Responsive Managers - on the job training and

off the job training development techniques

using HR build a responsive organization

BY

Anagha joy

Aneesa A.S

Amalu P.S

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Responsive Managers

• Responsive manager tends to succeed by building bounds of respect and

trust with those around him/her.

• Staff respond positively to responsive managers.

• Responsive managers act consistent with the principle that their jobs are to

help their staff do their jobs.

• Responsive mangers also influence those above them in the hierarchy.

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How they do it ?

• Responsive managers apply a number of specific skills and abilities to the task .

• They are able to put aside their concerns to listen to those around them. As a result

they know what is going on , and what is both said ,said between the lines.

• They also acts up on that knowledge ,attempting to help fulfill the needs of

employees, supervisors etc.

• They influence to solve problems for those around them , often before even being

asked.

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On the job Training and

Off the job Training

METHODS

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On the job Training

It refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior.

Coaching.

Mentoring.

Apprenticeship training

Committee assignments

Job instruction technique.

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Coaching

• It is one to one interaction.

• Considered as corrective measure for inadequate performance.

• Helps in identifying weaknesses and focuses on areas which needs

improvements.

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Mentoring

• Mentoring focus on attitude development.

• Conducted for management – level employees.

• Mentoring is done by someone inside the company.

-It is one to one interaction

• It helps in identifying weaknesses and focus on the area that needs

improvement.

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Apprenticeship

• Most craft workers such as plumbers , carpenters etc. are trained through

formal apprenticeship programs.

• In this method the trainees are put under the guidance of a master worker

typically for 2-5 years.

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Committee Assignments

In this method ,trainees are asked to solve an actual organizational program working along with other trainees.

Job instruction technique This method directly received on the job.

Here the trainee receives an overview of the job ,The trainer actually demonstrates the and he trainee is asked to copy the trainer’s way.

The trainee, finally tries to perform the job independently.

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Advantages

• Generally more cost effective.

• Less descriptive to the business i.e. employees are not away from work.

• Training with equipment they are familiar with and people they know can

help them.

• Gain direct experience to a standard approved by the employer.

• On the job training is also productive, as the employee is still working as they

are learning.

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Off the job Training

• Trainee is separated from the job environment.

• Take place at training agency or local college training centers.

• Study materials.

• Fully concentrate on learning rather than performing.

• Freedom of expression.

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Off the job Training methods

Vestibule training

Lectures

Audio-Visuals

Simulation

Case study

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Vestibule Training

Uses equipment which closely resembles the actual ones on the job.

A special area or room is set aside from work environment.

Trainee is permitted to learn under simulated conditions.

No pressure to produce while learning.

Duplicate facilitates and trainer cost are disadvantages.

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Lectures

Verbal presentation by an instructor.

Lecturer should have considerable knowledge in training area.

Used for very large groups.

Used in colleges & univ. – application restricted in training factory

employees.

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Audio- Visuals

AV includes television slides, OHP’s and films.

Provide wide range of realistic examples and job conditions.

One-way system of communication.

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Simulation

A simulator is any kind of equipment or technique that duplicates as nearly

as possible the actual conditions encountered on the job.

Attempt to create realistic decision-making environment for trainee.

Feed back on decision is given.

Learning pace is created.

Widely used simulations are – Vestibule training , case study , role playing .

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Case study

o Written description of an actual situation.

o Provokes reader with the need to decide on what is going on.

o What the situation really is ? Or what the problems are? And what should be done?

o Cases are attempts to describe in accurate the real problems faced by managers-trainees can determine problems - analyze causes - develop alternative solutions –select best one and implement it.

o Excellent opportunity for individuals to defend their analytical and judgmental abilities.

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Role playing

Focuses on emotional (human relations) issues rather than actual ones.

Essence of role playing is to create a realistic situation as in case study.

Have the trainees assume the parts of specific personalities in the situation

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Discussion

A lecturer uses this method to support , elaborate , explain , expand , or

interact.

Improves two way communication.

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Demonstration

• Physical display of form , outline or substance of an object /event.

• In laboratories.

• In shop floors.

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Brainstorming

Idea generation method.

Creative solution to problems.

Trainees should deliberately come out with different solutions to a problem.

Not only come out with ideas but also spark off from associations with

other people’s ideas by developing and refining them.

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Field Trip

A field work or FT is a journey by a group of people to place away from a

normal environment.

Purpose of trip will be –

- Observation for education

- Non-experimental research.

- Provide experience outside normal everyday activity.

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Advantages

• Learn from specialists in that area of work who can provide more in-depth

study.

• Can more easily deal with groups of workers at the same time.

• Employees respond better when taken away from pressures of working

environment.

• Workers may be able to obtain qualifications or certificates.

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