2. This is in exchange for their continuing labour for an agreed period after they become skilled. Job rotation is also used to place workers on the right jobs and prepare them to handle other jobs in case of need. c. Employees with a wider range of skills give management more flexibility in scheduling work, adapting to changes, and filling vacancies. Different types of Off-the-job training methods are given below: 1. Effective problem diagnosis is critical to improving performance. Every individual will have some shortcomings and it is timely training and development programmes that can upskill employees to perform different tasks with the minimum required skill. a. Trainee receives stipend during training period which encourages him to work. For job training, a promotion is stretching and fulfilling. This is done through four Boards of Apprenticeship Training located at Kanpur, Kolkata, Mumbai and Chennai. Share Your PPT File. The main advantage of on the job training is that trainees understand the rules, regulations and the work procedures by adopting them in their day-today performance. The advantages and disadvantages of training and development really depend on the size of a company. However, for various reasons, delegation as form of training is not very popular. Last, the organization has to incur extra expenditure to acquire machines and tools for vestibule training. To illustrate the attributes of a good coach, Marshall Cook (1999) developed a useful tool that compares and contrasts the traits of the archetypal “boss” with the ideal “coach”. c. Periodic review of trainee’s performance to ensure that goals are achieved as planned or suggesting ways to improve performance in case of any deviations. Listening skills- Coaches must avoid the temptation of immediately rushing in and naming what they see as the problem. Demerits of Coaching as a method of training: a. Job rotation is a training method where members of staff rotate roles or tasks by shifting from one job to another or from one department to another so that they gain experience of a full range of jobs. b. (b) The trainer is responsible for creating a climate of trust. In general, however, there are three factors that are repeatedly identified as central to the work of a coach. iii. It reduces boredom and monotony of the job. The success of this method depends upon the quality of the trainer; thus, it is essential to properly select the trainer to make the system work. 9. Training quality is entirely dependent on the senior. b. In the United States, apprenticeships are largely confined to adults wanting to work certain occupations, such as carpentry and plumbing. Fast learner may quit the programme in frustration while slow learner may require extra time. d. Be based on clear and simple communication, g. Place special attention on modelling good behaviours and body language. On-the-job-training (OJT) may be thought of as learning by doing. Self-instructional mode of learning implies learning through self- guidance with the help of various resources. It is a kind of daily training in which the trainer works with one or more trainees. Example – Mr. Murthi working in the accounts department of Sell Well Ltd. is responsible to look after the medical reimbursements of all employees. It’s a one-time event formally welcoming and introducing new hires to your company within their first week on the job. Helps trainee to acquire skills to enter skilled traits like plumbing, electrician etc. OJT may be provided by an employer as part of their normal worker development system. It gives future managers a broad background. A major part of training time is spent on the job productive work. Business organisations may not give appropriate practical knowledge to trainee for the fear that they may learn and leave leading to waste of time and cost. Job rotations help employees to have a broader understanding about the organisation and learn skills to perform different types of functions or jobs. Mentor’s role is usually filled by someone other than the immediate superior, and usually by a person of higher rank from outside the employee’s department. Under this method of training candidates are placed in each and every job starts from clerical job, assistant, cashier and managerial job for the purpose of knowing importance in nature of every job before handling Asst bank manager position. Often the trainee shares some of the duties and responsibilities of the coach and relieves him of his burden. Hence you need to evaluate your needs and design your training methods accordingly. The methodology challenges the coach and the person(s) being coached to: (a) Define the opportunity (problems are often opportunities in disguise). Trainees to be taken up by trainees good at calculations and market segmentation, another may prove her in! 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