Training and its techniques
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This document discusses different training techniques used to increase employees' knowledge and skills. It describes vestibule training, where a training center duplicates actual job conditions to provide hands-on experience. Lecture training involves an expert conveying information to a group through talking and visual aids. Job rotation training moves employees through different jobs to broaden their knowledge. Demonstration training has trainers show tasks and allow trainees to practice the skills. Each technique has merits like providing real experience, but also demands resources like time, money or potential frustration for complex skills.
Training and its techniques
- 2. WHAT IS TRAINING ? “Training is the act of increasing the knowledge and skill of an employee for doing a particular job”. :-Flippo
- 3. TECHNIQUES OF TRAINING • Class room training or off-job-training :- VESTIBULE TRAINING TRAINING BY LECTURE JOB ROTATION TRAINING DEMONSTRATING TRAINING
- 4. VESTIBULE TRAINING In this method a training centre called VESTIBULE is set up and actual job conditions are duplicated in it. Expert trainers are employed to provide training with the help of equipment and machines which are identical with those used at the worked place. This method of training is used primarily when large number of employees must be trained quickly as needed as a result of expansion of business.
- 5. MERITS AND DEMERITS OF VESTIBULE MERITS Employees get an opportunity to experience real job experience. A smart way of learning new skills. A source of developing a comfort level in employees towards their jobs. DEMERITS Actual duplication of heavy machines in not possible. Time consuming. Costly process
- 6. TRAINING BY LECTURE When one person conveys information to a group by talking to them, with or without the use of visual aids, it is called as lecture. A formal lecture does not allow participation by the audience, and there is little or no interaction (or feedback) between the speaker and listeners. A lecture is suitable for large groups when interaction is not practical. Lectures are appropriate when the material has little relevance to personal experience (ex. Technical theory).
- 7. MERITS AND DEMERITS OF LECTURE MERITS lectures are an efficient use of time. Lectures allow experts to share information with large groups. The material in a lecture is consistent and listeners are not sidetracked by comments/ question from the audience. DEMERITS The lecture cannot be sure their message was correctly received by the audience, unless a separate discussion period is used for follow up. The successful transfer of information is completely dependent upon the skills of the lecturer (essentially it is one way communication).
- 8. JOB ROTATION TRAINING Job rotation involves moving an employee through a series of jobs, so that he can get a good feel for the tasks that are associated with different jobs. It is usually used in training for supervisory positions. It represents an excellent method for broadening the manager or potential manager and of turning specialists into generalists.
- 9. MERITS AND DEMERITS OF JOB ROTATION MERITS Provides an opportunity to broader one’s knowledge. Avoids fraudulent Increase satisfaction Helps individual explore their interests. DEMERITS Frequent interruption Staff members have fear of performing different tasks effectively.
- 10. DEMONSTRATION TRAINING • When a trainer has the audience actually perform a task by showing and explaining how to do it, it is called demonstration. • During a demonstration, the audience is encouraged to ask questions and request as they try to do the task by themselves. • The demonstration method is effective when teaching skills. • Demonstrations are best for small groups, or when adequate staff is available to work with a large group.
- 11. MERITS AND DEMERITS OF DEMONSTRATION MERITS Demonstrations provide a hands-on-experience (hear, see, do). Participants have plenty of interaction with trainers and everyone is allowed to progress at their own pace as they master the skill. DEMERITS It is important to insure every participant has an opportunity to master the skill being taught. Hands-on activities can be a potential source of frustration, especially in the case of complex skills.