In the United States, apprenticeships are largely confined to adults wanting to work certain occupations, such as carpentry and plumbing. b. a. As per Economic Times, 25 October 2002 organisation like TISCO, Neyveli Lignite Corporation, Polaris and Coca – Cola India are using mentoring system. Off-the-Job Training Methods (a) Vestibule Training Method Vestibule Training Method is a very famous means of training the employees especially the manual workers. Theoretically, these concepts may differ, but pragmatically it is not possible to totally separate these training techniques. On-the-Job training refers to the methods that are used at the workplace, while the employee is actually working. The qualities of a good coach are- positive, supportive, trusting, observant, respectful, patient and assertive. This added knowledge may be needed for performing higher level tasks. The object is to broaden his outlook and to prepare him for wider managerial responsibilities. The various on-the-job training methods are:-, 1. The trainees learn in the real work environment and gain practical experience dealing with the tasks and challenges during a normal working day. The trainee is systematically transferred from one job to another so that he may get the experience of different jobs. He should be allowed to stay on a job for a sufficient period so that he may acquire the full knowledge of the job. The … It is informal and unplanned type of training. For the training of non-managerial level of employees most of the organizations use on the job training methods. These functions include sponsorship, protection, coaching, challenging the protégé, and giving them exposures which are described below. They should ensure that there are no distractions and should avoid the temptation of leading the conversation. Most definitions agree that a mentoring relationship is an interactive and dyadic relationship. Counselling- Mentors functions as counsellor to protégé’s or mentees. As a result, even trained workers may need to learn new work methods and techniques. This is the most popular on-the-job training method: learning while doing. The training period varies from one year to two years depending upon the nature and type of apprenticeship. Mentoring is linked to a new employee’ learning the ropes faster than an un-mentored newcomer. Commitment to good communication is very much required for successful coaching. In terms of learning principles, there is higher motivation, participation, and … Interest is functional, arising out of the need to ensure that individuals can perform the tasks required to the best of their abilities. The mentor protects the protégé from undesirable assignments and internal politics which may harm their career development or advancement. It may be anything between two and five years. v. Relationship is finite-ends as an individual transfers to another job. a. On the job training is very different than other employee training methods and provides a lot of unique benefits over other options. Whether structured, with written processes and procedures, or informal, the power of on the job training for employee development cannot be overemphasized. Covan (2002) argues that mentors help the organization by monitoring their protégé and assuring they work to the appropriate standards. Second, the instructors are specialists who devote full time and attention to training and do not attend to shop floor duties. Practical skills like coding and graphic design can be theoretically taught only up to a certain point. Initially the Act envisaged training of trade apprentices. Although most internships offer very low or no pay, student interns can often gain college credits and, possibly, the offer of a full-time job after graduation. Retraining 8. c. It helps employees to understand problems of different jobs. Suggesting the means to achieve the agreed goals. Apprentices (or in early modern usage “prentices”) or protégés build their careers from apprenticeships. a. While coaching by an employee’s immediate superior usually focuses on job performance, mentoring is usually much broader and focuses on general career and personal development. We also discussed the advantages of such types of employee training. The first on our list of on-the-job training methods for IT and development firms is obvious: computer instruction. Protection of the protégé is similar to sponsorship, but in a defensive manner. Job rotations are a common phenomenon in government organisations. On-the-Job Training • Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behavior. The Act was amended in 1973 to include training of graduate and diploma engineers as “Graduate” and “Technician” Apprentices. Training can no longer be viewed as a support system, like a good benefits program or a leading-edge technical infrastructure. h. Have competing demands placed on a manager’s time. a. Change in technology and work methods leads to production of new goods and services and old hands will need refresher training to adapt themselves to the requirements of new environment. Subject:Human Resource Management Paper: Training and Development 1. Coaching process is a relationship. Practical skills like coding and graphic design can be theoretically taught only up to a certain point. 5. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them. as laid down by the Central Apprenticeship Council and to utilize fully the facilities available in industry for imparting practical training with a view to meeting the requirements of skilled manpower for industry. ii. Relationship may last for a specific period of time (nine months to a year) in a formal programme, at which point the pair may continue in an informal mentoring relationship. Listening skills- Coaches must avoid the temptation of immediately rushing in and naming what they see as the problem. The trainee may not be very productive during this time. Coaching takes place within the confines of a formal manager- employee relationship. The employees learn new skills and gain experience in handling different kinds of jobs. The ADDIE method is particularly useful when starting a training program from scratch: 1. Recently he is given the responsibility to take charge of purchases for the factory. The cross-trained workforce provides the organization a great amount of flexibility when transfers, promotions, or replacements become inevitable. Example – Supervisors in a factory train new or inexperienced machine operators with basic knowledge about machines and skills to run the machine. The trainee is paid stipend which is less than the salary of skilled workers. In this scenario, a company cannot keep up if it does not adopt the latest trends in training. b. With this method, new employees are tasked with learning different skills one by one. They’re not only great team-building exercises but occasionally produce original apps and improved processes. Job rotation is used by many organisations to develop all-around workers. A person learns his job simply by watching others doing it and then eventually duplicating or copying these observed behaviours. (iii) There is disturbance in the production schedules. To keep staff performing at an optimum level, employees should be upskilled regularly. The skills required for effective diagnosis are: a. In self-instructional mode, trainees can learn at their own pace, without face-to-face interaction with an instructor. It enables members to interact with one another and pool their ideas and experience to resolve problem-situations faced by the organization. Department of Education in the Ministry of HRD is responsible for implementation of the Act in respect of Graduate, Technician and Technician (Vocational) Apprentices. The various on-the-job training methods are: It is a method of training where an employee works under the guidance of a master worker to acquire higher level of skills. Creating a training program is not difficult as long as you break it down into logical steps. In addition, to release boredom, it allows employees to build a rapport with a wide range of individuals within the organization, which further facilitates cooperation among the departments. You not only need to train them for the actual job that they will be accountable for, but also in regard to your company culture, ethics and values. Further, it would create a situation of chaos for the trainees when they are exposed to rotating managers, having contrasting styles of operation. For instance, the departmental head may pick up one competent person from the department to become his/her understudy. Effective problem diagnosis is critical to improving performance. On-the-job training involves the use of skilled, knowledgeable, and experienced employees to train new employees or employees with inadequate skills, knowledge, and experiences in certain aspects of the job. First, it is imparted at a place away from the shop floor and trainees are denied opportunity to experience the actual work conditions there. during the training period, the employees will get the first-hand experience of using machinery, equipment, tools, materials, etc. This can also have a demoralizing effect on other employees. The primary responsibility in on-the-job training rests on the employee’s line supervi­sor. A trainer, administrator, or associate acts as a coach. Also, they are informed about the personnel policies of the enterprise and the benefit schemes operated for employees. It is only through working together that the coach and the individual (or team) can take an activity that at first seemed impossible, and try to make it possible through sincere effort. It provides opportunity to new employee to build good relationsh… (iv) On-the-job training methods are relatively cheaper and less time consuming. Mentors help mentees work out their personal problems, learn about what to do and what not to do, offer advice on what works and what does not, and do everything to demonstrate improved performance and prepare them for greater responsibility. The only difference is that while on-the-job training is provided by the line supervisor on the shop floor itself, vestibule training is provided by special instructors, away from the shop floor. This implies periodic shifting of an employee from one task to another. Internships are a route to white-collar or managerial jobs in a variety of fields. The superiors may have their own reasons for not sharing authority with their subordinates and the subordinates too may not be very keen to accept responsibilities. Vestibule. This factsheet defines 'learning', 'training' and 'development' and examines the main factors to consider when choosing between learning methods. Copyright © 1999 – 2021 GoDaddy Operating Company, LLC. It regulates the programme of training of apprentices in the industry so as to conform to the syllabi, period of training etc. Rapid scientific and technological changes can make even the properly trained workers feel out-dated. He prescribes a seven-step methodology for coaching employees to solve problems. Selective Readings 13. It means ‘learning while doing’. This is a common method of training for employees performing operative functions. c. Employees with a wider range of skills give management more flexibility in scheduling work, adapting to changes, and filling vacancies. Some organizations have a planned reading program under which the executives are provided books, journals, and articles related to their functional areas. In the on-the-job training method, the employees are trained on-the-job at their workplace. Example – The engineering courses require the third year students to gain experience in their field by working in the business organisations for a period of two-three months. b. Apprentices can clear the doubt first handedly. Friendship- Mentors also provide friendship and a role model for protégés. Simple observation and practice, which are informal techniques, are two of the greatest sources of on-the-job knowledge. On the job training is normally emphasized for job training for any new employee. i. iii. iv. Some companies have started delivering part of their fresher training in this form so that no time is wasted in building a foundation for on-the-job training. On the job training is used when organization wants the employee to be productive immediately after joining the job. Internships are opportunities for students to gain real-world job experiences, often during the time they do their summer project. Classroom-style training is the most traditional and popular training method for employees. It gives future managers a broad background. There are three forms of on-the-job training which are discussed below: The line supervisor not only teaches the job, knowledge, and skills to his/her sub-ordinates, but also councils them very often. Over the decades, training methods have evolved. In India, The Apprentices Act was enacted in 1961 and was implemented effectively in 1962. Committee assignments refer to the method in which the trainees are asked to solve an actual organizational problem. On-the-Job Training Methods Coaching: Under this method, the superior or an experienced staff gives instructions to the workers to perform a job. Senior may be biased towards his/her subordinates. This will broaden his horizon and capacity to do a variety of jobs. Undertakings and Departments. People have different abilities and learn at varied rate. Choose your employees wisely, then invest in their learning. It is a self-initiated process that has to be taken up by trainees. a. This type of training may be limited for technical people. Interest is personal and professional – a mentor provides both professional and personal support. He is placed under the charge of a qualified senior worker. Instruct slowly, clearly, completely, and patiently, one point at a time. In addition, it comprises knowledge pools and virtual classrooms. It is a kind of daily training in which the trainer works with one or more trainees. If the company starts to train the workers in the factory or the workplace itself then there are chances … In 1969, coaching assumed a new level of importance when Paul Hersey and Ken Blanchard introduced a management model entitled Situational Leadership. Creates a feeling of jealousy among other employees who are not able to show equally good performance. It is the old-school method of group learning. It enables members to learn how to arrive at a consensus decision (official agenda) after members have given expression to their emotions and angry reactions (hidden agenda). Relationship tends to be initiated and driven by an individual’s manager. Not all employees arrive with the same skill set. Thus, the new employee is, to begin with, given a description of his job. First, it can be imparted to a large number of workers without affecting the work on the shop floor. Ask questions beginning with why, how, when, or where. iii. d. Continue until you know that the learner knows. For example, the employee selected for training may be assigned jobs, one after the other, in different departments in a specified period. Working as assistant will enable the trainee to acquire actual managerial experience in each depart­ment. Vesti­bule training means training given to new workers by special instructors inside the factory prem­ises, but away from the shop floor. Delegation as a form of training has several advantages. b. a. c. Taper off extra supervision and close follow-up until the person is qualified to work with normal supervision. These are several potential problems related to use of job rotation such as increased work-load for trainees and frequent job change may produce stress and anxiety. Overall responsibility is with the Directorate General of Employment and Training (DGE&T) in the Union Ministry of Labour. In this type of training, a senior employee who act as a mentor sponsors and support a junior or less experienced employee who is a mentee. Example – A sales executive is appointed as an assistant to the assistant sales manager for a period of six months to learn about company products and marketing skills. iii. e. It motivates the employees for better productivity. d. It helps in managing the work in the absence of employees. Internship training is the combined effort of the educational institutions and business organisations where selected candidates continue regular studies for a prescribed period and also work in a business enterprise for a specific period of time to acquire practical knowledge and skills. Fast learner may quit the programme in frustration while slow learner may require extra time. It helps to develop cooperative approach towards different functions or positions in the organisation. Human Resource Management, Employees, Training, Methods, On the Job Training Methods. Frequent shifting might create confusions in the mind of an employee. It gives an overview of the various types, from workplace-based learning, like on-the-job training and in-house development programmes, to externally-based learning, such as formal qualifications. All Rights Reserved, Niharika is the HR Business Partner with EXL. The trainees learn in the real work environment and gain practical experience dealing with the tasks and challenges during a normal working day. He is also told about his immediate superior and the subordinates who will work under him—the person from whom he will take orders and those to whom he will give orders. Academic education is often limited to theoretical learning. The productivity is reduced by moving an employee to a new position, just when efficiency at the previous job is creating organizational economies. Education is a long-term investment — not just in the employee, but the organization as well. When the trainees work on the floor the risk of accidents increases because that time they will not be aware with the dangerous machine. This method of training helps the trainees to develop team spirit to achieve a common organizational goal. Job rotation may create numerous serious problems when the trainees are shifted to various jobs very frequently. Although it is apparently simple and relatively less costly, if not handled properly, the cost can be high in terms of damaged machinery, unsatisfied customers, misfiled forms, and poorly taught workers. Mentors offer support, guidance and encouragement to mentees so that they can solve the problems independently and gain confidence in course of time. On Job training method is costly in the sense that the workers are disturbed by training activities. The supervisor is more interested in getting work than imparting the skills.

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