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Learning Process: Advantages of On-the-Job Training

The document discusses different methods for on-the-job and off-the-job employee training. On-the-job training methods include job rotation, job coaching, job instruction, and apprenticeships. Off-the-job training methods include classroom lectures, audio-visual aids, simulations like case studies and role plays, programmed instruction, and computer-aided instruction. Both on- and off-the-job training have advantages like experience-based learning and systematic organization, and disadvantages such as lack of focus or motivation. Barriers to effective training and ways to overcome them are also outlined.

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48 views

Learning Process: Advantages of On-the-Job Training

The document discusses different methods for on-the-job and off-the-job employee training. On-the-job training methods include job rotation, job coaching, job instruction, and apprenticeships. Off-the-job training methods include classroom lectures, audio-visual aids, simulations like case studies and role plays, programmed instruction, and computer-aided instruction. Both on- and off-the-job training have advantages like experience-based learning and systematic organization, and disadvantages such as lack of focus or motivation. Barriers to effective training and ways to overcome them are also outlined.

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틴크리스
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© © All Rights Reserved
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Learning Process

On the Job Trainings: These methods are


generally applied on the workplace while
employees is actually working. Following are
the on-the-job methods.
Advantages of On-the-Job
Training:
It is directly in the context of job
It is often informal
It is most effective because it is learning by
experience
It is least expensive
Trainees are highly motivated
It is free from artificial classroom situations
Disadvantages of On-the-Job
Training:
Trainer may not be experienced enough to
train
It is not systematically organized
Poorly conducted programs may create safety
hazards
On the Job Training Methods
1. Job Rotation: In this method,
usually employees are put on different jobs
turn by turn where they learn all sorts of jobs
of various departments. The objective is to
give a comprehensive awareness about the
jobs of different departments. Advantage
employee gets to know how his own and other
departments also function. Interdepartmental
coordination can be improved, instills team
spirit. Disadvantage It may become too
much for an employee to learn. It is not
focused on employees own job responsibilities.
Employees basic talents may remain under
utilized.
2. Job Coaching: An experienced
employee can give a verbal presentation to
explain the nitty-grittys of the job.
3. Job Instruction: It may consist an
instruction or directions to perform a particular
task or a function. It may be in the form of
orders or steps to perform a task.
4. Apprenticeships: Generally fresh
graduates are put under the experienced
employee to learn the functions of job.
5. Internships and
Assistantships: An intern or an assistants are
recruited to perform a specific time-bound jobs
or projects during their education. It may
consist a part of their educational courses.
6. Off the Job Trainings: These are
used away from work places while employees
are not working like classroom trainings,
seminars etc. Following are the off-the-job
methods;
Advantages of Off-the-Job Training:
Trainers are usually experienced enough to
train
It is systematically organized
Efficiently created programs may add lot of
value
Disadvantages of Off-the-Job
Training:
It is not directly in the context of job
It is often formal
It is not based on experience
It is least expensive
Trainees may not be highly motivated
It is more artificial in nature
Off the Job Training Methods
1. Classroom Lectures: It is a verbal
lecture presentation by an instructor to a large
audience. Advantage It can be used for large
groups. Cost per trainee is low. Disadvantages
Low popularity. It is not learning by practice.
It is One-way communication. No authentic
feedback mechanism. Likely to boredom.
2. Audio-Visual: It can be done using
Films, Televisions, Video, and Presentations
etc. Advantages Wide range of realistic
examples, quality control possible,.
Disadvantages One-way communication, No
feedback mechanism. No flexibility for different
audience.
3. Simulation: creating a real life
situation for decision-making and
understanding the actual job conditions give it.
Following are some of the simulation methods
of trainings
a. Case Studies: It is a written description
of an actual situation and trainer is supposed
to analyze and give his conclusions in writing.
The cases are generally based on actual
organizational situations. It is an ideal method
to promote decision-making abilities within the
constraints of limited data. Role Plays: Here
trainees assume the part of the specific
personalities in a case study and enact it in
front of the audience. It is more emotional
orientation and improves interpersonal
relationships. Attitudinal change is another
result. These are generally used in MDP.
b. Sensitivity Trainings: This is more
from the point of view of
behavioral assessment, under different
circumstances how an individual will behave
himself and towards others. There is no
preplanned agenda and it is instant.
Advantages increased ability to empathize,
listening skills, openness, tolerance, and
conflict resolution skills. Disadvantage
Participants may resort to their old habits after
the training
.
4. Programmed
Instructions: Provided in the form of blocks
either in book or a teaching machine using
questions and Feedbacks without the
intervention of trainer. Advantages Self
paced, trainees can progress at their own
speed, strong motivation for repeat learning,
material is structured and self-contained.
Disadvantages Scope for learning is less;
cost of books, manuals or machinery is
expensive.
5. Computer Aided Instructions: It
is extension of PI method, by using computers.
Advantages Provides accountabilities,
modifiable to technological innovations, flexible
to time. Disadvantages High cost.
6. Laboratory Training
Barriers to Effective Training:
1. Lack of Management commitment
2. Inadequate Training budget
3. Education degrees lack skills
4. Large scale poaching of trained staff
5. Non-coordination from workers due to
downsizing trends
6. Employers and B Schools operating
distantly
7. Unions influence
How To Make Training
Effective?
1. Management Commitment
2. Training & Business Strategies Integration
3. Comprehensive and Systematic Approach
4. Continuous and Ongoing approach
5. Promoting Learning as Fundamental Value
6. Creations of effective training evaluation
system
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