HRM-Training Methods and Techniques

7/27/2019 HRM-Training Methods and Techniques

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Training Methods and Techniques


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Introduction

Training method refers to the specific meansby which training is imparted to the individuals.

There are various methods of training whichcan be broadly classified intoon-the-job

training methods and off-the-job trainingmethods.

The choice of a method would depend on awide variety of factors, such as competence ofinstructors, relevance to the participants, theprogram design, the content and finally its costimplications.


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Objectives of Training Methods

1. To impart the basic knowledge and skill to thenew entrants and enable them to perform theirjobs well. To equip the employees to meet the

changing requirements of the job and theorganization.

2. To teach the employees the new techniques

and ways of performing the job or operations.

3. To prepare employees for higher level tasks andbuild up a second line of competent managers.


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On the sitemethods:

a)Apprentice

b)Job rotation

c)Vestibuled)On the job training

Off the site

Methods:

a)Lecture

b)Small group

activityc)Case studies

d)Role plays

e)In basket

exercisef)Experiential

learning

g)Sensitivity

Training methods


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On the site methods Apprentice: A formal arrangement between an

individual who wants to learn and employer whoneeds a skilled worker. It is an earning whilelearningarrangement where the apprentice receivesknowledge and develops skills associated with the

designated trade. Job rotation-A job design technique in which

employees are moved between two or more jobs in aplanned manner. The objective is to expose theemployees to different experiences and wider varietyof skills to enhance job satisfaction and to cross-trainthem.

Vestibule training: combines the benefits of theclassroom with the benefits of on job training takesplace in simulatedenvironment. classroom is a modelof the working environment. duplication makes it an

expensive arrangement.


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On-the-Job Training

This is considered to be the most effective methodof training to train the employees at the operationallevel

Under this method, the worker is trained on-the-joband at his work place.

This enables him to get training under the sameworking conditions and with the same processes,

materials and equipments that he will be usingultimately.

The responsibility of the training is given to hisimmediate supervisor, who knows exactly what thetrainee should learn to do or to some outside

instructor, who is the training specialist in the field


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Off-the-Job Training

The off-the-job training methods includes:

Lecture

A talk given without much, if any, participation in the

form of questions or discussion on the part of the

trainees.

It is suitable for large audiences where participation of

the trainee is not possible because of numbers. The

information to be put over can be exactly worked out

beforehand even to the precise word. The timingcan be accurately worked out.

The lack of participation on the part of the audience

means that unless the whole of it, from beginning to

end, is fully understood and assimilated the sense will


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Talk

A talk incorporating a variety of techniques,and allowing for participation by the trainees.

The participation may be in the form of

questions asked of trainees, their questions tothe speaker, or brief periods of discussion

during the currency of the session.

It is suitable for putting across information to

groups of not more than twenty trainees.


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Case Study

A history of some event or set of circumstances,with the relevant details, examined by thetrainees.

i. Those in which the trainees diagnose thecauses of a particular problem.

ii. Those in which the trainees set out to solve aparticularproblem.

It provides opportunities for exchange of ideasand consideration of possible solutions toproblems the trainees will face in the worksituations.


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Role Play

Trainees are asked to enact, in the trainingsituation, the role they will be called upon to

play in their job of work.

Used mainly for the practice of dealing withface-to-face situations (i.e. where people

come together in the work situation).

It is suitable where the subject is one where a

near-to-lifepractice in the training situation ishelpful to the trainees.


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Application Project Similar to an exercise but giving the trainee much

greater opportunity for the display of initiative and

creative ideas.

The particular task is laid down by the trainer but the

lines to be followed to achieve the objectives are leftto the trainee to decide.

Like exercises, projects, may be set for either

individuals or groups.

It is suitable where initiative and creativity needstimulating or testing.

Projects provide feedback on a range of personal

qualities of trainees as well as their range of

knowledge and attitude to the job.


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In-basket (In-tray) Trainees are given a series of files, papers and letters

similar to those they will be required to deal with at their

place of work (i.e. the typical content of a

desk-workers in-tray).

Trainees take action on each piece of work. The results are marked or compared one with another.

It is suitable for giving trainee

desk-workers a clear understanding of the real-life

problems and their solutions. The simulation of the real situation aids the transfer of

learning from the training to the work situation.

It is also useful for developing attitudes towards the

work, for example priorities, customers complaints,su eriors etc.


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Business Games Trainees are presented with information about a

company financial position, products, markets, etc.

They are given different management roles to

perform.

One group may be concerned with sales, another withproduction and so on.

These groups then run the company.

Decisions are made and actions are taken.

The probable result of these decisions in terms of

profitability is then calculated.

It is suitable for giving trainee managers practice in

dealing with management problems.


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Sensitivity Training (Group

Dynamics)

Trainees are put into situations in which thebehavior of each individual in the group is

subject to examination and comment by the

other trainees; the behavior of the group (or

groups) as a whole is examined.

It is a vivid way for the trainee to learn the

effect of his/her own behavior on other people

and the effect of their behavior upon him.


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Experiential Learning Method

Experiential learning is an action-orientedbehavioral situation.

The purpose of the action situation is to have

participants generate their own data abouteach of the key concepts to be studied or

understood.

I hear and I forget,

I see and I remember,

I do and I understand.


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Experiential Learning Method

contd

The primary tasks of the trainer are1. Drawing out data from participants in terms

of what has actually happened together withtheir feelings about it.

2. Helping participants to see the cause andeffect of the actions of people; that is, theinitiating behavior of a person and the typeof response he received to it; and finally.

3. Relating the classroom experience to whathappens in on-the-job training program inthe organization situations.


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Outward Bound Learning (OBL)

Method

Outward Bound Training OBT programs takeparticipants out of their familiar settings and

offer unusual, original challenges.

In safe but hard and demanding tasks basedon a well-balanced combination of outdoor

and indoor activities the participants verify and

develop their responsibility, self-confidence,

cooperation, respect, tolerance, and learnsocial skills.


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Outward Bound Learning (OBL)

Method contd

Basically this method helps a personinternalize the whole training program as heexperiences most of learning, he learns fromobserving other people and also the feedback

and since he has a chance to apply thatlearning there itself he internalizes it.

A facilitator watches them play and observesa trainees behavior individually, in-group,

learning skill etc. The facilitator gives each of the trainee

feedback and then observes again how he

applies this learning and also helps him

connect this learning to the corporate world.


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Benefits of Outward Bound

Management Training contd

Most of the exercises designs as part of OBLhelp the participants specifically in the

following areas.

Discover their potential. Increase their self-awareness and confidence.

Confront their self-imposed limits and

overcome them.

Develop leadership qualities.

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HRM-Training Methods and Techniques