Employee Training Method Study Notes

Lesson summary

After selecting suitable persons for jobs, management must arrange their proper training. Some employees already know the job and others are entirely new, but both need training to get acquainted with the job.

Meaning and definition

Training is the act of increasing or enhancing the skill of problem solving and the technical knowledge of an employee for doing the job.
It refers to teaching and learning activities that help members of an organisation acquire and apply the knowledge, skill and attitudes needed to work effectively and efficiently.
Edwin B. Flippo: training is the act of increasing the knowledge and skills of an employee for doing a particular job.

12.01 Purpose of or need for training

Improved quality of work: focuses on specific areas and develops skills.
Enhance employee growth: new skills improve performance.
Prevention of obsolescence: keeps employees updated with the latest technology; the major purpose of training is to avoid obsolescence.
Enlightening new recruits: methods, techniques, reporting, tools and work culture.
Improved safety measures: awareness of risks; fewer accidents.
Motivating employees: career development and organisational commitment.
Higher productivity and profits: faster work with high perfection.
Cost reduction: efficient use of resources, no wastage.
Reduced supervision: trained employees need minimum supervision.
Better adaptability: adapting to new technologies and methods.

12.02 Steps in designing a training programme

Whom to train: operational, supervisory or executive level.
Who is the trainee: the person learning the skills of a job, selected on self-interest and recommendation by the supervisor or HR department.
Who are the trainers: supervisors, co-workers, HR staff, specialists, outside consultants, industry associations, faculty of universities; also called instructor, coach, mentor, guide, guru, tutor and so on.
What method: the appropriate method among those available.
What level: introductory training for new recruits, skill development for middle level, higher level training for executives' functional efficiency.
Where to conduct: venue and duration.

12.03 Training methods

The choice depends on skill requirement, qualification of candidates, cost and time available and in-depth knowledge needed. There are two principal methods.

(i) On the job training (7 methods)

Given at the work place by the immediate supervisor; principle of learning by doing and learning while earning; suited to skills learnt in a short time.

Method	Key point
Coaching	Superior acts as coach, guide and instructor; points out mistakes and advises remedies
Mentoring	Sharing knowledge and experience; develops attitude; mainly for managers; one-to-one with a senior person
Job rotation	Trainee shifted between jobs and departments; exposure to inter-related jobs
Job Instruction Technique (JIT)	Supervisory trainer instructs how to perform the job and its purpose
Apprenticeship	Technical cadre (mechanics, electricians, welders, fitters); 1 to 5 years; stipend paid
Committee assignment	Learning by taking part in a committee's decision making
Understudy / internship	Subordinate learns from a superior; prepared to assume full responsibilities

(ii) Off the job training (10 methods)

Given away from the actual work floor, at a place set apart for training.

Method	Key point
Lecture	Concepts, theories and principles taught by experts using audio visual tools
Group discussion	Groups discuss an issue; leaders present; moderator gives final solution
Case study	A situation with no single solution; trainees apply knowledge
Role play	Assigned roles acted without rehearsal or prepared dialogue
Seminar / conference	Talks on topics, interaction with speakers, papers by delegates
Field trip	Visit to an actual work site for exposure
Vestibule	Artificial copy of the work place; drivers, pilots, space scientists
E-learning	Online or web based training
Demonstration	Visual display of how to do a task
Programmed instruction	Subject matter in units; printed books, tables and interactive video

12.04 Differences

Basis	On the job	Off the job
Cost	Cheapest	Needs rooms, specialists, projectors
Location	At the work place	Away from the work place
Suitable for	Production related jobs	Managerial, non-production jobs
Approach	Practical	Theoretical
Principle	Learning by performing	Learning by acquiring knowledge
Distraction	More, due to machines and noise	None

12.05 Benefits of training

Organisation: higher productivity and profit, less wastage and idle time, exposure to latest trends, less supervision, fewer accidents, lower labour turnover, better union-management relations.
Employees: knowledge and competency, quick promotion, productivity, morale, higher earnings, confidence, safe working.
Customers: better quality and innovative, feature rich products.

Employee Training Method - Study Notes