The
four techniques for on the job development are:
1)
COACHING
2)
MENTORING
3) JOB ROTATION
4) JOB INSTRUCTION TECHNIQUE (JIT)
1.) Coaching is
one of the training methods, which is considered as a corrective method for
inadequate performance. According to a survey conducted by International
Coach Federation (ICF), more than 4,000 companies are using coach for their
executives. These coaches are experts most of the time outside consultants.
A
coach is the best training plan for the CEO‘sbecause
It is one to one interaction
It can be done at the convenience of CEO
It can be done on phone, meetings, through e-mails,
chat
It provides an opportunity to receive feedback from
an expert
It helps in identifying weaknesses and focus on the
area that needs improvement
This
method best suits for the people at the top because if we see on emotional
front, when a person reaches the top, he gets lonely and it becomes difficult
to find someone to talk to. It helps in finding out the executive‘sspecific
developmental needs. The needs can be identified through 60 degree performance
reviews.
Procedure
of the Coaching
The procedure of the coaching is mutually determined
by the executive and coach. The procedure is followed by successive counseling
and meetings at the executive‘sconvenience by the coach.
1. Understand
the participant‘sjob, the knowledge, skills, and attitudes, and resources
required to meet the desired expectation
2. Meet
the participant and mutually agree on the objective that has to be achieved
3. Mutually
arrive at a plan and schedule
4. At
the job, show the participant how to achieve the objectives, observe the
performance and then provide feedback
5. Repeat
step 4 until performance improves
For the people at middle level management, coaching
is more likely done by the supervisor; however experts from outside the
organization are at times used for up and coming managers. Again, the
personalized approach assists the manger focus on definite needs and
improvement.
2.) Mentoring is
an ongoing relationship that is developed between a senior and junior employee.
Mentoring provides guidance and clear understanding of how the
organization goes to achieve its vision and mission to the junior employee.
The meetings are not as structured and regular than
in coaching. Executive mentoring is generally done by someone inside the
company. The executive can learn a lot from mentoring. By dealing with diverse
mentee‘s, the executive is given the chance to grow professionally by
developing management skills and learning how to work with people with diverse
background, culture, and language and personality types.
Executives also have mentors. In cases where the
executive is new to the organization, a senior executive could be assigned as a
mentor to assist the new executive settled into his role. Mentoring is one of
the important methods for preparing them to be future executives. This method
allows the mentor to determine what is required to improve mentee‘sperformance.
Once the mentor identifies the problem, weakness, and the area that needs to be
worked upon, the mentor can advise relevant training. The mentor can also
provide opportunities to work on special processes and projects that require
use of proficiency.
Some
key points on Mentoring
Mentoring focus on attitude development
Conducted for management-level employees
Mentoring is done by someone inside the
company It is one-to-one interaction
It helps in identifying weaknesses and focus on the
area that needs improvement
3.) For the
executive, job rotation takes on different perspectives. The executive
is usually not simply going to another department. In some vertically
integrated organizations, for example, where the supplier is actually part of
same organization or subsidiary, job rotation might be to the supplier to see
how the business operates from the supplier point of view.
Learning
how the organization is perceived from the outside broadens the
executive‘soutlook on the process of the organization. Or the rotation might be
to a foreign office to provide a global perspective. For managers being
developed for executive roles, rotation to different functions in the company
is regular carried out.
This approach allows the manger to operate in
diverse roles and understand the different issues that crop up. If someone is
to be a corporate leader, they must have this type of training. A recent study
indicated that the single most significant factor that leads to leader‘sachievement
was the variety of experiences in different departments, business units,
cities, and countries.
An organized and helpful way to develop talent for
the management or executive level of the organization is job rotation. It is
the process of preparing employees at a lower level to replace someone at the
next higher level. It is generally done for the designations that are crucial
for the effective and efficient functioning of the organization.
Some
of the major benefits of job rotation are:
It provides the employees with
opportunities to broaden the horizon of knowledge, skills, and abilities by
working in different departments, business units, functions, and countries
Identification of Knowledge, skills, and
attitudes (KSAs) required It determines the areas where improvement is required
Assessment of the employees who have the potential
and caliber for filling the position
4.) Job Instruction Technique (JIT) uses
a strategy with focus on knowledge (factual and procedural), skills and
attitudes development.
JIT
Consists of Four Steps:
Plan –This
step includes a written breakdown of the work to be done because the trainer
and the trainee must understand that documentation is must and
important for the familiarity of work. A trainer who is aware of the work well
is likely to do many things and in the process might miss few things.
Therefore, a structured analysis and proper documentation ensures that all the
points are covered in the trainingprogram. The second step is to find out what the
trainee knows and what training should focus on. Then, the next step is to
create a comfortable atmosphere for the trainees‘i.e. proper orientation
program, availing the resources, familiarizing trainee with the training
program, etc.
Present
–In this step, trainer
provides the synopsis of the job while presenting the participants the different
aspects of the work. When the trainer finished, the trainee demonstrates how to
do the job and why is that done in that specific manner. Trainee actually
demonstrates the procedure while emphasizing the key points and safety
instructions.
Figure
6.1 : Steps in JIT
Trial
–This step actually a
kind of rehearsal step, in which trainee tries to perform the work and the
trainer is able to provide instant feedback. In this step, the focus is
on improving the method of instruction because a trainer considers that any
error if occurring may be a function of training not the trainee. This step
allows the trainee to see the after effects of using an incorrect method. The
trainer then helps the trainee by questioning and guiding to identify the
correct procedure.
Follow-up –In
this step, the trainer checks the trainee‘sjob frequently after the training
program is over to prevent bad work habits from developing. There
are various methods of training, which can be divided in to cognitive and
behavioral methods. Trainers need to understand the pros and cons of each
method, also its impact on trainees keeping their background and skills in mind
before giving training.
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