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Unit 2: Strategic Training

Off-the-job techniques include lectures, special study, films, television conferences or discussions, Notes
case studies, role playing, simulation, programmed instruction and laboratory training. Most of
these techniques can be used by small businesses although, some may be too costly.
Orientations are for new employees. The first several days on the job are crucial in the success of
new employees. This point is illustrated by the fact that 60 percent of all employees who quit do
so in the first ten days. Orientation training should emphasize the following topics:
 The company’s history and mission.
 The key members in the organization.

 The key members in the department, and how the department helps fulfill the mission of
the company.
 Personnel rules and regulations.

Some companies use verbal presentations while others have written presentations. Many small
businesses convey these topics in one-on-one orientations. No matter what method is used, it is
important that the newcomer understands his or her new place of employment.
Lectures present training material verbally and are used when the goal is to present a great deal
of material to many people. It is more cost effective to lecture to a group than to train people
individually. Lecturing is one-way communication and as such may not be the most effective
way to train. Also, it is hard to ensure that the entire audience understands a topic on the same
level; by targeting the average attendee you may under-train some and lose others. Despite
these drawbacks, lecturing is the most cost-effective way of reaching large audiences.

Role playing and simulation are training techniques that attempt to bring realistic decision- making
situations to the trainee. Likely problems and alternative solutions are presented for discussion.
The adage there is no better trainer than experience is exemplified with this type of training.
Experienced employees can describe real world experiences, and can help in and learn from
developing the solutions to these simulations. This method is cost effective and is used in
marketing and management training.
Audiovisual methods such as television, videotapes and films are the most effective means of
providing real world conditions and situations in a short time. One advantage is that the
presentation is the same no matter how many times it’s played. This is not true with lectures,
which can change as the speaker is changed or can be influenced by outside constraints. The
major flaw with the audiovisual method is that it does not allow for questions and interactions
with the speaker, nor does it allow for changes in the presentation for different audiences.
Job rotation involves moving an employee through a series of jobs so he or she can get a good feel
for the tasks that are associated with different jobs. It is usually used in training for supervisory
positions. The employee learns a little about everything. This is a good strategy for small
businesses because of the many jobs an employee may be asked to do.
Apprenticeships develop employees who can do many different tasks. They usually involve
several related groups of skills that allow the apprentice to practice a particular trade, and they
take place over a long period of time in which the apprentice works for, and with, the senior
skilled worker. Apprenticeships are especially appropriate for jobs requiring production skills.

Internships and assistantships are usually a combination of classroom and on-the-job training.
They are often used to train prospective managers or marketing personnel.
Programmed learning, computer-aided instruction and interactive video all have one thing in
common: they allow the trainee to learn at his or her own pace. Also, they allow material
already learnt to be bypassed in favour of material with which a trainee is having difficulty.

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