In case of complicated and technical jobs, where morenunderstanding, skill and experience is required, training isnimparted off the job. Many big enterprises, institutions,nbanks, hotels etc. have their own staff training colleges, schools and institutes, where off the job training is imparted to their employees. Important off the job methods are asnunder:
(a) Vestibule training
(b) C lass room training
(c) Conference method
(d) Case study method,
(i) Conference/Lectures and Seminars Method. Top level management holds conference and shares his views with the employees. He tells employees about the latest development in the field and new ideas. He also makes themnaware with the forbids their repetition. Workers call also solutions of the problems by asking certain questions. This is very easy method and is adopted at all levels of training.
(ii) Internship Training. In order to make effective
coordination between theoretical education and practical training, this method is adopted. In medical, auditing, management and lawyers” profession internship training is essential. The candidates while in institutions, or sometimes even after their theoretical education receive internship training in hospitals, courts, management institutions and auditing firms. The method makes familiar with the complicationsnand intricacies of the work but on the other hand, this method is time consuming.
(iii) Discussion or Class-room training. The train-
ees assemble in the class-room and hear the lectures delivered by specialists and pre fessors in the field. They gain specific knowledge and. remove their doubt- and seek clarification by mutual discussion.
(iv) Case study method. In order to solve many management problems the social, economic and technical aspect of the problem is to be studied. Here, in this method, the worker is entrusted with the problem. He is briefed about it and asked to study its various aspects and suggest the solutions. The worker while tackling the problem learns a lot of things.
(v) Role Playing. Under this method of training practical knowledge of the work is imparted through assigning roles of manager, supervisor, worker, customer etc. The employee learns how to deal with the complexities of interdependence and interactions involved in different roles. For example, suppose there are two officers, one acting as line officer and other as staff officer. If their roles are interchangedthen the two will be facing problems in their different capacities. This way better relationship can be developed and the two way enhance their mutual understanding of the responsibilities.
(vi) Training in the management institutes and universities. Training is arranged in different training colleges,nuniversities and management institutes. Various diploma and degree courses are available in these institutions, just as teachers training and diploma/degree in Business administration. Indian Institute of Foreign Trade also imparts training in foreign trade. Desirous candidates and employees of business establishments join these courses and gain knowledge in the specific field.
(vii) Brainstorming. This method seeks to solve
business problems by the process of collective analysis ofnthe problem. A group of people from various fields is invitednto put forward their ideas, knowledge and experience. After careful analysis and observation best course of action relating to business problem is selected. In other words, the experience of trainees.
(viii) Sensitivity Training. With the object of pro-
moting better human relation, “T-Group” (raining method was developed by the National Training Laboratories in the U.S.A.) Under this method small groups are formulated and their members interact amongst themselves without any formal agenda of discussion at their hands. The basic behind this method of training is to encourage the trainees to act as a group and to observe their interaction skills.
