on & off job training
TRANSCRIPT
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ON THE JOB TRAINING
- ONE OF THE METHOD OF TRAINING
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Meaning/Features
At work site
Same working condition
Same processes, materials and equipments
Conducted informally
Sans formal structured, planning
Latest technique is Structured–
Recognised–
Instructional techniques
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Why OJT?
Old – semi skilled / unskilled work
Constant up gradation of the technology
Global environment
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KANE’s Model
Show worker how to do it
Explain Key points
Let them watch you do it again
Let them do the simple part of the job
Help them do the simple job
Let them do the whole job but watch them and
Put them on their own
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Principles (From Allen’s
work) Training should be done within industry
With supervisors
Supervisors must be trained
Group size : 9-11
Job breakdown is critical
Personal attention > brings loyalty
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Advantages
Lower man days
Cost effective
Easy evaluation
Trial and Tested
Transfer of knowledge
Performance Organizational goal
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YOUR ASSIGNMENT
Challenges…
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Types
Job Instruction Training
Job Method Training
Job Relations Training
Assignment
Deputation
Officiating
Job Rotation
Coaching Counselling
Mentoring
Vestibule Training
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Some more…
Job Aid
Job Support
Computerized Expert System
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Assignments (2)
Is Job Support a training?
Challenges of Training
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The employee is sent to another location outside thebusiness to learn a skill or acquire important knowledge.
Off-the-job training may include
(1) lectures and demonstrations;
(2) simulations, role-plays and games;
(3) self-study;
(4) attending external courses, for example, on day-release;
(5) secondment, which means that the employee istemporary taken away from his/her routine job in orderto gain further experience elsewhere.
OFF THE JOB TRAINING
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ADVANTAGES…
(1) specialists can be used to instruct theemployees;
(2) training can be more concentrated;(3) it is more suitable for theoretical
instruction;
(4) it can be less stressful.
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DISADVANTAGES
(1) there may be no direct link between thetraining and the job;
(2) it can be artificial;(3) trainers may not know the specific
conditions of the employment;
(4) it is usually more expensive;
(5) employees cannot work whilst they arebeing trained.
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OFF THE JOB TRAINING
SENSITIVITY TRAINING
TRANSACTIONAL ANALYSIS
STRAIGHT LECTURES
SIMULATION EXERCISE
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Sensitivity training is about making people
understand about themselves and others
reasonably, which is done by developing in them
social sensitivity and behavioral flexibility.
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STEPS CONSISTS OF SMALL PROCEDURE
An unstructured group of 10-15 people
Unstructured group without any objective looks to the trainer for itsguidance
But the trainer refuses to provide guidance and assume leadership
Soon, the trainees are motivated to resolve the uncertainty
Then, they try to form some hierarchy. Some try assume leadershiprole which may not be liked by other trainees
Then, they started realizing that what they desire to do and realize
the alternative ways of dealing with the situation
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Transactional Analysis provides trainees
with a realistic and useful method for
analyzing and understanding the behavior of others. In every social interaction, there
is a motivation provided by one person and
a reaction to that motivation given by
another person. This motivation reaction
relationship between two persons is a
transaction.
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Straight
Lecture: Straight lecture method
consists of presenting information, which
the trainee attempts to absorb. In this
method, the trainer speaks to a group
about a topic. However, it does not involve
any kind of interaction between the trainerand the trainees. A lecture may also take
the form of printed text, such as books,
notes, etc. The difference between the
straight lecture and the printed material is
the trainer’s intonation, control of speed,
body language, and visual image of thetrainer. The trainer in case of straight
lecture can decide to vary from the training
script, based on the signals from the
trainees, whereas same material in print is
restricted to what is printed.
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Main Features of Lecture Method
Some of the main features of lecture
method are:
Inability to identify and correct
misunderstandings
Less expensive
Can be reached large number of people at
once
Knowledge building exercise
Less effective because lectures require
long periods of trainee inactivity
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Games and Simulations are
structured and sometimes unstructured, that are
usually played for enjoyment sometimes are used
for training purposes as an educational tool.
Training games and simulations are different from
work as they are designed to reproduce or simulateevents, circumstances, processes that take place in
trainees’ job.
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THANK YOU STUDENTS
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