Responsive managers ,on the job and off the job trainingg

Responsive managers ,on the job and off the job trainingg

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  Responsive Managers -on the job training and off the job training development techniques using HR build a responsive organization BY Anagha joy Aneesa A.S Amalu P.S 1
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  Responsive Managers • Responsivemanager tends to succeed by building bounds of respect and trust with those around him/her. • Staff respond positively to responsive managers. • Responsive managers act consistent with the principle that their jobs are to help their staff do their jobs. • Responsive mangers also influence those above them in the hierarchy. 2
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  How they doit ? • Responsive managers apply a number of specific skills and abilities to the task . • They are able to put aside their concerns to listen to those around them. As a result they know what is going on , and what is both said ,said between the lines. • They also acts up on that knowledge ,attempting to help fulfill the needs of employees, supervisors etc. • They influence to solve problems for those around them , often before even being asked. 3
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  On the jobTraining and Off the job Training METHODS 4
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  On the jobTraining It refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior.  Coaching.  Mentoring.  Apprenticeship training Committee assignments Job instruction technique. 5
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  Coaching • It isone to one interaction. • Considered as corrective measure for inadequate performance. • Helps in identifying weaknesses and focuses on areas which needs improvements. 6
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  Mentoring • Mentoring focuson attitude development. • Conducted for management – level employees. • Mentoring is done by someone inside the company. -It is one to one interaction • It helps in identifying weaknesses and focus on the area that needs improvement. 7
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  Apprenticeship • Most craftworkers such as plumbers , carpenters etc. are trained through formal apprenticeship programs. • In this method the trainees are put under the guidance of a master worker typically for 2-5 years. 8
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  Committee Assignments In thismethod ,trainees are asked to solve an actual organizational program working along with other trainees. Job instruction technique This method directly received on the job. Here the trainee receives an overview of the job ,The trainer actually demonstrates the and he trainee is asked to copy the trainer’s way. The trainee, finally tries to perform the job independently. 9
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  Advantages • Generally morecost effective. • Less descriptive to the business i.e. employees are not away from work. • Training with equipment they are familiar with and people they know can help them. • Gain direct experience to a standard approved by the employer. • On the job training is also productive, as the employee is still working as they are learning. 10
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  Off the jobTraining • Trainee is separated from the job environment. • Take place at training agency or local college training centers. • Study materials. • Fully concentrate on learning rather than performing. • Freedom of expression. 11
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  Off the jobTraining methods Vestibule training Lectures Audio-Visuals Simulation Case study 12
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  Vestibule Training Uses equipmentwhich closely resembles the actual ones on the job. A special area or room is set aside from work environment. Trainee is permitted to learn under simulated conditions. No pressure to produce while learning. Duplicate facilitates and trainer cost are disadvantages. 13
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  Lectures Verbal presentation byan instructor. Lecturer should have considerable knowledge in training area. Used for very large groups. Used in colleges & univ. – application restricted in training factory employees. 14
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  Audio- Visuals AV includestelevision slides, OHP’s and films. Provide wide range of realistic examples and job conditions. One-way system of communication. 15
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  Simulation  A simulatoris any kind of equipment or technique that duplicates as nearly as possible the actual conditions encountered on the job.  Attempt to create realistic decision-making environment for trainee.  Feed back on decision is given.  Learning pace is created.  Widely used simulations are – Vestibule training , case study , role playing . 16
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  Case study o Writtendescription of an actual situation. o Provokes reader with the need to decide on what is going on. o What the situation really is ? Or what the problems are? And what should be done? o Cases are attempts to describe in accurate the real problems faced by managers- trainees can determine problems - analyze causes - develop alternative solutions – select best one and implement it. o Excellent opportunity for individuals to defend their analytical and judgmental abilities. 17
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  Role playing  Focuseson emotional (human relations) issues rather than actual ones.  Essence of role playing is to create a realistic situation as in case study.  Have the trainees assume the parts of specific personalities in the situation 18
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  Discussion A lecturer usesthis method to support , elaborate , explain , expand , or interact. Improves two way communication. 19
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  Demonstration • Physical displayof form , outline or substance of an object /event. • In laboratories. • In shop floors. 20
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  Brainstorming Idea generation method. Creative solution to problems.  Trainees should deliberately come out with different solutions to a problem.  Not only come out with ideas but also spark off from associations with other people’s ideas by developing and refining them. 21
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  Field Trip  Afield work or FT is a journey by a group of people to place away from a normal environment.  Purpose of trip will be – - Observation for education - Non-experimental research. - Provide experience outside normal everyday activity. 22
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  Advantages • Learn fromspecialists in that area of work who can provide more in-depth study. • Can more easily deal with groups of workers at the same time. • Employees respond better when taken away from pressures of working environment. • Workers may be able to obtain qualifications or certificates. 23