What are the different techniques used in training and development?
Answers
Answer: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:
Explanation:
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. The committee is assigned a problem to discuss and make recommendations.
6. Coaching
In this, the supervisor or the superior acts as a guide and instructor of the trainee. This involves extensive demonstration and continuous critical evaluation and correction.
II. Off-the-Job Methods
These methods require trainees to leave their workplace and concentrate their entire time towards the training objectives. .
2. Conferences and seminars
In this, the participants are required to pool their thoughts, ideas, viewpoints, suggestions and recommendations. .
3. Selected reading
This is the self-improvement training technique. The persons acquire knowledge and awareness by reading various trade journals and magazines. Most of the companies have their own libraries.
4. Case study method
The case is provided to the trainees for discussion and analysis. Identification and diagnose of the problem is the aim in case study method. Alternate courses of action are suggested from participants.
5. Programmed instruction/learning
This is step-by-step self-learning method where the medium may be a textbook, computer or the internet. This is a systematic method for teaching job skills involving presenting questions or facts, allowing the person to respond and giving the learner immediate feedback on the accuracy of his or her answers."
6. Brainstorming
This is creativity-training technique, it helps people to solve problems in a new and different way. In this technique, the trainees are given the opportunity to generate ideas openly and without any fear of judgement. .
7. Role-playing
In this method, the trainees are assigned a role, which they have to play in an artificially created situation. For example, a trainee is asked to play the role of a trade union leader and another trainee is required to perform the role of a HR manager.
8. Vestibule schools
Large organisations frequently provide what are described as vestibule schools a preliminary to actual shop experience. As far as possible, shop conditions are duplicated, but instruction, not output is major objective." A vestibule school is operated as a specialised endeavor by the personnel department.
9. Apprenticeship training
This training approach began in the Middle Ages when those who wanted to learn trade skill bound themselves to a master craftsman and worked under his guidance.
10. In-basket exercise
In this technique, the trainees are provided background information on a simulated firm and its products, and key personnel.
11. Business games
Business games involve teams of trainees. The teams discuss and analyse the problem and arrive at decisions. Generally, issues related with inventories, sales, R&D, production process, etc. are taken up for consideration.
12. Behaviour modeling
This is structured approach to teach specific supervisory skill.
13. Sensitivity (T-group) training
In this type of training, a small group of trainees consisting of 10 to 12 persons is formed which meets in an unstructured situation. There is no set agenda or schedule or plan. The main objectives are more openness with each other, increased listening skills, trust, support, tolerance and concern for others.
14. Multiple management
This technique of training was first introduced by McCormick,