Explain the pros and cons of at least 4 training techniques discussed in this chapter. On the job training Pros: The training can be made extremely specific to the employee’s needs. It is highly practical and reality-based. It also helps the employee establish important relationships with his or her supervisor or mentor. Cons: Training is not standardized for employees. There is often a tendency to have a person learn by doing the job, providing no real training. Computer and internet-Based training
Pros: It is easy to provide this training and the trainer can follow-up with questions and discussion. It is also easy to assure that the same information is presented to each trainee. Cons: It is expensive to develop. Most trainers choosing this option must purchase the training from an outside vendor, making the content less specific to their needs. Coaching Pros: The development can be targeted and truly individualized. The initial and ongoing investments in executive coaching can be controlled and modest.
At least for the individual, the impact can be measurable, substantive and fairly immediate. It can be a discrete and quiet intervention. Cons: coaching can be a challenge to categorize and/or scale up. Coaching is sometimes used as a substitute or replacement for strong leadership and managerial courage. As organizations strive to achieve “scale” in their coaching efforts, it is easy to lose control of: The “message” and content Costs Quality Managers’ and executives’ expectations Job rotation
The Review on The Impact of Training and Development on the Employees of the Insurance Sector in Jordan
The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers , All employees want to be valuable and remain competitive in the labour market at all times. This can only be achieved through employee training and development. Employees will always want to ...
Pros: job rotation can lead directly to the accelerated development of new members of staff. Job rotation can be a powerful way of developing organizational successes. Enabling staff to work in different areas of the organization through job rotation and job swaps can contribute to knowledge retention and management by spreading individuals’ expertise more widely within the organization. Cons: Job swaps are easier to organize and resource than a rotation program, although the potential scale and scope of the development opportunities are correspondingly smaller.
The return on investment in job rotation for selected groups such as graduates and high achiever can be comparatively low without effective selection arrangements. Job rotation for selected groups can make considerable demands on the support of the colleagues of participants. This can cause resentment where their support is provided for those they perceive to be members of a fortunate group or to be meant for higher things rather than continuing to work alongside them as colleagues.