OFF-THE-JOB TRAINING

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Features of Training

Increases knowledge and skills for doing a particular job.

Training helps employees’ correct deficiencies in their performance.

Concentrates on individual employees.

Tends to be more narrowly focused and oriented toward short-term

performance concerns.

The goal of training is a fairly quick improvement in workers’

performance.

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Training vs Development

Training is meant for operatives and development is meant for

managers.

Training tries to improve a specific skill relating to a job whereas

development aims at improving the total personality of an individual.

Training is a one-shot deal; whereas development is an ongoing,

continuous process.

The scope of training is on individual employees, whereas the scope of

development is on the entire work group or the organisation.

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Training vs Education

Training is the act of increasing the knowledge and skills of an employee

while doing a job. It is job-oriented (skill learning).

Education, on the other hand, is the process of increasing the general

knowledge and understanding of employees.

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OBJECTIVES

Innovative Problems Solving Regular

Anticipating problems Training clerks to Orientation

before they occur reduce complaints Recurring training of

Team building Training supervisors interviewers

sessions with the in communications Refresher courses on

departments to reduce grievances safety procedures

Objectives of Training

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Training Methods

Off-the-Job Methods

1. Vestibule training

2. Role playing

3. Lecture method

4. Conference discussion approach

5. Programmed instruction

6. Virtual Organisations and E-Learning

7. Behaviourally Experienced Training

OFF-THE-JOB TRAINING & ITS OFF-THE-JOB TRAINING & ITS EFFECT ON TRAINEESEFFECT ON TRAINEES

OFF-THE-JOB OFF-THE-JOB TRAINING TRAINING METHODSMETHODS

VESTIBULE VESTIBULE TRAINING TRAINING

• Method of Human Interaction that involves realistic behavior in imaginary situations

• Involves action, doing & practice• Participants play/ enact various roles• Mainly used for developing interpersonal

interactions & relations

ROLE ROLE PLAYINGPLAYING

LECTURE METHODLECTURE METHOD

CONFERENCE/ DISCUSSION CONFERENCE/ DISCUSSION APPROACHAPPROACH

PROGRAMMED INSTRUCTIONPROGRAMMED INSTRUCTION

VIRTUAL ORGANIZATIONS & VIRTUAL ORGANIZATIONS & E-LEARNINGE-LEARNING

Companies Share costs, skills & access to international markets & contribute with – their CORE Capabilities

Relies heavily on internal computer networks to provide access to people in different locations

Speed, agility & fast response Have Gained Currency in recent

times Special collaboration software are

employed to enable multiple remote learners, using their TPs & communicate via audio/visual discussions, PPTs or written text

E-learning E-learning methodsmethods include Training delivered

by CD-ROM, satellite broadcasts & digital collaboration

self-paced & time consuming (time-bound)

Participants need to log onto discussion groups & attend broadcasts in a virtual class room at the same time

Technology barriers like Bandwidth will restrict & hamper the effectiveness of e-learning

BEHAVIOURALLY EXPERIENCED BEHAVIOURALLY EXPERIENCED TRAININGTRAINING

Training Scenario in Indian Industry

Major Sectors : FMCG & Retail

Attributes for Trainers : FMCG & Retail

Major Sectors : Banking & Insurance

Attributes for Trainers : Banking & Insurance

Major Sectors : Telecom

Attributes for Trainers : Telecom

Major Player’s Examples

• BSNL’s training through advanced level Telecommunication centers

• Reliance established Dhirubhai Ambani Institute of Information & Communication Technology

• Bharti comes up with Bharti school of Telecom, Technology and management.

Major Sectors : IT

Attributes for Trainers : IT

Major Player’s Examples

• SUN has its own training department• ACCENTURE has internet based tool “MY

LEARNING” that offers vast learning resources to employees

• Companies providing training in both Technical & managerial skills

• TATA Elxsi & Accenture allocate 7% and 3% out of their revenue for training.

• IT companies have their own dedicated training centers with a separate campus.

• TATA management training center, Infosys academy are some examples

Trainee – Role Of Trainee in Transfer of Training

• The trainee is a major stakeholder in a training program. The whole training program is developed for the trainees only. Each candidate plays an important role in the transfer of training because one participant's attitude regarding the training influence the other participants

• Participant's willingness to invest in the program is directly proportional to the benefits of the learning that the trainee could expect

Some personal factors that affect the trainee's learning are:

• Family Situation

• Personal Problems

• Relation between the training program and personal objective

• Level of self esteem

• Benefits expected from training

• Comfort level with the trainer

• Learning style of trainee

• Previous training experiences

• Desire for professional growth and development

Some environmental factors that affect the trainee's learning are:

• Relationship with colleagues and subordinates

• Training team

• Trainer team

• Training objective

• Content of training

• Training design i.e. methods, techniques, and strategies

• Environment in the program

• Composition of training group

• Infrastructure i.e. eating facilities, tea/coffee breaks

PERSONAL FACTORS ENVIRONMENTAL FACTORS

Family Situations Relationship with colleagues and subordinates

Personal Problems Trainer team and trainee team

Relation between the training program and personal objective

Training objective

Level of self esteem Content of training

Benefits expected from training Environment in the program

Comfort level with the trainer Training design- methods, techniques and strategies

Learning style of trainee Composition of training group

Desire for professional growth and development

Infrastructure facilities

Factors Affecting Training

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It is a development technique whereby the employee-

Application

Vocational Training is usually conducted in these 2 areas :•Off the job training•On the job training

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ON THE JOB METHODS-

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OFF THE JOB METHODS-

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TYPE OF TRAINING-

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ON THE JOB OFF THE JOB

IT MEANS ENVIRONMENT (TRAINING CENTER) IS CREATED AS LIKE AS LIVE PROJECT.

IT MEANS PERFORMING YOUR TRAINING ON LIVE PROJECTS.

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THANK YOU !THANK YOU !

SUBMITTED BY :KRITIKA MITTALRITIKA MALIKMEHAK MTHURTANYA PUNJVANISHA GULATIUTSAV ANAND

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