Techniques that a trainer employs for

delivering training content or for

facilitating the learning process in order to
achieve predetermined learning
objectives.
Methods of training are divided into two
categories namely,
I. Off-the-job training methods
II. On-the-job training methods.

whereby the trainee is provided with a
regular job and during this job he/she is
taught skills necessary to perform it.
In this method, the trainee learns under
the supervision or guidance of the
supervisor or instructor.
Coaching
Job instruction technique
Job rotation
Mentoring

Use of trainer to help employees achieve
their organizational objectives.
Corrective method of inadequate
performance.
It is a one-one interaction.



It is one on one interaction
Can be done at the convenience of both
the trainer and trainee through emails,
phone and meetings
It is a corrective measure for inadequate
performance
Helps in identifying weaknesses and
focusing on that particular area to
improve performance

Bad work habits
Adherence to old ways
Lack of training skills.
Uses a strategy with focus on
knowledge(factual and
procedural),skills,attitudes and
development.
Steps involved are:
a) Prepare
b) Present
c) Try out
d) Follow up


Provides immediate feedback of results
Provides immediate and quick correction of
errors
Allows trainees to practise further when
needed

Disadvantages
Lack of proper supervision which may lead to
employees learning the skills ineffectively
It is time consuming

where employees are moved between two
or more jobs in a planned manner in order
to expose them to different experiences.
Advantages
It provides the employees with
opportunities to broaden the horizon of
knowledge and skills by working in
different departments.
Assessment of employees
Helps to avoid fraudulent practice

Employee may not be satisfied with the
new rotation
Employee morale may decrease if
employee is moved for a long period of
time
Can disrupt the workflow as employee
learns new task or job

an ongoing relationship is developed
between a senior and junior employee.
Mentoring is more concerned with
improving the employee's fit within the
organization than improving technical
aspects of performance, thus
differentiating it from coaching.
It focuses on attitude development
It is a one on one interaction
Mentor is available to offer advice
Mentee experiences growth within the
company

Mentor-mentee pairing may not be a good
fit
Workflow may be disrupted due to one-
on-one training


the acquisition of work-related skills at a
location outside than the workplace, like a
college or university.
Off-the-job training methods
Lectures/classroom
Stimulation
Business games
Role playing

method trainers used to communicate
with spoken words which they want the
trainees to learn.
a popular training method despite of
advanced new technology because it is
least expensive and least time consuming
way to present large amount of
information efficiently.
It reinforces trainers credibility and
authority.
Information is concentrated and
organized as desired.
Efficient and simple and lots of material
can be presented within given time.
Can be personalized easily.

One way communication with relatively
less participation or passive participation.
Depends completely on trainers
effectiveness and information.
A clear and rigorous verbal presentation
requires a great deal of preparation and
hence time consuming preparation.
Limited attention time of the listener


represents real life situations regarding
trainees decisions resulting in outcomes
that reflects what would happen if they
were on the job.
used to teach production and process
skills as well as management and
interpersonal skills.
Training is more reality based
Training directly applies to the job
Prevents the trainees from making costly
mistakes

It is an expensive method.
Need constant updating as new
information about work environment is
obtained

Requires trainees to gather information,
analyze it and make decisions.
Business games are primarily used for
management skill development.
Games stimulate learning because
participants are actively involved and
because games mimic the competitive
nature of business
Improves decision making and analytical
skills
Cohesive groups are developed
Develop an understanding of
interrelationships
Develop ability to function co-operatively
and effectively in a small group.

Factual information cannot be taught
through this method.

act out a given role as they would in a
stage play.
Role players are informed of a situation
about the respective roles that they have
to play.
Role playing basically covers topics such
as employee-employer relationships,
hiring, firing, conducting a post-appraisal
interview.

Develop interpersonal and
communication skills
Helps in conflict resolution
Helps in group decision making
Develops insight into ones own behaviour
and its impact on others


Role playing may sometimes not adhere to
the objectives of the training program
Re-enforcement of the desired behavior
may be lacking unless follow up
discussion are organized to assess the
impact of the session.
There are two main job training methods:
On the job methods
Off the job methods
All the job training methods are complementary
rather than competitive in their approach.
Different organizations use different methods of
training


THANK YOU!!!!