Jahangirnagar University

ASSIGNMENT ON

Training Methods with Their Benefits and Limitations

Course Code: MHRDIR-509
Course Title: Leadership and Management Development

Program: Master in HRDIR

Semester: III Session: Spring-2020
Submission Date: 15/06/2021

Submitted To: Submitted By:

Mahfujur Rahman Md. Enamul Hoque
Assistant Professor Students ID: 190228
Department of Public Administration Department: Public Administration
Jahangirnagar University
Program: MHRDIR
Introduction:

In Human Resource Management (HRM) cycle as well as in any organization, training system plays an
important and vital role in achieving organizational mission and vision, goals and objectives.
Organizations today consider the HR department as the critical source of making development
amongst the employees to lead the organization to the success. Simply Training refers to the teaching
and learning activities carried on for the primary purpose of helping members of an organization
acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and
organization. The need for training and development is determined by the employee’s performance
deficiency computed.

Objectives of Training:

Training activities are planned on the basis of need and demand to enable employees to meet one or
more of the following objectives:

 Upgrade or maintain proficiency in their current jobs.

 Learn new postal systems, procedures, or technologies.

 Acquire job-related knowledge, skills, and abilities after selection for or assignment to
a specific position or duty.

 Develop knowledge, skills, and abilities as part of a succession planning system.

 Obtain and enhance knowledge, skills, and abilities unrelated to their present duties in
order to attain self-determined goals or career objectives.

Training Methods:

The organization has to consider the nature of the job, size of the organization & workers, types of
workers, and cost for selecting a training method. There are different types of Training methods.
 1. On-the-job training or internal training-These methods are generally applied in the
workplace while employees are working. This form helps develop the occupational skills
necessary to manage an organization and fully understand its products and services and how
they are designed and carried out.

2. Off-the-job training or external training- Off-the-job training is sometimes necessary to get

people away from the work environment to a place where the frustrations and buzz of work are
eliminated. Training is generally given in the form of lectures, discussions, case studies, and
demonstrations. This enables the trainee to study theoretical information or be exposed to new
and innovative ideas.

The classification of the different types of Training method is shown following chart and explained
below;

The five most popular methods from the above are described below,

1. Job Instruction Training (JIT) Method:

Job instruction training or JIT is a simple step-by-step technique that is used to train new employees
when they first start a job. It is an effective way to teach specific procedures to people or help them to
develop a manual skill that their job requires. The characteristics of this method are,

 In most circumstances, JIT is provided by the supervisor of the new employee. Some
organizations may have a training department which develops these skills as part of the new
employee orientation process. These responsibilities are sometimes delegated to a co-worker or
team member as well.
 Job instruction training includes testing and supervised experience to ensure each person
operates equipment assets and machinery using current best practices. That allows every person
to follow the same steps when performing job functions, which reduces the number of potential
accidents that may happen.
 With an effective job instruction training program in place, new workers can go through one
day of intensive training and then begin to get to work. That makes it possible for new workers
to begin new projects without needing to wait for an assignment to come their way. JIT
programs can also be designed to take place over multiple days to build different skill tiers over
time, which further increases the productivity of the employee without compromising their
safety.
 For most new workers, job instruction training is paid on-the-job training. That means there is
an incentive to show up for work. They’ll get the tools and knowledge required to become good
at their new job. This creates a cost savings for the organization because the new workers have
a good idea of what they need to do. Without this knowledge, they would be forced to access
the experience of other team members, which would slow production down and make things
more expensive.
 Companies follow best practices at multiple levels because it is the fastest, cheapest, and safest
way to complete work. Job instruction training exposes new workers to these best practices,
making it more likely that specific standards will be maintained in the workplace. For firms that
are required to meet specific regulatory requirements, JIT is one of the most effective ways to
introduce safety and production training without impacting the quality of the working
environment for everyone.
 When people are able to see a task being performed, then can perform the same task
themselves, then more information is retained than in other learning methods. An individual
 may retain just 5% of the information received if the training process involves lectures or
textbook reading. When working one-on-one with something while being able to safely
practice a new skill, up to 90% of the new information can be retained. That is why JIT is one
of the most practical ways to teach new employees your best practices.
 When new workers start a project for the first time, their confidence levels will make or break
the productivity they have. Confident workers will put their heads down to get the job done.
Workers with confidence issues may be afraid to ask questions, which might lead to inadequate
or incomplete work that is unexpected. With job instruction training, you’re able to reduce the
nervousness found in new workers, which improves their overall confidence levels.
 JIT requires a knowledgeable trainer for this process to be effective. If the employee is being
trained by someone who does not have the skills necessary for the job, then the new worker
will not be as productive as they could be. Some trainers may be disgruntled with their
employment and purposely attempt to sabotage the training process for new workers. You’re
taking a risk with JIT because the training process is difficult to supervise all the time.
 Job instruction training is most effective when a trainer works with a new employee until the
skill or knowledge required of them is built to a satisfactory level.

Benefits of Job Instruction Training Method:

 It promotes higher levels of employee safety.

 It creates higher levels of productivity.

 It is cheaper than other training methods.

 It maintains best practices.

 It is a simple method of learning.

 It reduces outside influences.

 It gives new workers more confidence.

 It creates a systematic approach.

Limitations of Job Instruction Training Method:
  It still carries a training cost.

 It is only as good as the trainer.

 It creates a time requirement which must be met.

 It reduces corporate control of the training process.

 It may create a disturbance in the workplace.

 It does not prevent all accidents.

 It can reduce team productivity levels.

2. Job Rotation Training Program:

Job rotation is a strategy where employees rotate between jobs at the same business.  Employees take
on new tasks at a different job for a period of time before rotating back to their original position. With
a job rotation system, employees gain experience and skills by taking on new responsibilities. Job
rotations are meant to promote flexibility, employee engagement, and retention.
 A popular HR strategy where companies move around their employees to different kinds of
jobs inside the organization for the benefit of the employer as well as employee is called job
rotation. Job rotation has been designed to increase the level of motivation and interest level
among employees.
 Despite having several benefits to skill development, job rotation is needed more
than employee training. For this kind of change in work procedure a simple job rotation
training is also needed by an employee for effective productivity.
 A job rotation program can be understood as a proper and most effective tool for understanding
employees. It is used by most HRs as a strategy and is about settling all employees in the right
place where they will be able to deliver the best results.
 The employees are not much aware of what it may look like to do until they have laid their
hands on a specific job. If the job happens to be rotated or maybe if they have been exposed to
other different operations, they may also identify what they are really good at and what they
could be enjoying.
  Job rotation will help all managers and individuals to identify their knowledge, attitude as well
as skills. It may be used to see and determine who needs to upgrade their skills in order to give
a better performance.
 When employees have been exposed to different kinds of jobs or have been assigned with new
tasks, you must try to give them their best while dealing with them effectively in the challenges
that come their way.
 If you want your job rotation program to be successful, you need to do the following:

Set goals: What do we hope to accomplish?

Create the job rotation program design: Which employees will rotate to which positions?

Analyze the program: How are employees (and your business) benefitting from this?

A job rotation program doesn’t mean employees are promoted, although promotions do happen. Employees
typically move laterally from job to job.

Benefits of Job Rotation Method:

 It reduces the exposure to fulfilling the demands of only one job role.
 It minimizes the strain, physiological stress and fatigue associated to one
particular job role.
 It reduces the fear of employee to be stuck on high risk job.
 It improves the work efficiency and productivity of employees.
 It increases work flexibility among employees and improve the skill base.
 It provides relief from boredom and complacency.
 It helps to decrease absenteeism and turnover in the organization.
 Allows managers to see your hidden talents
 Helps in exploring interests and ideas
 Helps in aligning all requirements and competencies

Limitations of Job Rotation Method:

 Can be costly and time consuming

 Could end up with disgruntled employees

 It won’t fix all one’s problems

 Might not be feasible for some industries

 Business could suffer

3. Lecture Training Method:

Lecture method of teaching is the oldest teaching method applied in educational institution. This
teaching method is one-way channel of communication of information. Students’ involvement in
this teaching method is just to listen and sometimes pen down some notes if necessary during
the lecture, combine the information and organized it.

 Lecturing is an old-fashioned instructional method of delivering information verbally. This

model represents an oral tradition that dates back to the Middle Ages. The term lecture came
into use during the 14th century as a verb meaning "to read or deliver formal discourses." The
person presenting a lecture during this time was often called a reader because they recited
information from a book to students that recorded it verbatim.
 The lecturing method of oral presentation may take different forms depending on the purpose
of the instruction.  The most common forms are 1) the illustrated lecture, where the speaker
relies on visual aids to convey an idea to the students; 2) the briefing type of lecture, where the
speaker presents the information without any elaborate material to support the ideas; 3) a
formal speech where the purpose is to inform, entertain, or persuade the audience; or 4) the
teaching lecture for which the instructor must plan and deliver a concise oral presentation in
order for the students to achieve the desired learning outcomes.

 This method is economical and can be used among large number of students. It saves time and
also covers syllabus. It is the simplest method for teachers and does not require any
arrangements. It gives the students training in listening. It provides an opportunity an
opportunity for better clarification of the topics and lying stress on significant ideas. It brings a
personal contact and touch to impress or influence the pupils.

 The lecture method is considerably cheap to operate since no special teaching aids are required.
It requires nominal planning. Its expository nature provides the teacher a feeling of security as
the “influential figure” in the class. No matter how easy this method may appear, teachers must
make efforts, to plan and organize their lecture to cover the subject matter to be presented and
the manner in which it will be presented.

 The primary advantage of a lecture is its ability to present a large number of facts in a short
period of time but it is necessary that the students should accept and understand the subject
matter to be presented. Lecture method makes fewer demands on the teacher’s time for
planning and preparing and is therefore an attractive and easy method of teaching. It is very
useful in conveying factual information when introducing new topic.

 Although technology-based training is becoming increasingly popular, training experts

agree that it will never completely replace classroom training. At present, an
overwhelming number of companies continue to use classroom training alongside an
increasing amount of technology-based training, such as e-learning and computer-based
training. Today, there is an array of techniques, methods, activities, and training aids
available to create and present memorable, meaningful, and successful classroom training
sessions.
  During a typical lecture, an instructor stands before their class and presents information to
students. Lecturing can go on for any amount of time on any topic. They are versatile in that
sense but quite limited in others.

Benefits of Lecture Training Method:

 Effective lecturers can communicate the intrinsic interest of a subject through their
enthusiasm.
 Lectures can be specifically organized to meet the needs of particular audiences.
 Lectures can present large amounts of information.
 Lectures can be presented to large audiences.
 Lecturers can model how professionals work through disciplinary questions or
problems.
 Lectures allow the instructor maximum control of the learning experience.
 Learning material is not required.
 Lectures appeal to those who learn by listening.

Disadvantages of Lecture Training Method:

 Lectures fail to provide instructors with feedback about the extent of student
learning.

 In lectures, students are often passive because there is no mechanism to ensure that
they are intellectually engaged with the material.

 Students' attention wanes quickly after fifteen to twenty-five minutes.

 Information tends to be forgotten quickly when students are passive.

 Lectures presume that all students learn at the same pace and are at the same level
of understanding.
  Lectures are not suited for teaching higher orders of thinking such as application,
analysis, synthesis, or evaluation; for teaching motor skills, or for influencing
attitudes or values.

 Lectures are not well suited for teaching complex, abstract material.

 Lectures require effective speakers.

 Lectures emphasize learning by listening, which is a disadvantage for students who

have other learning styles.

4. Demonstration Training Method:

The word demonstration means to give demos or to perform the particular activity or concept. In
demonstration method, the teaching-learning process is carried in a systematic way. Demonstration
often occurs when students have a hard time connecting theories to actual practice or when students
are unable to understand applications of theories. In order to make a success of demonstration
method, three things are necessary.

 A demonstration is a visual display of how to do something or how something works. To be

effective, a demonstration should, at a minimum, be accompanied by a lecture and preferably
by a discussion.
 Characteristic of demonstration method
(1) The demonstration should be done in a simple way.
(2) In this strategy, attention is paid to all students.
(3) Goals and objections of demonstration are very clear.
(4) It is a well-planned strategy.
(5) Time is given for rehearsal before the demonstration.
 This teaching method can be effective if the students are attentive and want to learn. It can also
work if the teacher is dedicated to his or her profession and willing to spend time to create or
prepare the demonstration models.
 The effect can be even better if the teacher can encourage students to listen and watch. It’s also
better to discuss the presentation, model or skills afterwards for a better understanding of the
concept. This way, students will find it easier to apply the new knowledge step-by-step in the
practical field.
 Steps needed for Demonstration method
Demonstration method needs proper planning for effective demonstration. Keep the following
points in mind before given demonstration to students. Advance lesson planning before
demonstration
         Plan demonstrations of the correct length to do the job on time.
         Make sure that materials, tools, Sheets, and other required items for demonstration at
hand and properly arranged.
         Explain the objectives of the demonstration and develop interest in students.
         Tell students the important points to look for in the demonstration.
         Explain the new terms and parts of the demonstration.
         Supplement the demonstration with visual aids whenever possible.
         Make sure that students can see the object of demonstration and hear clearly.
         During demonstration the teacher should face students and talk to them.
         Form connections with previous and future lessons if possible.
         Perform the demonstration at correct pace for clear understanding.

Benefits of Demonstration Method:

 This strategy improves the understanding of complex skills and principles.

 Students can pay their attention and follow along with the learning process.
 Knowledge becomes permanent because this method requires different human senses.
 Students are motivated to study and gain necessary skills.
 No time is wasted because students see the process live and understand how to apply
theoretical knowledge practically.
 Any simple or complex sill becomes easy to understand
 It helps a student in having a deeper understanding of the topic.
 It helps students remain active in teaching -learning process.
 It leads to permanent learning.
  It imparts maximum learning to students.

Limitations of Demonstration Method:

 It can be used only for skills subjects

 Students are not allowed to ask questions or start discussions during the demonstration.
 Only technical and training skills can be taught this way.
 Universities and colleges often lack the equipment necessary for making the
‘demonstrative’ models.
 This method requires a significant effort from the teacher.
 The method is limited to particular teaching situations only.
 Students cannot benefit with direct and personal experiences as teacher carry out the
demonstration.
 It can be costly as it requires costly materials.
 It can be a time-consuming method.
 It is not based on learning by doing.
 This method does not provide training for the scientific method.
 There is a lack of experienced teachers to carry out the demonstration.

5. Computer-Based Training (CBT) Method:

Computer-based training is becoming increasingly prevalent as technology becomes more widespread

and easy to use. Though traditional forms of training are not likely to be replaced completely by
technological solutions, they will most likely be enhanced by them.

 Human interaction will always remain a key component of workplace training. Nonetheless, it
is a good idea to look more closely at what training technologies have to offer and how they
might be used to supplement existing training programs or used when developing new ones.
 Computer-based training formats vary from the simplest text-only programs to highly
sophisticated multimedia programs to virtual reality. Consider the following types: Text-
only. The simplest computer-based training programs offer self-paced training in a text-only
 format. These programs are similar to print-based, individualized training modules with the
addition, in most cases, of interactive features.
 CD-ROM. A wide variety of off-the-shelf training programs covering a broad range of
workplace topics are available on CD-ROM. Programs can also be created by training
consultants for the specific needs of the particular organization or individual departments.
 Multimedia. These training materials are an advanced form of computer-based training. They
are much more sophisticated than the original text-only programs. In addition to text, they
provide stimulating graphics, audio, animation, and/or video. Multimedia tends to be more
provocative and challenging and, therefore, more stimulating to the adult mind.
 Virtual reality. Virtual reality is three-dimensional and interactive, immersing the trainee in a
learning experience. Most virtual reality training programs take the form of simulation, which
is a highly effective form of training. It is hands-on experience without the risks of actual
performance. Flight simulators, for example, have been used successfully for years to train
airline and military pilots in critical flying skills, as well as to prepare them for emergency
situations in a safe and forgiving environment.

In addition to computer-based training, many companies with employees in a variety of locations

across the country are relying on other technologies to deliver training. This method is becoming more
and more popular as access to the Web becomes more widely available with the help of other
electronic device. Some examples include:

 Web-based training
 Tele- or videoconferencing
 Audio conferencing
 Web meetings, or webinars
 Online colleges and universities
 E-mail

Benefits of Computer-Based Training (CBT) Method:

 Computer-based training programs are easy to use.

 They can often be customized or custom designed.
 They are good for helping employees develop and practice new skills.
  They are useful for refresher training. They are applicable to self-directed learning.
 They can be cost-effective because the same equipment and program can be used by
large numbers of employees.
 They are flexible because trainees can learn at their own pace and at a time that’s
convenient for them. Computer-based programs are available 24 hours a day, 7 days a
week. No matter which shift an employee works, training is always available.
 Some programs are interactive, requiring trainees to answer questions, make choices,
and experience the consequences of those choices. This interaction generally results in
greater comprehension and retention.
 They are uniform, which makes it possible to standardize training.

Limitations of Computer-Based Training (CBT) Method:

 These programs require trainees to be computer literate.

 They require trainees to have computer access.
 There is little or no interaction with a trainer; if trainees have questions, there’s no one
to ask.
 These programs are not effective at teaching “soft-skills,” such as customer service,
sales, or sensitivity training.
 They are not the best choice for new or one-time training. Trainers need live interaction
to ensure new skills or concepts are being communicated. Trainees need to be able to
ask questions and receive feedback.

Conclusion:

Now-a-days business does not mean just selling and purchasing the products or services. This is very
important to conduct the business in an organized and effective manner. A well running business needs
strong, efficient, skilled and talented and a loyal workforce, who are also to be satisfied with their job.
They are to do their job in the ways the organization wants to achieve its goal. This is why, the concept
of Training and Development originated. In present era all big and small business organizations give
emphasize on having a trained and developed workforce so that they can compete strongly in both
inside and outside the national boundary.

References:

1. https://www.assignmentpoint.com/science/pharmacy/training-development-process beximco-
limited.html
2. https://www.scribd.com/document/120335453/Assignment-on-Training-Development
3. https://www.iedunote.com/methods-of-training
4. https://hrdailyadvisor.blr.com/2019/05/22/the-most-effective-training-methods/
5. https://www.instantassignmenthelp.com/training-and-development-importance
6. http://www.centerod.com/training-program-descriptions/
7. https://www.edgepointlearning.com/blog/top-10-types-of-employee-training/
8. https://www.yourarticlelibrary.com/human-resource-development/methods-of-training-on-the-
job-training-method-and-off-the-job-methods/32369
9. https://simplifytraining.com/article/most-effective-training-techniques/
10. https://intellipaat.com/blog/types-of-training-methods-and-techniques/