Project 2 Planning the On-Job Training. Role play
1.5 Read the following selection. The issue discussed is the job training. Consider each of the presented facts and explain in what ways should the staff keep its level high.
Employee Training
During and after World War II, in-service training by employers became a common practice. The rapid changeover in industry from peace to war led to training schemes for semiskilled workers, for workers transferred to new jobs, and for women newly brought into industry. Thereafter, the rapid contemporary advance of technological change made training a necessity in almost all walks of life. At the operating level in industry and in public utilities, new techniques, new methods, new tools, new synthetics, new sources of power, and increased uses of automation have brought extensive changes in the past decades, and the rate of change tends to increase as time goes on. Comparable changes are taking place in the office with the extended use of computers and data processors, which provide for the storing and recall of information in amounts unknown 20 years ago. All of this brought about a new approach to training. Great emphasis is now placed on a good start through initial job training, supplemented by orientation sessions or by attractively produced printed material describing the nature and objectives of the employment and the conditions of work. Since changes are frequent with technological advances, refresher training has become common in clerical as well as in industrial work. For the more technical skills, it is quite common in the United States for the large employer to make arrangements with a university to set up special courses; in Great Britain it is more usual to encourage employees to attend regular class facilities to obtain technical certificates. Sometimes this is achieved by "sandwich" training, periods on the job alternating with periods at a technical institute. Many employers encourage further education by paying tuition fees or by allowing free time to attend classes. Some very large corporations have developed their own systems of technical classes, supplementary to direct job training. This widespread interest in training has led to considerable innovation in method. Formal lectures have given way to group discussion. The case-study method has become popular; a problem situation is presented in considerable detail and trainees are asked to make suggestions for its solution. Another new technique is role-playing. Members of the training staff create a situation by playacting, and the trainees either comment on what is taking place or participate in the attempt to find a solution, or they perform functions or services in conditions that simulate their working environment. Attention also has been given to audiovisual aids. Sensitivity training has been introduced to help individuals to study their own behaviour and reactions to one another by means of group discussion in which there is frank analysis of interrelationships between members of the group.
1.6 In this article taken from Encyclopedia Britannica the word “training” appears 13 times. Translate the expressions containing this word and try to substitute it with a synonymic word or expression. What Ukrainian realia do they correspond to? Give your translations.
Reference list: training- preparation, teaching, guidance, education, schooling instruction, exercise.
employee training
in-service training
training schemes
made training a necessity
a new approach to training
initial job training
refresher training
"sandwich" training
direct job training
widespread interest in training
trainee
the training staff
sensitivity training
1.7 Role play. Work in groups.
a) Role play situation 1. Students A and B represent the top managerial. The problem discussed is searching the ways of increasing the sales of… Here is an example of a role play performed and prepared by the students of the English Department (group RP-2000-2)
The board meeting of the company “Ukr XZW”
The executive Director- Maksymova Irina
The Sales manager- Nikitenko Tatiana
The Research & Development Manager- Petrukhina Anna
The Finance manager- Levin Maksim
The Personnel Manager- Zakharova Maryna
…
- The Executive Director: Good afternoon. Let me start our Board Meeting. Today we have a lot of problems to discuss but the most troubling issue is that the sales figures of our company have fallen. Tatiana, what are the reasons for that?
- The Sales Manager: I should say there is a decline in sales in our company. The demand for our cars has decreased. I think our employees should attend regular class facilities to obtain technical certificates. We might provide the so-called “sandwich training”- the periods of the job alternating with periods at technical institute. It’s the most modern and reasonable approach in training employees.
- The Finance Manager: I can’t agree with you. Actually, it’s impossible ’cos it’s too expensive for our company. Now we experience hard times and everyone should economize and avoid extra expenses.
- The Executive Director: Anna, what can your department suggest?
- The Research & Development Manager: I consider we should provide direct job training within our company. I believe we could send some of our employees abroad. Many large corporations developed this system and this experience was rather successful. We should send a group of our employees to Germany and Japan so that they could study the new technologies developed by VW and MITSUBISHI.
-The Executive Director: Maksim, to your mind, can our company afford it?
-The Finance Manager: I see Anna’s point of view. But it would be better to establish in-service training. It’s more profitable to invite the professionals from Germany and Japan in order to teach our staff new methods and techniques.
- The Executive Director: Maryna, what’s your opinion? Will this type of training work with our employees?
- The Personnel Manager :I suppose, it will. But we should add sensitivity training to the in-service. It will influence our employees’ interrelationship and increase the “UKR XZW” productivity in future.
-The Executive Director: Maksim, do you think we can afford sensitivity training?
-The Finance Manager: I believe we can hire only one psychologist.
- The Personnel Manager: One is quite enough.
-The Sales Manager: As for …
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