Training is closely allied to induction and works hand in hand with it. It is essential not only that the worker be made to feel at home but also that he be taught what he needs to know about his job. Training may be of various types:

(1) On-the-job,

(2) Vestibule,

(3) Classroom,

(4) Apprentice.

On-the-Job Training – On-the-job training is by far the most common; for many simple jobs, it is all that is required. In this case the worker reports to the foreman, and the foreman tells him how to operate his particular machine and how to do the job. Of course the value of this training depends upon the extent to which the foreman has been trained in giving instruction. The inability and incompetency of the average foreman in giving instruction was brought forcibly to light during World War II.

Vestibule Training – Vestibule training is a system in which the new worker is not required to exhibit his ignorance to the more experienced workers. He learns with a group of other new workers, segregated from the regular force. He learns on machines that do not interfere with production routine, and he uses inexpensive materials that will not create too much loss if they become scrap. The advantages of vestibule training are that it does not destroy the confidence of the worker, it does not make him ashamed of his inability to compete, and it does not interrupt production, either through the use of production machines or through the waste of materials. Vestibule training is expensive because an instructor, machines, and space must be maintained.

Classroom Training – A third type of training is that given in the classroom. Classroom training need not stand-alone; it may be used as an adjunct to either vestibule or on-the-job training. Classroom training hardly needs any definition; the term is self-explanatory and means simply that the students are assembled in a room and instructed by means of a lecture and discussion method. Lantern slides, motion pictures, or video may also be used. Classroom training does not encompass actual work at a machine. Obviously, it is best suited to theory, facts about the company, or inspirational material. It is also excellently suited to discussion, which is particularly valuable in the case of sales training. Here, it is possible for the various trainees to discuss their experiences. Classroom training, as a rule, as teachers know only too well, is also subject to greater possibilities of \”wool gathering\” than either of the other forms of training, in which the attention of the trainee must be concentrated on his work.

Classroom training need not be conducted by the firm itself; it may be done in a college, either in collaboration with or independent of the company, or it may be done through one of the several government agencies who put on the various types of training programs. Management must guard against over-development, such as training too many or offering courses of questionable benefit to the employee\’s work.

Apprenticeship Training – While modem industry has hundreds of thousands of workers skilled in the operation of machines and in the performance of simple operations, there is a drastic shortage of skilled mechanics and artisans in other lines.

There is no substitute for well-planned, thorough apprenticeship training. Through it the worker learns the \”know-how\” from experienced men in that line of work, and he gets practical experience by doing. The fundamentals can be taught in other ways, but through modem apprenticeship the apprentice learns not only the fundamentals but also how to apply these.fundamentals to a wide variety of practical problems. Written apprenticeship contracts in each case cover such matters as wage rate, training period, bonus, etc.

While the training program, to be effective, must be adapted to fit the individual\’s preferences and aptitudes, and there is some cost involved, well-planned apprentice training is worth the effort expended, for it has proved an excellent source of skilled labor and often of men who rise to positions of responsibility in the company organization.

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Category: Business
Keywords: Business, Organization, Structure, capital, Development, Credit, Sales, Communication, Resources, Em