Southeast University

Assignment For
Describe the different methods of training with advantages and disadvantages
Course Title: Training & Development
Course Code: HRM 6184(4)

Submitted To
Jinnat Rehana
Adjunct Faculty, School of Business Studies
Southeast University

Submitted By

Date of Submission : 05 June, 2020

The Different Methods Of Training With Advantages And Disadvantages

Training method refers to a way or technique for improving knowledge and skills of an
employee for doing assigned jobs perfectively. The organization has to consider the nature of
the job, size of the organization & workers, types of workers and cost for selecting a training

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method. There are several different types of training methods used to acclimate an employee
to a new job or even to a new position within his current organization.

Many methods of training are available- each has certain advantages and disadvantages. Here
we list the different methods of training. We can comment on the pros and cons and make the
examples concrete by imagining how they could be applied in training truck drivers.

The academy holds need-based training courses/workshop/seminars etc. which are finalized
by Training & Research Division in constantly with various department and senior executives
at Head Office. Training inputs are constantly reviewed / modified for achieving the
objective.

Methods in training include:

1. On The Job Training

2. Off The Job Training
 On-The-Job Training (OJT): Learn while we’re working
A training method in which a trainee receives instruction and training at his or her
workstation from a supervisor or an experienced coworker. It is sometimes carried out in a
special on-site training area. In on-the-job training, managers, supervisors, trainers and colleagues
spend a large amount of time . Method by which employees are given hands-on experience with
instructions from their supervisor or other trainer.
Now, we are discussing different methods of OJT below:
Performance aid: A device that helps an employee perform on his /her job.
The job rotation method: Trainees are exposed to many functions and areas within an
organization. This is common in management training programs.
Coaching/ understudy method: A training method in which a seasoned employee works
closely with another employee to develop insight, motivate, build skills, and to provide
support through feedback and reinforcement. At lower levels, the trainee might observe the
supervisor, but it is also used at higher levels.
Mentoring: Mentor can be defined as relationships between junior and senior colleagues or
between peers that provide a variety of developmental functions. Mentors fulfill both career
and psychological functions.
Job instruction training: A formalized, structural, and systematic approach to on-the job
training.

Apprenticeship training: A system of training in which a worker entering the skilled trades is given
thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of
the work.
Cooperative training: A training program that combines practical on-the-job experience with formal
educational classes.

The special assignments method: Special assignments give employees firsthand experience in
working on actual problems.

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Internship Programs:
Are jointly sponsored by colleges, universities, and other organizations that offer students the
opportunity to gain real-life experience while allowing them to find out how they will perform in
work organizations.

At a Glance of OJT advantages and disadvantages:

Advantages: The benefits of on the job training for employers and employees alike make it a
better option than paying for conferences, guest speakers, or dodgy paper manuals that may
just gather dust. No more sitting in windowless rooms for entire weeks of training. No more
learning what does not apply or is not necessary.

On-the-job training delivered specifically through various micro learning modules is vital
today because the advantages can’t be beat. The major advantages of on-the-job training
include:

 Simplicity: OJT is useful and simple to learn the jobs that can be learned by watching
and doing. Under it, the trainer need not explain and analyze the job detail, as
employees can learn it by observing and doing it on the actual workstation.
 OJT is relatively inexpensive & save time. Trainees learn while producing and there is
no need for expensive training facilities like classrooms or programmed learning
devices.
 OJT is economical in the sense that it does not require extra cost burden for arranging
training needs. Moreover, it does not require separate training space to provide
training.
 OJT also facilitates learning because trainees learn by doing and get prompt feedback
on their performance. So it is most effective because it is learning by experience

 It is directly in the context of job. So it is free from artificial classroom situations

 Actual Work Station: OJT is conducted at the actual workstation; hence, employees
can get the first-hand experience from the job as they learn it through actual
equipment and materials.

 Immediate Productivity: Since trainees are involved in the actual work process,
quick learning and immediate productivity will be obtained from the work performed
by the trainees.

 Quick Learning: OJT provides a favorable environment for quick learning. This is
because trainees are involved in the actual work process.

 Multi-skill: As it is a practical approach, it develops multi-skill in trainees. The

employees can get quick feedback about the correctness of their performance.

 Trainees are highly motivated

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  It’s social-ready

Disadvantages: On the job methods also comes with cons and hence let us discuss some of
the disadvantages that it comes with:

 Trainer may not be experienced enough to train or he may not be so inclined.

 It is not systematically organized
 Poorly conducted programs may create safety hazards.
 The lack of a well-structured training environment
 Poor training skills of managers
 The absence of well-defined job performance criteria
 It is a Rushing into the training process to complete it as soon as possible can lead to
new mistakes and less efficient trainees. Every process has its own time and hence we
should not rush into completing the training as soon as possible as it can lead to a bad
outcome.

 Low productivity: It might end up wasting our time as well as the time of the trainee
at the cost of our project which will take a hit on the low productivity of our ongoing
project.

 Creates Disturbance: With new trainees crawling into the actual workplace can lead
to a lot of disturbances within the team.

 Accidents can happen: The trainers are involved in the production process directly
and have no experience then the probability of having an accident is very high.

Off-the-Job Training

Employee training at a site away from the actual work environment. the organizations need
not to bear any additional cost of setting up a classroom or a simulated setup for imparting
training to the workers, away from the actual work floor, as in the case of Off-the -Job
training.
Off The job Training in that case organization take some advantages & disadvantages
of this training like:

Lecture Method
A training method in which the trainer organizes the content to be learned and presents it
orally with little trainee involvement. It’s well-known to train white collar or managerial level
employees in the organization.

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Advantages
 Large amounts of information can be transferred in short period of time.
 Least expensive and least time consuming way to present large amount of information
efficiently in organized manner
 Cost per trainee is low. 
 Key points can be emphasized and repeated.
 Trainers can be assured that the participants are all hearing the message (instruction,
any procedural change)
 Many employees are comfortable with lecture, because they are familiar with this.

Disadvantages

 Low interest of employees; trainees are forced to be passive learners.

 The attention span of listener is normally 15-20 mins.
 Lecture is not very effective for development of skills and changing of attitudes.
 It is not learning by practice.
 One way communication with relatively less participation or passive participation.
 Likely to lead to boredom for employees.
 Depends completely on trainers effectiveness and information.

Audio-visual Method
Providing training by way of using Films, Televisions, Video, and Presentations etc.

Advantages
Trainers can review, slow down or speed up the lesson according to expertise of trainees. It
can be watched multiple times. It gives exposure of equipment, problems and events that
cannot be easily demonstrated.

Disadvantages
 Too much content for trainee to learn
 Important learning points of training can be confused by drama in the video
 Poor dialogue between actors
 Overuse of humor or music
 One-way communication, No feedback mechanism.
 No flexibility for different audience.

Case Study Method

A written description of an actual situation in the past in same organization or somewhere
else and trainees are supposed to analyze and give their conclusions in writing. Trainees
discuss, analyze, and solve problems based on a real situation.

Advantages

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  It promotes analytical thinking.
 It encourages open mindedness.
 It is acceptable to everyone as it deals with detailed description of real life situations.
Disadvantages
 It may suppress the voice of average trainees as only those having analytical and
vocal skills will dominate the sessions
 Preparation of cases involve expenditure and time and the outcome is not quite
certain.

Case Incident Method

A training method in which one problem or issue is presented for analysis which are helpful
when trainer wants to focus on one topic or concept.
 Most management textbook uses case incidents at the end of the chapter.
 The main disadvantage of case incident is that some employees are bothered by the
lack of background material.

Behavior Modeling
A training method in which trainees observe a model performing a task and then attempt to
imitate the observed behavior.
• Based on social learning theory.
• Extremely effective method for learning skills and behaviors.
• Usually used to teach interpersonal skills such as supervision, negotiation,
communication, sales etc.

Role Playing:
It is also called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Two or more trainees are
assigned roles in a given situation, which is explained to the group. There are no written lines
to be said and, naturally, no rehearsals.

Advantages

 The outcome and feedback is known immediately.

 Trainees participate in entire proceedings and so they take interest and are involved.
 It develops skill in applying knowledge in areas of human relations.

Disadvantages
 Role playing may sometimes not adhere to the objectives of training program. The
trainees may deviate from the subject being discussed and start giving unrelated
examples and explanations.

Games:

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Activities characterized by structured competition that allow trainees to learn specific skills.
Games incorporate many sound principles of learning such as learning from experience,
active practice, and direct application to real problem
Advantages of Business games
 The game helps dealer to develop skills needed for business success.
 Participant must work as team.
 Cohesive groups are developed.
Disadvantages of Business games
 Factual information cannot be taught through this training.

Simulations:
Trainee are trained on the especially designed equipment or machine seems to be really used
in the field or job. But, those equipment or machines are specifically designed for training a
trainees for making them ready to handle them in the real field or job.  Example: Truck
drivers could use simulators to practice responding to dangerous driving situations.

Advantages
 Trainee can concentrate on learning without involving much risk.
 Interest and motivation are high as real job conditions are duplicated.
 This method is helpful in cases where on the job training might result in a
serious injury and destruction of valuable equipment and material.
Disadvantages
 It is an expensive method.
 Need constant updating as new information about work environment is
obtained

Programmed Instructions:
This involves two essential elements:
 A step-by-step series of bits of knowledge, each building upon what has gone before,
and
 A mechanism for presenting the series and checking on the trainee’s knowledge.
Questions are asked in proper sequence and indication given promptly whether the
answers are correct.

Technology-Based Learning

Common methods of learning via technology include:

 Basic PC-based programs

 Interactive multimedia - using a PC-based CD-ROM
 Interactive video - using a computer in conjunction with a VCR
 Web-based training programs

Coaching/Mentoring:

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Coaching/mentoring gives employees a chance to receive training one-on-one from an
experienced professional. Coaching/mentoring gives trainees the chance to ask questions and
receive thorough and honest answers - something they might not receive in a classroom with
a group of people.

Group Discussions & Tutorials

These most likely take place in a classroom where a group of people discuss issues.
For example, if an unfamiliar program is to be implemented, a group discussion on the new
program would allow employees to ask questions and provide ideas on how the program
would work best.

Example: Truck drivers could have group discussions and tutorials on safety issues they face
on the road. This is a good way to gain feedback and suggestions from other drivers.

Conclusion: A well planned and well executed training method can provide the
mentionable advantages. Many avenues exist to train employees. The key is to match the
training method to the situation. Assess each training method implemented in the
organization and get feedback from trainees to see if they learned anything. Then take the
results from the most popular and most effective methods to design a specific training
program.

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