03.10.2013 Views

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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These learning styles are <strong>the</strong> combination of two lines of axis (continuums) each formed between<br />

what Kolb calls 'dialectically related modes' of 'grasping experience' (doing or watching), and<br />

'transforming experience' (feeling or thinking):<br />

The word 'dialectically' is not widely unders<strong>to</strong>od, and yet carries an essential meaning, namely<br />

'conflicting' (its ancient Greek root means 'debate' - and I thank P Stern for helping clarify this<br />

precise meaning). Kolb meant by this that we cannot do both at <strong>the</strong> same time, and <strong>to</strong> an extent our<br />

urge <strong>to</strong> want <strong>to</strong> do both creates conflict, which we resolve through choice when confronted with a<br />

new learning situation. We internally decide whe<strong>the</strong>r we wish <strong>to</strong> do or watch, and at <strong>the</strong> same time<br />

we decide whe<strong>the</strong>r <strong>to</strong> think or feel.<br />

The result of <strong>the</strong>se two decisions produces (and helps <strong>to</strong> form throughout our lives) <strong>the</strong> preferred<br />

learning style, hence <strong>the</strong> two-by-two matrix below. We choose a way of 'grasping <strong>the</strong> experience',<br />

which defines our approach <strong>to</strong> it, and we choose a way <strong>to</strong> 'transform <strong>the</strong> experience' in<strong>to</strong> something<br />

meaningful and usable, which defines our emotional response <strong>to</strong> <strong>the</strong> experience.<br />

Our learning style is a product of <strong>the</strong>se two choice decisions:<br />

<strong>How</strong> <strong>to</strong> approach a task - i.e., 'grasping experience' - preferring <strong>to</strong> (a) watch or (b) do , and<br />

our emotional response <strong>to</strong> <strong>the</strong> experience - i.e., 'transforming experience' - preferring <strong>to</strong> (a) think or<br />

(b) feel.<br />

In o<strong>the</strong>r words we choose our approach <strong>to</strong> <strong>the</strong> task or experience ('grasping <strong>the</strong> experience') by<br />

opting for 1(a) or 1(b):<br />

1(a) - though watching o<strong>the</strong>rs involved in <strong>the</strong> experience and reflecting on what happens ('reflective<br />

observation' - 'watching') or<br />

1(b) - through 'jumping straight in' and just doing it ('active experimentation' - 'doing')<br />

And at <strong>the</strong> same time we choose how <strong>to</strong> emotionally transform <strong>the</strong> experience in<strong>to</strong> something<br />

meaningful and useful by opting for 2(a) or 2(b):<br />

2(a) - through gaining new information by thinking, analyzing, or planning ('abstract<br />

conceptualization' - 'thinking') or<br />

2(b) - through experiencing <strong>the</strong> 'concrete, tangible, felt qualities of <strong>the</strong> world' ('concrete experience'<br />

- 'feeling')<br />

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