Skip to main content

Off-the-Job Training Methods


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 functions in a special part of the plant. An attempt is made to create working condition parallel to the actual working environment conditions. This allows the employees to secure training in the best methods to work and to get rid of preliminary tenseness.
e.g.: This type of training is specifically given to the technical staff, office staff and the employees who learn the operations of tools and equipment’s.

3. Simulation Exercises: This is a synthetic environment precisely comparable to the real condition. There are four simulation main techniques used in working environment imparting training: management games, case study, role playing, and in-basket training. (Raheja, 2015)

Figure 2- Types of Simulation Exercises

(Source: Raheja,2015)


  e.g.:
Case study: This method is used for portfolio department in the bank; trainer will provide case studies with imaginary customers’ situations. So the staff member has to provide solutions in order to give a proper feedback about the customer.
Role playing: Used for new sales and call center staff members, mostly the trainer/manager act as the customer and the staff member will convince them on the product or services according to the situation. The objective is to shape and steer the new employees towards the level of quality that the bank is looking for.

4. Sensitive training: This training is about making employees to understand about themselves and others equitably. It is the capability of an individual to sense what others feel and think from their own point of view, similarly it provides information about their own personal qualities, emotional issues and concerns, things that they have in common with other members of the group (Kleiman, 2000). The Sensitivity training Program includes three steps as below:
Figure 3: Steps of sensitive programme

(Source: Kleiman, 2000)



5. Transactional Analysis: This method provides trainees with a valuable and accurate method for understanding and analyzing the behavior of others. Significantly in every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation reaction relationship among two persons is identified as a transaction.

 This method is a direct and traditional method of instruction. Every session start with starts with lecture and conference. The lectures have to be creating interest and motivating among trainees. The lecturer must have significant depth in the subject.


References


Nassazi, A. (2013). Effects of training on Employee performance. Evidence from Uganda. pp.57.


Raheja, K. (2015). Methods Of Training And Development. Innovative Journal of Business and Management, 4(2).


Kleiman L.S. (2000). Human resource management: A managerial tool for competitive advantage. NY: Southwestern College publishing.



Comments

  1. Selvarajan ChandrikaNovember 26, 2019 at 9:01 AM

    Unfortunately, most OJT in organizations continues to be unplanned and thus potentially harmful to both the Organization and employee. The major reason for using unplanned OJT is expediency, and the likely consequences of OJT are not considered often. In the eyes of many Managers, OJT can be quickly implemented and involves no cost. And the training also mostly left to other employees who are unskilled. (Ronald L. Jacobs , 2002).

    ReplyDelete
  2. anneNovember 29, 2019 at 3:55 PM

    Also as per Jacobs (2002) mentioned, Almost all employees have experienced some form of OJT in their working life, regardless of job level or type of organization. Few, if any, training programs in a setting away from their work can present all areas of knowledge and skill effectively. In a practical sense, OJT helps employees bridge the gap between learning and making use of what was learned. And OJT offers the potential benefit that some useful work might even be accomplished during the training period

    ReplyDelete

Post a Comment

Popular posts from this blog

Importance of Training and Development

Video 3 : Importance of T & D (Source : Expand learning solutions 2017) Performance is the significant element to achieve the goals of the organization and for its performance will increase the effectiveness and efficiency so the organization can achieve its goals (Mwita, 2000).The question is how to increase productivity in the organization. It can be involved flexible working hours, T & D programs. It’s important to design successful T & D sessions to the organization also T and D has to design according to employees requirements (Ginsberg, 1997). Similarly need for T & D arises due to technology enhancement in the environment. Benefits of T and D are intangible and investing on training benefits both employee and the organization for a long period.Also as a banker in a leading commercial bank, the bank has invested 72 million for T & D in order to increase employee performance, retention and also loyalty to...
28 comments
Read more

On-the-job Training Methods

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...
4 comments
Read more