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ADMS 3410 (9)

Chapter 7 notes Chapter 7 notes

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York University
Administrative Studies
ADMS 3410
Mark Podolsky

Chapter 7: On the job training methods The most common method of training is on the job training where a trainee receives instruction at their workstation. Though it’s common it’s often misused since this is often not well planned. Also often the trainers are not trained in how to be efficient trainers. -Poor employees teach undesirable work habits and attitudes to new employees. Job training methods Job Instruction training: formal, systematic and has 4 steps: preparation, instruction, performance and follow up. Similar to behaviour modelling. -Trainer demonstrates task performances and provides opportunities for trainee to practice while the trainer provides feedback and reinforcement. *Prepare*: breaks down the job into small tasks and prepares all equipment. Then the trainer must also prepare the trainee, putting them at ease, guaranteeing the learning and building interest and showing a personal advantage. *Instruct*: Telling (slowly to they can absorb the information), showing, explaining (safety, show why it’s important and key points) and demonstrating the task to the trainee. Trainee should be slightly behind or beside the trainer so that the job is viewed realistically. Ask trainee to redo task and encourage questions. *Performance* performs task under guidance and trainer provides feedback and reinforcement. Each task is learned in a similar way so it can be repeated without error. Ensure initial success, ask trainee to explain steps, gently suggest improvements, provide feedback and enforce correct behaviour. Instruction training should not be managed differently from other types, should be integrated with other training methods and ownership must be maintained even when consultants are used and trainers must be chosen with care and trainer properly. Performance Aids: decide that helps employee perform job. Can be signs (have you turned off the computer?), trouble shooting ads, instructions, special tools, checklists...etc. -memorizing of sequences and tasks can take too much time especially if the task isn’t repeated daily and so performance aids help save that time. Job rotation: Trainees are exposed to different jobs, functions and areas within an organization. Ongoing career development program. Objective is to learn a variety of tasks and skills. -effective for cross training employees (training employees to perform each other’s jobs). This provides greater flexibility. -Benefits include higher job satisfaction, more opportunities for career advancement and a higher salary. -Disadvantage: if not enough time is spent in each area, they might not be fast enough to complete assignments. Apprenticeships: training method for skilled trade workers that combines on the job and classroom training. -Highly dependent on employers as they must be willing to sponsor apprentices and provides job training. -Many employers are against apprentice training because they don’t see benefits. -For every dollar invested in an apprentice and that’s an apprentice’s productive value exceeds the training costs by the end of 2 nd year at latest. -Home grown ppl are more productive than externally trained people. -Apprenticeship training can be an effective
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