Employee Training and Development

This method can be used on trainees who join the organization also they can learn through observing how the peers, managers handle their day to day work in the working environment (Gold, 1982). The purpose of the on-the-job training session is to provide employee with task-specific knowledge and skills in work area. The knowledge and skills presented during on-the-job are directly related to job requirements. Job instruction technique, job rotation, coaching and apprenticeship training are the common forms of on-the job training methods. Fully on-the-job training theoretically does not involve any off-the-job training. However, it is very rare for 100% of training to take place as part of the productive work of the learner.  Video 2: Introduction to on- the-job training method (Source - Interview success formula,2015) Few of the methods: 1.  Coaching  –   This method can be defined as one-to- one training, a close observation...

Off-the-job training methods are directed in separate from the working environment, study material is supplied, there is full awareness on learning rather than performing, and there is self-determination of expression ( Nassazi,  2013 ). Similary,Training which takes place in environment other than actual workplace is called off-the job training. Off-the-job training is usually designed to meet the shared learning needs of a group rather than a particular individual’s needs. Lectures, computer-based training, games and simulations are the common forms of off-the-job training methods. 1.  Lectures and Conferences :  e.g.:  In the universities and colleges, seminars and lectures are the most common methods used for training. Also at banks a special trainer will be doing this for new recruiters (on boarding training sessions). 2.  Vestibule Training :   In this method the workers are trained in an exemplary environment on detailed job fu...

~Training and development ( T & D ) constitute as a HRD function, and it has implicated that it’s one of the main functions in HRD (Weil and Woodall, 2005). Also T & D is significant in an organization. Without it, employees will not have a proper grasp on their duties and responsibilities. Therefore T & D  plays an important role on improving effectiveness (McLagan and Patricia, 1989). Further effective T & D will improve workplace performance also personal development (Wilke, 2006).~ Introduction  To begin with Programs which help the employees to learn skills or specific knowledge to improve performance in their current job role can be defined as “training”. On the other hand focusing on employee future performance and growth, rather than an immediate job role referred as “development” (Chiaburu and Tekleab, 2005). Comparatively Swanson (2001) has defined T & D as a process of systematically develop...

~Training and development ( T & D ) constitute as a HRD function, and it has implicated that it’s one of the main functions in HRD (Weil and Woodall, 2005). Also T & D  is significant in an organization. Without it, employees will not have a proper grasp on their duties and responsibilities. Therefore T & D  plays an important role on improving effectiveness (McLagan and Patricia, 1989). Further effective T & D will improve workplace performance also personal development (Wilke, 2006).~ Introduction To begin with Programs which help the employees to learn skills or specific knowledge to improve performance in their current job role can be defined as “training”. On the other hand focusing on employee future performance and growth, rather than an immediate job role referred as “development” (Chiaburu and Tekleab, 2005). Comparatively Swanson (2001) has defined T & D as a process of systematically developing work-...