JOB INSTRUCTION

TECHNIQUE METHOD

Presented by

Divya Agarwal
Roll - 16005
 PLAN OF ACTION

• Introduction

• Definition

• Objective of executing the method

• Merits

• Demerits
 INTRODUCTION
• Training is a systematic process through which an
organization’s human resources gain knowledge and
develop skills by instruction and practical applicability
that result in improved corporate performance.
• Training is short term, task oriented and targeted to
achieve a change in Attitude (A), Skills (S) and
Knowledge (K) in a specific area. It is usually job
related.
Importance of Training

1. Respond to technology changes affecting job requirements.

2. Respond to organizational restructuring.
3. Adapt to increased diversity of the workforce.
4. Support career development.
5. Fulfill employee need for growth.
There are two types of training methods. They are as follows:
• On the Job Training
• Off the Job Training
Definition: Job Instruction Technique of Training
• A relatively simple, one-to-one training technique consisting of the following
steps:
• Get ready to instruct: The trainee receives an overview of the job, its purpose and
desired outcomes.
• Prepare the learner: The trainer demonstrates the job in order to give the trainee
a model to copy.
• Present the learning: The trainee is then asked to copy the demonstration and
practice them till he/she becomes master to it.
• Try out learner performance: Finally the trainee performs the job independently
without any supervision.
• Follow up.
DEFINITION
 OBJECTIVE
• To teach manual skills or procedures such as how
to operate machinery or perform standard
operations.
• Train new employees or apprentices at the
workplace.
• Prepare competent workers who are able to
perform specific job tasks at any level, from top
to bottom in an organization.
 MERITS
• Greater productivity: Learners usually can do
productive work while learning, in contrast to
off-the-job training that takes them away from
work.
• The relevance and transfer of the training: JIT is
relevant to employee work. In contrast to off-
the-job training, the problem of limited transfer
of training to the job is virtually eliminated.
Learners are also motivated to learn by the
relevance of JIT to their jobs.
 MERITS
•Rapid results: Employees can often be
trained more quickly using JIT than by using
other approaches such as off-the-job
training or unstructured on-the-job training
techniques.
•Easier for employees: Learning at the
workplace is often easier for learners,
especially for workers who have not done
well in a classroom setting.
 DEMERITS
• JIT is not very suitable for imparting large amounts of written or verbal
knowledge to learners. Reading materials, briefings, correspondence study,
formal courses, audiotapes and videotapes are usually more suitable for
helping employees learn lots of facts, concepts and general principles.
• Training is needed for instructors to effectively use this technique.
Supervisors and other potential instructors need to learn what to do before
they can instruct others using JIT.
So if employees need to learn mostly facts, concepts or principles rather than
manual skills and procedures or if one is not willing to train their instructors,
one should select another technique to train their workers.