Methods and techniques of training and development ppt
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There are several T&D methods available. The use of a particular method depends which method accomplishes the training needs and objectives. Training methods can be classified into two categories:
I. On-the-Job Methods
This refers to the methods of training in which a person learns a job by actually doing/performing it. A person works on a job and learns and develops expertise at the same time.
1. Understudy
In this the employee is trained by his or her supervisor. The trainee is attached with his or her senior and called understudy or assistant. For example, a future manager might spend few months as assistant to the present manager.
2. Job rotation
This refers to shifting/movement of an employee from one job to another on regular intervals.
3. Special projects
The trainees' may ask to work on special projects related with departmental objectives. By this, the trainees will acquire the knowledge of the assigned work and also learn how to work with others.
4. Experience
It refers to learning by doing. This is one of the oldest methods of on-the-job training. Although this is very effective method but it also very time-consuming and wasteful. Thus it should be followed by other training methods.
5. Committee assignment
In this, the trainees become members of a committee. Thecommittee is assigned a problem to discuss and makerecommendations.
6. Coaching
In this, the supervisor or the superior acts as a guide andinstructor of the trainee. This involves extensive demonstration and continuous critical evaluation and correction.
I. On-the-Job Methods
This refers to the methods of training in which a person learns a job by actually doing/performing it. A person works on a job and learns and develops expertise at the same time.
1. Understudy
In this the employee is trained by his or her supervisor. The trainee is attached with his or her senior and called understudy or assistant. For example, a future manager might spend few months as assistant to the present manager.
2. Job rotation
This refers to shifting/movement of an employee from one job to another on regular intervals.
3. Special projects
The trainees' may ask to work on special projects related with departmental objectives. By this, the trainees will acquire the knowledge of the assigned work and also learn how to work with others.
4. Experience
It refers to learning by doing. This is one of the oldest methods of on-the-job training. Although this is very effective method but it also very time-consuming and wasteful. Thus it should be followed by other training methods.
5. Committee assignment
In this, the trainees become members of a committee. Thecommittee is assigned a problem to discuss and makerecommendations.
6. Coaching
In this, the supervisor or the superior acts as a guide andinstructor of the trainee. This involves extensive demonstration and continuous critical evaluation and correction.
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