On-the-job Training (OJT) Methods:
This is the most common method of training in which a trainee is
placed on a specific job and taught the skills and knowledge necessary to
perform it.
The
advantages of OJT are as follows:
1. On the job method is a flexible method.
2. It is a
less expensive method.
3. The trainee is highly motivated and encouraged to learn.
4. Much arrangement for the training is not required.
On-the-job
training methods are as follows:
1. Job rotation:
This
training method involves movement of trainee from one job to another gain
knowledge and experience from different job assignments. This method helps the
trainee understand the problems of other employees.
2. Coaching:
Under this method, the trainee is placed under a particular
supervisor who functions as a coach in training and provides feedback to the
trainee. Sometimes the trainee may not get an opportunity to express his ideas.
3. Job instructions:
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.
4. Committee assignments:
A group of trainees are asked to solve a given organizational
problem by discussing the problem. This helps to improve team work.
5. Internship training:
Off-the-job Methods:
On the job training methods have their own limitations, and in
order to have the overall development of employee’s off-the-job training can
also be imparted. The methods of training which are adopted for the development
of employees away from the field of the job are known as off-the-job methods.
The
following are some of the off-the-job techniques:
1. Case study method:
Usually case study deals with any problem confronted by a
business which can be solved by an employee. The trainee is given an
opportunity to analyze the case and come out with all possible solutions. This
method can enhance analytic and critical thinking of an employee.
2. Incident method:
Incidents are prepared on the basis of actual situations which
happened in different organizations and each employee in the training group is
asked to make decisions as if it is a real-life situation. Later on, the entire
group discusses the incident and takes decisions related to the incident on the
basis of individual and group decisions.
3. Role play:
In this case also a problem situation is simulated asking the
employee to assume the role of a particular person in the situation. The
participant interacts with other participants assuming different roles. The
whole play will be recorded and trainee gets an opportunity to examine their
own performance.
4. In-basket method:
The employees are given information about an imaginary company,
its activities and products, HR employed and all data related to the firm. The
trainee (employee under training) has to make notes, delegate tasks and prepare
schedules within a specified time. This can develop situational judgments and
quick decision making skills of employees.
5. Business games:
According to this method the trainees are divided into groups
and each group has to discuss about various activities and functions of an
imaginary organization. They will discuss and decide about various subjects
like production, promotion, pricing etc. This gives result in co-operative
decision making process.
6. Grid training
It is a continuous and phased
program lasting for six years. It includes phases of planning development,
implementation and evaluation. The grid takes into consideration parameters
like concern for people and concern for people.
7. Lectures:
This will
be a suitable method when the numbers of trainees are quite large. Lectures can
be very much helpful in explaining the concepts and principles very clearly,
and face to face interaction is very much possible.
8. Simulation:
Under this
method an imaginary situation is created and trainees are asked to act on it.
For e.g., assuming the role of a marketing manager solving the marketing
problems or creating a new strategy etc.
9. Management education:
At present
universities and management institutes gives great emphasis on management
education. For e.g., Mumbai University has started bachelors and postgraduate
degree in Management. Many management Institutes provide not only degrees but
also hands on experience having collaboration with business concerns.
10. Conferences:
A meeting
of several people to discuss any subject is called conference. Each participant
contributes by analyzing and discussing various issues related to the topic.
Everyone can express their own view point.