The methods of training of human resources

Training on the job. This is a simple method of training and match different types of labor, this method can be applied for direct labor and manufacturing with some management work. With this method the training is done by the instructor guides em-ployees on task by directing, watching apprentice then try to do the job until proficient (Gordon, 1992). The advantage of this method is that it reduces the time to train appren-tices and improve the link between employees in the organization. However, this ap-proach also has limitations. That apprentice is not systematic theory, can learn the cor-rect operation and unnecessary manipulation of their instructors, who teach without teaching skills. Also, this method does not apply for large numbers of employees.

Apprenticeship training style. With this method, employees were studying theory in class, and then employees will be brought down to the base to work for a time under the guidance of skilled workers until the employee could do proficiency work. This method has the advantage of providing vocational trainees complete theory and practice, however, this method is time and cost-consuming for training (Mathieson, 2006).

Method mentoring and direction. This is the method to help employees learn the necessary skills and knowledge to work by learning from mentor within the organ-ization (Harrison, 2000). This method is often used for training managerial staff. There are three common ways to perform: Mentoring by direct leaders, and Mentoring by mentor, Mentoring by experienced people. Mentoring method is done very quickly

with less time, saving training costs. Through it can study the experience of the in-structor (Mathieson, 2006). At the same time, this method has the disadvantage of only focusing on mentor. At the same time, workers may be affected by negative thoughts of the instructor.

Method rotation and transfer work. This training method trained people will move in turn do the different jobs in the same field or different fields. With this meth-od, trained people will be able to accumulate the knowledge and different experience in the fields, so they can perform the job after the training process with higher capabil-ities (Mathieson, 2006). There are three ways of training. This method convert em-ployees to another department within the organization but remains functional and the old powers. The employee was assigned to work in the department, new areas outside their expertise.

The employee is circulated internally within their professional work. Method rotation and transfer work to help employees understand and know the different occu-pations. As a result, the experience and ability of workers will be increased substan-tially through the work rotation. However, this approach also has limitations such as workers without ability is very difficult to implement this method because of the pres-sure and demand is high, and people are trained not to study one systematic way. The advantage of this method is not require time and special equipment for training, thus saving the cost of training for business, especially for businesses that are experiencing financial difficulties. Workers quickly grasp the skills of the job and likely served business and production activities of enterprises. Bring practical workers, had recently trainees may be involved in the production, and have relationships with colleagues.

However, it will not grasp the theoretical knowledge a systematic way from low to high. there may be restrictions on the qualifications of the mentor, so could lower the quality of education and the school can be affected by bad habits, no errors from the subjectivity of the mentor.

Training outside of work. With this method, the group of workers was sepa-rated from the actual work while being trained.

Organizing training class. this approach is used when employees need training to complete a complex job. To implement this approach, enterprises should fully equipped with facilities for the training. With this training method, the course is divid-ed into two parts. First, employees will be gatherdivid-ed in a class where they learn theories necessary for their work. After completing their study at the theoretical class, employ-ees will be brought to workshop where they do practices. With this method, employemploy-ees are equipped with professional knowledge and after finishing their training, they are able to fulfill the tasks that are more challenging. The drawback of this method is that the initial outlay for open classes is very expensive, the construction of the educational complex course.

Funding employees to attend regular school,enterprises dispatching trained at-tend regular schools as vocational schools, colleges, universities ... Thus, it is clear with this approach the workers are better trained, have the association between theory and practice (Ahmad, K.Z. & Bakar, R.A., 2003). However, the limitations of this method are the high cost of funding and long studying time. Besides, this method re-quires employees to have sufficient ability to attend professional class. Therefore, this method often used to train qualified young workers.

Enterprises organized seminars for employees so that they can discuss topics under the guidance of an experienced and qualified. These seminars can be held at the enterprise or outside the enterprise. Also the seminar can be coupled with other pro-grams, thus it can provide learners with the necessary knowledge and experience to do the job (Ahmad, & Bakar, 2003). With this training method, the knowledge and skills of the employees can be updated quickly and on time, however the weakness of this method is the difficulty and the cost to hold a conference or seminar.

With the development of the existing computer, employees can update their knowledge and skills through electronic lectures on computers. This method can train many people, and can help businesses reduce training costs. However, employees must have certain knowledge of using computer in order to attend electronic class. In addi-tion, trained people can not understand the problem because there are no instructors.

This is a training method with the help of intermediaries, such as video tapes, CDs, VCDs, and especially the help of internet. With this method, people can contact with one another to discuss and exchange knowledge over a long distance without hav-ing to meet directly. This method can also allow learners to actively choose to learn with people they like to (Lindvall, M. and Rus, I., 2002). Clearly, with the devel-opment of today's information technology, especially the develdevel-opment of the Internet, the method should be adopted widely because of its convenience. However, employees must be very self-disciplined to use this method.

Training of laboratory style: Learners will be put into laboratory that simulate the realistic experience at work. In this training method, the simulated scenarios can provide learners with experience and knowledge to handle similar situation at their workplace.

Modeling behaviors, this method is also used to assume the real-life situations, however, these plays were staged available to model the situation.

Training skills dispatch processed papers, learners will be given the papers and reports memo, reminding words of the leader and the different information so that this skill right decisions quickly.