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TRAINING METHODS:
Training methods are means desired objectives set for a training program me. In practice, a variety of training methods are employed fore achieving these objectives. The choice of training methods would depend on a variety of factors, such as: purpose of training nature of contents relevance to the participatnts levels of trainees cost, etc.
On the- job oriented training methods Simulation methods Knowledge-based methods Experiential methods
coaching
Job rotation
ON THE-JOB TRAINING:
In this methods, the new employee is placed on a job and taught the skills necessary to perform it. A trainer or superior teaches the employee. Since trainee learn by observing and handing the job ,this method is also termed as observing, and copying or learning by doing.
COACHING:
In this method, the superior teaches or guides the new employee about the knowledge and skills of a specifically define job.
JOB ROTATION: In this method, a trainee moves from one job to another and from one department to another.
SIMULATION
METHOD
Simulation is a technique which duplicates, as nearly as possible, the actual condition encountered on a job. The methods falling under this category are follows:
Simulation cmethod
Role play
Case method
Management game
In-baskett exercise
Vestibule training
KNOWLEDGE-BASED METHOD
In this method, an attempt is made to impart employees knowledge in any subject area covering the aspects like its concepts and theory, basic principals and pure and applied knowing of the subject.
Knowledgebased method
lectures
conferences
Programmed instruction
EXPERIENTIAL METHODS
The objective of these methods is to help an individual understand one-self and others. this is done through attitudinal change. such understanding helps an individual undershand the dynamics of human relationships in a work situation, including at times his managerial style.
Experiential methods
Sensitivity training
Transactional analysis