Methods of Training

Methods of Training
On-the-job Training Method and Off-the-Job Methods
• Management development is a systematic process of growth and

development by which the managers develop their abilities to man
age.
• It is concerned with not only improving the performance of managers
but also giving them opportunities for growth and development.
• There are two methods through which managers can improve their
knowledge and skills.
• One is through formal training and other is through on the job
experiences.
• On the job training is very important since real learning takes place
only when one practices what they have studied.
1. On-the-job Training (OJT) Methods:
• This is the most common method of training in which a trainee is
placed on a specific job and taught the skills and knowledge
necessary to perform it
• . On-the-job refer to the methods that are applied to the workplace
while the employees are actually training
On-the-job training methods are as
follows:
• 1. Job rotation:
• This training method involves movement of trainee from one job to
another gain knowledge and experience from different job
assignments. This method helps the trainee understand the
problems of other employees.
• 2. Coaching:
• Under this method, the trainee is placed under a particular supervisor
who functions as a coach in training and provides feedback to the
trainee.
• Sometimes the trainee may not get an opportunity to express his
ideas.
• 3. Job instructions:
• Also known as step-by-step training in which the trainer explains the
way of doing the jobs to the trainee and in case of mistakes, corrects
the trainee.
• 4. Committee assignments:
• A group of trainees are asked to solve a given organizational problem
by discussing the problem. This helps to improve team work.
• 5. Internship training:
• Under this method, instructions through theoretical and practical
aspects are provided to the trainees. Usually, students from the
engineering and commerce colleges receive this type of training for a
small stipend.
• 6. Vestibule training:
• It is the training on actual work to be done by an employee but
conducted away from the work place.
• Under this method, actual work conditions are created in a class room
or a workshop. The machines, materials and tools under this method
is same as those used in actual performance in the factory.
• Apprenticeship training:
• Apprentice is a worker who spends a prescribed period of time under
a supervisor
• Under this method, the trainee is placed under a qualified supervisor
or instructor for a long period of time depending upon the job and
skill required. Wages paid to the trainee are much less than those
paid to qualified workers.
Off-the-job Methods:
• On the job training methods have their own limitations, and in order
to have the overall development of employee’s off-the-job training
can also be imparted.
• The methods of training which are adopted for the development of
employees away from the field of the job are known as off-the-job
methods.
The following are some of the off-the-job techniques:
• 1. Case study method:
• Usually case study deals with any problem confronted by a business
which can be solved by an employee.
• The trainee is given an opportunity to analyse the case and come
out with all possible solutions. This method can enhance analytic and
critical thinking of an employee
• 2. Incident method:
• Incidents are prepared on the basis of actual situations which
happened in different organizations and each employee in the
training group is asked to make decisions as if it is a real-life
situation.
• Later on, the entire group discusses the incident and takes decisions
related to the incident on the basis of individual and group decisions.
• 3. In-basket method:
• The employees are given information about an imaginary company, its activi
ties and products, HR employed and all data related to the firm.
• The trainee (employee under training) has to make notes, delegate tasks and
prepare schedules within a specified time. This can develop situational
judgments and quick decision making skills of employees.
4. Laboratory Training:
• Sensitivity training is called as laboratory training as it is conducted
by creating an experimental laboratory situation in which
employees are brought together in groups, to interact in an
unstructured environment.
• In sensitivity training social sensitivity and behaviour flexibility is
developed within the employees
• 5. Role play:
• In this case also a problem situation is simulated asking the
employee to assume the role of a particular person in the situation.
• The participant interacts with other participants assuming different
roles. The whole play will be recorded and trainee gets an
opportunity to examine their own performance.
• 6. Business games:
• According to this method the trainees are divided into groups and
each group has to discuss about various activities and functions of
an imaginary organization.
• They will discuss and decide about various subjects like production,
promotion, pricing etc. This gives result in co-operative decision
making process.
• 7. Grid training:
• It is a continuous and phased programme lasting for six years. It includes phases of
planning development, implementation and evaluation. The grid takes into consideration
parameters like concern for people and concern for production.
• The Managerial or Leadership Grid is used to help managers analyze their own
leadership styles through a technique known as grid training. This is done by
administering a questionnaire that helps managers identify how they stand with respect
to their concern for production and people.
• 8. Lectures:
• This will be a suitable method when the numbers of trainees are quite
large.
• Lectures can be very much helpful in explaining the concepts and
principles very clearly, and face to face interaction is very much
possible.
• 9. Simulation:
• Under this method an imaginary situation is created and trainees are
asked to act on it.
• For e.g., assuming the role of a marketing manager solving the
marketing problems or creating a new strategy etc.
• 10. Management education:
• At present universities and management institutes gives great
emphasis on management education.
• For e.g., Mumbai University has started bachelors and postgraduate
degree in Management. Many management Institutes provide not
only degrees but also hands on experience having collaboration with
business concerns.
• 10. Conferences:
• A meeting of several people to discuss any subject is called conference. Each par
ticipant contributes by analyzing and discussing various issues related to the
topic. Everyone can express their own view point.
• This is also an old method, but still a favorite training method.
• In order to escape the limitations of straight lecturing many organizations have
adopted guided, discussion type of conferences in their training programmes.
• In this method, the participant’s pools, their ideas and experience in attempting
to arrive at improved methods of dealing with the problems, which are common
subject of discussion
Why do employees resist training?
a.Normally people experience difficulties in learning new skills &

knowledge. Hence, they resist training.
b. The employees feel that management will entrust more work or

new kinds of work which would require additional skills &
knowledge. Hence, employees resist training.
c. Training programme & sessions disturbs the employees from

performing the routine duties & tasks.
d. They are expected to learn more difficult activities & unlearn

already practised skills.
e. They loose their job authority & are expected to learn like
students during their training programme.

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Methods of Training

On-the-job Training Method and Off-the-Job Methods

• Management development is a systematic process of growth and

a.Normally people experience difficulties in learning new skills &

b. The employees feel that management will entrust more work or

c. Training programme & sessions disturbs the employees from

d. They are expected to learn more difficult activities & unlearn

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