Training and Development: Methods of Training

There are numerous training methods that an organisation can use to train its workforce. Generally, these training methods are categorized into two broad groups:

1. On-the-job-Training:

Under such a method, the worker is given training at the workplace by his immediate supervisor. In other words, the worker learns in the actual work environment. It is based on the principle of learning by doing. On-the-job training is considered to be the most effective method of training under the operative personnel.

Some of the methods of On-the-job training are described below:

1. Coaching and Mentoring: Coaching and Mentoring is the most common method to train the employees while they are on their jobs. Coaching involves the one-to-one relationship between employees and supervisors, which ensures continued guidance and feedback of the employees on how well they are handling their tasks. Mentoring is a particular form of coaching used by experienced executives to groom the junior employees. Normally, mentoring involves one-to-one coaching for a period of several years until the employee is eventually capable to replace mentor itself.
2. Job Rotation: The trainee is systematically transferred from one job to another so that he may get the experience of different jobs. This will broaden his horizon and capacity to do a variety of jobs. Rotation of an employee from one job to another should not be done frequently. He should be allowed to stay on a job for a sufficient period so that he may acquire the full knowledge of the job.
3. Understudy: Understudy refers to the method in which trainees are prepared to perform the work or fill the position of their superiors. In this technique, a trainee who is likely to assume the full duties and responsibilities of the position currently held by his superior is called as an understudy. The understudy fills the position of his superior that is about to leave the job due to promotion, retirement, or transfer. For instance, the departmental head may pick up one competent person from the department to become his understudy. This gives the understudy an opportunity to try his leadership skills.
4. Multiple Management: Multiple Management represents a system, under which a junior board of young executives is constituted that analyzes major problems of the organisation. The junior board make recommendations to the board of directors after analyzing the major problems. In this method, the young executives learn decision-making skills and the board of directors receives the benefit of the wisdom of the executive team. Moreover, in the long-run, the vacancies in the board of directors can be filled by these junior board members.
5. Committee Assignments: Committee Assignments refers to the method in which the trainee is asked to solve an actual organisational problem. In committee assignments, trainees have to work together in a team and offer a solution to the problem. This method of training helps the trainees to develop team spirit to achieve a common organisational goal.

2. Off-the-Job Training:

  Under this method, the worker is required to undergo training for a specific period away from their workplace. Off-the-job methods are concerned with both knowledge and skills in doing certain jobs. The workers are free of the tension of work when they are learning.

Some of the methods of Off-the-job training are described below:

1. Special Courses: Special Courses refer to the training courses that the executives are required to attend. These courses are formally organised by the organisation with the help of experts from various educational institutions. For instance, trainees are sponsored by employers to attend courses conducted by various management institutes. An example could be Infosys Technologies Ltd. that provides management programs to its employees after they have served the organisation for a particular period of time.
   
2. Conference and Seminar: A conference is a group meeting conducted according to an organised plan in which the members seek to develop knowledge and understanding of a topic by oral participation. It is an effective training device for persons in the positions of both conference member and conference leader. As a member, a person can learn from others by comparing his opinions with those of other. He learns to respect the viewpoints of others and also realises that there is more than one workable approach to any problem.                                 A seminar is organised like a conference, but it is comparatively on a smaller scale. It is generally centred around a single theme such as 'Emerging Issues in Human Resource Development' or 'Information Technology in 2020'. The theme is examined in great detail by different experts in the concerned fields. The experts make their presentations and answer the questions raised by the participants. In practice, the term conference and seminar are used interchangeably.
   
3. Case Study: Case Study method is a means of stimulating experience in the classroom. Under this method, the trainees are given a problem or a case which is more or less related to the principles already taught. They analyse the problem and suggest solutions which are discussed in the class. The instructor helps them reach a common solution to the problem. This method gives the trainee an opportunity to apply his knowledge to the solution of a realistic problem.
   
4. Role Playing: Role Playing denotes the method of human interaction that demands realistic behaviour in imaginary situations. This method of training asks the trainers to act, do, and practice. In role play, the trainees are asked to play the role of certain characters, such as the department manager, support engineer, supervisors, or quality auditors. This method mainly focuses on the development of the interpersonal skills and practical understanding of the problem.
   
5. Management Games: Management Games or Simulation Exercise, represent actual business situations where trainees are asked to comprehend these situations and behave accordingly. For instance, trainees may take part in a simulation exercise that involves two or more hypothetical organisations competing in a given product market. The trainees are assigned different roles, such as managing director, general manager, and marketing manager. They make decisions affecting price levels, production volume, and inventory levels. In this method, the roles are able to see how their decisions affect the performance of the other groups, and vice-versa.
   
6. Programmed Instructions: Programmed Instructions represent the most popular training method, in which the trainees are trained to perform a sequential task or procedure, such as operating the machines. The core feature of this method is the participation by trainees and reception of the immediate feedback where trainers can evaluate whether the trainees' responses are correct or not. This method uses programmed books, illustrations, printed materials, and diagrams to train the trainees.
   
7. In-Basket Exercise: In-basket exercise denotes the method that is used to develop the decision-making skills of the trainees. In this method, the trainees are provided with a tray of papers and files related to their functional areas; and they are required to study the material and make their recommendations. The various recommendations received from the trainees are compared and the result is compiled in a report format. The method is mostly used to train employees on executive management and supervision.