On the job training

 


Training and development have two different methods namely on the job training and off the job training. Based on the situations, the requirement of the jobs, monetary constraints, and the nature of the businesses, organizations decide which methods they should follow to full fill the requirement of the training.

On-the-job training (OJT) is a practical method for improving competencies and skills which are actually required in the job in a real or similar to the real working place. The employees learn about the new job by practicing it and not merely going through lectures and presentations. This training is normally conducted by managers, supervisors, or another knowledgeable senior employee.

On the job training process with best practices (Valamis, 2021)

Identified the potential trainers -

If a new employee is recruited and required to be trained, the first, organization should find a trainer who is willing to share their knowledge and experiences. Normally managers or supervisors are selected as trainers who should have an exceptional performance or a high level of capabilities, skills, and knowledge about their job. If organizations are unable to find trainers internally, external experts are chosen to do the training.

Structure training process –

Training should have a proper plan and create a list of the task required in the jobs and other policies and procedures which should be known to employees.

Automate the learning process –

If the learning environment has training materials, trainees should allow accessing the same to save time and be ready in advance.

Allow trainees to practice their skills –

After the learning, the trainee should be allowed to practice, and the trainer should correct them if they face any issues.

Check-in during and after training –

It is required to assess the progress during the training process.

Get feedback and improve –

At the end of the process, feedback should be taken from both trainer and trainee to ascertain the effectiveness of training and identify the improvement areas.

 

Methods of on-the-job training

Followings are the few famous OJT methods used by the organization (Kulkarni, 2013).

Apprenticeship training

Apprenticeship training is a method that includes both actual work experience with classroom-related instruction. It will create an employee skilled in the occupation, who is capable of exercising independent decisions, and who contributes to the highest standards of professional conduct.

Coaching

This method of skills development involves senior experienced employees working one-on-one with less experienced employees. Coaching is usually a very hands-on approach to skills development and is ideal for developing skills like Technical and Analytical skills. Through employer-sponsored coaching camps, employees could also pick up invaluable Interpersonal and Conflict Resolution skills.

Job rotation

Job rotation is a method that which workers transfer from one department to the other. From this method, employees can easily understand the overall business operation and help to develop cooperation among the departments. Further, it will help the organization to transfer, promote, and replace the employees very easily.

Refresher training

In this method, organizations arrange short-term courses and invite external experts to give basic updated knowledge to the employees to refresh their knowledge and skills to fit the changing environment.


Benefits of on-the-job training

OJT is one of the famous methods of training hence it has a lot of benefits (Bouchrika, 2021). A few of them are mentioned the below;

The employee can have faster training with real experience

The employee can adapt to a new job quickly

Trainee can perform simple job tasks from the beginning

Retain good employees and existing employees got motivated

Team building

OJT is a not expensive method

Drawbacks of on-the-job-training

New ideas and skills not coming to the organization

If trainers become the employees of the same organization, they are not available at the work and affect the productivity of the organization

The employee providing the training may be ineffective

Conclusion

OJT has lots of benefits rather than drawbacks. But it is very important to study further how to mitigate a few drawbacks to become OJT become a success factor for the organization. Existing employees who are identified as trainers should also have proper training with new technology and industry knowledge. Apart from those trainers can be given incentives or other benefits to improve the productivity of the organization as well.

 

References:

Bouchrika, I. (2021) On the Job Training: OJT Meaning, Advantages & Types. Available at: https://research.com/careers/on-the-job-training (Accessed: 26 April 2022).

Kulkarni, P.P. (2013). A literature review on training & development and quality of work life. Researchers World, 4(2), p.136.

Valamis (2021) 11 Employee Development Methods. Available at: https://www.valamis.com/hub/employee-development-methods#training (Accessed: 03 April 2022).



Comments

  1. P.Janaka Chaminda Perera4 May 2022 at 11:34

    Conferring to (Mincer, 1962) When training is considered a process of Capital building in people, three main Can raise empirical questions for Economic analysis. (1) How large? Allocation of resources for training the process? (2) What is the rate of return? How to invest in this? (3) How useful is the knowledge of such investments Explain the special features of the behavior of the workforce?

    Reference
    Mincer, J., 1962. On-the-job training: Costs, returns, and some implications. Journal of political Economy, 70(5, Part 2), pp.50-79.

    ReplyDelete
  2. maduwanthisilva.blogspot.com7 May 2022 at 03:26

    there are some drawbacks in OJT such as failure in obtaining training objectives. Negative work force factors have great effect on OJT. Trainee characteristics, prior experiences, work place characteristics, managerial support and work load directly effect on job trainings.(Marcel and Streumer, 2022)

    ReplyDelete
  3. sampathJ7 May 2022 at 04:38

    On-the-job training, also known as OJT, is a hands-on method of teaching the skills, knowledge, and competencies needed for employees to perform a specific job within the workplace. Employees learn in an environment where they will need to practice the knowledge and skills obtained during their training. At General Motors facilities worldwide, senior-level managers trained every employee in a corporate-wide change in operational and cultural strategy. The fact that senior managers provided the training made a huge impression on the employees attending the classes. They figured that the expenditure of this much time and senior talent on training employees meant that the strategy change was seriously supported. Your organization will benefit from developing the training capabilities of your employees. Teach your employees to train, and you will raise the quality of your internal training.

    ReplyDelete

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