Which of the following is On–the-Job method of training?
(a) Case study (b) Coaching
(c) Vestibule Training (d) Computer modeling
Answers
Answer:
vestibule trainning
Vestibule Training
Definition (1):
This is a training method in which trainees learn on the actual or simulated equipment they will use on the job, but are trained off the job (perhaps in a separate room or vestibule). Vestibule training is necessary when it’s too costly or dangerous to train employees on the job.
Definition (2):
This training is conducted in a simulated work environment complete with sample equipment.
Definition (3):
This form of training trains the staff who will handle the machinery and tools on the job. The training is planned in a different setup, not in the actual production plant. This training is also called “near the job training”. Some specialists or special trainers train the technical staff which reduces the line manager’s pressure who will actually manage the whole production process.
Use of the Term in Sentences:
The company has arranged vestibule training in a classroom.
The vestibule training emphasizes on learning, not on the production.
Only large companies can arrange vestibule training because those are costly.
Large companies arrange vestibule training while launching new technology.
The company has appointed a specialist for training the staff in the vestibule training
Answer:
Correct answer is option b- Coaching
On-the-job training, also known as workplace training, is when a person learns the job in a real-world working setting rather than a simulated one.
Explanation:
Case study, Vestibule Training, Computer modeling are examples of Off- the-Job methods of training.
Employee gains knowledge while working. Consider the situation of the roadside mechanics. Young boys that assist the chief mechanic there learn while doing so. They are not taught how to analyze defects and repair engines in any course using engine models.
The most popular technique is this kind of training, usually referred to as job instruction training. With this approach, the person is given a regular work and instructed on the abilities required to carry out that job. Under the supervision and direction of a knowledgeable employee or instructor, the trainee learns. The benefit of on-the-job training is that it provides first-hand information and experience in real-world working situations.
The trainee is a normal employee who performs the services for which he is paid while simultaneously learning how to do the job. As the worker learns on the job, the issue of trainee transfer is also reduced. The best way to provide services is prioritized over understanding the technical aspects of the work.
Methods used for on-the-job training include job rotation, coaching/mentoring , step-by-step job instruction, committee assignments, and job instruction.
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