Off The Job Training Hrm 2818c
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OFF-THE-JOB TRAINING 1
Features of Training
Increases knowledge and skills for doing a particular job.
Training helps employees’ correct deficiencies in their performance.
Concentrates on individual employees.
Tends to be more narrowly focused and oriented toward short-term performance concerns.
The goal of training is a fairly quick improvement in workers ’
performance.
2
Training vs Development
Training is meant for operatives and development is meant for managers.
Training tries to improve a specific skill relating to a job whereas development aims at improving the total personality of an individual.
Training is a one-shot deal; whereas development is an ongoing, continuous process.
The scope of training is on individual employees, whereas the scope of development is on the entire work group or the organisation.
3
Training vs Education
Training is the act of increasing the knowledge and skills of an employee while doing a job. It is job-oriented (skill learning).
Education, on the other hand, is the process of increasing the general knowledge and understanding of employees.
4
Objectives of Training OBJECTIVES Innovative
Problems Solving
Regular
Anticipating problems
Training clerks to
Orientation
before they occur
reduce complaints
Recurring training of
Team building
Training supervisors
interviewers
sessions with the
in communications
Refresher courses on
departments
to reduce grievances
safety procedures
5
Training Methods Off-the-Job Methods 1.
Vestibule training
2.
Role playing
3.
Lecture method
4.
Conference discussion approach
5.
Programmed instruction
6.
Virtual Organisations and E-Learning
7.
Behaviourally Experienced Training 6
OFF-THE-JOB TRAINING & ITS EFFECT ON TRAINEES Training that occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development is called OFF-THE-JOB Training.
It is usually only part of a whole training programme, in which it is combined with on-the-job training.
Trainee is separated from the job situation & his attention is focused upon learning the material related to his future job performance.
Since the trainee is not distracted by job requirements, he can focus his entire concentration on learning the job rather than spending his time in performing it.
There is an opportunity for freedom of expression for the trainees.
OFF-THE-JOB TRAINING METHODS
VESTIBULE TRAINING
Simulated training
Materials, files & equipment similar to actual job are used
For clerical & semi-skilled jobs
Duration ranges from a few days to a few weeks
ROLE PLAYING
• Method of Human Interaction that involves realistic behavior in imaginary situations • Involves action, doing & practice • Participants play/ enact various roles • Mainly used for developing interpersonal interactions & relations
LECTURE METHOD
Traditional & direct method of instruction Material is organized & given to a group of trainees in the form of a talk Motivational & interesting Reduced time & cost Major Limitation : It does NOT provide for transfer of training effectively
CONFERENCE/ DISCUSSION APPROACH Involves the trainee so that his doubts about the job gets clarified
Trainer uses audiovisual aids such as black-boards, mockups & slides
Trainee’s presentation can be taped or selfconfrontation & selfassessment
Group-centered approach
People who have Special Skills may be provided with specific Instructions to handle their respective Jobs.
PROGRAMMED INSTRUCTION Has become popular in recent years
Trainee goes through these Units by answering questions or filling the blanks & is thus Expensive & Time Consuming
Subject-Matter is presented in a series of carefully planned sequential units
Units are arranged –simple or complex level of instructions
VIRTUAL ORGANIZATIONS & E-LEARNING Companies Share costs, skills & access to international markets & contribute with – their CORE Capabilities Relies heavily on internal computer networks to provide access to people in different locations Speed, agility & fast response Have Gained Currency in recent times Special collaboration software are employed to enable multiple remote learners, using their TPs & communicate via audio/visual discussions, PPTs or written text
E-learning methods include Training delivered by CD-ROM, satellite broadcasts & digital collaboration self-paced & time consuming (time-bound) Participants need to log onto discussion groups & attend broadcasts in a virtual class room at the same time Technology barriers like Bandwidth will restrict & hamper the effectiveness of e-learning
BEHAVIOURALLY EXPERIENCED TRAINING
Emotional & behavioral learning
Employees can learn about Behavior by role playing as they would behave in a real life situation
Business games, cases, incidents, group discussions & short assignments are used.
Sensitivity & Laboratory training is an E.g.
Focuses on achieving a better understanding of oneself & others
IBM Blue e-learning Program FedEx, Hewlett-Packard have ties with “SkillSoft” ICICI has over 200 e-learning programs The Godrej Group “Personalitree Academy” Wilson training , GP Strategies are among those which provide best Sales Training
Training Scenario in Indian Industry Primary Objective - Analysis of T&D and Its Importance in Developing Markets Strategy for Profit Maximisation & Incentives for Employees Paving Way for Emergence of T&D Specific Institutes (Soft & Product Skills) Multi Industry Trend – Common Across Industries (FMCG, Hospitality, Insurance, Telecom & IT)
Major Sectors : FMCG & Retail Need for Trained & Skilled Manpower Shortage of Trainers Current Education System Not Equipped for Training
Primary Focus on Sales & Product Differentiation Selling Skills Are Crucial High Attrition in Sales : Even Major S&D Companies Face This Challenge
Training for Stability & Incentivisation
Attributes for Trainers : FMCG & Retail Sales Training On-The-Job Training
Seminars / Workshops Customer Relationship Management Online Courses / Computer Based Training Group Study Self Directed Training
Major Sectors : Banking & Insurance
Specific to Nature of Business (Growing Urbanization, Rise in Living Standards)
Targeted Training Programs for Insurance Advisors & Marketing Agents
More Focus on Formal Training Programs (Classroom Sessions)
to Actual Selling Skills (Networking, Communication)
Attributes for Trainers : Banking & Insurance Knowledge on Training Modules & Content Funds Management Financial Markets Wealth Management
Private Banking Banking Credit & Loan Operations Computer Based Training Tools
Major Sectors : Telecom Need for Trained Mobile Analysts, Hardware & Software Engineers Major Investment Made by Companies in Formal Training Programs Rapid Changing Technological Trends, Network Security Threats, Mobile Application Development Imparting Extensive Product Knowledge Becomes Imperative
Attributes for Trainers : Telecom Ability to Create & Edit Training Modules as Per Requirements of Target Audience Analytical Skills
Monitor Performance Through Training Effectiveness
Database Management Skills
Vendor Management Skills
Coordination / Collaborative Skills
Major Player’s Examples • BSNL’s training through advanced level Telecommunication centers • Reliance established Dhirubhai Ambani Institute of Information & Communication Technology • Bharti comes up with Bharti school of Telecom, Technology and management.
Major Sectors : IT Accelerated Growth Expansion
Rapid Need for Trained Manpower Development of Learning Centres Internal L&D Departments Focus on Both Soft Skills & Product Trainings
Attributes for Trainers : IT Computer Manufacturing Deg
Maintenance Services Networking & Systems Application Programming Computer & Data Operations Enterprise Resource Planning (ERP)
Major Player’s Examples • SUN has its own training department • ACCENTURE has internet based tool “MY LEARNING” that offers vast learning resources to employees • Companies providing training in both Technical & managerial skills
• TATA Elxsi & Accenture allocate 7% and 3% out of their revenue for training. • IT companies have their own dedicated training centers with a separate campus. • TATA management training center, Infosys academy are some examples
Trainee – Role Of Trainee in Transfer of Training • The trainee is a major stakeholder in a training program. The whole training program is developed for the trainees only. Each candidate plays an important role in the transfer of training because one participant's attitude regarding the training influence the other participants • Participant's willingness to invest in the program is directly proportional to the benefits of the learning that the trainee could expect
Some personal factors that affect the trainee's learning are: •
Family Situation
•
Personal Problems
•
Relation between the training program and personal objective
•
Level of self esteem
•
Benefits expected from training
•
Comfort level with the trainer
•
Learning style of trainee
•
Previous training experiences
•
Desire for professional growth and development
Some environmental factors that affect the trainee's learning are: •
Relationship with colleagues and subordinates
•
Training team
•
Trainer team
•
Training objective
•
Content of training
•
Training design i.e. methods, techniques, and strategies
•
Environment in the program
•
Composition of training group
•
Infrastructure i.e. eating facilities, tea/coffee breaks
Factors Affecting Training PERSONAL FACTORS
ENVIRONMENTAL FACTORS
Family Situations
Relationship with colleagues and subordinates
Personal Problems
Trainer team and trainee team
Relation between the training program and personal objective
Training objective
Level of self esteem
Content of training
Benefits expected from training
Environment in the program
Comfort level with the trainer
Training design- methods, techniques and strategies
Learning style of trainee
Composition of training group
Desire for professional growth and development
Infrastructure facilities
DIFFERENCE ON THE JOB On the job training means any training contain related to the firm's specific-skills i.e: u go for a training provided by your company
OFF THE JOB Off the job training means any training u attend but not related to your work/job
34
It is a development technique whereby the employee-
of a manager's abilities can take place on the job.
improve his skills by training outside the workplace.
35
Application
Vocational Training is usually conducted in these 2 areas : • Off the job training • On the job training
ON THE JOB METHODSJob rotation
Under study
Junior boards
Planned progression
Coaching and councelling 37
OFF THE JOB METHODSClass room method
confrences
commitees
simulation
Business games 38
TYPE OF TRAINING-
FUNCTIONAL FUNCTIONAL AND BEHAVIORAL
39
On the job trainings are the trainings given by Dept Supervisors /Team leaders and other related to process and production
Off Job trainings are classroom trainings 40
ON THE JOB
OFF THE JOB
IT MEANS PERFORMING YOUR TRAINING ON LIVE PROJECTS.
IT MEANS ENVIRONMENT (TRAINING CENTER) IS CREATED AS LIKE AS LIVE PROJECT. 41
ON THE JOB-
means training(learning) by working something on office hour
OFF THE JOB-
means training after the office hour by some other employee of the organization
42
IN ON THE IN OFF THE WE ARE JOB WE PAID FOR IT. ARE NOT PAID FOR IT. 43
THANK YOU ! SUBMITTED BY : KRITIKA MITTAL RITIKA MALIK MEHAK MTHUR TANYA PUNJ VANISHA GULATI UTSAV ANAND 44
Features of Training
Increases knowledge and skills for doing a particular job.
Training helps employees’ correct deficiencies in their performance.
Concentrates on individual employees.
Tends to be more narrowly focused and oriented toward short-term performance concerns.
The goal of training is a fairly quick improvement in workers ’
performance.
2
Training vs Development
Training is meant for operatives and development is meant for managers.
Training tries to improve a specific skill relating to a job whereas development aims at improving the total personality of an individual.
Training is a one-shot deal; whereas development is an ongoing, continuous process.
The scope of training is on individual employees, whereas the scope of development is on the entire work group or the organisation.
3
Training vs Education
Training is the act of increasing the knowledge and skills of an employee while doing a job. It is job-oriented (skill learning).
Education, on the other hand, is the process of increasing the general knowledge and understanding of employees.
4
Objectives of Training OBJECTIVES Innovative
Problems Solving
Regular
Anticipating problems
Training clerks to
Orientation
before they occur
reduce complaints
Recurring training of
Team building
Training supervisors
interviewers
sessions with the
in communications
Refresher courses on
departments
to reduce grievances
safety procedures
5
Training Methods Off-the-Job Methods 1.
Vestibule training
2.
Role playing
3.
Lecture method
4.
Conference discussion approach
5.
Programmed instruction
6.
Virtual Organisations and E-Learning
7.
Behaviourally Experienced Training 6
OFF-THE-JOB TRAINING & ITS EFFECT ON TRAINEES Training that occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development is called OFF-THE-JOB Training.
It is usually only part of a whole training programme, in which it is combined with on-the-job training.
Trainee is separated from the job situation & his attention is focused upon learning the material related to his future job performance.
Since the trainee is not distracted by job requirements, he can focus his entire concentration on learning the job rather than spending his time in performing it.
There is an opportunity for freedom of expression for the trainees.
OFF-THE-JOB TRAINING METHODS
VESTIBULE TRAINING
Simulated training
Materials, files & equipment similar to actual job are used
For clerical & semi-skilled jobs
Duration ranges from a few days to a few weeks
ROLE PLAYING
• Method of Human Interaction that involves realistic behavior in imaginary situations • Involves action, doing & practice • Participants play/ enact various roles • Mainly used for developing interpersonal interactions & relations
LECTURE METHOD
Traditional & direct method of instruction Material is organized & given to a group of trainees in the form of a talk Motivational & interesting Reduced time & cost Major Limitation : It does NOT provide for transfer of training effectively
CONFERENCE/ DISCUSSION APPROACH Involves the trainee so that his doubts about the job gets clarified
Trainer uses audiovisual aids such as black-boards, mockups & slides
Trainee’s presentation can be taped or selfconfrontation & selfassessment
Group-centered approach
People who have Special Skills may be provided with specific Instructions to handle their respective Jobs.
PROGRAMMED INSTRUCTION Has become popular in recent years
Trainee goes through these Units by answering questions or filling the blanks & is thus Expensive & Time Consuming
Subject-Matter is presented in a series of carefully planned sequential units
Units are arranged –simple or complex level of instructions
VIRTUAL ORGANIZATIONS & E-LEARNING Companies Share costs, skills & access to international markets & contribute with – their CORE Capabilities Relies heavily on internal computer networks to provide access to people in different locations Speed, agility & fast response Have Gained Currency in recent times Special collaboration software are employed to enable multiple remote learners, using their TPs & communicate via audio/visual discussions, PPTs or written text
E-learning methods include Training delivered by CD-ROM, satellite broadcasts & digital collaboration self-paced & time consuming (time-bound) Participants need to log onto discussion groups & attend broadcasts in a virtual class room at the same time Technology barriers like Bandwidth will restrict & hamper the effectiveness of e-learning
BEHAVIOURALLY EXPERIENCED TRAINING
Emotional & behavioral learning
Employees can learn about Behavior by role playing as they would behave in a real life situation
Business games, cases, incidents, group discussions & short assignments are used.
Sensitivity & Laboratory training is an E.g.
Focuses on achieving a better understanding of oneself & others
IBM Blue e-learning Program FedEx, Hewlett-Packard have ties with “SkillSoft” ICICI has over 200 e-learning programs The Godrej Group “Personalitree Academy” Wilson training , GP Strategies are among those which provide best Sales Training
Training Scenario in Indian Industry Primary Objective - Analysis of T&D and Its Importance in Developing Markets Strategy for Profit Maximisation & Incentives for Employees Paving Way for Emergence of T&D Specific Institutes (Soft & Product Skills) Multi Industry Trend – Common Across Industries (FMCG, Hospitality, Insurance, Telecom & IT)
Major Sectors : FMCG & Retail Need for Trained & Skilled Manpower Shortage of Trainers Current Education System Not Equipped for Training
Primary Focus on Sales & Product Differentiation Selling Skills Are Crucial High Attrition in Sales : Even Major S&D Companies Face This Challenge
Training for Stability & Incentivisation
Attributes for Trainers : FMCG & Retail Sales Training On-The-Job Training
Seminars / Workshops Customer Relationship Management Online Courses / Computer Based Training Group Study Self Directed Training
Major Sectors : Banking & Insurance
Specific to Nature of Business (Growing Urbanization, Rise in Living Standards)
Targeted Training Programs for Insurance Advisors & Marketing Agents
More Focus on Formal Training Programs (Classroom Sessions)
to Actual Selling Skills (Networking, Communication)
Attributes for Trainers : Banking & Insurance Knowledge on Training Modules & Content Funds Management Financial Markets Wealth Management
Private Banking Banking Credit & Loan Operations Computer Based Training Tools
Major Sectors : Telecom Need for Trained Mobile Analysts, Hardware & Software Engineers Major Investment Made by Companies in Formal Training Programs Rapid Changing Technological Trends, Network Security Threats, Mobile Application Development Imparting Extensive Product Knowledge Becomes Imperative
Attributes for Trainers : Telecom Ability to Create & Edit Training Modules as Per Requirements of Target Audience Analytical Skills
Monitor Performance Through Training Effectiveness
Database Management Skills
Vendor Management Skills
Coordination / Collaborative Skills
Major Player’s Examples • BSNL’s training through advanced level Telecommunication centers • Reliance established Dhirubhai Ambani Institute of Information & Communication Technology • Bharti comes up with Bharti school of Telecom, Technology and management.
Major Sectors : IT Accelerated Growth Expansion
Rapid Need for Trained Manpower Development of Learning Centres Internal L&D Departments Focus on Both Soft Skills & Product Trainings
Attributes for Trainers : IT Computer Manufacturing Deg
Maintenance Services Networking & Systems Application Programming Computer & Data Operations Enterprise Resource Planning (ERP)
Major Player’s Examples • SUN has its own training department • ACCENTURE has internet based tool “MY LEARNING” that offers vast learning resources to employees • Companies providing training in both Technical & managerial skills
• TATA Elxsi & Accenture allocate 7% and 3% out of their revenue for training. • IT companies have their own dedicated training centers with a separate campus. • TATA management training center, Infosys academy are some examples
Trainee – Role Of Trainee in Transfer of Training • The trainee is a major stakeholder in a training program. The whole training program is developed for the trainees only. Each candidate plays an important role in the transfer of training because one participant's attitude regarding the training influence the other participants • Participant's willingness to invest in the program is directly proportional to the benefits of the learning that the trainee could expect
Some personal factors that affect the trainee's learning are: •
Family Situation
•
Personal Problems
•
Relation between the training program and personal objective
•
Level of self esteem
•
Benefits expected from training
•
Comfort level with the trainer
•
Learning style of trainee
•
Previous training experiences
•
Desire for professional growth and development
Some environmental factors that affect the trainee's learning are: •
Relationship with colleagues and subordinates
•
Training team
•
Trainer team
•
Training objective
•
Content of training
•
Training design i.e. methods, techniques, and strategies
•
Environment in the program
•
Composition of training group
•
Infrastructure i.e. eating facilities, tea/coffee breaks
Factors Affecting Training PERSONAL FACTORS
ENVIRONMENTAL FACTORS
Family Situations
Relationship with colleagues and subordinates
Personal Problems
Trainer team and trainee team
Relation between the training program and personal objective
Training objective
Level of self esteem
Content of training
Benefits expected from training
Environment in the program
Comfort level with the trainer
Training design- methods, techniques and strategies
Learning style of trainee
Composition of training group
Desire for professional growth and development
Infrastructure facilities
DIFFERENCE ON THE JOB On the job training means any training contain related to the firm's specific-skills i.e: u go for a training provided by your company
OFF THE JOB Off the job training means any training u attend but not related to your work/job
34
It is a development technique whereby the employee-
of a manager's abilities can take place on the job.
improve his skills by training outside the workplace.
35
Application
Vocational Training is usually conducted in these 2 areas : • Off the job training • On the job training
ON THE JOB METHODSJob rotation
Under study
Junior boards
Planned progression
Coaching and councelling 37
OFF THE JOB METHODSClass room method
confrences
commitees
simulation
Business games 38
TYPE OF TRAINING-
FUNCTIONAL FUNCTIONAL AND BEHAVIORAL
39
On the job trainings are the trainings given by Dept Supervisors /Team leaders and other related to process and production
Off Job trainings are classroom trainings 40
ON THE JOB
OFF THE JOB
IT MEANS PERFORMING YOUR TRAINING ON LIVE PROJECTS.
IT MEANS ENVIRONMENT (TRAINING CENTER) IS CREATED AS LIKE AS LIVE PROJECT. 41
ON THE JOB-
means training(learning) by working something on office hour
OFF THE JOB-
means training after the office hour by some other employee of the organization
42
IN ON THE IN OFF THE WE ARE JOB WE PAID FOR IT. ARE NOT PAID FOR IT. 43
THANK YOU ! SUBMITTED BY : KRITIKA MITTAL RITIKA MALIK MEHAK MTHUR TANYA PUNJ VANISHA GULATI UTSAV ANAND 44
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