both sides he faces the pressure for work faster and effectively. This way an adequate worker can be the efficient and highly efficient worker for company.
In any company some factor effect the training:
• Strategies changes
• Technical changes
• Matter of cost saving
If the top management of the company want to change their strategies. Here company wants trained people for work. So firstly company looked for the experienced people, but it is very difficult to get trained people. So they hired semi- skilled people and after joining them they give them training. So that this can work effectively and according to the requirement of the company.
If company wants some technical change in product, they also require trained people for work.
Technical change requires more technical people. If company wants to retain the same people who are working form last some times then company has to give them training. After getting training a worker can adjust in any environment and work effectively.
Today’s era is the cost cutting era. In the intensive competition cost of the product is very important. We can’t survive in the market with high cost. So we need to cut the cost of the product.
For cutting the cost we need more trained worker who can work faster and quickly. So that the production time can be reduced. At lastly we can get the low price product.
So that in every area we need trained people. For getting trained people we have to make them trained by giving training.
METHODOLOGY OF TRAINING
There is various methodology of training. No single technique is always best.
The best method depends on
Cost effectiveness
Desired program content
Learning principles
Appropriateness of the facilities
Trainee preferences and capabilities
Trainer preferences and capabilities
There is a range of ‘teaching methods’ available to trainer. The choice of a method is a matter of experience and competence of the instructor and his judgment of how much and what a particular group of trainees would learn from using one method or another.
Factors which affect the choice of training method:
The choice of methods depends on the knowledge and experience of the teacher or trainer.
The choice of the methods should take into consideration the intellectual level and educational background of the participants and the participants’ age practical experience.
Some methods are more effective than others in achieving certain objective.
Choice methods depend on the social and cultural factors in the environment. Now many participative methods are accepted and used in management training.
It also depends on the time and the availability of resources and infrastructural facilities.
Types of training
Job instruction training
Job rotation
Apprenticeships
Coaching
Vestibule training
Induction or Orientation training:
Induction or orientation may be defined as a process of guiding and counseling the employee to familiarize him with job situations. The induction process accomplishes several objectives including formation of a favorable impression and attitude, development of the feeling of belongingness and facilitation of learning and teamwork on the part of the employees. The content of the induction program should be predetermined in the form of a checklist specifying the topics to be covered. Attempts are to be made to follow-up and assess the program by interviewing the new employees as a measure to correct the gaps in the knowledge and attitude of the employees.
Rank-and-File job training:
This is based on similarities in training on several specific jobs. This type of training can be imparted in a classroom or on the job. It is performed by a foreman or a group leader. Its advantages arise in so far as it is realistic and economical and does not hamper production as well as necessitate from classroom to job situations.
Supervisory training needs reveal utmost divergence in view of divergent duties of supervisors.
Employee attitude surveys help in identifying area of supervisory training. Likewise, supervisors themselves may be requested to indicate the areas where they need training. Frequently, these surveys indicate that supervisors need training in human relations, production control, company policies and how to instruct. Supervisory courses consist of job methods training (JMT) and job relations training (JRT). The JMT helps the supervisors to improve methods in their departments, while the JRT helps them in handling human relations problems in their departments.
ON THE JOB TRAINING:
On the fob techniques are conducted in the real job settings. On the job methods usually involve training in the total job. These methods are typically conducted by individuals, workers,
supervisors. The main advantage is that the trainees learn while actually performing their work, which may minimize the training cost. They also learn in the same physical and social environment in which they will be working once the formal training period is completed.
Types of on the job techniques:
Job instruction training
Job rotation
Apprenticeship
Coaching
Vestibule training
Job instruction training:
Job instruction training (JIT) is received directly on the job and so it is called “on the job training”
it is used primarily to teach workers how to do their current jobs. The worker learns to master the operation involved on the actual job situation under the supervision of his immediate boss who has to carry the primary burden of conducting the training. Usually no special equipment or space is needed, since now employees are trained at the actual job location.