UGC NET Study Notes on Training Methods (Part-1) || Commerce || Management || Labour Welfare

Training is one of the Human Resource Development activities that involve teaching the basic skills and imparting the knowledge required to accomplish the task effectively and efficiently. 

• An employee undergoes training at different intervals of time in an organization. Training is a continuous process, and it starts initially after the recruitment and selection of newly recruited employees. It is a process of improving the skill set and knowledge of the employees.
• In the training phase, the employees who are recruited will be trained on the technical aspects and on the procedures of the organization to achieve the organizational goals in a prescribed time.
• Training methods vary from one organization to another and from one department to another.

Identification of Training needs

• The training needs of the organization are identified by a process known as TNA (Training Needs Analysis). TNA process takes the following things into consideration while designing a training module for a specific department:
  • The long term and short term goals of the organization.
  • The financial allocation to the training process.
  • The skills that are to be taught to the existing employees and to the newly recruited employees.
  • Changes in technological advances and upcoming projects.
• TNA will help the organization in designing new job roles and filling the skill gaps in various departments.
• There are many methods used in the identification of training needs, such as questionnaires, surveys, etc. But the most simple and systematic method was developed by McGhee and Thayer.

McGhee and Thayer Model

This model has three components. They are as follows:

• The organizational analysis involves the overall analysis of an organization with respect to its structure, objectives, policies and practices, short term and long term goals, resource allocation to training, the pattern of decision making, etc.
• The operations analysis or task analysis deals with the roles of various jobs and their contribution to the organization. This will help in setting department level standards.
• The individual analysis or person analysis helps the organization in knowing the skill gaps from an employee level. This will help in designing new training modules that will fill the skill gaps and increase the knowledge of the employees.

Methods of training 

There are two methods of training. They are as follows:

• On-the-Job Training methods (OJT): In all these methods, the employees are made to work in their regular working area. They are trained in new skills under the supervision of a subject matter expert or a supervisor. These methods have become popular these days as the employees will get used to the actual working conditions. These training methods are used to train newly recruited employees.
• Off-the-Job Training methods: These methods are similar to classroom training. The training is not given near the actual working area. Generally, these types of training methods are used to train the existing employees to increase their performance levels and to fill the skill gaps. 

On-the-Job Training methods

Job rotation method: In this method, the movement of employees takes place from one job to another within the same department or other related departments at regular intervals of time within the organization.

• This method is useful to make the employees familiar with similar types of roles.
• This method gives the overall knowledge of a specific department to the employees.
• This method makes an employee competent with several jobs rather than a single job role.
• The organization may use the workforce for various roles when there is an urgent need.
• Frequent movement of the employees may make them disinterested.
• The movement of employees may disturb the regular job and may result in the delay of the projects. 

Committee / Team assignment method: In this method, the employees are divided into different groups or teams, and they are assigned different tasks or problems. All the assigned tasks may be a part of the actual work of the organization or the different problems; the organization is facing.

• This will make the team members collaborate and co-operate with each other.
• The inter-group and intra-group collaborations develop teamwork, and the organization will get new ideas to optimize the existing methods.
• This will make the employees to take part in the decision making and motivate them to contribute more to the organization. 

Internship training method: In this method, the organizations may conduct online assessment tests or interviews in the educational institutions and select students who meet their requirements.

• In this method, the selected students continue their regular studies and work for the organization in the specified work hours.
• This will help the students to gain practical knowledge along with theoretical knowledge.
• The students are given training on different processes. They are given real-time tasks to solve.
• This will help the organization to get potential candidates. If the selected students perform exceptionally well, the organization can absorb them as regular employees.
• This method is beneficial to the organizations as it simplifies the recruitment process and also minimizes the costs of training.
• The training modules should be designed in such a way that it should test the potential of the students and also make them comfortable with the working environment. 

Apprenticeship training method: This method is related to the arts, crafts and technical jobs. The selected candidates are trained on different skills such as carpentry, tailoring, electrician, etc

• In this method, the candidates are trained on various skills under the supervision of a department head or a supervisor.
• This method is suitable for those industries that involve the manufacturing process.

Job instruction training method: In this method, the candidates are made to work on the actual tasks of the job under the guidance of a trainer or supervisor.

• The trainer instructs the candidates regarding the various methods to accomplish the task.
• Feedback is provided to the candidates at regular intervals of time. This will help the candidates to work on those areas in which they are lagging behind. 

Understudy: In this method, an employee who may fill the role of the supervisor in the future, is trained on the duties and responsibilities of their supervisor.

• The training includes the observation of the duties of the supervisor and playing an active role in decision making.
• In this method, the employee works as an assistant to his supervisor as a part of the training process.
• This will enable the organization to give more opportunities to the existing workforce and prevent external hiring for senior-level positions.
• This will work as a motivational factor for the employees. 

Coaching and mentoring: In this method, the organization appoints a trainer and a coach or a single person to perform both the activities.

• This method facilitates the overall development of employees.
• The trainer provides knowledge of the work and gives information regarding the available resources to perform the tasks.
• The mentor or coach assesses the work accomplished and provides the inputs to the workers to accomplish the tasks more effectively.

We hope UGC NET Study Notes for Training Methods Part -1 is helpful to prepare “On-the-Job Training methods”. You can also read UGC NET Study Notes for Training Methods Part -2 to learn “Off-the-Job Training methods” and UGC NET Study Notes for Training Methods Part -3 for quick revision of both the Training methods.

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