On the Job Training Methods

Topics: Skill, Training, Employment Pages: 5 (1710 words) Published: August 6, 2012
The most frequently used method in smaller organizations that is on the job training. This method oftraining uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees. Training is defined as an organised procedure by which people learn knowledge/skill for a definite purpose. Thus, training improves, shapes and increases an employee’s knowledge, skill, behaviour, attitude and aptitude towards the requirements of the job and the organisation. Training Methods

1. On the Job Training
* Internship
* Job rotation
* Coaching method
* Job instruction training
* Committee assignments

2. Off the Job Training
On the Job Training
1. Internship
Generally, the internship works as an exchange of services for experience between the student and his or her employer. Students exchange their cheap or free labor to gain experience in a particular field. They can also use an internship to determine if they have an interest in a particular career, create a network of contacts, or gain school credit. Some interns also find permanent, paid employment with the companies in which they interned. Thus, employers also benefit as experienced interns need little or no training when they begin full-time regular employment.

It is estimated that 20-25% of newly hired employees come from internship programs. Interns are generally looking for real life experience that will utilize their skills and offer challenging work. For an internship program to be successful, it requires designated resources, a formal structure and management process for recruiting prospective interns and managing current interns.  Most often this will be in the second or third year of the graduation/pg period. The placement can be from 2 months to one full school year. During this period the student is expected to use the things he/she has learned and put them into practice. This way the student gains work experience in their field of study. The gained experience will be helpful to finish the final year of study. Example:

* Plumbers, mechanists, draftsmen and electricians etc. train on the job by polishing their skills and knowledge about the job. 2. Job Rotation
 Sometimes called cross training
For the executive, job rotation takes on different perspectives. The executive is usually not simply going to another department. In some vertically integrated organizations, for example, where the supplier is actually part of same organization or subsidiary, job rotation might be to the supplier to see how the business operates from the supplier point of view. Learning how the organization is perceived from the outside broadens the executive’s outlook on the process of the organization. Or the rotation might be to a foreign office to provide a global perspective.  This approach allows the manger to operate in diverse roles and understand the different issues that crop up. If someone is to be a corporate leader, they must have this type of training. A recent study indicated that the single most significant factor that leads to leader’s achievement was the variety of experiences in different departments, business units, cities, and countries.  It is the process of preparing employees at a lower level to replace someone at the next higher level. It is generally done for the designations that are crucial for the effective and efficient functioning of the organization. When rotation occurs at longer intervals, it has been thought as a practice of progressive human resource development or a means of enhancing the value of work experience for career development  Improves participant’s job skills, job satisfaction Increased workload for participants Provides valuable opportunities to network within Constant job change may produce the organisation stress and anxiety Offers faster promotions and higher salaries to Mere multiplication...
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