The document discusses three models of training: 1. The System Model consists of five phases - analyze, design, develop, execute, and evaluate - that are repeated to continuously improve training. 2. The Instructional System Development Model focuses on linking training objectives to job responsibilities and performance. It includes analysis, planning, development, execution, and evaluation phases. 3. The Transition Model views the organization holistically and bases training on the organization's vision, mission, and values.

2. Training Methods
 On-the-job methods.
 Off-the-job methods.

3. On-the-job methods
 Job Rotation.
 Coaching.
 Job Instruction.
 Training through step-by-step.
 Committee Assignments.

4. Off-the-job methods
 Vestibule Training.
 Role Playing.
 Lecture Methods.
 Conference or Discussion.
 Programmed Instruction.

5. Advantages
 Increased Productivity.
 Heightened Morale.
 Reduced Supervision.
 Reduced Accidents.
 Increased Organizational Stability.

6. Models of Training

7. Training is a sub system of the organisation
because the department such as marketing & sales,
HR, production and finance etc depends on training
for its survival. Training is a transforming process
that requires some input and in turn it produces
output in the form of knowledge, skills, attitudes
(KSAs) .

8. 3 Models of Training
1. System Model.
2. Instructional System Development Model.
3. Transition Model.

9. System Model Training
 The System Model consist of 5 phases and should be
repeated on a regular bases to make further
improvements.
 The training should achieve the purpose of helping
employee to perform their work to required
standards.

10. Steps in System Model Training
i. Analyze
Analyse and identify the training needs. i.e.
To analyze the department, job, employee
requirement, who needs training, what do they
need to learn, estimating training cost, etc.

11. Cntd
The next step is to develop a performance
measure on the basis which actual performance
would be evaluated.

12. ii.Design
Design and provides training to meet identified
needs. The step requires developing objective of
training, identifying the learning steps, sequencing
and structuring the contents.

13. iii. Develop
This phase requires listing the activities. In the
training program that will assist the participants to
learn, selecting delivery method, examining the
training method, validating information to be
imparted to make sure it accomplishes all the goals
and objectives.

14. iv. Execute
Implementing is the hardest part of the
system because on wrong step can lead to the failure
of the whole training program.

15. v. Evaluate
Evaluating each phase so as to make sure it
has achieved its name in terms of subsequent work
performance.
Making necessary amendments to any of
previous stage in order to remedy or improve the
failure practices.

16. Instructional System Development Model
Instructional System Development Model was
made to answer the training problems. It is
concerned with the training on the job performance.
Training objectives are defined on the basis of
job responsibilities and job description.

17. This model also helps in determining and
developing the favourable strategies, sequencing the
content and in delivering media for the types of
training objectives to be achieved.

18. STEPS IN ISD
i. Analysis
This phase consist of training need
assessment, job analysis and target audience
analysis.

19. ii. Planning
This phase consist of setting goal of the
learning outcome, instructional objectives that
measures behaviour of a participants after the
training, types of training material, media
selection, methods of evaluating the trainee, trainer
and the training program, strategies to impart
knowledge.

20. iii. Development
This phase translate design decisions
into training.
iv. Execution
This phase focuses on logistical
arrangements.

21. v. Evaluation
This phase is consist of identifying strength
and weaknesses and making necessary amendments
to any of previous stage in order to remedy or
improve the failure practices.

22. Transition Model.
This model focuses on the organisation as
whole. The outer loop describes the vision, mission
and values of the organisation on the basis of which
training model is executed.

23.  Vision
A vision statement tells that where the
organisation sees itself few years down the line. A
vision may include setting a role mode or bringing
some internal transformation or may be promising
to meet the some other deadlines.

24.  Mission
Explain the reason organisation existent.
 Values
It is the translation of vision and mission
into communicable data.