OFF THE JOB TRAINING METHODS

u   OFF THE JOB TRAINING METHODS

u   MGMT OF HUMAN RESOURCES

u   OFF THE JOB TRAINING

u   TRAINEES HAVE TO LEAVE THEIR WORKPLACE AND DEVOTE THEIR ENTIRE TIME ON THE TRAINING

1. VESTIBULE TRAINING
2. APPRENTICESHIP TRAINING
3. CLASS ROOM TRAINING
4. INTERNSHIP TRAINING
5. CONFERENCES
6. ROLE PLAYING
7. PROGRAMMED LEARNING
8. ELECTRONIC TRAINING

a)    AUDIO VISUALS

b)    COMPUTER BASED TRAINING

c)    ELECTRONIC PERFORMANCE SUPPORT SYSTEM

d)    DISTANCE AND INTERNET BASED TRAINING

u   VESTIBULE TRAINING

1.     TRAINING CENTER IS SET UP

2.     ACTUAL CONDITIONS AND EQUIPMENT ARE DUPLICATED

3.     SUITABLE FOR LARGE NO OF EMPLOYEES

4.     ALSO HELPFUL AS PRELIMINARY FOR ON THE JOB TRAINING

u   EVALUATION

u   MERITS

1.     A NUMBER OF PEOPLE

2.     NO DISTURBANCE

3.     NO RISK OF ACCIDENT OR DESTRUCTION OF MACHINERY

4.     PRACTICE WITHOUT FEAR

5.     INTEREST AND MOTIVATION HIGH

u   DEMERITS

1.     MOST EXPENSIVE METHOD

2.     ARTIFICIAL

3.     APPLICABLE TO LIMITED JOB

u   CLASS ROOM TRAINING

1.     TRADITIONAL WAY OF EDUCATION

2.     INSIDE/OUTSIDE THE ORGANIZATION

3.     SUITABLE FOR TEACHING CONCEPTS AND PROBLEMS SOLVING SKILLS

4.     ORIENTATION AND  SAFETY

5.     ALSO INCLUDE COURSES IN RETRAINING AND UPGRADING

6.     LECTURES,CASE STUDIES,GROUP DISCUSSION AND AUDIO VISUAL AIDS ARE USED

u   INTERNSHIP TRAINING

1.     IN INTERNSHIP TRAINING ,EDUCATIONAL INSTITUTIONS AND BUSINESS FIRMS HAVE A JOINT PROGRAMME OF TRAINING

2.     SELECTED CANDIDATES CARRY ON REGULAR STUDIES FOR THE PRESCRIBED PERIOD

3.     WORK IN SOME FACTORY OR OFFICE TO ACQUIRE PRACTICAL TRAINING

4.     BALANCE BETWEEN THEORY AND PRACTICAL

5.     MBBS,CA,CS,MBA AND ENGINEERING ETC

u   CONFERENCES

1.     PARTICIPANTS POOL THEIR IDEAS AND EXPERIENCES TO ARRIVE AT IMPROVED METHODS OF DEALING WITH THE PROBLEM

2.     MAY INCLUDE BUZZ SESSION THAT DIVIDE THE CONFERENCES INTO SMALL GROUPS FOR INTENSIVE DISCUSSION

3.     PROBLEM IS STUDIED FROM BROADER ANGLE

·         OTHER OFF THE TRAINING METHODS

u   ROLE PLAYING

1.     HUMAN INTERACTIONS THAT INVOLVE REALISTIC BEHAVIOR

2.     ACTION,DOING AND PRACTICE

3.     BROADENING OF EXPERIENCE

•          PROGRAMMED LEARNING

•          STEP BY STEP LEARNING PROCESS

1.     PRESENTING QUESTIONS OR PROBLEMS TO THE TRAINEE

2.     ALLOWING THE TRAINEE TO RESPOND

3.     FEED BACK

u   CASESTUDY:-

1.     MEANS OF STIMULATING EXPERIENCE IN THE CLASS ROOM

2.     THEY ARE A GIVEN PROBLEM

3.     PROBLEM IS ANALYSED AND SUGGESTED SOLUTIONS ARE DISCUSSED

u   ELECTRONIC TRAINING

u   AUDIO VISUALS

•          INCLUDE  TELEVISION SLIDES,OVERHEAD FILMS,POWER POINT PRESENTATION,VIDEO CONFERENCING ETC

•          VERY EFFECTIVE AND PROVIDE REALISTIC EXAMPLE IN SHORT PERIOD

•          VERY EXPENSIVE

u   COMPUTER BASED TRAINING

1.     COMPUTER IS USED FOR TAKEN THE TEST FOR CHECKING THE PROGRESS

2.     MORE FLEXIBLE

u   ELECTRONIC TRAINING

u   ELECTRONIC PERFORMANCE SUPPORT SYSTEM:-SET OF COMPUTERIZED TOOLS AND DISPLAY THE AUTOMATE TRAINING,DOCUMENTATION AND PROVIDE SUPPORT

u   TELETRAINING:A TRAINER IN A CENTRAL LOCATION TEACHER GROUP OF EMPLOYEES AT REMOTE LOCATION VIA TELEVISION

u   VIDEO CONFERENCING: USED TO TRAIN TO THE EMPLOYEES GEOGRAPHICALLY SCATTERED

u   BARRIER TO EFFECTIVE TRAINING

1.     INADEQUATE MANAGERIAL COMMITMENT

2.     INSUFFICIENT TRAINING BUDGET

3.     LACK OF INDUSTRY-ACADEMIA COLLABORATION

4.     HIGH EMPLOYEE ATTRITION RATES

5.     LACK OF HELP FROM TRADE UNION

6.     NON LEARNING CULTURE

7.     RESISTANCE TO CHANGE