write four methods of on job training and off job training Related: Chapter 6 - Staffing - An Overview - Class 12 Business Studies (BST)

Question

write four methods of on job training and off job training Related:  Chapter 6 - Staffing - An Overview - Class 12 Business Studies (BST)

Answer

On-the-job training methods are as follows:

1. Job rotation:

This training method involves movement of trainee from one job to another gain knowledge and experience from different job assignments. This method helps the trainee under�stand the problems of other employees.

2. Coaching:

Under this method, the trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his ideas.

3. Job instructions:

Also known as step-by-step training in which the trainer explains the way of doing the jobs to the trainee and in case of mistakes, corrects the trainee.

4. Committee assignments:

A group of trainees are asked to solve a given organizational problem by discussing the problem. This helps to improve team work.

5. Internship training:

Under this method, instructions through theoretical and practical aspects are provided to the trainees. Usually, students from the engineering and commerce colleges receive this type of training for a small stipend.

The following are some of the off-the-job techniques:

1. Case study method:

Usually case study deals with any problem confronted by a business which can be solved by an employee. The trainee is given an opportunity to analyse the case and come out with all possible solutions. This method can enhance analytic and critical thinking of an employee.

2. Incident method:

Incidents are prepared on the basis of actual situations which happened in different organizations and each employee in the training group is asked to make decisions as if it is a real-life situation. Later on, the entire group discusses the incident and takes decisions related to the incident on the basis of individual and group decisions.

3. Role play:

In this case also a problem situation is simulated asking the employee to assume the role of a particular person in the situation. The participant interacts with other participants assuming different roles. The whole play will be recorded and trainee gets an opportunity to examine their own performance.

4. In-basket method:

The employees are given information about an imaginary company, its activi�ties and products, HR employed and all data related to the firm. The trainee (employee under training) has to make notes, delegate tasks and prepare schedules within a specified time. This can develop situational judgments and quick decision making skills of employees.

5. Business games:

According to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization. They will discuss and decide about various subjects like production, promotion, pricing etc. This gives result in co-operative decision making process.

6. Grid training:

It is a continuous and phased programme lasting for six years. It includes phases of planning development, implementation and evaluation. The grid takes into consideration parameters like concern for people and concern for people.

7. Lectures:

This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much helpful in explaining the concepts and principles very clearly, and face to face interaction is very much possible.

8. Simulation:

Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy etc.

9. Management education:

At present universities and management institutes gives great emphasis on management education. For e.g., Mumbai University has started bachelors and postgraduate degree in Management. Many management Institutes provide not only degrees but also hands on experience having collaboration with business concerns.

10. Conferences:

A meeting of several people to discuss any subject is called conference. Each par�ticipant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.

Answer

On job training
Apprenticeship Programme
Internship Training
Induction Training

of job training
VESTIBULE SCHOOL

Answer

On-the-job training methods:

1. Job Rotation: Job rotation involves moving employees through different positions within the organization. This method provides trainees with the opportunity to gain exposure to various job roles and responsibilities. It allows them to learn different skills and develop a broader understanding of the organization as a whole. Job rotation also helps in identifying the strengths and weaknesses of employees and enables them to adapt to different work environments.

2. Mentoring: Mentoring is a method where a more experienced employee (mentor) guides and supports a less experienced employee (mentee). The mentor shares their knowledge, skills, and expertise to help the mentee develop and grow professionally. This method provides personalized guidance and support, allowing the mentee to learn from the mentor's experiences and receive feedback on their performance. Mentoring also facilitates the transfer of organizational values, culture, and best practices.

Off-the-job training methods:

1. Classroom Training: Classroom training involves conducting formal training sessions in a classroom or training facility. It typically includes lectures, presentations, and interactive discussions led by subject matter experts or trainers. This method allows trainees to learn theoretical concepts, principles, and techniques related to their job roles. Classroom training provides a structured learning environment and encourages trainees to actively participate, ask questions, and collaborate with their peers. It is an effective method for delivering standardized training content to a large group of employees.

2. Simulations and Role-plays: Simulations and role-plays involve creating realistic scenarios or situations that replicate the challenges and tasks employees encounter in their job roles. Trainees are provided with the opportunity to practice and apply their skills in a safe and controlled environment. Simulations can be computer-based or conducted through role-plays with other trainees or actors. This method helps in developing problem-solving abilities, decision-making skills, and interpersonal communication skills. It also allows trainees to learn from their mistakes without any real-world consequences.

In conclusion, on-the-job training methods such as job rotation and mentoring focus on learning through practical experiences within the workplace. These methods provide hands-on learning opportunities, facilitate skill development, and foster a deeper understanding of the organization. On the other hand, off-the-job training methods like classroom training and simulations provide a more structured and controlled learning environment. These methods focus on theoretical concepts, skill practice, and scenario-based learning to enhance knowledge and competencies. A combination of both on-the-job and off-the-job training methods can be implemented to provide a comprehensive and well-rounded training experience for employees.

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