Report to your line manager - Essay Example

To begin with, training can involve the case-study methods whereby employees solve hypothetical scenarios. In addition, trainees can participate in role-playing. Besides, training can involve self-instruction methods. These training methodologies are beneficial in terms of customization, feedback, and self-discipline. Introduction Training and development entails the continuing efforts of entities to improve the delivery of employees. In the modern organization environment, these activities entail a broad range of elements such as regular instruction giving and continuing professional development.

As a formal business function, it is vital for an organization to develop highly effective training programs. There are notable objectives in this research. To begin with, it is essential to determine whether all training programs are beneficial to the trainee. In addition, it is vital to establish whether training can be directed towards individual needs. Lastly, it is crucial to determine the effectiveness of training programs that occur according to individual needs of employees. Main body Responsibility for choosing the training method In assessing the authority that is responsible for choosing the training method, it is crucial to examine this issue in terms of on-job training and off-job training.

On-job training occurs while the employee is carrying out one’s duties. On-job training mostly relates to the job. In this sense, an employee gains the skills while carrying out one’s regular assignments (Nicholson, P. 2005, 133). The employees, therefore, receive training in the real-work environment. In the end, employees gain experience by dealing with specific tasks and facing challenges that come with such duties. This means that supervisors are the key players in choosing the right kinds of training methods.

The supervisor, in this perspective, is the immediate senior employee to the trainee. The supervisor is an employee in the same department who possesses a higher experience and skills that are necessary for passing down onto the junior employee. This suggests that the supervisor is highly likely to have passed through the same experience and faced similar challenges (Kerzner, H. 2013, 90). These supervisors are responsible for the choice of training method because of notable reasons. To begin with, these individuals possess knowledge of the organization’s policy on training.

This is because they had the same experience. A supervisor will tend to hand down the skills and anecdotes that one received from an earlier training. In this view, the supervisor becomes a tool of bequeathing the company’s policy onto the new employees. In addition, the supervisor understands the clients’ requirement. In this sense, the supervisor chooses a training method that suits the needs of the clients. In addition, the supervisor chooses a training method that suits one’s experience in terms of challenges.

This means that the supervisor offers training that addresses the daily demands of the job. The daily demands are the duties that an employee should perform on regular basis. In turn, the supervisor offers the real-time skills in carrying out given duties. The supervisors are aware of the special skills that are effective in efficiently handling duties. In addition, the organization is responsible for choosing the training method. The organization, in this