Advantages and disadvantages of on and off the job training techniques

Select the Training Methods and Mode Choose a Means of Evaluating Administer Training Evaluate the Training Your business should have a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training decisions. Firms that plan their training process are more successful than those that do not. Most business owners want to succeed, but do not engage in training designs that promise to improve their chances of success. The five reasons most often identified are:

Advantages and disadvantages of on and off the job training techniques

These processes can be grouped into the following phases; needs analysis, design, development, implementation, and evaluation. The phases are sequential, with the outputs of the previous phases providing the inputs to those that follow.

Figure 1 depicts the phases and their relationships. Training delivery methods consist of the techniques and materials used by trainers to structure learning experiences.

Different training delivery methods are better or worse at achieving various learning objectives. During the design phase see Figure 1 the different methods are examined to determine their appropriateness for the learning objectives.

Once appropriate methods have been identified, they are applied to the training plan in the development phase. There are three categories of learning objectives: Knowledge objectives are of three types: Declarative knowledge is the person's store of factual information.

Procedural knowledge is the person's understanding about how and when to apply the facts. Strategic knowledge is used for planning, monitoring, and revising goal-directed activity. Skill reflects one's proficiency at specific tasks such as operating a piece of equipment, giving a presentation, or making a business decision.

Attitudes affect motivation levels, which in turn influence a person's behavior. Most training programs have learning objectives for knowledge, skill, and attitudes; these programs need to combine several methods into an integrated whole because no single method can do everything well.

The various training delivery methods can be divided into cognitive and behavioral approaches. Cognitive methods provide information orally or in written form, demonstrate relationships among concepts, or provide the rules for how to do something.

They stimulate learning through their impact on cognitive processes and are associated most closely with changes in knowledge and attitudes. The lecture, discussion, e-learning and, to some extent, case studies are cognitive methods.

Though these types of methods can influence skill development, it is not their strength. Conversely, behavioral methods allow the trainee to practice behavior in a real or simulated fashion. They stimulate learning through experience and are best at skill development and attitude change.

Equipment simulators, business games, role plays, the in-basket technique, behavior modeling and, to some Figure 1 Model of the Training Process extent, case studies are behavioral methods.

Both behavioral and cognitive methods can be used to change attitudes, though they do so through different means. On-the-job training is a combination of many methods and is effective at developing knowledge, skills, and attitudes, but is best at the latter two.

Advantages and disadvantages of on and off the job training techniques

In the pure lecture, communication is one way—from trainer to trainees. It is an extensive oral presentation of material.

A good lecture begins with an introduction that lays out the purpose, the order in which topics will be covered, and ground rules about interruptions e.

This is followed by the main body of the lecture in which information is given. The topic areas should be logically sequenced so that the content of preceding topics prepares trainees for the following topics. During the pure lecture trainees listen, observe, and perhaps take notes. It can be useful in situations in which a large number of people must be given a limited amount of information in a relatively short period; however, it is not effective for learning large amounts of material in a short time period.

Thus, an effective lecture should not contain too many learning points. Trainees will forget information in direct proportion to the amount of information provided.

Because the pure lecture provides only information, its usefulness is limited; when the only training objective is to have trainees acquire specific factual information, better learning can be achieved at less cost by putting the information into text.

This allows trainees to read the material at their leisure and as often as necessary to retain the material.4x4 Off-Road Driving Techniques; 4x4 Water Crossings; 4x4 Driving Hills & Rocky Surfaces; 4x4 Driving with Mud Tyres and Mud Driving; 4x4 Sand Driving Safety.

Investment banks perform two basic, critical functions for the global marketplace. First, investment banks act as intermediaries between those entities that demand capital (e.g.

corporations) and those that supply it (e.g. investors). III. Operations. This section describes the job operations that take place in construction worksites and involve worker exposures to lead. Although this list of operations is extensive, it is not necessarily inclusive (i.e, other construction activities not mentioned here may also involve lead exposure).

Cross-sectional study captures a population in a single point in time and can help to remove assumptions.

Advantages and disadvantages of on and off the job training techniques

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Advantages and disadvantages of Off The JobTraining. Zak Riaz - Hi Advantages 1. This type of training gets employeesaway from their work environment to a place where the irfrustrations and.

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