Training methods used for the Development of Employees & Enrichment of Organization

Training Methods

The organizational strategy and training are very essential to show the benefits of using strategic view and perception of training, since by linking this strategy with human resource actively, particularly on training and development, it will contribute to the success and enrichment of the organizations (Milhem, Abushamsieh & Aróstegui, 2014).

The need for developing our employees is compelling because a sound training and a development plan has its contributions to increasing productivity and quality of work (Niazi, 2011).

A well-organized development program helps employees gain similar skills and knowledge, thus bringing them all to a higher uniform level. This simply means that the whole workforce is reliable, so the company or organization doesn’t have to rely only on specific employees (Raheja, 2015).

Below given are the common main two types of training

 

1.      On-The-Job Training

On-the-job training (OJT) refers to new or inexperienced employees learning in the work setting and during work by observing peers or managers performing the job and trying to imitate their behavior (Noe, 2010).

 

OJT can be useful for training newly hired employees, upgrading experienced employees’ skills when new technology is introduced, cross-training employees within a department or work unit, and orienting transferred or promoted employees to their new jobs (Noe, 2010). 

According to Raheja (2015) Coaching, Mentoring, Job Rotation, Job Instruction Technology, Apprenticeship & Understudy are the commonly used On-the-job Training Methods.

 

2.      Off-The-Job Training

Off-the-job training can involve group discussions, one-to-one tutorials, lectures, reading, training courses and workshops (Kempton, 1995). According to Kempton (1995), this type of training enables trainees to learn and apply new skills and knowledge in a safe working context (Cited in Milhem, Abushamsieh & Aróstegui, 2014).

 

Off-the-job training methods are conducted in separate from the job environment, the study material is supplied, there is full concentration on learning rather than performing, and there is freedom of expression (Raheja, 2015).

 

Table 1. An overview of the training methods cited in Martin et al (2014).

Training method	Definition	Example	References
Lecture	Involves the dissemination of training material by a trainer to a group of trainees, by means of verbal instruction.	The Interactive E-classroom allows students to watch and listen to the lecture presented by the course instructor, while automatically being shown the corresponding slides and/or lecture notes on a single web interface	Zhang, Zhao, Zhou, & Nunamaker, 2004
Mentoring and apprenticeship	Involves a one-on-one partnership between a novice employee with a senior employee. Mentorship aims to provide support and guidance to less experienced employees whereas apprenticeship is for the development of job skills.	The Organizational Development & Learning Centre at the University of Toronto offers mentoring programs of a 12-month duration, which partner staff with more senior university leaders to assist them in enhancing their job skills and their university experience	Andrews & Chilton, 2000
Role play	Requires trainees to assume a character and act out the role in a make-believe scenario or series of scenarios; learning comes by way of reflection on the play.	Reference assistants training at a library, has the trainees play out scenarios which are then followed by a trainer-led discussion	Sheets, 1998
Stimulus-based training	Using some type of stimulus (i.e., music, works of art, narratives, etc.) to motivate the learner to learn. The training induces a state of being (e.g., relaxation or awareness) in the participants to achieve learning.	The use of music to eliminate or lessen failure cues and to induce a state of relaxation or success cues in students to promote learning of mathematics	Lam, Kolomitro, & Alamparambil, 2011; Kumagai, 2008; Zemke, 1995
Team-training	Intended exclusively for groups of individuals that behave interactively, to either improve mutual knowledge within a team or to train the team on a team-specific skill.	The exercise which has each team member write opinions to a prompt question, then come to a team consensus	Wheelan, 2005; Craig, 1996
Internship	Involves supervised, practical training while on the job where the trainee is permitted to work in the position for which they are training, but with some restrictions and with substantially less pay or no pay.	The successful completion of a 1-year internship is required of all clinical and counseling psychology students in the United States; this internship is supervised by an experienced psychologist and is overseen by the Association of Psychology Postdoctoral and Internship Centers	Ballard & Carroll, 2005; Stedman, 1997

Source: (Cited in Martin et al, 2014)

 

Training & Development in FMCG industry

Competitive advantage may come, among other organizational activities, from or through faster learning, sustained innovation, reduced cycle times, improved sensitivity and co-evolution with markets, or a unique blend of technology and practice (Sheikh, 2008).

In the FMCG industry at global level, the business environment has changed with intense pressure on organizations, to become ‘Learning Organizations’ and stay ahead of their competitions by bringing innovation/reinvention in training and development strategy while emphasizing planning, designing, implementing and evaluating the training programs (Niazi, 2011).

Below is an example of how Tesco plc, trading as Tesco, is a British multinational groceries and general merchandise retailer gives importance to Employee Learning, Training & Development.

 

Source: (Tescoplc, 2021).

Learning at Tesco

👉Learning at Tesco is a learning platform for Employees. Employees have the opportunity to gain the knowledge and skills to support employee performance and career and to be the best. Employees can sign up for virtual and face-to-face workshops, complete e-learning modules, or access articles and videos from Tesco’s learning partners, keeping track of Employee progress. This is designed to support Employees to take ownership of the career, either to develop personally, build confidence in an existing role, or grow further (Tescoplc, 2021).

Source: (Tescoplc, 2021).

👉38,174 managers across the Tesco Group had received line manager development training in 2019/20. This training covers a broad spectrum of skills including managing a team, coaching, and helping manage their teams through change (Tescoplc, 2021).

👉In 2019/20, Tesco had trained over 1,400 colleagues through the dedicated program to ensure that all our colleagues, no matter what employee role, have digital skills at work, personally, and for the future. Also, has over 160 Digital Champions across the UK business, who are helping colleagues with practical skills, from managing staff hours digitally to keeping employee personal details safe and secure online (Tescoplc, 2021).

👉Tesco had offered different levels of apprenticeships, from a Level 2 retail apprenticeship to a Level 5 high education apprenticeship. In 2019/20 Tesco had offered 675 new UK apprenticeships (Tescoplc, 2021).

Video 1 (1:57) Features:

This video is about how Tesco employees willingly multi-task with plenty of variety. Within one shift how could one be guiding a customer to a product, serving on the checkouts, helping to fill shelves, taking delivery, or moving stock around the warehouse (Tesco News, 2018).

Source: (Tesco News, 2018)

 

Reference

Martin, B. O., Kolomitro, K. and Lam, T. C. M. (2014) Training Methods: A Review and Analysis. Human Resource Development Review, 13(1) 11–35.

Milhem, W. Abushamsieh, K. & Aróstegui, M. N. P (2014) Training Strategies, Theories and Types. Journal of Accounting – Business & Management, 21(1) 12-26.

Niazi, A. S. (2011) Training and Development Strategy and Its Role in Organizational Performance. Journal of Public Administration and Governance, 1(2) 42-57.

Noe, R. A. (2010) Employee Training and Development. Fifth Edition. [online] New York: McGraw-Hill/Irwin. Available from https://www.academia.edu/37000720/Employee_Training_and_Development  [Accessed 5 April 2021].

Raheja, K. (2015) METHODS OF TRAINING AND DEVELOPMENT. INNOVATIVE JOURNAL OF BUSINESS AND MANAGEMENT, 4(2) 35-41.

Sheikh, S. A. (2008) Use of new knowledge and knowledge management to gain competitive advantage. Communications of the IBIMA, 1 34-41.

Tesco News (2018) Customer Assistant | Explore our world | Tesco. [online video] Available from https://www.youtube.com/watch?v=OBS-IwIFXBA  [Accessed 15 April 2021].

Tescoplc (2021) Skills and Training. [online] tescoplc. Available from https://www.tescoplc.com/sustainability/people/employment-skills/skills-and-training/  [Accessed 15 April 2021].