2. Off-the-job methods. 1. On-the-job Methods: (a)

2. Off-the-job methods.


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On-the-job Methods:

(a) Coaching:

On-the-job coaching is a procedure by which a superior teaches job knowledge and skills to a subordinate.

(b) Job Rotation:

The trainee is periodically rotated from job to job so that he acquires a general background of different jobs.

(c) Special Projects:

Under this method, a trainee is assigned to a project that is closely related to the objectives of his department. The trainee will study the problem and make recommendations upon it.

(d) Committee Assignments:

Under this method, an ahoy committee is constituted and is assigned a subject to discuss and make recommendations. The committee will make a study of the problem and present its suggestions to the departmental head. 2.

Off-the-job Methods:

(a) Role Playing:

Role-playing techniques are used for human relations and leadership training. Under this method, a conflict situation is artificially constructed and two or more trainees are assigned different parts to play. Its purpose is to give trainees an opportunity to learn human relations skills through practice and to develop insights into one’s own behaviour and its effect upon others.

(b) Case Study:

Under this method, the trainees may be given a problem to discuss which is more or less related to the principles already taught. This method gives the trainee an opportunity to apply his knowledge to the solution of realistic problems.

(c) Conference Training:

The trainee as a member can learn from others. The conference is ideally suited to learning about problems and issues and examining them from different angles.

(d) Management Games:

A management game is a classroom exercise in which teams of students compete against each other to achieve common objectives.

The game is designed to be a close representation of real-life conditions.

(e) Sensitivity Training or T Group Training:

It is an experience in interpersonal relationships which results in change in feeling and attitudes towards oneself and others.

(f) Special Courses:

The executives may be required to attend special courses, which are formally organised by the enterprise with the help of experts from educational institutions.


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