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)
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:
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).
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.
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).
ReplyDeleteAlso 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
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