Off the Job Training Hrm
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Transcript of Off the Job Training Hrm
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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