Training Methods

Training Methods

There are two broad types of training available: on-the-job and off-the-job techniques.

On-the-Job and Off –the-Job Training

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at technical colleges and polytechnics. In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today[update] the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development

Some commentators use a similar term for workplace learning to improve performance: training and development One can generally categorize such training as on- the-job or off-the-job:

On- the –Job Training

On-the job training is an important way in which people acquire relevant knowledge and skills at work. Here it is important to make the distinction between training and learning this is critical to the effective design and delivery of training in organizations. In our Training to learning Change Agenda, the terms were defined as follows:

Training is an instructor-led, content based intervention, leading to desired changes in behaviour.

Learning is a self-directed, work-based process, leading to increased adaptive potential - for fuller details see our Helping people learn web area.

Go to our Helping People Learn web area

Go to our Training to learning Change Agenda

In a sense therefore, we are more interested in promoting on-the-job learning than on-the-job training. However, using the well-established term, on-the-job training (OJT) can be defined as an activity undertaken at the workplace which is designed to improve an individual’s skills or knowledge. OJT is a well-established and well-used intervention designed to enhance individual skills and capabilities with the characteristics of:

being delivered on a one-to-one basis and taking place at the trainee’s place of work

requiring time to take place, including potential periods when there is little or no useful output of products or services

being specified, planned and structured activity.

OJT used to be colloquially called ‘sitting next to Nellie’ – learning through watching and observing someone with more experience performing a task.

On-the-job training generally takes place in the normal work station, the task very often contributing directly to the output of the department. The main advantages of on-the job techniques are that they are highly practical, and employees do not lose working time while they are learning. Techniques include orientations

Job instruction training

Apprenticeships,

Internships and assistantships,

Job rotation and coaching.

The Advantages of using OJT

Training can be delivered at the optimum time: for example immediately before a job is to be performed ‘for real’ in the workplace.

The trainee will have opportunities to practice immediately.

The trainee will have immediate feedback.

Training is delivered by colleagues and can go someway to integrate the trainee into the team.

The Disadvantages of using OJT

There is a tendency to fit OJT in when it is convenient for office routine rather than at the optimum time for learning.

The training may be given piecemeal and not properly planned, and the trainee gains a fragmented picture of the organisation.

Too much training can be delivered in one session leading to ‘information overload’ and trainee fatigue.

The trainer may not have sufficient knowledge of the process or expertise in instructional techniques (a ‘train the trainer’ course may be appropriate).

If immediate practice is not accompanied by feedback the trainee can feel abandoned after the initial experience.

The Elements of OJT

Preparation: there is nothing worse than trying to demonstrate how to use equipment where the OJT trainer has forgotten the password that gives access to the computer programme or the key to the equipment cupboard. Good preparation is essential, and the best OJT trainers have useful examples or practice exercises ready in advance.

Start with the learner: begin by assessing how much the learner knows already. The most straightforward questions will elicit the answers and save time. ‘Have you used spreadsheets in previous jobs?’ can save a lot of both persons’ time when OJT training in MS-Excel.

Pick the best time: it can be very frustrating to spend Monday afternoon having the procedure for completing time-sheets outlined to you when you will fill them in on Friday (by which time you will have forgotten).

Job Instruction Training

Job Instruction Training (JIT) is a logical outgrowth of Job Hazard Analysis. It is a proven technique for teaching new skills and safe, healthful work habits faster and more effectively. All new employees and those transferred to new jobs should receive JIT.

Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development. Procedure of Job Instruction Technique (JIT)

JIT consists of four steps:

Plan – This step includes a written breakdown of the work to be done because the trainer and the trainee must understand that documentation is must and important for the familiarity of work. A trainer who is aware of the work well is likely to do many things and in the process might miss few things. Therefore, a structured analysis and proper documentation ensures that all the points are covered in the training program. The second step is to find out what the trainee knows and what training should focus on.

Then, the next step is to create a comfortable atmosphere for the trainees’ i.e. proper orientation program, availing the resources, familiarizing trainees with the training program, etc.

Present – In this step, trainer provides the synopsis of the job while presenting the participants the different aspects of the work. When the trainer finished, the trainee demonstrates how to do the job and why is that done in that specific manner. Trainee actually demonstrates the procedure while emphasizing the key points and safety instructions.

Trial – This step actually a kind of rehearsal step, in which trainee tries to perform the work and the trainer is able to provide instant feedback. In this step, the focus is on improving the method of instruction because a trainer considers that any error if occurring may be a function of training not the trainee. This step allows the trainee to see the after effects of using an incorrect method. The trainer then helps the trainee by questioning and guiding to identify the correct procedure.

Follow-up – In this step, the trainer checks the trainee’s job frequently after the training program is over to prevent bad work habits from developing.

Mentoring

Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee.

The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. The executive can learn a lot from mentoring. By dealing with diverse mentee’s, the executive is given the chance to grow professionally by developing management skills and learning how to work with people with diverse background, culture, and language and personality types.

Executives also have mentors. In cases where the executive is new to the organization, a senior executive could be assigned as a mentor to assist the new executive settled into his role. Mentoring is one of the important methods for preparing them to be future executives. This method allows the mentor to determine what is required to improve mentee’s performance. Once the mentor identifies the problem, weakness, and the area that needs to be worked upon, the mentor can advise relevant training. The mentor can also provide opportunities to work on special processes and projects that require use of proficiency.

Some key Points on 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