Employee Training
A number of employee training and development method are available to conduct programs. The choice of a specific method or technique largely depends on the kind of change the training is intended to bring amount. Both training and development can be organized in on-the-job and off-the -job training. However, with a view to familiarize students, training methods and manager's development method are presented separately.
Training method:
a) On-the-job training
b) Off-the-job-training
On-the-job Training:
This is the most common method of training practice in our organization. This method provides trainees with the knowledge and skills needed to perform a job while using the actual equipment and materials required by the job. This training is well suited to train many employees in clerical position, production shop floor and worker in manual and repetitive jobs. On-the-job comprises:
Internship:
An internship is a form of on-the-job training that usually combined job training with classrooms instruction in trade schools, high schools, colleges or universities. With the help of internships a trainee will have opportunity to get "real world" exposure, a further addition of qualification in the bio-data and a chance to examine a possible employer closely.
Apprenticeships:
An apprenticeships program provides an employee with on-the-job experience under the guidance of a skilled and certified worker. Apprentice programs seem to be experiencing a revival for people who are not planning to go to schools. This type of training in mandatory to get a job in the market. Examples of skills that can be acquired from apprentice training are: nursing, plumbing, electricians' work and carpentry.
Job instruction training:
This is a systematic training technique designed to guide for giving on-the-job skilled to blue-collar employees as well as technicians. This method can be adapted to train employees both on-the-job and off-the-job. Job instruction technique includes four steps: a) select trainer and trainee carefully to exchange and follow their experience; b) (for the trainer) to explain fully to the trainee about different facets of the jobs; c) undertake the trail performance by the trainee under the guidance of the trainer; and d) feedback by the trainer on the performance of the trainee.
Merits
1. This is a very simple method of training employees in the real job situation.
2. Employees can begin to contribute in the production process also while being in training.
3. Employees receive experience on the jobs that can e smoothly transferred to fit in to the organization's flow of a activities.
Demerits
1. It might affect the service quality of customers when a new employee in the training period provides service, e.g. in restaurant service and in banking.
2. Chances of damage to equipment during training period.
