Coaching is a technique of employee development in which a superior guides and instructs a trainee as a coach. The coach or the counsellor in consultation with the employee sets mutually agreed targets and then suggests the ways in which those employees can achieve those targets. He also evaluates the progress of the trainee periodically and suggests required changes in performance and behaviour.

In this method the coach needs to be a good communicator, a patient listener and an able motivator. Coaching works the best if the coach provides a model with which a trainee can identify. The coach should also accept complete responsibility and provide timely feedback to the trainee regarding his improvement. The advantages of coaching includes that it is a method of learning by doing and it provides a chance to an executive to coach his subordinates even if there is no development programme operational in the organisation at that time. It is also helpful in the orientation of new executives and for developing their operative skills. It allows frequent interaction between employees and their boss.

Retraining is given to long term employees of the organization to avoid the chances of obsolescence in terms of job requirements. Though these employees have under gone training in the past but retraining can be required due to factors like technologies changes or with a view to create a versatile work force that is capable of doing more than one jobs. The employees who are called back to work after lay off can also be given retraining. It is also used to widen the knowledge of the existing employees. Retraining is more common for the ordinary workers of the organizations as they are little equipped to foresee their needs for the job in future. They also need retraining when the tools and methods used by them are changed due to technological advances.

Different methods of training are as follows

1. On the job training (OJT)
In this method a trainee is placed on the job and then taught the necessary skills to perform his job. Thus in this method the trainee learns by observing and handling the job under the guidance and supervision of instructor or a supervisor. Thus it is also called the learning by doing method. Techniques like coaching, committee assignments and job rotation fall under this method. Job instruction training, (JIT) is also a popular form of the job training. JIT is used for imparting or improving motor skills with routine and repetitive operations. While on the job training allows a trainee to learn in the real environment and handled real machines. It is also cost effective as no extra space equipment personnel or other training facilities are required for imparting this training. The employees also learn the procedures and rule and regulations in this training. There are some limitations also in this method. The noise at the real work places makes it difficult for the new employee to concentrate and there is danger that the employee under training might cause damage to equipment or other material.

2. Vestibule training
In this method a training centre which is known as vestibule is set up where real job conditions are created and expert trainers train the new employees with equipment and machines that a identical with the ones that employees will be using at their work place. This allows the trainees to concentrate on their training because there is no noise of the real work place. As the same time the interest of the employee remains quite high as real work place conditions are simulated in this training. It also saves new employees from a possible injury or any damage to the machines at the real work place. Vestibule training is beneficial for training a large number of employees in a similar type of job. But vestibule training involves the lot of expenditure as experts trainers along with the class room and equipment are required to simulate the real work place environment which is very difficult to create.

3. Apprenticeship
It is the oldest and most commonly used method of training in technical areas and crafts and trades where the skills of the job are learnt over a long period of time. The industrial training institutes (ITI) provide this kind of training in India. The apprenticeship act 1962 requires the employers in certain industries to train a particular number of persons in specific trades. For trades like mechanist, tool makers, carpenters weaver, Jeweller, Engraver, this type of training is very helpful. Apprenticeship helps in maintaining a skilled work force and is a combination of both theory and practical. It also results in high level of loyalty by the employees and increases their chances for growth but it is time consuming and extensive method. Many persons leave this training in between because of the long training duration.

4. Class room training
It is provided in company class rooms or educational institution through lectures audio visual aids, case studies and group discussion. It is very helpful and teaching problems solving skills and new concepts. It is also useful in orientations and safety training programs. For teaching new technologies to software professionals, class room training is often used.

5. Internship
It involves training the colleges or universities pass outs about the practical aspects of their study. This method of training provides a chance to the students to implement the theoretical concepts that they have learnt during their study. Thus it balances the theoretical and practical aspects of the study. Professional likes chartered accountants, MBA’s, company secretaries and doctors are given training through this method.

Training programmes are of many types depending on the purpose for which the training is being given. The most common ones are the induction training or orientation training which is given to new employees when they join the organization. It is a brief and informative training aimed at making the new employee familiar with his job, his senior and co-workers. The employees are taught the correct method of doing their job through the job training.

Safety training is given to minimize accidents and reduce damaged to the machinery. The existing employees are given promotional training to prepare them for higher level jobs, when they are promoted to new positions. Refresher training has to be given when the existing techniques of doing a job become obsolete as better techniques have been develop. The employees have to be trained with the use of these new techniques and methods. In this era of rapid technological changes, short term refresher trainings are becoming popular.

Training is a process of learning through a sequence of programmed behaviour. It is aimed at increasing the skills and knowledge with a view to do a particular job. The basic purpose of training is to fill the gap between the present capabilities of an employee and the requirements of a job. Training is imparted with the following objectives:

It aims at increasing productivity and improving the quality as the better trained employees are less likely to make mistake. Training also helps an organization in the fulfillment of its future personnel needs. It improves the organizational climate and also improves the health and safety of the workers. Training also allows a chance for the personal growth to and employee. With better skills acquired through training the employee also has better chances of future growth.