutions and
provide apprenticeship training.
Apprenticeship training programmes are jointly sponsored by colleges, universities and industrial
organizations to provide the opportunity to the students to gain real-life experience as well as
employment. Exhibit presents the benefits of apprenticeship training.
Most of the Universities and Colleges encourage students for internship as part of the curriculum
as it is beneficial to all concerned.
Advantages of On-the-Job Training
 It is directly in the context of job
 It is often informal
 It is most effective because it is learning by experience
 It is least expensive
 Trainees are highly motivated
 It is free from artificial classroom situations
Disadvantages of On-the-Job Training:
 Trainer may not be experienced enough to train or he may not be so inclined.
 It is not systematically organized
 Poorly conducted programs may create safety hazards.
2. Classify and explain shortly training method according to the following points

To transfer knowledge:

Group discussion
Group or individual exercises
Forums Lecture
Panel Discussions
Film, video, etc Lecture
 Lecture
Knowledge transfer is the process by which experienced employees share or distribute their
knowledge, skills and behaviors to the employees replacing them.
Knowledge transfer programs are accelerating within businesses today for several reasons, most
notably the need of organizations to capture the knowledge of baby boom generation employees
before they retire. Another is the emergence of convenient digital technologies that are used to
collect, store and deliver important information.
Training departments are often asked to develop and manage the knowledge transfer activities of
their parent organizations. To do so effectively, according to studies, they must create a formal
process around knowledge management that includes the creation of knowledge repositories
where useful information can be stored for retrieval
To practice problem solving

 Brainstorming
 Discussion Groups
 Case studies
 Exercises,

To develop skills

 demonstrations for manual skills

 Role playing for interpersonal skills
 Peer teaching
 Programmed instructions,
Develop Skills training refer to an employer-provided program that teaches or develops
proficiencies for the workplace. The aim of skills training is to equip employees with the
knowledge and attributes necessary to carry out their duties at the optimal level. A company's
human resources department often plans and coordinates skills training programs for new hires,
to familiarize them with the protocols, processes, systems and tools of the organization. This
type of training is valuable for helping novice employees to catch up with experienced members
of the team.
To change attitudes

Individual exercises
Demonstrations Role playing
Campaigns, etc.

If you’re involved in creating a course with the explicit or subtle goal of changing an attitude,
you might be wondering how to go about doing this. Also known as the affective domain of
learning, attitudinal training is one of those lesser discussed topics, because we typically focus on
cognitive skills.
Attitudinal goals, therefore, are those that ask a learner to choose to do something under certain
circumstances. The intent of attitudinal training is to influence or persuade a person to make a
decision in the desired direction. It may involve changing attitudes as well as associated feelings,
values, motivations and beliefs

3. Explain the following types of training

1. Induction or Orientation Training

Induction or orientation is an event where you introduce the job and your organization to the new
employee and vice versa. It's an important process for bringing new employees into your
business. The process will cover your rights as the employer, the employee rights and the terms
and conditions of employment. Introducing a new employee to the organization and its
procedures, rules and regulations.

Every new employee needs to be made familiar with his job, his superiors and subordinates and
with the rules and regulations of the Organization.
It is short and informative
Given immediately after recruitment. Eg. Induction programmer at the Marriot Hotel is a two
day event which includes - Presentation Sessions and Interaction with Top management, games,
team building approach etc.

2. Job Training
On the job training is a form of training provided at the workplace. During the training,
employees are familiarized with the working environment they will become part of. Employees
also get a hands-on experience using machinery, equipment, tools, materials, etc.

To increase the knowledge and skills of an employee for improving performance on the job. The
purpose is to reduce accidents, waste, and inefficiency in performance

3. Safety Training

Training provided to minimize accidents and damage to the machinery .This Health and Safety
for Managers training course provides employers, managers, and supervisors with a thorough
understanding of key health and safety topics, including the work environment, fire safety, work
equipment, COSHH, manual handling, and many more. It involves instruction in the use of
safety devices and in safety consciousness.

4. Promotional Training
It involves training of existing employees to enable them to perform higher level jobs.
The Promotional Training means preparing the potential candidate to handle more duties and
responsibilities, thereby making him/her eligible for promotion to higher jobs in the organization.
Simply, training given to the efficient workers of an organization who are likely get promoted in
the near future

With the promotion, the work and responsibilities get doubled and the employee may not be able
to handle the pressure and may collapse. So, in order to make an employee ready to face the
challenges, the promotional training is given to him. Promotional training means “preparing for
the promotion.” By doing so, a firm prepares the in-house employee to handle higher job
responsibilities in the future and thereby avoiding the cost of hiring a new employee. Through
the promotional training, an employee feels motivated and determined to reach at a higher
position as soon as possible. The purpose of this training is to make an employee well equipped
with the essential skills required to perform the high-level job. Employees with potential are
selected and are given training before their promotion

5. Refresher Training

 Also called Retraining

 Purpose is to acquaint the existing employees with the latest methods of performing their
jobs and improve their efficiency further i.e. to avoid personnel obsolescence
 Refresher training is retraining in a subject you previously trained in to refresh your
memory and make sure your knowledge is up to date.
Refresher training can be applied to almost any type of training program or intervention, but is
frequently used in compliance and safety training where there are often specific requirements for
annual or periodic retraining. It can help to keep important knowledge fresh in employees’ minds
and reinforce and embed more complex organizational procedures and processes.
6. Remedial Training

 Remedial Training shall mean that training designed to correct the behavior of personnel
who have failed to perform their duties with the skill, knowledge and/or ability expected
and/or required of them, or have otherwise demonstrated a need for additional training
 To overcome the shortcomings in the behavior and performance of old employees
 It may include unlearning certain inappropriate methods and techniques
 Should be conducted by Psychological experts
7. Internship Training

 Under this educational or vocational institutes enter in an arrangement with an industrial

enterprise for providing practical knowledge to its students
 The organization providing the training may even absorb the candidates post training
 E.g. Engineering and MBA students undergo such training.
 Internships are training programmes for students to help them gain hands-on, professional
experience in the career field of their choice. Students get to learn about their choice of
work, and become adept at the skills, even before they join the workforce