Explain the on-the job methods are special project and committee assignments in management development methods
Answers
1.COACHING
In coaching the trainee is placed under a senior manager who acts as an guide or coach and teaches job knowledge and skill to the trainee. He instructs him what he wants him to do, how it can be done etc., and helps him to correct errors and perform effectively. It is just as track coaches who observe, analyse and attempt to improve the performance of their athletes. This technique of development is quite rewarding. As the managers learn by doing. It also creates the opportunities for high level interaction and rapid feedback on performance. But this has a limitation also as we cannot expect that alt excellent managers will be effective coaches. Thus, the effectiveness of this technique relies on the ability of the concerned 'coach'.
2.JOB ROTATION
Job-Rotation: It refers to the transfer or movement of executive from one job to another and from one plan to another on some planned basis for educational learning purposes. Such rotation may continue for a period ranging from 6 months to 24 months. Under this method, the trainees are rotated over various routine jobs in a department, division or unit before they are due for promotion as managers. The idea behind this is to give them the required diversified skills and a broader outlook, which are very important at the upper management levels. It also increases the inter-departmental cooperation and helps in reducing the monotony of the work. This also helps in turning the specialist into generalists. Under this job rotation can be either horizontally or vertically. Vertical rotation is nothing more than promoting a worker into a new position. Horizontal job transfer can be made on a planned basis or on a situational basis. The main advantage of job rotation is that it permits a greater understanding of other activities within the company. People are prepared more rapidly to accept greater responsibility, especially at upper levels. Further ability and talent of each manager are best tested, so the enterprise can secure his best utilization in the emergency period. But this is not free of drawbacks. Due to this developmental costs increase. It upsets the routine system of the concern itself. An extensive rotation programme can result in having a vast number of employees shifted in a position where their job knowledge is very limited. And even though there may be significant long-term benefits from the programme.
3. MENTORING
Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee.
The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. The executive can learn a lot from mentoring. By dealing with diverse mentee’s, the executive is given the chance to grow professionally by developing management skills and learning how to work with people with diverse background, culture, and language and personality types.
4. JOB INSTRUCTION TECHNIQUE(JIT)
Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development.
Procedure of Job Instruction Technique (JIT)
JIT consists of four steps:
Plan – This step includes a written breakdown of the work to be done because the trainer and the trainee must understand that documentation is must and important for the familiarity of work. A trainer who is aware of the work well is likely to do many things and in the process might miss few things. Therefore, a structured analysis and proper documentation ensures that all the points are covered in the training program. The second step is to find out what the trainee knows and what training should focus on.