This document discusses various methods of employee training. It defines training as enabling employees to perform their current jobs more efficiently and prepare for higher level roles. Training objectives include increasing productivity, organizational climate, and employee skills and loyalty. The document outlines on-the-job methods like coaching, special assignments, and job rotation where employees learn through observation and experience. It also describes off-the-job methods such as lectures, seminars, and role-playing that involve formal training away from the workplace. Specific training techniques like job instruction, vestibule training, and role plays are also summarized.

1. Training $ methods of training
Presented by
Krishn ballabh rathore
M.B.A. II. Sem.
(ALRI) university of mysore

2. Meaning of Training
Training enables an employee
to do his present job more efficiently and
prepare himself for a higher level job.
Training is a art of increasing knowledge,
skills, & capacity of a person.

3. Definitions of Training
Edwin Flippo, “the purpose of training is to
achieve a change in the behaviour of those
trained and to enable them to do their job
better”
Knowledge
Skills
Attitude

4. Training

5. Objectives of Training
• Benefits to Organisation
– Higher Productivity
– Better Organisational Climate
– Lesser Supervision
– Prevents Manpower Obsolescence
– Economical Use of Material
– Prevents Accidents
– Improves Quality
– Greater Loyalty to Organisation
– Fulfill Future Personnel Needs
5

6. Objectives of Training
• Benefits to Employees
– Personal Growth
– Development of New Skills
– Higher Earning Capacity
– Helps Cope with Changing Technology
– Increases Safety
5

7. Training Methods
• Broadly, the training and development
methods can be classified into the
following two categories:
On-the-job Off-the-job
Methods Methods
• Coaching Conference
• Special Assignments Lecture method
• Live projects Seminar
• Mentoring Role-Playing
• Job –rotation mgnt Games

8. On the job training:
Refers to new or inexperienced
employees learning through
observing peers or managers
performing the job and trying to
imitate their behavior.

9. Coaching:
(Training by immediate supervisor)
Coaching refers to the activity of a coach
in developing the abilities of coaches or
clients.
Coaching methods includes both
theoretical and practical sections. Where
motivational speeches are done
theoretically, workshop, seminars come
under practical methods.

10. Job-Rotation:(Move from job to job)
Job rotation is an approach to management
development where an individual is moved
through a schedule of designed to give him or
her a breadth of exposure to the entire
operation.
Job rotation is also practiced to allow qualified
employees to gain more insights into the
processes of a company, and to reduce
boredom and increase job satisfaction & skill
enhancement through job variation.

11. Job-instruction-technique.(jit)
Step by step structured training method in
which a trainer
(1) prepares a trainee with an overview of
the job its purpose, and the results
desired,
(2) demonstrates the task or the skill to
the trainee,
(3) allows the trainee to mimic the
demonstration on his or her own
(4) employee does the job independently
(5)follows up to provide feedback and
help.

12. Off-The-Job Training
• Off the job training involves employees
taking training courses away from their
place of work. This is often also referred
to as "formal training".
• Off the job training courses might be run
by the business' training department or
by external providers.
• - Use of specialist trainers and
accommodation.

13. Role Plays:
Trainees act out characters assigned to
them.
Information regarding the situation is
provided to the trainees.
Focus on interpersonal responses.
Outcomes depend on the emotional (and
subjective) reactions of the other trainees.
The more meaningful the exercise, the
higher the level of participant focus and
intensity.

14. Lecture:
Training is basically incomplete without
lecture. When the trainer begins the training
session by telling the aim, goal, agenda,
processes, or methods that will be used in
training that means the trainer is using the
lecture method
Main Features of Lecture Method:
Inability to identify and correct
misunderstandings
Less expensive
Can be reached large number of people at
once
Knowledge building exercise
Less effective because lectures require
long periods of trainee inactivity

15. Vestibule training:
The purpose of vestibule training is to
reproduce an actual work setting and place
it under the trainer's control to allow for
immediate and constructive feedback.
Training vestibules are useful because they
allow trainees to practice while avoiding
personal injury and damage to expensive
equipment without affecting production.