Describe the off-the-job training methods.

Ans.

Off-the-Job Training Methods

In off-the-job training methods, trainees have to leave their workplace and devote their entire time on the development objective. In these methods development of trainees is primary and any usable work produced during training is secondary.

Following are the training techniques of the off-the-job training:

1. Special Course and Lecture: It is the most traditional form of formal training methods. Special courses and lectures can be established by business organisations in numerous ways as a part of their development programmes:

(i) There are courses which the organisation themselves establish to be taught by members of the organisation. Some organisations have regular instructors assigned to their training and development departments such as Tata and Hindustan Lever in private sector, Life Insurance Corporation, State Bank of India and other nationalised commercial banks, Reserve Bank, Hindustan Steel, Fertilizer Corporation and many others in public sector.

(ii) Second approach to special courses and lectures is for organisations to work with universities, institutes and other bodies in establishing a course” or series of courses to be taught by instructors of these institutions.

(iii) Third approach is for the organisations is to send personnel to programmes established by the universities, institutes and other bodies. Such courses are organised for a short period ranging from 2-3 days to a few weeks.

2. Conferences: Conferences are also an old method, but still a favorite training method. In this method, the participants pool their ideas and experiences in attempting to arrive at improved methods of dealing with the problems which are common subject of discussion. Conference method allows the trainees to look at the problem from broader angle. Conferences may include busy sessions that divide conferences into small groups of four or five for intensive discussion.

3. Case Studies: Case studies technique, which has been developed and popularised by the Harvard Business, School, USA is one of the most common form of training. A case is a written account of a trained reporter or analyst seeking to describe an actual situation. Cases are widely used in a variety of programmes. This method increases the trainee’s power of observation, helping him to ask better questions and to look for a broader range of problems.

4. Brainstorming: Brainstorming is the method of stimulating trainees to creative thinking. This approach was developed by Alex Osborn seeks to reduce inhibiting forces by providing for a maximum group participation and a minimum of criticism. In this method, a problem is posed and ideas are invited. Quantity rather than quality is the primary objective. Chain reaction from idea to idea often develop, then these ideas are critically examined. It is virtually untried even though its immediate use is limited to new ideas only, not change in behaviour.

5. Laboratory Training: Laboratory training adds to conventional training by providing situation in which the trainees themselves experience through their own interaction some of the conditions they are talking about. Laboratory training is more concerned about changing individual behaviour and attitude. There are two methods of laboratory training:

(A) Simulation: An increasingly popular technique of management development is simulation performance. Simulation is the presentation of real situation of organisations in the training session. There are two common simulation methods of training:

(i) Role Playing: Role-playing is laboratory method which can be used rather easily as a supplement to conventional training methods. Its purpose is to increase the trainee’s skill in dealing with other people.

(ii) Gaming: Gaming has been devised to simulate the problems of running a company or even a particular department. It has been used for a variety of training objectives, from investment strategy, collective bargaining techniques, to the morale of clerical personnel.

(B) Sensitivity Training: Sensitivity training is the most controversial laboratory training method. It was first used by National Training Laboratories at Bethel, USA. It is also called T-Group. It has several characteristic features:

(i) T-Group is generally small, from ten to twenty members.

(ii) The group begins its activity with no formal agenda.

(iii) The role of trainer is primarily to call attention from time to time towards the on going process within the group.

(iv) The objective of such training is increased. Openess with others, understanding of group process, enhanced listening skills, and increased trust and support.