03. Training Methods

 by Yasodha Pathirana

The Training method is a technique of acquiring knowledge, skill, and ability. Organizations use a combination of different training methods rather than a single Training method (Aktar, 2023). The program of Training helps the employee to adjust to rapid changes in job requirements and keeps them updated to new technologies and methods. Generally, there are two broad types of training and development methods. They are on the job and off the job training methods. What method should be used for the organization is determined by the individual circumstances and other factors like, “who”, “what” and “why” of your Training and Development program (Muhoho, 2018).

On the Job Training

On the Job methods refer to the methods that are applied in the work place, while the staff is actually working so as to acquire specific skill. This method is required to improve the staff that had inadequate academic qualification for his job performance. It is also regarded as training within the organization policy (Muhoho, 2018). On the job training helps employees to get the knowledge of their job in a better way (Khan, et al., 2011). In on the job training, managers, supervisors, trainers and colleagues spend a large amount of time with trainees to teach previously determined skill sets (Milhem, et al., 2014). The advantages of on the job training is that it is cheap, the trainees get the opportunity to practice immediately, trainees get immediate feedback and it can also help in integrating trainees into existing teams (Dessee, 2016). According to (Muhoho, 2018) there are some common on the job training techniques that are used by the organization to train employees.

1.       Job Rotation

This method involves moving employees to various positions in the organization so as to expand their knowledge and abilities. The method is excellent for broadening an individual’s exposure to the organizational operations and for turning a specialist into generalist, increase the individual experiences, allows the staff to absorb new information and stimulate new ideas (Muhoho, 2018).

2.       Orientation

This is given to newly appointed staff immediately after being employed. It protects new employee from making costly mistakes, it helps to understand the general objectives, mission, scope, programs, problems and policy, structure and key members of the organization. Orientation method is also important for the newly employed officers to enable them gain self-confidence and perform better to meet the desired expectation. The periods may vary from few days to few weeks depending on the situation (Muhoho, 2018).

3.       Coaching

Coaching is often provided by specialists from inside or outside the organization who concentrate on specific areas of skills or behaviors, for example leadership. It is also something that can happen in the workplace (Muhoho, 2018). Effective coaching will develop the strengths and potentials of subordinates and help them overcome their weakness. Coaching requires time, but if done well, it will save time and money and will prevent costly mistakes by subordinates; thus, in the long run, it will benefit the entire superior, the subordinates, and the enterprise (iEduNote, 2023).

4.       job instruction

Job instruction training is a form of on the job training where a new employee is trained step by step by a supervisor or an assigned coworker. This kind of training usually exists for jobs requiring manual skills such as factory workers. The jobs require relatively low skills and hence can be taught in a simple step by step procedure. Job instruction training can be provided on a one on one basis as well as one to many. Job instruction training is also used to train existing workers about new technology. The benefit of Job instruction training is that the training is real time and based on the real workplace. Hence the trainee not only observes the trainer perform the job but also gains hands on experience in performing the job under supervision (MBASkool, 2023).

Off the job Training

Off the job training takes place outside of the employee’s normal place of work. This type of training could be relatively straightforward or be concerned with achieving proficiency in more advanced skills (Dessee, 2016). The purpose of off the job training is to make employees more aware of their own behavior and how their behavior is perceived by others. It also increases the participants’ awareness and acceptance of the differences between them (Kum, et al., 2014). It is worthwhile providing off the job training when a large number of staffs have a similar training requirement and when there are adequate skills and resources for the design and provision of training (Milhem, et al., 2014).

1.      Lectures, Courses and Seminars

Lectures are the most commonly used direct method of training. This technique involves both practical and theoretical teaching process, which could be done within or outside an organization. It is a traditional technique of training employees. Staff attends formal lecture courses and seminars to acquire specific knowledge and develop their conceptual and analytical abilities. Lecture, courses and seminars benefit from today’s technology and are often offered in a distance-learning format. Feedback and participation can be improved when discussion is permitted along with lecture process. It is relative economic method (Muhoho, 2018).

2.      Role play

Role-playing is a training technique in which trainees act out roles or parts in a realistic management situation. The aim is to develop trainees’ skills in leadership and delegating. It is an enactment or simulation of a scenario in which each participant is given a part to act out. Trainees are provided with a description of the context-usually a topic area, a general description of the situation, their roles, and the problem they face (iEduNote, 2023).

3.      Audiovisual Methods

Films, television and video are often used for training in a variety of contexts. Videos can be used to demonstrate particular tasks. Videos are often used in orientation sessions to present background information on the agency history, purpose, and goals. This use eliminates the need for trainers or supervisors to repeat themselves for all new employees and ensures that the same information is presented every time (Muhoho, 2018).

4.      Conferences

In this method, the trainer delivers a lecture on the particular subject, which is followed by queries and discussions. The conference leader must have the necessary skills to lead the discussion in a meaningful way without losing sight of the topic or theme. This method is used to help employees develop problem-solving skills (Muhoho, 2018).

Figure 1 - Training Methods 

According to these discussions it is concluded that there are many Training and Development methods and techniques are used by organizations. (Amegayibor, 2021) stated that in his studies, Training and Development methods had a significant relationship with organizational performance and it has a significant relationship with quality service delivery. According to the (Milhem, et al., 2014) it is important to choose the right way of training delivery method related to the nature of work and organization objectives, in concluding it is important to note that successful organizations usually invest more in training than other organizations.

References

Aktar, S., 2023. The effect of training and development methods on employee satisfaction and performance in commercial banks. Management Dynamics in the Knowledge Economy, Volume 11 (1), pp. 30-47.

Amegayibor, G. K., 2021. Training and development methods and organizational performance: A case of the local government organization in Central Region, Ghana. Journal of Social, Humanity, and Education, Volume 2 (1), pp. 35-53.

Dessee, E. H., 2016. Addis Ababa University. [Online]
Available at: http://etd.aau.edu.et/handle/123456789/13368
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iEduNote, 2023. iEduNote. [Online]
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[Accessed 21 November 2023].

Khan, R., Khan, F. & Khan, M., 2011. Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11( 7), pp. 62-68.

Kum, F. D., Cowden, R. & Karodia, A. M., 2014. The Impact of Training and Development on Employee Performance: A Case Study of Escon Consulting. Singaporean Journal of Business Economics and Management Studies, Volume 3 (3), pp. 72-105.

MBASkool, 2023. MBASkool. [Online]
Available at: https://www.mbaskool.com/business-concepts/human-resources-hr-terms/15445-job-instruction-training.html
[Accessed 2023 November 2023].

Milhem, W., Abushamsieh, K. & Aróstegui, M., 2014. Training Strategies, Theories and Types. Journal of Accounting – Business & Management, Volume 21 (1), pp. 12-26.

Muhoho, J. E., 2018. The Impact Of Training And Development On The Performance Of Administrative Staff In The Public Sector Organizations: The Case of the Second Vice President’s Office – Zanzibar. International Journal of Life Sciences Research, 6(3), pp. 174-190.

University, U., 2023. The Effect of Training and Development Methods on Employee Satisfaction and Performance in Commercial Banks. Management Dynamics in the Knowledge Economy, 11(1), pp. 30-43.