METHODS OF TRAINING

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 “Tell me and I forget, teach
me and I remember, involve
me and I learn”

- Benjamin Franklin
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 Training – the process of teaching new
employees the basic skills they need to
perform on their job.
 Development – learning that goes beyond
today’s job and has more long-term focus.
 Training & Development- continuous effort
designed to improve employee competency
and organizational performance.

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 The process, technique or approach which a trainer
uses in teaching.

 The method of training varies based on the needs of

the company, the trainee, and on the task being
performed.

 Motivates employees to learn, help them retain and

transfer what they have learned and enhance
performance with other skills and knowledge.
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 To make sure that the employees are working
towards organizational goals.

 It is also needed in order to improve the

employees performance in the organization.

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 METHODS OF
TRAINING

COGNITIVE / BEHAVIORIAL /
OFF THE JOB ON THE JOB
TRAINING TRANING

ROLE PLAYING COACHING

COMPUTER
BASED MENTORING
TRAINING
STRAIGHT
LECTURES
JOB ROTATION

JOB
SIMULATION
INSTRUCTION
EXERCISES
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 On-the-job training (OJT) means having person
learn a job by actually doing it.
 It is one of the best training methods because it is
planned, organized, and conducted at the
employee's worksite.

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 It provides an opportunity to receive feedback from
an expert
 It helps in identifying weaknesses and focus on the
area that needs improvement
 This method is best suited for the people at the top

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 Mentoring focuses on attitude development
 It is an ongoing relationship that is developed
between a senior and junior employee
 Mentoring is done by someone inside the
company
 It is one-to-one interaction
 It helps in identifying weaknesses and focus
on the area that needs improvement

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 Internship are opportunities for students to
get real world experience
 They are offered usually by organization to
college students wanting to find work
experience.
 The internship offer precious, real life job
experience and the organization often get
skilled, highly dedicated service.

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 It is the process of preparing employees at a
lower level to replace someone at the next higher
level.
 It provides the employees with opportunities to
broaden the horizon of knowledge, skills, and
abilities by working in different departments,
business units, functions, and countries

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 Job Instruction Training (JIT) teaches
employees how to do their jobs correctly,
safely and with maximum efficiency.
 In this method, the trainer list all necessary
steps in the job, each in its proper sequence
along with key points of each step, in order to
provide step-by-step training for employees

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Pros
 It is relatively inexpensive
 Trainees learn while producing
 It is highly practical and reality-based.
 It also helps the employee establish important
relationships with his or her supervisor or mentor.
Cons
 Training is not standardized for employees.
 There is often a tendency to have a person learn by
doing the job, providing no real training.
 It can be difficult to find the right person to conduct
it

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 Off the job training involves employees
taking training courses away from their place
of work.
 This is often also referred to as "formal
training".

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 The purpose of this method is to give
participants a chance to experience a
particular situation in a controlled setting.
 Trainees are provided with a description of
the context usually a topic area, a general
description of a situation, a description of
their roles, and the problem they each face.

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 Computer based training can be defined as that any
training that occurs through the use of computer.
 It may be delivered via a software product installed on a
single computer, through a corporate or educational
intranet, or over the Internet.
 Especially popular for computer-related studies

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 A lecture consists of presenting information
which the trainee attempts to absorb

 Communication is primarily one-way: from

the instructor to the learner.

It consists of:
 Introduction of the topic
 Purpose of the lecture
 Priorities and preferences on ways the lecture
will be covered
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 Trainees learn on the actual or simulated equipment
they will use in the job
 It places the trainee in an artificial environment that
closely imitates actual working conditions
 Trainer demonstrates on the same kind of machine
and using the same procedures that trainees will use
on the job.

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SIMULATED TRAINING TECHNIQUES

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1. The use of new technologies for training
delivery will increase
2. Demand for training for virtual work
arrangements will rise
3. Emphasis on capture and storage and use of
intellectual capital will increase
4. Companies will rely on learning management
systems, integration with business processes,
and real-time learning

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5. Training will focus on business needs and
performance
6. Training departments will develop partnerships
and will outsource
7. Training and development will be viewed more
from a change model perspective

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