Dear sir / mam, Plz send me the types of training and their importance in practical life
From India, Pune
Acknowledge(0)
Amend(0)
4From India, Pune
Acknowledge(0)Amend(0)
Hello, Training is usually categorised as follows Place related : Inhouse : OutHouse Work specific : Technical : skill enhancement : Grooming (personaliy) Regards,
From India, Ahmadabad
Acknowledge(0)Amend(0)
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear, Please know there are two types of trainings in our arena : Skill Up-gradation Behavioral Training. This goes long ways to built sound systems. Thanks Ash :lol: :roll: :lol: :roll:
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Dear Pooja and Amith,
Greetings!
Basically, there are two types of training:
1. On-the-Job Training (OJT)
2. Off-the-Job Training
ON-THE-JOB TRAINING
Managers have two powerful ways of improving the performance and productivity of their subordinates: counseling and on-the-job training.
Counseling is the process of helping a subordinate define and resolve personal problems that affect performance or in order to develop a good attitude towards work.
On-the-job training is the process of explaining, demonstrating, and the structured supervision of specific skills or particular tasks. It is similar to the teaching process and is often referred to as OJT.
These methods are highly effective in three situations:
1. Resolving people problems
All managers are faced with problem people from time to time. Counseling and training are always the first considerations in these cases, but they do not always result in success, and sometimes more radical action is required. This is covered in the Problem People and Positive Discipline modules.
2. Maintaining group standards
The management of people, both as individuals and groups, is a dynamic process as nothing remains static—problems are always arising. A good manager must be aware of this and be constantly ready to use counseling and training to maintain standards.
3. To achieve continuous improvement
The best way to avoid problems is to stay ahead of them by being proactive. You must have a plan for each individual in your group and for the group as a whole. In particular, new and inexperienced group members need special treatment so that they can meet required levels of performance.
Counseling and training share many of the same skills and are often used together to achieve results.
The following are typical signs of change to look for when deciding to initiate counseling, training, or both initiatives:
TYPICAL SIGNS OF NEED FOR HELP
- Avoids difficult work
- No cooperation
- Lack of interest
- No initiative
- Complaining
- Making mistakes
- Avoiding contact
- Lack of communication
- Depressed
- Poor quality
- Argumentative
- Unsafe working conditions
- Poor productivity
- Delegating to others
- Laziness
- Absenteeism
- Irritability
- Blaming others
The most important sign to look for is a change in behavior or performance. For example, if an employee who has always been well-behaved with a pleasant disposition suddenly becomes aggressive, you can bet there is a problem that requires counseling.
Counseling
On-the-job counseling is a process of discussing things that affect work performance. It involves sitting down in a quiet place and addressing job-related problems openly and constructively without causing harm.
It's all about talking, listening, and trying to understand the other person's point of view. All supervisors are counselors, whether they realize it or not. Sometimes a long heart-to-heart talk is needed to clear the air, while other times a quick exchange can resolve misunderstandings. However, counseling is more than a casual discussion arising from an accidental encounter.
Counseling is a very effective management tool to increase productivity by solving problems and strengthening or repairing working relationships. Other kinds of personal or psychological problems should be left to professionals in that field.
On-the-Job Training
Training is almost a natural human instinct. We all train our children without even thinking about it, but when it comes to training someone at work, challenges may arise.
On-the-job training often occurs in a one-on-one situation, usually involving the supervisor and a group member. The supervisor utilizes the actual work environment as the training location and works with the trainee to enhance skills or introduce new tasks. This process is also known as coaching.
Advantages of on-the-job training:
- It is cost-effective
- It strengthens relationships within the group
- Feedback and support are easily accessible
Most problems associated with on-the-job training are simple to overcome. They require a more systematic approach to the situation, similar to many other aspects of work.
Employees typically take pride in learning new skills. The new skills acquired benefit both the worker, improving their future employment value, and the group, enhancing capabilities. By facilitating learning, you earn respect and build enduring relationships.
The supervisor is often the primary individual within the organization who imparts basic knowledge and key skills necessary for the group. On-the-job training should be continuous.
OFF-THE-JOB TRAINING
Advantages:
- If the course is designed by a staff member, it can be delivered to fit the employee's schedule and workload without affecting productivity.
- It can be cost-effective as there are no additional expenses for hotel fees, trainer fees, or extra equipment; all resources are provided in-house during working hours.
- Employees may have the opportunity to meet colleagues from other branches or departments they would not typically interact with.
- Familiarity with the trainer and training environment can help employees feel more relaxed during the learning process.
- The course developer can tailor the content to match the company's needs effectively.
Disadvantages:
- Lack of additional audio or visual aids for learning may result in basic or substandard courses.
- If a staff member delivers the training instead of an experienced trainer, employees may not take the course seriously, hindering the learning process.
- Employee rivalry and banter may lead to a lack of engagement with the course content.
- Inadequate assessment of existing abilities and training needs may result in redundant training for some employees.
- Misjudging the need for training can lead to wasted workspace that could have been utilized more effectively.
- Limited resources may result in different equipment being available for training, which could be counterproductive.
- Employees may feel undervalued if internal training focuses on improving existing skills rather than acquiring new ones, requiring careful and sensitive promotion of courses.
Regards,
John N
From India, Madras
Acknowledge(0)Amend(0)
Greetings!
Basically, there are two types of training:
1. On-the-Job Training (OJT)
2. Off-the-Job Training
ON-THE-JOB TRAINING
Managers have two powerful ways of improving the performance and productivity of their subordinates: counseling and on-the-job training.
Counseling is the process of helping a subordinate define and resolve personal problems that affect performance or in order to develop a good attitude towards work.
On-the-job training is the process of explaining, demonstrating, and the structured supervision of specific skills or particular tasks. It is similar to the teaching process and is often referred to as OJT.
These methods are highly effective in three situations:
1. Resolving people problems
All managers are faced with problem people from time to time. Counseling and training are always the first considerations in these cases, but they do not always result in success, and sometimes more radical action is required. This is covered in the Problem People and Positive Discipline modules.
2. Maintaining group standards
The management of people, both as individuals and groups, is a dynamic process as nothing remains static—problems are always arising. A good manager must be aware of this and be constantly ready to use counseling and training to maintain standards.
3. To achieve continuous improvement
The best way to avoid problems is to stay ahead of them by being proactive. You must have a plan for each individual in your group and for the group as a whole. In particular, new and inexperienced group members need special treatment so that they can meet required levels of performance.
Counseling and training share many of the same skills and are often used together to achieve results.
The following are typical signs of change to look for when deciding to initiate counseling, training, or both initiatives:
TYPICAL SIGNS OF NEED FOR HELP
- Avoids difficult work
- No cooperation
- Lack of interest
- No initiative
- Complaining
- Making mistakes
- Avoiding contact
- Lack of communication
- Depressed
- Poor quality
- Argumentative
- Unsafe working conditions
- Poor productivity
- Delegating to others
- Laziness
- Absenteeism
- Irritability
- Blaming others
The most important sign to look for is a change in behavior or performance. For example, if an employee who has always been well-behaved with a pleasant disposition suddenly becomes aggressive, you can bet there is a problem that requires counseling.
Counseling
On-the-job counseling is a process of discussing things that affect work performance. It involves sitting down in a quiet place and addressing job-related problems openly and constructively without causing harm.
It's all about talking, listening, and trying to understand the other person's point of view. All supervisors are counselors, whether they realize it or not. Sometimes a long heart-to-heart talk is needed to clear the air, while other times a quick exchange can resolve misunderstandings. However, counseling is more than a casual discussion arising from an accidental encounter.
Counseling is a very effective management tool to increase productivity by solving problems and strengthening or repairing working relationships. Other kinds of personal or psychological problems should be left to professionals in that field.
On-the-Job Training
Training is almost a natural human instinct. We all train our children without even thinking about it, but when it comes to training someone at work, challenges may arise.
On-the-job training often occurs in a one-on-one situation, usually involving the supervisor and a group member. The supervisor utilizes the actual work environment as the training location and works with the trainee to enhance skills or introduce new tasks. This process is also known as coaching.
Advantages of on-the-job training:
- It is cost-effective
- It strengthens relationships within the group
- Feedback and support are easily accessible
Most problems associated with on-the-job training are simple to overcome. They require a more systematic approach to the situation, similar to many other aspects of work.
Employees typically take pride in learning new skills. The new skills acquired benefit both the worker, improving their future employment value, and the group, enhancing capabilities. By facilitating learning, you earn respect and build enduring relationships.
The supervisor is often the primary individual within the organization who imparts basic knowledge and key skills necessary for the group. On-the-job training should be continuous.
OFF-THE-JOB TRAINING
Advantages:
- If the course is designed by a staff member, it can be delivered to fit the employee's schedule and workload without affecting productivity.
- It can be cost-effective as there are no additional expenses for hotel fees, trainer fees, or extra equipment; all resources are provided in-house during working hours.
- Employees may have the opportunity to meet colleagues from other branches or departments they would not typically interact with.
- Familiarity with the trainer and training environment can help employees feel more relaxed during the learning process.
- The course developer can tailor the content to match the company's needs effectively.
Disadvantages:
- Lack of additional audio or visual aids for learning may result in basic or substandard courses.
- If a staff member delivers the training instead of an experienced trainer, employees may not take the course seriously, hindering the learning process.
- Employee rivalry and banter may lead to a lack of engagement with the course content.
- Inadequate assessment of existing abilities and training needs may result in redundant training for some employees.
- Misjudging the need for training can lead to wasted workspace that could have been utilized more effectively.
- Limited resources may result in different equipment being available for training, which could be counterproductive.
- Employees may feel undervalued if internal training focuses on improving existing skills rather than acquiring new ones, requiring careful and sensitive promotion of courses.
Regards,
John N
From India, Madras
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
HR Generalist Practical Training in Delhi.pdf
Program Life cycle for Softskills Training.ppt