Ojt_a_Win-Win_for_All

OJT A Win-Win for All Cindy Bolinger MGT-490 Human Resources Development Dr. Williams March 14, 2012 One training method for employees is on-the-job-training (OJT). Some techniques used within OJT are job instruction training (JIT), job rotating, coaching, and mentoring. OJT, also known as hands on training, is job training that occurs at the workplace. The employee, while being directed by a fellow employee, trainer or supervisor, learns the job while doing the job. During OJT the employee is given an overview of the task/job to be done, its purpose and the desired results. Then a demonstration of the task/job is done by the trainer for the employee being trained. Then the trainer would allow the employee being trained to demonstrate back to the trainer the task/job and finally there would be feedback to the new employee. OJT has its advantages and disadvantages if not properly planned and executed. An advantage is generally OJT is the most cost effective way to train new employees. The new employee is learning while doing the job they were hired to do so very little time should be lost during this learning curve. Because OJT is highly practical and reality based this helps the new employee important and good relationships with the trainer and also other fellow workers. It can also teach the new employee about internal procedures, the culture within the company and the safety procedure that are designed to keep the workplace and fellow employees safe. Also, OJT is well suited for small groups and usually the most practical when training more than one employee. Some disadvantages are that some seasoned workers that are asked to be trainers for new employees may not be good at teaching their own skills and pass on bad work habits. Because OJT is relaying on experienced workers the instruction given may be based on what they feel is important but what is important to one may not be important to another. Finding the right time for OJT can also create problems based on the availability of a trainer. The trainer has job responsibilities and those need to be met and training may interfere with that. There may be the lack of founding principles and without the founding knowledge of why the new employee is doing what he is doing there could come a time where a poor decision could be made when things don’t go exactly as they did while in training. There can also be the problem of incomplete training. This can happen if there is just one day for training. OJT can benefit both the company and the new employee if any disadvantages would be removed. There is no perfect system but OJT with disadvantages removed can be very cost effective and complete. Because a separate training program or isn’t needed and the training is hands on and part of the work shift very little time is lost in production. Job expectations are known at the very beginning for the new employee and feedback on what is being done right or wrong is immediate. OJT can be a win-win situation for all. References Chapman, A. (2010). businessballs.com . Retrieved from http://www.businessballs.com/traindev.htm Instruction training. (n.d.). Retrieved from http://www.businessdictionary.com/definition/job-instruction-training.html Jeffery Bodimer. (2011). Employee training. Retrieved from http://humanresources.about.com/od/coachingmentorin1/a/trainmotivation.htm