Training Methodology I On the Job Training-Development and Training-Lecture Slides, Slides of Training and Development

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Training Methodology-I On-the-

Job Training

Typical Signs Of Need for Training

help

**1. Avoids difficult work

2. No co-operation
3. Lack of interest
4. No initiative
5. Complaining
6. Making mistakes
7. Avoiding contact
8. No communication
9. Depressed** 10. Poor quality 11. Argumentative 12. Unsafe working 13. Poor productivity 14. Delegating to others 15. Laziness 16. Absenteeism 17. Irritability 18. Blaming others

Cont……

The basic stuffs which are imparted by way of training are knowledge. Skill and Attitude (KSA) and the same is provided by three training methods such as Cognitive methods, theoretical training that includes knowledge and attitudes is provided. In Behavioral methods, practical training that highlights basically about the development of skills is provided. In management development methods, the trainees are provided with the training keeping the future requirement in view.

Cognitive Methods

Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. these methods are associated with changes in knowledge and attitude by stimulating learning.

Behavioral Methods

Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to modify and learn a behavior in a real fashion. These methods are best used for skill development.

• Behavior-Modeling
• Business Games
• Case Studies
• Equipment Stimulators
• In-basket Technique
• Role Plays etc

Cont……

Management Development Method: The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning process.

Cont……

On-the-job training programs range from formal training with company supervisors to learning by watching. In this sense, the most formal types of on-the-job training are distinct from classroom training largely in that they take place within the firm. In the face of increased international competition and the more widespread use of computers in production processes, the implementation of more formal and sophisticated kinds of on-the-job training has become a critical issue for firms.

Cont……

Through on-the-job training, workers acquire both general skills that they can transfer from one job to another and specific skills that are unique to a particular job. On-the-job training typically includes verbal and written instruction, demonstration and observation, and hands-on practice and imitation. Two different types of on- the-job training are frequently distinguished in the professional literature:

• Structured (planned) and
• Unstructured (unplanned)

Cont……

Unstructured On-the-job Training: Unstructured is the most common kind and refers to loose on-the-job training programs that largely involves a novice employee working with an experienced employee, who servers as a guide or mentor in an observe-and-imitate training process. The new workers largely learn by trial and error with feedback and suggestions from experienced workers or supervisors. Unstructured training design is based on work requirements (e.g. manufacturing products), not on imparting job skill needed by new workers.

Cont……

One of the first structured on-the-job training programs was launched during world war I in the shipbuilding industry by Charles “Skipper” R. Allen. Allen sought to make training more efficient by having trainees undergo four steps:

1. Preparation: show workers what they are required to do. 2. Presentation: tell workers what they are required to do and why they are required to do it. 3. Application: let workers perform the required tasks. 4. Inspection: provide feedback, informing workers of what they have done right and what they have done wrong.

On-the-Job Training Checklist

1. Plan
2. Prepare
3. Present
4. Practice
5. Monitor and Evaluate

On-the-job Training Process

Contemporary approaches to on-the-job training emphasize the training of novice workers by experienced workers who possess not only the skills necessary for the tasks to be learned but also the skills as a trainer. By selecting such trainers, companies can achieve consistency in training content, methods, and results. The process begins with the selection of qualified trainers and trainees. Trainers must know the tasks and know how to communicate how to perform them and the trainees must be able to learn the tasks.

Advantages of on-the-job Training:

• Less disruptive to the business-i.e. employees are not away from work.
• Participants can be trained immediately without waiting for a scheduled course.
• Training is designed to meet local needs.
• Training of employees in their own working environment, with equipment they are familiar with and people they know can help them gain direct experience to a standard approved by the employer.
• Employees may find that have more confidence if they are supervised and guided as they feel they are doing the right job.

Limitations

• There are fewer opportunities for interaction with other people than in a group-based course.
• OJT trainers may not be provided with enough resources to conduct training adequately (i.e., sending them a packet of materials may not be sufficient)
• Maintaining quality at a national level can be difficult.