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OFF-THE-JOB TRAINING

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.

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.

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.

Objectives of Training
OBJECTIVES Innovative
Anticipating problems before they occur Team building sessions with the

Problems Solving
Training clerks to reduce complaints Training supervisors in communications

Regular
Orientation Recurring training of interviewers Refresher courses on

departments

to reduce grievances

safety procedures

Training Methods
Off-the-Job Methods 1. 2. Vestibule training Role playing

3.
4. 5. 6. 7.

Lecture method
Conference discussion approach Programmed instruction Virtual Organisations and E-Learning Behaviourally Experienced Training
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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 Trainees presentation can be taped or selfconfrontation & selfassessment People who have Special Skills may be provided with specific Instructions to handle their respective Jobs.

Group-centered approach

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


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

Emotional & behavioral learning

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)

Support 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 Players Examples


BSNLs 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 Designing

Maintenance Services
Networking & Systems Application Programming Computer & Data Operations Enterprise Resource Planning (ERP)

Major Players 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 Family Situations Personal Problems Relation between the training program and personal objective Level of self esteem ENVIRONMENTAL FACTORS Relationship with colleagues and subordinates Trainer team and trainee team Training objective

Content of training

Benefits expected from training


Comfort level with the trainer Learning style of trainee Desire for professional growth and development

Environment in the program


Training design- methods, techniques and strategies Composition of training group 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

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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.

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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

Planned progression

Junior boards

Coaching and councelling


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OFF THE JOB METHODSClass room method

confrences

simulation

commitees

Business games
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TYPE OF TRAINING-

FUNCTIONAL FUNCTIONAL AND BEHAVIORAL

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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


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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.


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ON THE JOB-

OFF THE JOB-

means training(learning) by working something on office hour

means training after the office hour by some other employee of the organization

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IN ON THE IN OFF THE WE ARE JOB WE PAID FOR IT. ARE NOT PAID FOR IT.
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THANK YOU !
SUBMITTED BY : KRITIKA MITTAL RITIKA MALIK MEHAK MTHUR TANYA PUNJ VANISHA GULATI UTSAV ANAND
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