SPECIAL  PURPOSE  TRAINING         

Under this technique of training, the trainee is separated from the job situation & his attention is targeted upon learning the material related to his future job performance. As the trainee is not distracted by job requirements, he can target his entire concentration on learning the job instead of spending his time in carrying out it. There is chance for freedom of expression for the trainees. Off-the-job training methods are follows as:

1. Vestibule training: In this method, real work conditions are simulated in a class room. Material, equipment and files - those that are used in real job performance are also utilized in the training. Commonly this kind of training is utilized for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from some days to some weeks. Theory may be associated to practice in this method.
2. Role playing: It is described as a method of human interaction which involves realistic behaviour in imaginary situations. This procedure of training involves action, doing and practice. The candidate play the role of certain characters, like the production manager, superintendents, mechanical engineer,  quality control inspectors, maintenance engineers foreman, workers and the like. Mostly this method is used for implementing interpersonal interactions and relations.
3. Lecture method: The lecture is a customary and direct method of instruction. The instructor organises the material and provide it to a group of trainees in the shape of a talk. To be effective, the lecture must inspire and create interest amongst the trainees. A benefit of lecture method is that it is direct and may be used for a big group of trainees. Therefore, and time and costs involved are reduced. The major restriction of the lecture method is that it does not effectively provide for transfer of training.
4. Conference/discussion approach: In this scheme, the trainer delivers a lecture and includes the trainee in a discussion so that his doubts regarding the job get clarified. When large organisations use this method, the trainer uses audio-visual aids like blackboards, mock ups and slides; in some particular cases the lectures are audio taped or videotaped. Even the trainee's presentation may be taped for self-assessment and self-confrontation. Thus, the conference is a group-centred approach where there is an illumination of ideas, communication of process and standards to the trainees. Those individuals who have a broad educational background and whatever precise skills are required - like as typing, office equipment operation, shorthand, indexing, filing, recording, etc. - can be provided with particular instructions to do their respective jobs.
5. Programmed instruction: This method has become famous in recent years. The subject-matter to be study is presented in a series of cautiously planned sequential units. These units are arranged from easy to more complicated levels of instruction. The trainee goes from these units by give answer of questions or filling the blanks. Therefore, this method is costly and time-consuming.