Methods and techniques of training

1. On-the-job Training (OJT)

In this method, the trainee is placed on a regular job and taught the skills necessary to perform it. The trainee learns under the guidance and supervision of the superior or an instructor. The trainee learns by observing and handling the job. Therefore, it is called learning by doing.

Several methods are used to provide on-the-job training, e.g., coaching, job rotation, committee assignments, etc. A popular form of on-the-job training is Job Instruction Training (JIT) or step by step learning. It is widely used in the United States to prepare supervisors. It is appropriate for acquisition or improvement of motor-skills and routine and repetitive operations. The JIT involves the following steps:

• Preparing the trainee for instruction. This involves putting the trainee at ease, securing his interest and attention, stressing the importance of the Job, etc.

• Presenting the job operations or instructions in terms of what the trainee is required to do. The trainee is put at work site and each step of the Job is explained to him clearly

• Applying and trying out the instructions to Judge how far the trainee has understood the instructions

• Following up the training to identify and correct the deficiencies, if any

JIT method provides immediate feedback, permits quick correction of errors and provides extra practice when required. But it needs skilled trainers and preparation in advance.

Merits

The main advantage of OJT is that the trainee learns on the actual machine in use and in the real environment of the job. He gets a feel of the actual job. Therefore, he is better motivated to learn and there is no problem of transfer of training skills to the job. Secondly, this method is very economical because no additional space, equipment, personnel or other facilities are required for training. The trainee produces while he learns. Thirdly, the trainee learns the rules regulations and procedures by observing their day-to-day applications. Fourthly, this is the most suitable method for teaching knowledge and skills which can be acquired through personal observation in a relatively short time period. It is widely used for unskilled and semi-skilled jobs. e.g. machinist, clerical and sales jobs. Fifthly, line supervisors take an active part in training their subordinates. 

How to get ready to instruct

1) Have a timetable

• How much skill you expect and when

2) Break down the job

• List the important steps

• Pick out the key points

3) Have everything ready

• The right equipment, material, and supplies

4) Have the workplace properly arranged

• As you would expect the worker to maintain it.

Demerits

First, in on-the-job training the learner finds it difficult to concentrate due to noise of the actual workplace. Secondly, this method is often haphazard and unorganized. The superior or experienced employee may not be a good trainer. Thirdly, in this method, the trainee may cause damage to costly equipment and materials.

On-the-job training is, however, the most widely used and accepted method of training. It is suitable for all levels of employees, workers, supervisors and executives. It is appropriate for teaching knowledge and skills which can be learnt in a relatively short period of time and where only a few persons are to be trained on-the-job.

In order to make on-the-job training successful, some conditions must be satisfied:

• What and how to teach should be carefully decided

• The instructor should be carefully selected and trained

• A definite follow-up schedule should be used to judge the results of training.

2. Off-the-Job Training

Under this method, the trainee learns outside the job and devotes whole time on learning. The main techniques used in off-the-job trainin are given below:

a) Vestibule Training

In this method, a training center called vestibule is set up and actual job conditions are duplicated or simulated in it. Expert trainers are employed to provide training with the help of equipment and machines which are identical with those in use at the workplace.

Merits

The main advantage of vestibule training is that the trainee can concentrate on learning without disturbance of the workplace noise. Secondly, the interest and motivation of the trainee are high as the real job conditions are duplicated. Thirdly, this method is essential in cases where on-the-job training might result in a serious injury, a costly event, or the destruction of valuable equipment and material, e.g., aeronautical industry. Fourthly, correct method can be taught effectively by the trained instructor who knows how to teach. Fifthly, it permits the trainee to practice without the fear of being observed and described by the superior/ co-worker. Lastly, it is a very efficient method of training a large number of employees of the same kind of work at the same time. This method is also useful when it is not advisable to put the burden of training on-line supervisors and when a special coaching is needed. It is often used to train clerks, bank tellers, inspectors, inactive operators, testers, typists, etc.

Demerits

Vestibule training is the most expensive method because of additional investments in classroom, equipment and expert trainers. Secondly, the training situations are somewhat artificial and the trainee does not get a feel of the real job. Thirdly, separation of training from the supervisory responsibilities may lead to problems in the organization.

b) Apprenticeship Training

In this method, theoretical instruction and practical learning are provided to trainees in training institutes. In India, Government has established Industrial Training Institutes (ITIs) for this purpose- Under the Apprenticeship Act, 1962 employers in specified industries are required to train the prescribed number of persons in ‘designated trades’. The aim is to develop all-round craftsmen. Generally, a stipend is paid during the training period. Thus it is an “earn when you learn" scheme.

Merits

First, the main advantage of this method is that it combines theory and practice. Secondly, the trainee acquires skills which are valuable in the job market. Thirdly, apprenticeship programmes provide skilled workforce to industry.

Demerits

Apprenticeship training is time-consuming and expensive. Many persons leave the training programme midway as the training period ranges from one year to five years.

Apprenticeship training is the oldest method of training. It is particularly suitable for scanning crafts and technical trades wherever job proficiency is the result of a relatively long training period. Draughtsman, machinist, printer, tool maker, pattern designer, mechanic, carpenter, weaver, fitter, jeweler, engraver, electrician, etc. are examples of such areas.

c) Classroom Training

Under this method, training is provided in company classrooms or in educational institutions, Lectures, case studies, group discussions, and audio visual aids are used to explain knowledge and skills to the trainees. Classroom training is suitable for teaching concepts and problem-solving skills. It is also useful for orientation and safety training programmes. Some companies maintain their own training institutes or schools. Special training courses are designed, e.g., management course for foreman, computer course for typist, etc. Courses in training and upgrading may also be conducted. Small firms depend on outside schools and courses.

d) Internship Training

It is a joint programme of training in which educational institutional and business firms cooperate. Selected candidates carry on regular studies for the prescribed period. They also work in some factory or office to acquire practical knowledge and skills. This method helps to provide a good balance between theory and practice. But it involves a long-time period due to slow process. This method of training is used in professional work. e.g., MBBS, CA, ICWA. Company, Secratries. etc.

e) E-Learning

Business firms are increasingly using electronic technology for training. E-learning methods include training through CD-ROM, internet and intranet, satellite broadcasts, virtual classrooms and digital collaboration between trainees. Most firms using e-learning invest in a learning management system. This system provides a single log on point for all e-learning opportunities offered through the company. E-learning makes use of social software such as blogs, wikis, and podcasts and virtual world. This phenomenon is also known as ‘Long Trait Learning’