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Table 7.2 - Principles of On-the-Job Training

Table 7.2 - Principles of On-the-Job Training

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Hands-on Methods (cont.)

Advantages



Disadvantages



 Allows trainees to learn at  Trainees must be

Self directed

learning –

their own pace and

motivated to learn on

receive feedback about

their own.

employees take

the learning performance.  Higher development

responsibility for all

aspects of learning  Requires fewer trainers,

costs.

including when it is

reduces costs associated  Development time is

conducted and who

with travel and meeting

longer.

will be involved.

rooms, and makes

multiple-site training more

realistic.

 Provides consistent

training content.

 Makes it easier for shift

employees to gain access

to training materials.

7-12



Hands-on Methods (cont.)

Advantages

Apprenticeshi

p

work-study

training method

with both onthe-job and

classroom

training.



 Learners can earn pay while

they learn.

 Involves effective learning

about “why and how.”

 Results in full-time

employment for trainees

when the program is

completed.

 Meets specific business

training needs and help

attract talented employees.



Disadvantages

 High development

costs.

 Increased time

commitment required

of management and

journey workers.

 Limited access for

minorities and

women.

 No guarantee of fulltime employment.

 Training results in

narrow focus

expertise.

7-13



Hands-on Methods (cont.)

 Simulation - training method that

represents a real-life situation, with

trainees’ decisions resulting in outcomes

that mirror what would happen if they

were on the job.

Is used to teach production, process skills,

management, and interpersonal skills.



7-14



Hands-on Methods (cont.)

 Case studies - description about how

employees or an organization dealt with a

difficult situation.

Trainees are required to analyze and critique

the actions taken, indicating the appropriate

actions and suggesting what might have been

done differently.

Assumes that employees are most likely to

recall and use knowledge and skills if they

learn through a process of discovery.

7-15



Hands-on Methods (cont.)

Appropriate for developing higher order

intellectual skills such as analysis, synthesis,

and evaluation.

Help trainees develop the willingness to take

risks given uncertain outcomes, based on

their analysis of the situation.

The case may not actually relate to the work

situation or problem that the trainee will

encounter.

7-16



Table 7.5 - Process for Case

Development



7-17



Hands-on Methods (cont.)

 Business games - require trainees to

gather information, analyze it, and make

decisions.

Is primarily used for management skill

development.

Stimulates learning because participants are

actively involved and games mimic the

competitive nature of business.



7-18



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Table 7.2 - Principles of On-the-Job Training

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