How to Perform On-the-job Training - Dean Amory
According to The Encyclopedia of Business, ©2000 Gale Cengage, On-the-job training is by far the predominant form of job training. Studies also indicate that it is the most effective form of job training. Yet, it also represents a significant investment considering that roughly 30% of a new worker's time is spent in on-the-job training during the first 90 days of employment, that productivity of experienced workers assigned to train new workers may decrease during the training period, and that new workers may make expensive mistakes. Both companies and workers therefore profit largely from the presence of simple, but complete trainee and trainer guides that allow for executing OJT in a structured way. “How to perform on-the-job training”, has the information, techniques and tips that will allow you to implement a professional OJT training program. The book also includes all the tools, documents and checklists necessary for setting up a qualitative and efficient skills training program for OJT coaches
According to The Encyclopedia of Business, ©2000 Gale Cengage, On-the-job training is by far the predominant form of job training. Studies also indicate that it is the most effective form of job training. Yet, it also represents a significant investment considering that roughly 30% of a new worker's time is spent in on-the-job training during the first 90 days of employment, that productivity of experienced workers assigned to train new workers may decrease during the training period, and that new workers may make expensive mistakes.
Both companies and workers therefore profit largely from the presence of simple, but complete trainee and trainer guides that allow for executing OJT in a structured way.
“How to perform on-the-job training”, has the information, techniques and tips that will allow you to implement a professional OJT training program. The book also includes all the tools, documents and checklists necessary for setting up a qualitative and efficient skills training program for OJT coaches
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Even when a program is evaluated and found <strong>to</strong> be highly successful, it should continue <strong>to</strong> be<br />
reviewed over time. New people become trainers, new supervisors are hired, and <strong>the</strong> subject matter<br />
itself can evolve as changes take place in <strong>the</strong> work environment and/or <strong>the</strong> worksite.<br />
Thus, training materials and processes should be reassessed and revised periodically so <strong>the</strong> OJT<br />
program continues <strong>to</strong> be successful.<br />
7.11 Summary<br />
A coaching-based OTJ program requires commitment from all levels of <strong>the</strong> organization<br />
Trainees must be open <strong>to</strong> learning; coaches must be interested in teaching and trained <strong>to</strong> do it well;<br />
supervisors must coordinate and review <strong>the</strong> activities of <strong>the</strong>ir assigned trainees and <strong>the</strong> coaches<br />
working with <strong>the</strong>m; and all managers must support <strong>the</strong> goals and methods of <strong>the</strong> program.<br />
Each program will improve over time. Today’s trainees will learn about coaching relationships and<br />
be trained using methods that adhere <strong>to</strong> adult learning principles. These employees will have a head<br />
start when it is <strong>the</strong>ir turn <strong>to</strong> take on <strong>the</strong> roles of supervisor and coach in <strong>the</strong> future.<br />
7.12 References<br />
- Blair, P. (2001). Tips- Structured OJT, http://pages.prodigy.net/pblair/intro.htm, Pete Blaire and<br />
Associates.<br />
- Johnson, S. D., and Leach. J.A. (2001). Using Expert Employees <strong>to</strong> Train on <strong>the</strong> Job, Ch. 3 in<br />
Advances in Developing Human Resources 3(4), pp. 425-434.<br />
- Leach, J.A. (1996). Distinguishing Characteristics Among Exemplary Trainers in Business and<br />
Industry, in Journal of Vocational and Technical Education 12(2), pp. 7-11.<br />
- Wiehagen, B., Conrad, D., Friend, T., and Rethi, L. (2002). Considerations in <strong>Training</strong> <strong>On</strong> <strong>the</strong>-<br />
Job Trainers, in Strategies for Improving Miners’ <strong>Training</strong>, Robert Peters (edi<strong>to</strong>r),<br />
- NIOSH Information Circular 9463, U.S. Department of Health and Human Services,<br />
- Center for Disease Control and Prevention, Nat. Inst. of Occup. Safety and Health, pp. 27-34.<br />
- Williams, S.W. (2001). The Effectiveness of Subject Matter Experts as Technical Trainer,<br />
- Human Resources Development Quarterly 12(1), pp. 91-97.<br />
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