Responsive managers succeed by building trust with employees and helping them do their jobs. They listen well and act on feedback to solve problems before being asked. On-the-job training includes coaching, mentoring, and apprenticeships where trainees learn from experienced workers. Off-the-job methods involve separating trainees from their work, using lectures, simulations, and case studies to focus solely on learning. Both approaches aim to develop responsive managers through hands-on and classroom experiences.

1. Responsive Managers - on the job training and
off the job training development techniques
using HR build a responsive organization
BY
Anagha joy
Aneesa A.S
Amalu P.S
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2. Responsive Managers
• Responsive manager tends to succeed by building bounds of respect and
trust with those around him/her.
• Staff respond positively to responsive managers.
• Responsive managers act consistent with the principle that their jobs are to
help their staff do their jobs.
• Responsive mangers also influence those above them in the hierarchy.
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3. How they do it ?
• Responsive managers apply a number of specific skills and abilities to the task .
• They are able to put aside their concerns to listen to those around them. As a result
they know what is going on , and what is both said ,said between the lines.
• They also acts up on that knowledge ,attempting to help fulfill the needs of
employees, supervisors etc.
• They influence to solve problems for those around them , often before even being
asked.
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4. On the job Training and
Off the job Training
METHODS
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5. On the job Training
It refers to new or inexperienced employees learning through observing peers
or managers performing the job and trying to imitate their behavior.
 Coaching.
 Mentoring.
 Apprenticeship training
Committee assignments
Job instruction technique.
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6. Coaching
• It is one to one interaction.
• Considered as corrective measure for inadequate performance.
• Helps in identifying weaknesses and focuses on areas which needs
improvements.
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7. Mentoring
• Mentoring focus on attitude development.
• Conducted for management – level employees.
• Mentoring is done by someone inside the company.
-It is one to one interaction
• It helps in identifying weaknesses and focus on the area that needs
improvement.
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8. Apprenticeship
• Most craft workers such as plumbers , carpenters etc. are trained through
formal apprenticeship programs.
• In this method the trainees are put under the guidance of a master worker
typically for 2-5 years.
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9. Committee Assignments
In this method ,trainees are asked to solve an actual organizational program working
along with other trainees.
Job instruction technique
This method directly received on the job.
Here the trainee receives an overview of the job ,The trainer actually demonstrates
the and he trainee is asked to copy the trainer’s way.
The trainee, finally tries to perform the job independently.
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10. Advantages
• Generally more cost effective.
• Less descriptive to the business i.e. employees are not away from work.
• Training with equipment they are familiar with and people they know can
help them.
• Gain direct experience to a standard approved by the employer.
• On the job training is also productive, as the employee is still working as they
are learning.
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11. Off the job Training
• Trainee is separated from the job environment.
• Take place at training agency or local college training centers.
• Study materials.
• Fully concentrate on learning rather than performing.
• Freedom of expression.
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12. Off the job Training methods
Vestibule training
Lectures
Audio-Visuals
Simulation
Case study
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13. Vestibule Training
Uses equipment which closely resembles the actual ones on the job.
A special area or room is set aside from work environment.
Trainee is permitted to learn under simulated conditions.
No pressure to produce while learning.
Duplicate facilitates and trainer cost are disadvantages.
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14. Lectures
Verbal presentation by an instructor.
Lecturer should have considerable knowledge in training area.
Used for very large groups.
Used in colleges & univ. – application restricted in training factory
employees.
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15. Audio- Visuals
AV includes television slides, OHP’s and films.
Provide wide range of realistic examples and job conditions.
One-way system of communication.
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16. Simulation
 A simulator is any kind of equipment or technique that duplicates as nearly
as possible the actual conditions encountered on the job.
 Attempt to create realistic decision-making environment for trainee.
 Feed back on decision is given.
 Learning pace is created.
 Widely used simulations are – Vestibule training , case study , role playing .
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17. Case study
o Written description of an actual situation.
o Provokes reader with the need to decide on what is going on.
o What the situation really is ? Or what the problems are? And what should be done?
o Cases are attempts to describe in accurate the real problems faced by managers-
trainees can determine problems - analyze causes - develop alternative solutions –
select best one and implement it.
o Excellent opportunity for individuals to defend their analytical and judgmental
abilities.
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18. Role playing
 Focuses on emotional (human relations) issues rather than actual ones.
 Essence of role playing is to create a realistic situation as in case study.
 Have the trainees assume the parts of specific personalities in the situation
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19. Discussion
A lecturer uses this method to support , elaborate , explain , expand , or
interact.
Improves two way communication.
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20. Demonstration
• Physical display of form , outline or substance of an object /event.
• In laboratories.
• In shop floors.
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21. Brainstorming
Idea generation method.
 Creative solution to problems.
 Trainees should deliberately come out with different solutions to a problem.
 Not only come out with ideas but also spark off from associations with
other people’s ideas by developing and refining them.
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22. Field Trip
 A field work or FT is a journey by a group of people to place away from a
normal environment.
 Purpose of trip will be –
- Observation for education
- Non-experimental research.
- Provide experience outside normal everyday activity.
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23. Advantages
• Learn from specialists in that area of work who can provide more in-depth
study.
• Can more easily deal with groups of workers at the same time.
• Employees respond better when taken away from pressures of working
environment.
• Workers may be able to obtain qualifications or certificates.
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