Training is a process of learning a sequence of programmed behavior.

It is
the application of knowledge & gives people an awareness of rules &
procedures to guide their behavior. It helps in bringing about positive change
in the knowledge, skills & attitudes of employees.
Thus, training is a process that tries to improve skills or add to the existing
level of knowledge so that the employee is better equipped to do his present
job or to mould him to be fit for a higher job involving higher responsibilities.
It bridges the gap between what the employee has & what the job demands.
Since training involves time, effort & money by an organization, so an
organization should to be very careful while designing a training program.
The objectives & need for training should be clearly identified & the method
or type of training should be chosen according to the needs & objectives
established. Once this is done accurately, an organization should take a
feedback on the training program from the trainees in the form of a
structured questionnaire so as to know whether the amount & time invested
on training has turned into an investment or it was a total expenditure for an
organization.
Training is a continuous or never ending process. Even the existing
employees need to be trained to refresh them & enable them to keep up
with the new methods & techniques of work. This type of training is known
as Refresher Training & the training given to new employees is known
as Induction Training. This is basically given to new employees to help
them get acquainted with the work environment & fellow colleagues. It is a
very short informative training just after recruitment to introduce or orient
the employee with the organization's rules, procedures & policies.

TRAINING METHODS

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1. Cognitive methods
Cognitive methods provide verbal or written
information, demonstrate relationships among
concepts, or provide the rules for how to do something.
These stimulate learning through theirimpact on

cognitive processes and are associated most closely

with changes in knowledge andattitudes. These types of
methods can also be called as off-the-job training
methods.

2. Behavioral methods
Behavioral methods allow trainee to practice behaviour
in real or simulated fashion. They stimulate learning
through behaviour an are best for skill development
and attitude change. These methods can be called as
on-the-job training methods

Thus either behavioural or cognitive learning methods can

effectively be used to change attitudes, though they do so
through different means.
Cognitive methods are best for knowledge development and
behavioural methods for skill development. The decision about
what approach to take to training depend on several factors that
include
the amount of funding available for training,
specificity and complexity of the knowledge and skills
needed,
timeliness of training needed, and the capacity and
motivation of the learner.
1.COGNITIVE METHODS OFF THE JOB TRAINING METHODS
The Lecture

 Computer Based Training

Vestibule Training: Simulation
Business Games
Case Studies
Role Playing
1. The lecture
The lecture is best used to create a general understanding of a
topic or to influence attitudes through education about a topic.
The most common form of off-the-job training is the oral
presentation of information to an audience

2. Computer Based Training

Computer based training can be defined as that any training

that occurs through the use of computer.
E- Learning new ways of delivering training programs are
constantly being developed in the attempts to match the
high speed at which businesses are moving. One of the new
methods of delivering training programs is with online .
3. Vestibule Training: Simulation

Employees learn their jobs on the equipment they will be using, but the
training is conducted away from the actual work floor. While expensive,
Vestibule training allows employees to get a full feel for doing task without
real world pressures. Additionally, it minimizes the problem of transferring
learning to the job.

 Vestibule Training involves the virtual duplication of work

environment in an off-site setting.
Simulation exercises place the trainee in an artificial
environment that closely imitates actual working conditions
where the trainer demonstrates on the same kind of
machine and using the same procedures that trainees will
use on the job.
4. Business Games

The game is devised on a model of a business situation. The trainees are

divided into groups who represent the management of competing companies.
They make decisions just like these are made in real-life situations. Decisions
made by the groups are evaluated & the likely implications of the decisions
are fed back to the groups. The game goes on in several rounds to take the
time dimension into account.

Business games are another form of simulations that

attempt to indicate the way in an industry, company, or
subunit of company functions. Generally, they are based on
a set of relationships, rules, and principles derived from the
theory or research.
In this type of training, participants learn how to deal with a
variety of issues in a simulated business environment.
Trainees are provided with information describing a situation
and are asked to make decisions about what to do. (e.g.,
develop leadership skills, strengthen executive and upper
management skills)

4. Case Studies

present an in depth description of a particular problem an employee might

encounter on the job. The employee attempts to find and analyze the

problem, evaluate alternative courses of action & decide what course of

action would be most satisfactory.

Details of series of events, either real or hypothetical, which

take place in a business environment.
When this method of training used, participants asked to sort
through data provided in the case to identify the principal
issues and then propose solutions to these issues
5. Role Playing

Its just like acting out a given role as in a stage play. In this method of
training, the trainees are required to enact defined roles on the basis of oral
or written description of a particular situation.

The purpose of this method is to give participants a chance

to experience such situations in a controlled setting.
Trainees are provided with a description of the context
usually a topic area, a general description of a situation, a
description of their roles, and the problem they each face.

6. Films:
can provide information & explicitly demonstrate skills that are not easily
presented by other techniques. Motion pictures are often used in conjunction with
Conference, discussions to clarify & amplify those points that the film emphasized.

Each of the formats has particular types of skills for, which

is most appropriate

Vestibule training obviously is best at teaching people how to

work with equipment.

 Business games are best for developing business decisionmaking skills and for exploring and solving complex
problems
Case studies are most appropriate for developing analytic
skills, higher-level principles, and complex problem-solving
strategies.its focus is more on the what to do(strategic
knowledge) than on the how to get it done(skills)
Role plays provide a good vehicle for developing
interpersonal skills and personal insight, allowing trainees to
practice interacting with others and receiving feedback
2. BEHAVIOURAL METHODS ON THE JOB TRAINING
On-the-job training places employees in actual work
situation and makes them immediately productive.
On-the-job training involve learning by doing, relies
on demonstration and coaching.
This form helps particularly to develop the
occupational skills necessary to manage an
organization, to fully understand the organizations
products and services and how they are developed
and carried out.

BEHAVIOURAL METHODS ON THE JOB TRAINING

Job Rotation
Coaching
Apprenticeship Training
Internship
1. Job Rotation

In this method, the trainees move from one job to another, so that
he/she should be able to perform all types of jobs. E.g. In banking
industry, employees are trained for both back-end & front-end jobs. In
case of emergency, (absenteeism or resignation), any employee
would be able to perform any type of job.

Job rotation is the systematic movement of employees from job to job or

project to project within an organization, as a way to achieve many different
human resources objectives.
Excellent job rotation program can decrease the training cost while also
increasing the impact of training, because job rotation is a hands on
experience. Make individuals more self-motivated, flexible, adaptable,
innovative, eager to learn and able to communicate effectively and better
understanding of strategic issues.
One of the possible problems with the rotation programs will be the cost,
because job rotation increase amount of management time to spent on lower
level employee

2. Coaching

is learning by doing. In this, the superior guides his sub-ordinates & gives
him/her job instructions. The superior points out the mistakes & gives
suggestions for improvement.

Coaching is the process of one-on-one guidance and

instruction to improve knowledge, skills and work
performance.
Coaching is becoming a very popular means of development, and
often includes working one-on-one with the learner to conduct a
needs assessment, set major goals to accomplish, develop an
action plan, and support the learner to accomplish the plan
3. Apprenticeship Training
Apprenticeship is another form of on-the-job training, is one of the oldest
forms of training. Apprenticeship are designed to provide planned, practical
instruction over a significant time span. Apprenticeship were the major
approach to learning a craft.

4. Internship
Internship are opportunities for students to get real world experience, often
during summer vacations as a part of fulfilling requirements for degree
programs. Internship are offered usually by organization to college students
wanting to find work experience. The internship offer precious, real life job
experience and the organization often get skilled, highly dedicated service.

On-the-job training is clearly useful method for skill development, since

trainees implementing their knowledge in the actual job conditions. Transfer
of training naturally occurs. Because employees getting on-the-job training
are actually working, not being trained in classroom, it has clear cost
advantages, if it is done effectively.
Productivity will be lower during the training, because neither the trainee
nor the trainer will be producing full capacity. But it is real that on-the-job
training method is really cost effective method over simulations, games and
computer based training modules.