ON THE JOB TRAINING HUMAN RESOURCE MANAGEMENT

•     METHODS OF TRAINING 1 ON TH JOB TRAINING

•     HUMAN RESOURCE MANAGEMENT

•     MEANING OF TRAINING

1.       TRAINING IS AN ORGANIZED ACTIVITY FOR INCREASING THE KNOWLEDGE AND SKILLS OF PEOPLE FOR DEFINITE PURPOSE

2.       SYSTEMATIC PROCEDURE FOR TRANSFERRING TECHNICAL KNOW HOW TO THE EMPLOYEES SO AS TO INCREASE THEIR KNOWLEDGE AND SKILL FOR DOING SPEICIFC JOBS WITH PROFICIENCY

3.       EDWIN B FLIPO,” TRAINING IS THE ACT OF INCREASING THE KNOWLEDGE AND SKILL OF AN EMPLOYEE FOR DOING PARTICULAR JOB

•     TYPES OF TRAINING

•     INDUCTION OR ORIENTATION TRAINING:- INDUCTION IS CONCERNED WITH INTRODUCING A NEW EMPLOYEE TO THE ORGANIZATION AND ITS PROCEDURES,RULES AND REGULATIONS. THE PURPOSE IS TO GIVE A BIRD’S EYE VIEW OF THE ORGANIZATION

•     JOB TRAINING:-MOST COMMON OF FORMAL IN PLANT TRAINING PROGRAMME. RELATES TO THE SPECIFIC JOB WHICH THE WORKER HAS TO HANDLE. IT PROVIDES INFORMATION ABOUT MACHINES,METHODS AND PROCESS ETC

•     LEARNER TRAINING:TRAINING IS PROVIDED TO FRESH INCUMBENT BECAUSE THE JOB FOE WHICH THEY ARE SELECTED,THEY DO NOT HAVE SPECIFIC SKILL. EVEN AFTER COMPLETING THE TRAINING THEY ARE PLACED ON REGULAR JOB ASSIGNMENT.

•     PROMOTION TRAINING:- WHEN THE EXISTING EMPLOYEE OF THE ORGANIZATION BECOME ELIGIBLE FOR PROMOTION TO THE HIGHER JOBS IN THE ORGANIZATION THEY HAVE TO BE PROVIDED WITH ADEQUATE TRAINING TO BECOME ELIGIBLE FOR PROMOTION

•     REFRESHER TRAINING:-IS A WAY OF HELPING TO ENSURE THAT THE EMPLOYEES ARE UP TO DATE WITH SKILLS AND KNOWLEDGE AND IT IS NECESSARY:

1.       TO RETAIN THE EXISTING TALENT

2.       TO KEEP PACE WITH THE NEW TECHNOLOGY

3.       TO BECOME THE BENEFICIARY OF THE CURRENT INNOVATIONS

4.       TO UPDATE WITH LATEST TRENDS

•     TYPES OF ON THE JOB TRAINING METHODS

•     JOB INSTRUCTION METHOD

1.       USED TO TEACH THE WORKER HOW TO DO THEIR CURRENT JOBS

2.       A TRAINER/SUPERVISORS/COWORKER

3.       OVERVIEW OF JOB

4.       DEMONSTRATION OF THE RIGHT METHOD

COACHING

1. PRACTICE BY TRAINEE
2. JOB IS DONE INDEPENDENTLY
3. DAILY TRAINING AND FEEDBACK BY SUPERVISORS
4. DIRECT PERSONAL INSTRUCTION AND GUIDANCE
5. EXTENSIVE DEMONSTRATION AND CONTINUOUS CRITICAL APPRISAL

•     MENTORING

1.       SENIOR PERSON

2.       ACT AS TEACHER,GUIDE,COUNSELOR ETC.

3.       FORMAL AND INFORMAL LEVEL

4.       TISCO HAVE USED THIS METHOD

5.       A PERSON CAN LEARN FROM HIS MENTOR IF HE LISTEN,ACTS ON THE ADVICE AND SHOWS COMMITMENT TO LEARN

6.       IN INDIA IT IS BASED ON THE GURUSHISYA RELATIONSHIP

·         POSITION ROTATION

1.       BROADENING OF THE BACKGROUND OF THE TRAINEE

2.       ROTATED PERIODICALLY FROM ONE JOB TO ANOTHER

3.       HE UNDERSTANDS THE LARGER ORGANIZATIONAL PERSPECTIVE AND DIFFERENT FUNCTIONAL AREA

4.       ROTATION ALLOWS THE TRAINEE TO BUILD RAPPORTS WITH LARGE NUMBER OF INDIVIDUALS WITH IN THE ORGANIZATION AND WILL BE MORE FLEXIBLE

•     APPRENTICESHIP

1.       STRUCTURED PROCESS

2.       COMBINATION OF CLASS ROOM INSTRUCTION AND ON THE JOB TRAINING

•     COMMITTEE ASSIGNMENTS

1.       TASK FORCE IS CREATED WHICH CONSISTS OF NUMBER OF TRAINEE

2.       TO SOLVE ORGANIZATIONAL PROBLEMS

3.       IN THIS METHOD,TRAINEES ACQUIRE KNOWLEDGE ABOUT THE ASSIGNED ACTIVITIES

4.       EVALUATION OF ON THE JOB TRAINING METHODS

•     MERITS

1.       ACTUAL LEARNING

2.       TAILORED TO SUIT THE REQUIREMENT OF THE TRAINEE

3.       VERY ECONOMICAL

4.       MOST SUITABLE FOR UNSKILLED AND SEMISKILLED JOB

·         DEMERITS

1.       MAY CAUSE ACCIDENTS

2.       MAY BE DISTURBED BY NOISE AT WORKPLACE

3.       DISREGARD TO THEORETICAL PRINCIPLES

•     REQUISITES

1.       WHAT AND HOW TO TEACH SHOULD BE CLEARLY DECIDED

2.       PROPER SELECTION OF INSTRUCTOR

3.       PROPER SCHEDULE