Training and Development

On-the-job trainings

Off-the-job trainings

Purpose

Development

Training

Improves quality of workforce
through training programmes focusing on specific areas, prevents job obsolescence and Increases employee’s productivity, performance and satisfaction while reducing dissatisfaction, absenteeism, complaints and turnover of employees

Definition

  • Process of teaching employees skills and knowledge
  • Addresses skills inadequacy or deficiency
  • Need basis
  • Strives to improve job

Definition

  • long-term process
  • Creates learning abilities
  • individual growth & personal motivation
  • voluntary

Vestibule Training

Job rotation

Job Shadowing

Apprenticeship training

Mentoring

Internship

Special Projects

Job Instructional Training

Case Studies

In-basket Training

Lecture

Roleplay

Incident Method

E-Learning

Simulation Training

Management Games

  • Offer students a period of practical experience in the industry relating to their field of study for a limited time period
  • study under an experienced employees to learn the functions of the job.
  • Employees rotates job to broaden expertise and understand variety of jobs
  • New employees learns how a job is done by following and observing experienced employee
  • trainee learns the job first-hand and may consult the mentor one-on-one for assistance, be it advice or instruction.
  • Work procedure learnt through work assignments
  • jobs consists of a sequence of steps that one learns step-by-step
  • Time management training where trainees have to handle a number of deliverable from urgent to non-urgent.
  • Simulated training premises where trainees are trained to handle tools and machines.
  • Case scenario for trainees to analyse the case, diagnose the issue and resolve it.
  • Apt for teaching theoretical concepts to a large group of trainees
  • Platform to act out a character and interact with other trainees to respond to the case.
  • Decision-making training for trainees to create solutions to an issue and be involved in a group discussion on their solutions

Adventure Training

  • Interactive electronic platform to develop knowledge.
  • Avoids risky real work environment to train trainees in a simulated work environment.

On-the-job advantages & disadvantages

JIT Process (4 steps)

Step 2: Present the operation (Demonstration of job tasks)

Step 1: Prepare the learner (showing overview of the job)

Step 3: Practice (Trainee practice what has been taught)

Step 4: Follow-up (Trainer provides feedback and help correct errors)

Advantage

  • Employees gain confidence
  • Immediate feedback which errors are corrected
  • Employees are more adept = Increase job productivity
  • Lower cost, less time
  • Trainings is designed specifically to needs with consistent and relevant materials
  • Development of organisation culture and teamwork

Disadvantages

  • Time limited trainings due to budget constraints
  • Lack of time to follow up or practice
  • Trainer might not be fully capable to pass down skills
  • Might pick up bad habits from shadowing

Off-the-job advantages & disadvantages

Advantages

Disadvantages

  • Acquire wider range of skill sets and knowledge
  • Exposure to outside experts and research that offers new viewpoints on job
  • Acquire skills and knowledge from experts
  • Training sessions that do not clash with their work schedule
  • Costly training method
  • Difficult to apply acquired skills and knowledge to the actual work environment
  • Potential job switch by employees with their upgraded skills and knowledge
  • develops job competencies
  • Computer-based system for trainees to make decisions in simulated conditions.

Programmed instruction

  • Provided in books and/or other teaching materials for trainees to be trained at their own pace.
  • Physical outdoor activities that foster teamwork and independent learning