Methods of Training

Bookmark added to your notes.
View Notes
×

Methods of Job Training: A Comprehensive Study

Change is a constant procedure, and thus relevancy with adaptation becomes a much-needed virtue for employees. Organizations focus on the collective productivity of their business operations brought in by the sheer efficiency of the employees. This calls for various training types for the employees to get acquainted with the working procedures and to develop their skills as required. Methods of job training can be classified under two broad categories of on-the-Job training and off-the-Job training which are discussed in detail in this article.


Different Types of Training Methods

The different training methods are discussed below:

1.  On-the-job Training: On-the-job Training includes the following Training Types:

  • Job Rotation: Job rotation is used for building the workforce across all sectors of the business. A business organization has various jobs and sectors to be worked on. In every sector of work, various skills and techniques are required. In this method of training, employees are tested on various sectors of the job with opportunities that lead them to work on various posts with various required responsibilities bestowed. This makes an employee acquainted with the various work procedures in a particular business, building his/her skills with training methodologies and allowing possible future sustainability with the developed skills. Moreover, it is also determined through such training types that which employee is best suited for what kind of job. Such training techniques bring out the best from workers through proper delegation of authority and responsibility based on the results of the training.

There is no pay scale increase in shifts from one post to another as a part of this training. Payscale of the employees remains constant throughout the training procedure. Such training and development methods are thus often called lateral movements.

  • Job Instructions: A particular job can be done with the help of various methods. Such methods of training involve a supervisor training the employees with the most adequate method of achieving the tasks. Trainers also train the workers for new kinds of jobs as a part of this. 

  • Committee Assignments: Methods of training like this involves meetings and seminars conducted for workers with real organizational problems brought out to be dealt with. Employees are assigned to solve the problems accordingly using their thought processes. This in turn helps in building strong team bonding and leadership skills.

  • Coaching: Training types should be directed towards building theoretical and practical knowledge and skills of the employees. This calls for the coaching method of training to be implemented by organizations. Such methods of job training involve coaches provided by the organization training employees. They also provide constant feedback as a part of this.

2: Off-the-job Training: Off-the-Job training includes the following Training Methods and Techniques:

  • Vestibule Training Method: One of the most famous training methods in HRM is the vestibule training method, especially meant for manual workers. This method involves the arrangement or creation of sets with similar organizational tools as well as machinery outside the organizational premises. This is done to avoid the drawbacks of on-the-job training. Training methodologies provided in the workplace may lead to accidents and other unwanted situations. Working outside the workplace with similar equipment builds the skills of the employees securing safety at the same time.

  • Incident Method: As a part of this training methodology, real incidents are prepared by the organization brought out to the workers who are then asked to solve them with proper use of their skills and methods. The organization after allowing individual suggestions to come up allows the workers to have a group discussion on the same to decide for a possible solution.

  • Case Study Method: The case study method provides the employees with the opportunity to come with solutions for real issues faced by the organization. Building the critical analysis ability and creativity in employees, this method allows the issues to be analyzed by the employees for solutions to come up.

  • Conferences: Conferences are held for the workers to analyze problems bringing up their respective ideas and solutions.

There are various other methods of training such as orientation training and apprenticeship or internship under on-the-job training methods and lectures, film screening, role-playing, simulation, programmed instruction, sensitivity training, and laboratory training under off-the-job training methods. Treat this article as a solved question on training methods and you will surely score well in your HRM paper.

FAQ (Frequently Asked Questions)

1. What is simulation pertaining to Off-the-job Training?

Ans: The simulation method of training is a technique implemented under off-the-job training, as a part of which imaginary situations are given to workers by the organization. The workers are asked to analyze the situations and work on them with their respective ideas and solutions.

2. What is Instructor-led Training?

Ans: One of the most traditional methods of job training with employees being trained by a trainer inside a classroom is known as the instructor-led training method. This takes place with the help of the materials presented by the trainer. This has proven to be one of the most effective methods of training for complex situations. Specific questions by employees are answered by the trainers while being further redirected towards resources.

3. Why is the incident method of Off-the-job Training important for Employees?

Ans: The incident method of off-the-job training is important for employees because it allows the employees to build and strengthen teamwork among them while at the same time identifying and bringing up their leadership skills in the process. As a part of this method, real incidents are provided to the employees for them to solve with their respective ideas, to be further analyzed through group discussion.