I. Choose the Correct Answer
1. Off the job training is given Answer: (a) Outside the factory
2. Vestibule training is conducted Answer: (b) In a situation similar to the actual working environment
3. The process of enhancing new skill and technical knowledge for doing jobs is Answer: (c) Training
4. Learning through practice and experience under a master is Answer: (d) Apprenticeship training
5. The process of improving the knowledge, skill, and attitude of employees is Answer: (e) Training
6. Training methods are broadly classified into Answer: (f) On the job and Off the job
7. Which of the following is not an on the job training method? Answer: (g) Conferences
I-A. Additional MCQs
1. Training conducted at the workplace is called Answer: (a) On the job training
2. Training conducted away from the workplace is called Answer: (b) Off the job training
3. On the job training is conducted at the Answer: (c) Workplace
4. Find the odd one out: Coaching, Mentoring, Job Rotation, Field Trip Answer: (d) Field Trip — it is an off the job training method
5. Which pair is incorrectly matched? Answer: (e) Coaching method — Subordinate Teaches Superior is incorrect; coaching means superior guides subordinate
6. Which statements are correct? Answer: (f) (i) and (ii) — Training improves productivity; Employees get rewards
II. Matching
Q1. Match the following
| |
|---|
| i. Job Rotation | 4. Periodical shifted from one department to another |
| ii. Job Instruction Techniques | 3. How to perform specific tasks |
| iii. Coaching | 1. Guides new employee about skills |
| iv. Mentoring | 2. Sharing knowledge and experience |
Q2. Match the following
| |
|---|
| i. Roleplay | 2. Explained the situation |
| ii. Field Trip | 3. Undertake a journey |
| iii. Seminar | 1. Listen to Lectures |
| iv. E-learning | 4. Technological process |
III. Assertion and Reason
Assertion (A): In roleplay, the situation is explained, roles are assigned, and trainees act out without rehearsal. Reason (R): Roleplay is a method where trainees act out given roles to understand real work situations.
AnswerBoth A and R are true, and R is the correct explanation of A. Roleplay involves explaining a situation, assigning roles to trainees, and having them act out the scenario without prior rehearsal to simulate real workplace situations.
IV. Very Short Answer Questions
Q1. Define Training. Training is the process of enhancing new skills and technical knowledge in employees to enable them to perform their jobs effectively and efficiently.
Q2. What is Mentoring? Mentoring is a one-to-one interaction where a senior person shares knowledge, experience, and guidance with a junior employee to develop their skills and career.
Q3. What is Roleplay? Roleplay is a training method where a situation is explained to trainees, roles are assigned, and they act out the scenario without rehearsal to understand real work situations.
Q4. What is E-learning? E-learning is a technological process of training that uses online platforms, web-based modules, and digital resources to deliver training content to employees.
Q5. What is Job Rotation? Job rotation is a training method where the trainee is periodically shifted from one department to another to gain knowledge and experience about different functions of the organisation.
Q6. What is Internship? Internship is a training method where a superior gives training to subordinates. The trainee learns through experience and observation by working closely with an experienced employee.
Q7. What is Understudy? Understudy is a training method where a superior trains a subordinate as an assistant, preparing the subordinate to take over the superior's position when needed. The subordinate learns by assisting the manager.
Q8. What is Case Study? Case study is a training method where a situation is described in detail, and trainees are asked to find a solution using their theoretical knowledge and practical understanding.
Q9. What is Group Discussion? Group discussion is a training method where participants are divided into groups, each group analyses a problem and prepares solutions, and then all groups discuss their findings together.
Q10. What is Demonstration? Demonstration is a training method where a visual display is used to show how something works or how a task is performed, allowing trainees to learn by observing.
V. Short Answer Questions
Q1. What is Vestibule Training? Vestibule training is an off the job training method conducted in an environment that is similar to the actual workplace. It is used when training on actual machinery could be dangerous or cause damage. Trainees practice on similar equipment in a separate training area before working on the real job.
Q2. What is On the Job Training? On the job training is conducted at the workplace under the supervision of an immediate superior. It follows the principle of "Learning by Doing," where the trainee learns skills by actually performing the job tasks in a real work environment.
Q3. What are the steps in a training programme? The steps in designing a training programme are: 1. Whom to train: Identify the target group of employees who need training. 2. Who is the trainee: Determine the characteristics and needs of the trainees. 3. Who are the trainers: Select qualified trainers — supervisors, co-workers, HR specialists, or external consultants. 4. What method: Choose the appropriate training method based on the nature of the job and trainees. 5. What level: Decide the level of training — basic, intermediate, or advanced.
Q4. Distinguish between Trainer and Trainee.
Answer
| Basis | Trainer | Trainee |
|---|
| Role | Teaches skills | Learns skills |
| Experience | Experienced person | New or less experienced person |
| Selection | Based on expertise | Selected by interest and supervisor recommendation |
| Objective | Impart knowledge and skills | Acquire knowledge and skills |
| Examples | Supervisor, specialist, consultant | New employee, employee needing upskilling |
VI. Long Answer Questions
Q1. Explain the types of training.
Answer
I. On the Job Training Methods:
1. Coaching: The superior or an experienced employee guides and instructs the new employee about skills, methods, and work procedures. It is a one-to-one method where the coach provides continuous feedback.
2. Mentoring: A senior employee (mentor) shares knowledge, experience, and guidance with a junior employee (mentee) through one-to-one interaction. The mentor provides career advice and personal support.
3. Internship/Understudy: The superior gives training to subordinates. The trainee learns through experience and observation by working closely with the superior, preparing to take over the position when needed.
4. Job Rotation: The trainee is periodically shifted from one department to another to gain exposure to different functions of the organisation. This broadens the employee's understanding of the entire business.
5. Job Instruction Techniques (JIT): The trainer explains how to perform specific tasks step by step, demonstrates the task, and then observes the trainee performing it. It follows a structured approach of prepare, present, try out, and follow up.
II. Off the Job Training Methods:
1. Lecture: A trainer delivers information to a group of trainees through oral presentation. It is useful for imparting theoretical knowledge to a large number of trainees.
2. E-learning: Uses online platforms and web-based modules to deliver training content. Trainees can learn at their own pace and convenience using technology.
3. Roleplay: A situation is explained, roles are assigned, and trainees act out the scenario without rehearsal. It helps develop interpersonal skills and understanding of real work situations.
4. Seminar: Trainees listen to lectures from experts on specific topics. It encourages discussion and exchange of ideas among participants.
5. Field Trip: Trainees undertake a journey to another organisation or location to observe operations, learn best practices, and gain practical exposure.
6. Case Study: A detailed situation is described, and trainees analyse the case and find solutions using theoretical knowledge and practical understanding.
7. Group Discussion: Participants are divided into groups. Each group analyses a problem, prepares solutions, and then all groups discuss their findings collectively.
8. Demonstration: A visual display shows how something works or how a task is performed. Trainees learn by observing the demonstration.
9. Conferences: A group meeting where experts and participants discuss specific topics, share experiences, and exchange ideas.
10. Vestibule Training: Training is conducted in an environment similar to the actual workplace. Used when training on real machinery could be dangerous or cause damage.
Q2. Distinguish between On the Job and Off the Job Training.
Answer
| Basis | On the Job Training | Off the Job Training |
|---|
| Meaning | Training at the workplace | Training outside the workplace |
| Approach | Learning by Doing | Learning through theory and practice |
| Location | At the actual workplace | In a classroom or training centre |
| Suitable for | Practical and technical jobs | Conceptual and managerial skills |
| Cost | Less expensive | More expensive |
| Deals with | Specific job-related skills | General skill development |
| Methods | Coaching, Mentoring, Job Rotation, Internship, JIT | Lecture, E-learning, Roleplay, Seminar, Case Study, Group Discussion, Vestibule Training |
Q3. Explain the benefits of training.
Answer
Benefits to the Organisation: 1. Improves the skill and productivity of employees. 2. Reduces wastage of materials and time. 3. Minimises the need for close supervision. 4. Reduces the number of accidents. 5. Helps in achieving organisational goals efficiently.
Benefits to Employees: 1. Increases knowledge, skill, and efficiency. 2. Enables faster promotion and career growth. 3. Improves productivity and job satisfaction. 4. Leads to higher earnings and better compensation. 5. Builds confidence and reduces fear of mistakes.
Benefits to Customers: 1. Better quality products and services. 2. Innovative and improved products. 3. More reliable and efficient service.
Q4. Explain the purposes of training.
Answer
1. Improved Quality of Work: Training enhances the quality of work performed by employees by improving their skills and knowledge.
2. Prevention of Obsolescence: Training helps employees update their knowledge and skills to keep pace with changing technology and methods, preventing their skills from becoming obsolete.
3. Improved Safety Measures: Proper training reduces accidents by teaching employees safe work practices and proper handling of equipment and machinery.
Q5. Explain the steps in designing a training programme. The steps involved in designing an effective training programme are:
1. Whom to Train: Identify the target group — new employees, existing employees needing upskilling, or employees preparing for promotions.
2. Who is the Trainee: Understand the characteristics, background, learning style, and needs of the trainees to tailor the programme accordingly.
3. Who are the Trainers: Select qualified trainers — supervisors, co-workers, HR specialists, external consultants, or professional trainers — based on the training content.
4. What Method: Choose the appropriate training method (on the job or off the job) based on the nature of the job, number of trainees, available resources, and training objectives.
5. What Level: Determine the level of training — basic orientation for new employees, intermediate skill development, or advanced specialisation — based on the trainees' current competency and job requirements.
