Training and Development Methods

 Training and development methods

The human resource development activities are used to improve employee’s performance on the present job, train new job skills or new position in the future and common growth for both employee and the company with meeting the organization’s objectives (Nadler, 1984).

There are two different methods that organizations may use for training and development. They are, (Dacauza and Robbins, 1996).

1.      On-the-job training – employees who are doing their daily work at the same working places.

Ø  Coaching/Mentoring

In coaching, training involves the improvement of performance in a particular skill field (often short term). Targets, or at least the Middle East or sub-goal, are usually prepared by the coach or a proposal. The goal is primarily to learn and the trainer has the basic ownership of the process. In most cases, training includes direct external feedback (i.e. to train the trainer What he or she observed).

Mentoring focuses primarily on identifying and feeding the whole person's abilities. Targets may change, but always a learner can be a long-term relationship. Target and process are both learned. The feedback comes from the character. Becoming more aware of own experience.

Ø  Job Rotation

Job rotation is what employees are doing in the same business. Before retiring, the employees perform new tasks for different tasks before being reinstated.

2.      Off-the-job training – employees get away from their usual work places and all concentration is left out to the training.

This is a way of training in which subordinate are either sent to seminars at the company’s training center or made to attend external training courses, and through collective training learn about the theories that constitute the background and basis of job performance and capability that are required in work. Such training may occasionally even include content concerned with culturally related matters.

Table 1: Comparison Chart of on-the job and off-the training

Comparison Basis	On-the-job training	Off-the- job training
Meaning	A form of training provided at the workplace during performance the actual job	A form of training outside the actual location
Approach	Practical	Theoretical
Active participation	Yes	No
Location	At the workplace	Out of the workplace
Principle	Learning by performing	Learning by acquiring knowledge
Work disruption	No, because trainers produce the products during learning	Yes, because training is first provided and then later followed by performance
Conducted by	Experienced employees	Professionals or experts
Cost	Inexpensive	Expensive
Suitable for	Manufacturing firms	Non-manufacturing firms

(Source: Surbhi, 2015)

Reference

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