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12-19-2008, 03:04 PM
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Training Needs (Methods)
Individual Training Needs Identification
1.Performance Appraisals 2.Interviews 3.Questionnaires 4.Attitude Surveys 5.Training Progress Feedback 6.Work Sampling 7.Rating Scales Group Level Training Needs Identification 1.Organizational Goals and Objectives 2.Personnel / S****s Inventories 3.Organizational Climate Indices 4.Efficiency Indices 5.Exit Interviews 6.MBO / Work Planning Systems 7.Quality Circles 8.Customer Satisfaction Survey 9.Analysis of Current and Anticipated Changes Benefits of Training Needs Identification 1.Trainers can be informed about the broader needs in advance 2.Trainers Perception Gaps can be reduced between employees and their supervisors 3.Trainers can design course inputs closer to the specific needs of the participants 4.Diagnosis of causes of performance deficiencies can be done Methods of Training On the Job Trainings: These methods are generally applied on the workplace while employees is actually working. Following are the on-the-job methods. Advantages of On-the-Job Training: It is directly in the context of job It is often informal It is most effective because it is learning by experience It is least expensive Trainees are highly motivated It is free from artificial classroom situations Disadvantages of On-the-Job Training: Trainer may not be experienced enough to train It is not systematically organized Poorly conducted programs may create safety hazards On the Job Training Methods 1.Job Rotation: In this method, usually employees are put on different jobs turn by turn where they learn all sorts of jobs of various departments. The objective is to give a comprehensive awareness about the jobs of different departments. Advantage employee gets to know how his own and other departments also function. Interdepartmental coordination can be improved, instills team spirit. Disadvantage It may become too much for an employee to learn. It is not focused on employees own job responsibilities. Employees basic talents may remain under utilized. 2.Job Coaching: An experienced employee can give a verbal presentation to explain the nitty-grittys of the job. 3.Job Instruction: It may consist an instruction or directions to perform a particular task or a function. It may be in the form of orders or steps to perform a task. 4.Apprenticeships: Generally fresh graduates are put under the experienced employee to learn the functions of job. 5.Internships and Assistantships: An intern or an assistants are recruited to perform a specific time-bound jobs or projects during their education. It may consist a part of their educational courses. Off the Job Trainings: These are used away from work places while employees are not working like classroom trainings, seminars etc. Following are the off-the-job methods; Advantages of Off-the-Job Training: Trainers are usually experienced enough to train It is systematically organized Efficiently created programs may add lot of value Disadvantages of Off-the-Job Training: It is not directly in the context of job It is often formal It is not based on experience It is least expensive Trainees may not be highly motivated It is more artificial in nature Off the Job Training Methods 1.Classroom Lectures: It is a verbal lecture presentation by an instructor to a large audience. Advantage It can be used for large groups. Cost per trainee is low. Disadvantages Low popularity. It is not learning by practice. It is One-way communication. No authentic feedback mechanism. Likely to boredom. 2.Audio-Visual: It can be done using Films, Televisions, Video, and Presentations etc. Advantages Wide range of realistic examples, quality control possible,. Disadvantages One-way communication, No feedback mechanism. No flexibility for different audience. 3.Simulation: creating a real life situation for decision-making and understanding the actual job conditions give it. Following are some of the simulation methods of trainings a.Case Studies: It is a written description of an actual situation and trainer is supposed to analyze and give his conclusions in writing. The cases are generally based on actual organizational situations. It is an ideal method to promote decision-making abilities within the constraints of limited data. b.Role Plays: Here trainees assume the part of the specific personalities in a case study and enact it in front of the audience. It is more emotional orientation and improves interpersonal relationships. Attitudinal change is another result. These are generally used in MDP. c.Sensitivity Trainings: This is more from the point of view of behavioral assessment, under different circumstances how an individual will behave himself and towards others. There is no preplanned agenda and it is instant. Advantages increased ability to empathize, listening s****s, openness, tolerance, and conflict resolution s****s. Disadvantage Participants may resort to their old habits after the training. 4.Programmed Instructions: Provided in the form of blocks either in book or a teaching machine using questions and Feedbacks without the intervention of trainer. Advantages Self paced, trainees can progress at their own speed, strong motivation for repeat learning, material is structured and self-contained. Disadvantages Scope for learning is less; cost of books, manuals or machinery is expensive. 5.Computer Aided Instructions: It is extension of PI method, by using computers. Advantages Provides accountabilities, modifiable to technological innovations, flexible to time. Disadvantages High cost. 6.Laboratory Training Barriers to Effective Training: 1.Lack of Management commitment 2.Inadequate Training budget 3.Education degrees lack s****s 4.Large scale poaching of trained staff 5.Non-coordination from workers due to downsizing trends 6.Employers and B Schools operating distantly 7.Unions influence How To Make Training Effective? 1.Management Commitment 2.Training & Business Strategies Integration 3.Comprehensive and Systematic Approach 4.Continuous and Ongoing approach 5.Promoting Learning as Fundamental Value 6.Creations of effective training evaluation system 
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