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Case Study Method in On-the-Job Training

This document discusses various methods for training employees, including on-the-job methods like coaching, internships, and job rotation as well as off-the-job methods like case study analysis, role playing, business games, lectures, and conferences. It also describes 360 degree feedback, a modern performance appraisal method where employees receive feedback from supervisors, peers, subordinates, and customers in order to gain self-awareness and reduce bias in evaluations. While time-consuming and costly, 360 degree feedback can increase communication and support merit-based promotions when implemented properly with guidelines.

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Mashhood Ahmed
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113 views3 pages

Case Study Method in On-the-Job Training

This document discusses various methods for training employees, including on-the-job methods like coaching, internships, and job rotation as well as off-the-job methods like case study analysis, role playing, business games, lectures, and conferences. It also describes 360 degree feedback, a modern performance appraisal method where employees receive feedback from supervisors, peers, subordinates, and customers in order to gain self-awareness and reduce bias in evaluations. While time-consuming and costly, 360 degree feedback can increase communication and support merit-based promotions when implemented properly with guidelines.

Uploaded by

Mashhood Ahmed
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Methods of Training:

On-the-Job Methods:

This training is provided to the employee

Apprenticeship Programs:

Coaching

Internship Training

Job Rotation

Induction Training

Off-the-Job Training:

Under this method, the trainee is given training away from the field of the job are known as off-the-
job methods.

It is generally for a specific period it depends upon the nature of job

Trainees feel relaxed as they have no pressure of doing work.

This includes both knowledge and skills

Case Study Method:


Case study deals with any problem confronted by a business which can be solved by an employee..
The trainee is given an opportunity to analyze the case and come out with all possible solutions. This
method can enhance analytical and critical thinking of an employee.

Incident Method:
Incidents already occurred are presented in front of trainee as real life situation. They are
asked to take decisions individually. Later on, the entire group discusses the incident and
takes decisions related to the incident on the basis of individual and group discussions.
Role Play Method:
In this method, situation is given by the trainer to the trainee. Trainer asked you to act in the
given situation. Sometimes script is also given or sometimes you need to write it at your own
level. The idea is to make trainee feel and play the role allotted to them and learn
accordingly.
Business Games Method:
According to this method the trainees are divided into groups and each group has to discuss
about various activities and functions of an imaginary organization. They will discuss and
decide about various subjects like production, promotion, pricing etc. This gives result in co-
operative decision making process.
Lectures:
A classroom setup where training is given to large number of trainees. Lectures can be very
much helpful in explaining the concepts and principles very clearly. It provides face to face
interaction for real time doubt clearance. Experience trainers can make those really effective
Conferences:
A meeting of several people to discuss any subject is called conference.. Each participant is
given equal chance to contribute by analyzing and discussing various issuers related to the
topic. Everyone can express their own idea and view point.
360 Degree Feedback Method:
This is a ,modern method of performance appraisal. As there are already methods why the
need of this method arises.
In traditional method there are many problems like biasness, lack of transparency, favoritism.
It is a appraisal process in which an employee or manager is rated by everyone above,
alongside, and below him. In this method, you receive an analysis of how you perceive
yourself and how others perceive you. The feedback is taken from supervisors, peer group,
subordinates, or even customers. This helps organization to design promotion and reward
system. To use this appraisal method
Guidelines for Implementing 360 Degree Method:

Merits of 360 Degree Feedback Sys0tem:


 It helps a lot in self-awareness as you receive feedback from every person around
you.
 It reduces the biasness and so many people can’t go wrong.
 Inflexible people are bound to make changes in their behavior which are perceived
negative by other people.
 It increases the communication between the managers and the employees.
 Organization can make merit based promotion based on the ratings.

Demrits of 360
It is a time taking process
It may include a large cost in an organization with large number of employees.
The employees may feel humiliated while sharing feedback.
The employee may not agree with the feedback
It ignores the performance measurement in terms of goals.

Managaement by

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