Final answer:
The primary disadvantage of one-to-one teaching methods for training new employees is the potential for inconsistent training due to variations in mentors' styles and approaches. These personalized methods can deviate from standardized training forms that aim for uniform skill development across the organization.
Step-by-step explanation:
The primary disadvantage of delegating individual training of a new employee to a more experienced employee is that it results in inconsistent training. This method, while sometimes beneficial due to the personalized attention it can provide, carries the risk of each trainee receiving a different experience and possibly uneven skill development. As mentioned in the query, a 2003 study by Arthur, Bennett, Edens, and Bell pointed to aspects like immediate response, testing at the end of training, behavioral measurements, and the impact on productivity and profits to evaluate the effectiveness of training. While personalized training could positively affect these areas, its potential for inconsistency is a notable drawback, which can be contrasted with standardized training approaches that aim for uniformity in skill and knowledge acquisition.
Moreover, mentoring is recognized as a valuable, yet informal, form of training where an experienced employee guides a new one. Though not formally assessed as often, it can provide tailored support and advice. However, because of its informal nature, there is a risk of the aforementionThe primary disadvantage of individual training of a new employee being delegated to a more experienced employee is that it results in inconsistent training. This means that each employee may receive different levels and quality of training, leading to variations in their knowledge and skills. For example, if one experienced employee emphasizes certain aspects of the job while another focuses on different aspects, the new employees may receive conflicting information and training.ed inconsistency due to differing mentoring styles and approaches.In addition, solutions to coordination problems in training can involve either delegating decision-making power to a few or involving everyone in decision-making processes. Delegating to an individual can cut transaction costs but might result in everyone having to conform to one methodology, which aligns with the drawback of one-to-one teaching methods where training may not be consistent across the organization, thus potentially affecting overall conformity to company standards.