Methods of training play a vital role in developing employees’ skills, knowledge, and workplace efficiency. In human resource management, selecting the right training methods ensures that employees are well-equipped to perform their jobs effectively and adapt to changing organizational needs. With rapid technological advancements and evolving business environments, organizations must use a combination of traditional and modern training methods to enhance employee performance and productivity.
This blog provides a detailed overview of the methods of training in human resource management, explaining different approaches such as on-the-job training, off-the-job training, and modern training techniques used by organizations today.
On-the-Job methods of training
Employees are trained on-the-job in their workplace. This is a frequent training strategy for personnel that undertake operational responsibilities. Although on-the- job training isn’t always the norm, it can boost productivity and efficiency in certain industries. Not only that, but it may benefit the entire firm, from lower training expenses to more productive and motivated personnel. It’s frequently utilised in a live-work practise, simulated, or training environment to learn how to handle specific tools or equipment.
● It translates to ‘learning through doing.’
● Trainees study in a real-world setting and receive hands-on experience dealing with activities and obstacles that arise during a typical working day.
● The fundamental benefit of on-the-job training is that trainees learn the rules, laws, and work procedures by putting them into practise on a daily basis.
● There are no additional costs or lost working time with on-the-job procedures.
This is a frequent training strategy for personnel that undertake operational responsibilities.
● Employees are taught on new machines, for example, so that they can quickly adapt to new working conditions.
● The success of this method is determined by the quality of the trainer, it is critical to carefully pick the trainer in order for the system to work.
The various on-the-job methods of training are:
1. Orientation or Induction Training:
It is designed training programs for newly hired personnel, with the sole purpose of acclimating them to the company’s goals, job needs and work procedures. As a result, the new employee is given a job description to begin with. Simultaneously, he is given a set of regulations, norms, and procedures that have an impact on his performance. He is also informed about his immediate superior and the subordinates who will work under him, including the person from whom he will receive commands and the people to whom he will issue orders. Most small and medium-sized businesses conduct orientation training by pairing new employees with a senior employee who instructs them on job practises while also bringing them up to date on all company concerns.
2. Apprenticeship Training:
It is one of the most ancient kinds of education. The new employee(s) is/are assigned to the position of apprentice. He is entrusted to the supervision of a skilled senior worker. By observing and supporting his senior, the apprentice learns work procedures. Apprenticeship training is the most popular in skilled trades. Typically, electricians, machine operators, and plumbers receive similar training. Apprenticeships might last anywhere from six months to a year, depending on the work. It could be anything from two to five years. Apprentices are paid less than trained workers throughout their apprenticeship. The government has also taken steps to protect apprentices’ interests, such as regulating their salary, working hours, and insurance coverage.
3. Delegation of Authority and Assignment of Responsibility:
It is a situation in which a superior gives a task or obligation to a subordinate while also delegating to him the authority to manage the necessary human and technology resources to complete the task. It enhances the morale of the subordinate, who now feels free to make and implement his own decisions without having to consult his boss. Delegation as a training method provides a number of advantages. It allows superiors to train their subordinates in certain professions by allowing them to make their own judgments, and it also allows them to feel accomplished when a task is completed properly. However, this method is not so prominent.
4. Refresher Training or Retraining:
Even adequately trained workers can feel out- of-date due to rapid scientific and technological advancements. Job requirements will vary as technology and work practises evolve. As a result, even highly skilled employees may be required to learn new work procedures and practises.
Refresher training not only assists workers in acquiring new job procedures and skills, but it also allows them to improve on the ones they already know. Changes in technology and work processes result in the production of new goods and services, and experienced workers will require refresher training to adapt to the new environment’s requirements.
5. Vestibule Training:
A vestibule is a hallway or room that connects a building’s exterior entryway to its inside. Vestibule training refers to instruction given to new employees by special instructors inside the plant premises, but not on the shop floor. On-the-job training is similar to vestibule training. The sole distinction is that on-the- job training is offered on the shop floor by the line supervisor, whereas vestibule training is provided by trained instructors away from the shop floor. Vestibule training is required when the number of workers to be trained is high, the number of work techniques to be taught is many, and the line supervisor cannot spare time for training due to his job commitments.
Vestibule methods of training has a number of benefits.
- For starters, it can be taught to a large number of people without disrupting work on the factory floor.
- Second, the teachers are experts who commit their entire attention and time to training and do not work on the shop floor.
- Third, because they are isolated from the distracting sounds of the shop floor, trainees can focus on learning.
- Finally, because the line supervisor is no longer responsible for training, he can focus on his job more effectively.
6. Job Rotation:
Job rotation can be vertical (in which case it is the same as promotion) or horizontal (in which case it is different from promotion) (in which case it may be a transfer). Job rotation’s goal is to create a diverse training experience for employees by exposing them to various work environments. Job rotation can take a variety of forms. For example, a person chosen for training may be assigned jobs in various departments one after the other over a period of time.
7. Coaching and Mentoring:
The most prevalent technique of training employees while they are on the job is through coaching and mentoring. Coaching involves the creation of a one-on-one connection among employees and supervisors, ensuring that employees get ongoing direction and feedback on how well they are execution their jobs. Mentoring is a type of coaching in which senior leaders help junior employees develop their skills. Mentoring typically involves one-on-one instruction over a period of numerous years until the employee is skilled of replacing the mentor.
8. Understudy:
The procedure through which trainees are prepared to undertake the work or fill the position of their superiors is known as understudy. An understudy is a trainee who is likely to take all of the duties and obligations of the role currently held by his or her superior. The understudy takes over for a superior who is going to depart the company owing to a promotion, retirement, or transfer. For example, the department head might choose one capable member from the department to serve as his or her understudy. This allows the understudy to put his or her leadership talents to the test.
9. Job Rotation:
Employees are rotated from one job to the next so that they can have a better understanding of the organisation’s various roles and processes. In addition to relieving boredom, it allows employees to form relationships with a diverse group of people within the firm, facilitating cross-departmental cooperation. When transfers, promotions, or replacements are unavoidable, the organisation’s cross-trained staff provides a great deal of flexibility.
10. E-Learning:
E-learning is a technique of learning that is facilitated by electronic media and is sequential or procedural. In most cases, there is no instructor in an e-learning module, and knowledge and information are delivered using various technologies, such as the Internet. Knowledge pools and virtual classrooms are also included. To overcome geographical and time constraints, such learning might be self-initiated or facilitated by an educator. For some people, e-learning is difficult to use. People in their late 40s and beyond, for example, are typically not very tech aware, thus E-learning may not be a viable alternative for them.
Off-the-Job methods of training
Off-the-job training is conducted in a place precisely designated for training. It could be locally or far from the office, at a particular training centre or a resort. The training should be conducted away from the workplace to reduce distractions and allow learners to focus entirely on the content being presented. Off-the-job training programmes, on the other hand, may not give as much training transfer to the actual job as on-the-job training programmes. Many people associate off-the-job training with lectures, but there are many different approaches that can be used.
1. Classroom Lectures:
The classroom approach or lecture method is well-known for teaching white collar or managerial level staff in the organisation under off-the-job training methods. Employees are summoned to a room similar to a classroom to get instruction from a trainer in the form of lectures. This strategy is helpful for teaching administrative aspects of management subjects, as well as for making people aware of procedures and giving instructions on a certain topic.
- It has the advantage of being able to accommodate large groups. The per- trainee cost is cheap.
- Employees have a low level of interest in the project. It is not possible to learn by doing. It’s a one-way communication system. There is no genuine feedback system. Employees are likely to become bored.
2. Audio Visual:
Films, televisions, video, and presentations, among other things, are used to provide training. This training method has been used successfully in educational institutions to train their pupils in subjects that are easy to learn and assimilate, as well as to help them remember information for a long time. New businesses have sprung up to provide audio visual materials to students studying their respective topics. Employers in the business sector, particularly in customer service centres, provide training to their staff utilising audio visual materials to teach how to receive, talk to, and interact with customers.
- Advantages – Wide range of realistic examples, quality control possible.
- Disadvantages – One-way communication, No feedback mechanism. No flexibility for different audience.
3. Simulation:
The simulation was carried out. Among all of the work training approaches, the way of training is the most well-known and fundamental. The learner will be instructed on specifically constructed equipment or machine that appears to be utilised in the field or job in the simulation training approach. Those machines or equipment, on the other hand, are specifically developed for training trainees and preparing them to handle them in the actual world. This kind of planning is typically employed when very expensive apparatus or equipment is required to complete or manage a work.
Example: The simulation method has been widely used to train aeroplane pilots using an aeroplane simulator in order to prepare them to handle and fly an aeroplane. Fighter pilots, particularly in the Air Force, are taught using jet fighter simulators. Because the cost of an aeroplane or a jet fighter is so high, an employer may refuse to allow direct training on genuine equipment in order to minimise damage to the machine or, in some cases, the loss of a trainee’s life. To avoid all of these hazards, the company can provide training using a simulator. (Normally, simulators for training purposes would be given by the original equipment manufacturer)
4. Case Study:
It is a written description of a real-life situation that occurred in the past in the same organisation or elsewhere, and trainees are expected to analyse and write down their conclusions. This is yet another great way to assure full and enthusiastic participation from employees, as well as pique their curiosity. The case is then discussed by the instructor, who goes through all of the advantages and disadvantages of each alternative. It’s a great way to improve decision-making skills when you’re working with little data.
5. Role Playing:
The trainees take on roles and act out events related to the learning principles during a role play. It is beneficial in terms of customer service and training. This technique is also known as “role reversal,” “socio-drama,” or “psycho-drama.” Trainees act out a role as if they were in a theatre production. In a specific situation, two or more trainees are allocated duties, which are explained to the group. There are no written lines to say, and no rehearsals, of course. The role players must respond swiftly to the constantly shifting situation and react as they would in a real situation.
6. Programmed Instructions:
This requires two components: (a) a step-by-step series of bits of knowledge, each building on the previous one, and (b) a mechanism for presenting the series and testing the trainee’s understanding. Questions are asked in a logical order, with fast feedback on whether or not the answers are accurate. A book, a handbook, or a teaching machine can all be used to carry out this curriculum. It is largely used to teach factual knowledge such as mathematics, physics, and other science subjects.
● Off-the-Job methods of training Benefits:
- Trainers are usually well-versed in the subject.
- It is organised in a systematic manner.
- Programs that are well-designed can bring a lot of value.
● Off-the-Job Training’s Drawbacks:
- It is not directly related to the job.
- It is frequently formal.
- It’s possible that it’s not based on personal experience.
- It’s not cheap.
- Trainees may lack motivation.
- In nature, it is unnatural.
Conclusion
Methods of training are an essential component of human resource management, as they help organizations develop a skilled, confident, and adaptable workforce. Both on-the-job methods of training and off-the-job methods of training play a significant role in enhancing employee performance and productivity. On-the-job training provides practical, hands-on experience in a real work environment, while off-the-job training allows employees to learn concepts and skills in a structured and distraction-free setting.
To achieve the best results, organizations should carefully select and combine different training methods based on job requirements, employee skill levels, and organizational goals. An effective training strategy not only improves individual performance but also contributes to long-term organizational success.
Frequently Asked Questions (FAQ)
1. What are methods of training?
Methods of training are systematic techniques used by organizations to improve employees’ skills, knowledge, and job performance.
2. What are the main types of training methods?
The main types of training methods are on-the-job training methods and off-the-job training methods.
3. Why are training methods important in HRM?
Training methods are important in HRM because they help employees perform their jobs efficiently, adapt to technological changes, and improve overall productivity.
4. What is on-the-job training?
On-the-job training involves learning while performing actual job tasks in the workplace under the guidance of supervisors or experienced employees.
5. What is off-the-job training?
Off-the-job training is conducted outside the actual workplace, such as in classrooms, training centers, or workshops, to help employees focus on learning.