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i) The immediate supervisor may be a poor instructor or unwilling instructor, ii) the worker in his haste for immediate production, may fail to learn the best way of doing the job, iii) the actual costs, considering lost time of trainee and trainer, as well as the wasted material and damaged equipment, may be heavy, and iv) this training is often too brief and poorly structured to provide complete training.

Vestibule Training: In this method, the trainees, before being placed on the job, are trained, in a training-workshop attached and adjacent to the main production line almost on identical equipment, but by trained instructors.

This training is more systematic and complete because it moves on the principle of progressive learning, i.e. first learn the first step and then only move to the learning of the second step. This gives greater satisfaction and confidence to the trainee and saves costly equipment from misuse.

However, its cost is a little higher because it requires spare equipment, special instructors, and a special training workshop near the main production line.

This type of training is given to workers on technical jobs where costly equipment is used and the operations require meticulous moves, or where the operation cycle is long and involves several workstations and workers performing several manipulations on the way.

Job Rotation: This is a method of training in which a worker is moved systematically from one job to the other job, in such a manner that he learns and masters the nuances of different jobs of the same order and level in the same department or in different departments. This training gives him a wider exposure, develops in him multiple skills, allows management to use his services in different department on different jobs, and prepares him to assume supervisory responsibility for all the jobs he learnt during training. In management development programmes this technique is known as ‘position rotation’ technique.

The main advantages of this training are: a) it trains workers in a variety of duties and responsibilities and thus develops multiple skills. b) Workers also get an overall perspective of related activities and jobs; c) It helps management to use the services of these workers on multiple jobs as per staff requirements. d) Learning is more effective because of higher motivation (variety of skills and challenges), active participation in learning process, quick transference of skills to jobs, and prompt feedback on progress etc. e) it improves the marketability of the trained employees’ skills, he can easily get alternative employment anywhere.

The main limitations of this method are: i) this training is time-consuming and costly too. ii) Due to individual differences, people are not equally suited for all jobs. iii) It weakens a workers commitment to a given job. iv) Placement of worker might create a problem when a particular workers shows inclination for a different job than the one being offered to him.

Apprenticeship Training: This is a very old system for training artisans. In this system a new worker is ‘tutored and mentored’ by an established craftsman in the intricacies of the trade for a considerable period of time, say from two to fi本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。