At the fourth step the supervisor allows the trainee to perform simple routines at first at his own and then more difficult operations in his guidance. Third, he makes the trainee practice the work in front of him repeatedly, guiding him every time when he falters because of lack of confidence or skill. Second, he demonstrates to him, step-by step, how the work is done, explaining every step carefully. This training involves five steps: First, the supervisor-trainer explains to him the basic nature of the job, rules, procedures, methods, ‘dos’ and ‘don’ts ‘ etc. In this method the trainee is placed directly on the job under the care of his immediate supervisor. I) Job Instruction Method: It is also called, ‘on the job training ’. The main methods of on-the job training are: However, its biggest limitation is that the supervisor-trainers may not take full interest in the training, may only fulfill the ritual of training and leave the trainee to sink and swim at his own risk. ![]() There is also quick transference of learning to the job. In terms of learning principles, there is higher motivation, participation, and involvement of the trainees in the learning process. The trainee usually learns as well as earns. In these methods, training is provided on the job, in realistic job situations, at employers’ cost and time. Training and development however, have a lot of similarities which is often difficult to differentiate and as such are used interchangeably. On-the-job training is a training being instructed by another trainer, fellow worker or supervisor while off-the-job training provided by the organization in the form of demonstrations and lectures, but far away from the work station. Externally training and development can be provided by private training organizations and co-workers, while Internal training can be on-the-job or off-the-job. Training and development can be classified as external and internal. Training and development programmes should be based on training needs identified by their analysis, that money and time invested in training and development should be related or linked to the mission or core business strategy of the organization. Successful Training and development programme focuses on employee performance or team performance. ![]() When the organization invests in improving the skills and knowledge for its employees, the investment will lead to more productive and effective employees. ![]() The aim of training and development programs is to improve organizational capabilities and employee ability.
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