Week-5) Analysis of Training Technique

Week-5) Analysis of Training Techniques:

1. On-the-job training: Under this method, an employee is placed in a new job and is told how it is to be performed. It is primarily concerned with developing an employee’s skills and habits consistent with the existing practices of an organization, and introducing him to his immediate problems.
2. Vestibule training (training-centre training): Under this method, the trainee is to concentrate on learning the new skill rather than on performing an actual job. It is a very efficient technique of training semi-skilled personnel’s; like clerks, machine operators, testers, typists etc. Training can be in the form of lectures, conferences, case studies, role-playing, and discussion.
3. Demonstrations and examples: In the demonstration techniques, the trainer describes and displays. When the trainer teaches an employee how to do something by actually performing activities himself and by going through a step -by- explanations of why and what is he doing. Demonstrations are often used in combination with lectures, pictures, text materials, and discussions.
Simulation: is also one of the techniques which duplicate the actual conditions encountered on a job. Trainees‘ interest and employees‘ motivation are high in simulation exercises because here, the actions of a trainee closely duplicate the real job conditions. This technique is very expensive.
Apprenticeship: Apprenticeship training is the oldest and the most commonly used method. It involves training in crafts, trades and under technical areas. A major part of training time is spent on-the-job production work. There can be many more analysis with the help of classroom examples:
Methods to be followed:
a) Lectures: Simplest way of imparting knowledge to a trainee is by a lecture. Concepts or principles, attitude, method can be useful when large groups are to be taught. b) The Conference Method: In this technique, the participating individual discuss points of common interest with each other. Conference is a formal meeting, conducted according to an organized plan.
c) Seminar or team discussion: There are different methods of conducting seminar. It may be based on paper prepared by one or more trainees on the subject in consulting with the person in charge of the seminar. Team discussion acts as one of the best methods as it enhances the level to moreover a greater heights no match to anyone.
d) Case studies: The person in charge of training make out a case provides necessary explanations, initiates the discussion going. When the trainees are given cases to analyse, they are asked to identify the problem and recommend tentative solutions. Case studies broaden their horizon of thinking and to make them think out of the box.
e) Role Playing: in role playing, trainees act out a given role as they would in a stage play. It basically involves employee-employer relationships hiring, firing, interviews disciplining etchant role playing also denotes to act as a role for the work to be performed. Nothing can be substituted by this type of training.
f) Programmed instruction method: A programmed instruction involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning programme or package. A proper chronological order is to be set up and proper coordination is accomplishment. An actual and proper protocol needs to be followed.
g) T-group training: This comprises of Audio-visual aids and planned reading programmes. The more you read and go for audio-visuals balancing and performances, its lead to moving a stage higher for the company and employees.
So, as we are going through the various training techniques we are to be focused on all of the above training techniques as well as focusing on Vestibule as a whole. In case of Brick Communications as the industry is the communications industry, so the work is to be done by all the trainers in a very interesting and development full manner.
The Brick Communications are basically focused on the job training as we can see all the employees are basically focused on the job, so they are to be shown many demonstrations regarding the new inventions and technologies which would gradually lead to the development of the organization as a whole.
If we start analysing the above three methods one after another, it depends upon the capacity and capabilities of the organization as well as the employees for the further development of the organization as a whole again.
There may be many other evaluation techniques but the best and the most recognized is the on job training schedule which is to be checked and done by the top level management in the process.