Training and Development Methods: Employee Training Methods: - The Most

Training and Development Methods: Employee Training Methods: - The most popular training methods used by organization can be classified as either on the job or off the job training few better technique from each category are briefly explained  On the job training: The most widely used method of training take place on the job. On the job training places the employee in an actual work situation and makes them appear  to be employee is an actual work situation and make them appear to be immediately  productive. Apprenticeship programs: -   people seeking to enter skilled trades are often required to undergo apprenticeship training  Off the job training: - off the job training covers a number of technique classroom lectures films demonstrations cause studies and others relations exercise and programmed instructions. Different types of off the job training are as follows:  Films  Simulation exercise  Cases  Experimental exercise  Computer modeling  Vestibule training  Programmed instructions (2) Management development method: - Management development is more future future orient oriented ed and more concerned concerned with education education than is employee training or assisting a person to become a better performer   by education we mean that management development activities attempt to instill sound reasoning processes – To enhance one’s ability to understand and interpret knowledge rather than imparting a body of  serial facts. Successful managers have analytical human conceptual and specialized skills. They are able to think and understand management development method is further divided into two parts On the job development :The development of a manager’s abilities can take place on the job. we will review four popular  on the job techniques (i) (i) Coac Coachi hin ng (ii) Understud Understudy y assign assignments ments (iii) Job rotation (iv) Committee assignments Coaching: - When a manager takes an active role in guiding another manager we refer to this activity activity as coaching. coaching. The effective effective gives guidance guidance through direction, direction, advice, advice, criticism criticism and suggestions in an attempt to aid the growth of the employee. Job rotation: - Job rotation represents an excellent method for broadening the manager or    poten potentia tiall manage managerr and for turni turning ng specia specialis listt into into genera generalis lists. ts. In additi addition on to increa increasin sing g the manage manager’s r’s experi experienc encee and allowi allowing ng the manage managerr to absorb absorb new inform informati ation, on, it can reduce reduce  boredom and stimulate the development of new ideas. It can also provide opportunities for a more comprehensive and reliable evaluation of the manager by his or her supervisors. Committee Committee assignmen assignments: ts: -Assign Assignmen mentt to a commit committee tee can provid providee an opport opportun unity ity for the employee to share in manager decision making to learn by watching others and to investigate specific organisational problems. When committees are of “Adhoc” or temporary nature they often take on task force activities designed to delve into a particular problem, ascertain alternative solutions and make recommendations for implementing solutions. solutions.

Appointment to permanent committee: - Appointment to permanent committee increases the empl employ oyee ee’s ’s expo exposu sure re to othe otherr memb member er of the the orga organi niza zati tion on,, broa broade dens ns his/ his/he her  r  understanding and provides an opportunity to grow and make recommendations under the scrutiny of other committee members. (3) Off the job development: -there are many management development technique that personal can partake in off the job. Few popular ones: Sensit Sensitivi ivity ty train training ing:: Sensi Sensitiv tivity ity traini training ng in encoun encounter ter groups groups is a method method of chang changing ing  behaviour through group processes. Transactional analysis: This may help managers understand others better and assist them in altering their responses so as to produce effective results. Lecture courses: Formal lectures offer an opportunity for managers or potential managers to acquire knowledge and develop conceptual and analytical abilities. In large organisations, these lecture courses may be offered “In-The-House” by the organisation itself. Simula Simulatio tion n exerci exercises ses:: These These were were introd introduce uced d as a train training ing techni technique que,, they they were were meant meant  probably for management development. Most widely used simulation exercises are: a. Case studies b. Simulated decision game c. Role playing Responsibility for training and development: - Training is the responsibility of four major  groups: o The top management, which frames the training policy. The HRD depart departmen mentt which which plans plans establ establish ishes es and evalua evaluates tes instru instructi ctiona onall o  programmes Super ions who facilitate training and development activities o Employ Employee’ ee’ss who provid providee feedb feedback ack revisi revisions ons and sugges suggestio tions ns for corpor corporate ate o educational endeavors.