What is In-Basket?
In-basket was created at AIR University in the 1950s to evaluate training, and was further developed by Fredericksen (1960) of Educational Testing Service. Since the method in-basket exist, they have been widely used in many aspects of management training, especially in industry, company, educational administration, and government. In-basket training also called as in-tray training. That was a psychological testing and training method. In this method, knowledge, skills and attitude of trainees had being tested. It can improve the problem solving and decision making of trainees, such as sales manager and operator manager. To begin the training, trainees are given a description of their job role and some general information about the situation. Trainees also provided and given the materials such as memos, messages, report, request, complains, letters, telephone calls and others which make up the in-basket. They need to analyze and take action to the materials within a particular time period and usually the time period was 2 to 4 hours. The trainees required to justify their actions. The trainer need provides feedback, reinforcing appropriate decisions and processes and also asking the trainee to developed alternatives. The method can make the trainees to discover what worked well, what didn’t and why. This method gives the real life job situation and it is similar to role play.
Advantages of in-basket
The method of in-basket training has a number of advantages. These advantages include: 1.
It involves hand-on activities that are realistic and life-like The in-basket training brings theory to life. The trainee has to assume a role and then given them with a range of problems they might find in their 'in basket' when they take up the job and deal with those problemes simultaneously. This method provides the trainees with high precision materials which correctly simulates the real work environment. The experience gained here can help the candidate while solving real work life problems.
It is an effective means for changing attitudes
This method is effective in changing attitudes because it allows trainees to learn about themselves and the consequences of their behavior. The trainees for in-basket training are observed by the instructor and a group of observers (usually other trainees). After the exercise is completed, they will critique the trainee’s handling of the role and managerial performance. When trainee found out certain of their negative behavior may bring an impact towards the organization, they may have changed those behaviors. So, the in-basket method is effective in changing attitudes.
It develop an effective time management
The in-basket method usually developed an effective management. This is because the trainees are given a number of problems to solve. But the time given to them is really limited. For this, they need to manage the time properly in order to solve all the problems given. With this, we can develop the time management of the trainees.
It is cheap to conduct
This is an inexpensive method of training and it is a high impact learning tool. The in-basket training does not require a bunch of expensive equipment or a lot of experts to work it out. That is why this training method will not cost much to the organization compare to other training methods.
It is very flexible
The in-basket training is a very flexible training method. It can be used in different function of human resource. For example, it can be use as a training method or can be used during recruitment or selection process. Even though, as a training method itself, this method can be flexible because by providing the different set of in-basket to all candidates, it will changes the training.
It is very effective in developing problem-solving and decision making. As we can see from the beginning, the trainees of this method will surely have to solve...
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