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.
FAQs on Training Methods in Organizations
1. What are the two primary categories of training methods used in organisations?
Organisational training methods are broadly classified into two main categories:
- On-the-Job Training: This involves learning while performing the actual job in the real work environment. It's a practical, hands-on approach.
- Off-the-Job Training: This involves training employees away from their actual work location. This allows them to focus solely on learning concepts and skills before applying them.
2. What are some important examples of On-the-Job training methods?
Key On-the-Job training methods aim to develop skills directly within the workflow. Important examples include:
- Apprenticeship Programmes: A master craftsman or an expert guides a trainee for a prescribed period.
- Coaching: A superior guides and instructs a subordinate, providing regular feedback to correct performance.
- Job Rotation: The trainee is systematically shifted from one job to another to gain a broader experience of the organisation's various functions.
- Committee Assignments: A group of employees are given a real organisational problem and are asked to solve it, which helps in developing teamwork and problem-solving skills.
3. What are the key Off-the-Job training methods and what do they involve?
Off-the-Job training takes place away from the work floor. The key methods are:
- Case Study: Trainees are given a real or hypothetical business problem to analyse and discuss, which enhances their analytical and decision-making skills.
- Vestibule Training: An actual work environment is simulated in a separate classroom. It uses the same equipment and tools, allowing trainees to learn without the pressure of the actual work floor.
- Lectures/Conferences: Experts deliver information and knowledge to a group of trainees, which is useful for conveying rules, procedures, or theories.
- Simulation: Trainees learn on equipment that mirrors what they will use on the job, often for training on sophisticated or high-risk machinery.
4. What is the fundamental difference between On-the-Job and Off-the-Job training?
The fundamental difference lies in the location and approach to learning. On-the-Job training is a 'learning by doing' approach that occurs at the actual workplace, integrating training with regular job performance. In contrast, Off-the-Job training is a 'learning before doing' approach that occurs away from the workplace, allowing trainees to acquire knowledge and skills in a controlled, stress-free environment.
5. How does vestibule training effectively simulate a real work environment?
Vestibule training effectively simulates a real work environment by creating a separate, fully-equipped training area that is a replica of the actual shop floor. Trainees use the same tools, machinery, and materials they would use in their jobs, but without the pressures of production targets or the risk of causing costly errors on the main production line. This allows for focused, hands-on learning in a safe and controlled setting.
6. Why would a company invest in the Case Study Method for training its managers?
A company invests in the Case Study Method primarily to enhance the analytical, problem-solving, and decision-making skills of its managers. By analysing real-life business situations, managers learn to identify core problems, evaluate various alternatives, and make well-reasoned decisions. This method encourages critical thinking and provides a practical understanding of complex organisational challenges without risking real-world consequences.
7. How does job rotation benefit both the employee and the organisation?
Job rotation offers dual benefits. For the employee, it provides a broader perspective of the organisation, prevents boredom, and develops a range of versatile skills, making them a more valuable asset. For the organisation, it creates a flexible workforce where employees can fill in for others, promotes better inter-departmental cooperation, and helps identify the best fit for an employee's skills and potential.
8. For what kind of skills is simulation training the most effective method?
Simulation training is most effective for developing skills that involve operating expensive, complex, or potentially dangerous equipment. It is invaluable in fields where on-the-job errors could be catastrophic or extremely costly. For example, it is widely used to train airline pilots in flight simulators, astronauts, and surgeons, as it allows them to practice and master their skills in a high-fidelity, risk-free virtual environment.
