TEXT 2. TRAINING METHODS
1. UNIT 9. Текст «TRAINING METHODS», стр. 98-101 читать, переводить, выписать незнакомые слова.
2. Выполнить упр-я .
Учебник: Агабекян И.П.
А23 Английский язык для менеджеров/ И.П. Агабекян, —- Mосква: «Проспект», 2019 — 352 с (Высшее образование).
TEXT 2. TRAINING METHODS
There are two broad types of training: on-the-job and off-the-job techniques.
On-the-job training is given to employees while they perform their regular jobs. In this way, they do not lose time while they are learning. After a plan is developed for what should be taught, employees should be informed of the details. A timetable should be established with periodic evaluations to inform employees about their progress. On-the-job techniques include orientations, job training, apprenticeships, internships and assistantships, job rotation and coaching.
Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, role-playing, simulation, programmed instruction and laboratory training.
Orientations are for new employees. The first several days on the job are critical 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 understand 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. Despite these drawbacks, lecturing is the most cost-effective way of teaching 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. Experienced employees can describe real work 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 conditions and situations in a short time. One advantage is that the presentation is the same no matter how many times it's played. 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.
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 speed. After the introductory period, the instructor need not be present, and the trainee can learn as his or her time allows.
Laboratory training is conducted for groups by skilled trainers. It is usually used by upper- and middle management trainees to develop a spirit of teamwork and increased management ability. It can be costly and usually is offered by larger businesses.
Assignment. Answer the questions:
■ What are the two broad types of training?
■ What are on-the-job techniques of training?
■ What is orientation training?