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Job instruction training

A formalized, structured, and systematic approach to on-the-job training that consists of four steps: preparation, instruction, performance, and follow-up

Cross-training

Training employees to perform each other's jobs

problems with OnTJ

- OJT is often not well planned or structured. - most people assigned the task of training others on the job have not received training on how to be a trainer. As a result, managers and employees do not have the knowledge and skills required to be effective trainers, nor are they familiar with learning principles such as active practice, feedback, and reinforcement. - poor employees teach undesirable work habits and attitudes to new employees - it results in training that is inconsistent, inefficient, and ineffective. However, when the process is carefully planned and structured, it can be a highly effective and efficient method of training

ON-THE-JOB TRAINING METHODS: ADVANTAGES

- the cost is much lower given that the need for training facilities, travel, accommodation, and so on is eliminated. -the greater likelihood of trainees applying the training on the job.

OFF-THE-JOB TRAINING METHODS: ADVANTAGES

-A trainer can use a wide variety of instructional training methods when training is off the job. The trainer can also choose a combination of methods that will be most effective given the objectives and content of a training program. - the trainer is able to control the training environment. -a large number of trainees can be trained at one time.

OFF-THE-JOB TRAINING METHODS: DISADVANTAGES

-can be much more costly than on-the-job training. -because the training takes place in a training environment that is different from the work environment, trainees might have difficulty applying the training material on the job.

ON-THE-JOB TRAINING METHODS: DISADVANTAGES

-the work environment is full of distractions that can interfere with learning and interrupt training. - there is always the potential for damage to expensive equipment. This could shut down production for a period of time, adding to the cost of repairing or replacing damaged equipment. -the disruption of service or slowdown in production that occurs during training. -Thus, on-the-job training can result in a reduction in productivity, quality, and service. -on-the-job training can compromise safety.

OnTJ Training methods

1.Job instruction training. A formalized, structured, and systematic approach that consists of four steps: preparation, instruction, performance, and follow-up. 2.Performance aid. A device at the job site that helps an employee perform his/her job. 3.Job rotation. Trainees are exposed to many functions and areas within an organization. 4.Apprenticeship. Training for skilled trades workers that combines on-the-job training with classroom instruction. 5.Coaching. A more experienced and knowledgeable person is formally called upon to help another person develop insights and techniques pertinent to the accomplishment of their job and improvement of their job performance. 6. Mentoring. A senior member of an organization takes a personal interest in the career of a junior employee.

Performance aid

A device at the job site that helps an employee perform his/her job

Mentoring

A senior member of an organization takes a personal interest in the career of a junior employee

On-the-job training

A training method in which a trainee receives instruction and training at his or her workstation from a supervisor or an experienced co-worker

Job rotation

A training method in which trainees are exposed to different jobs, functions, and areas in an organization

STEP 3: PERFORMANCE (JobInsTrain)

ASK THE TRAINEE TO PERFORM LESS DIFFICULT PARTS OF THE JOB ALLOW THE TRAINEE TO PERFORM THE ENTIRE JOB

Coaching

An experienced and knowledgeable person is formally called upon to help another person develop insights and techniques pertinent to the accomplishment of their job and improvement of their job performance 1.The formation and maintenance of a helping relationship between the coach and the coachee 2.A formally defined coaching agreement or contract that includes personal development goals and objectives 3.Providing the coachee with tools, skills, and opportunities for growth and development 4.The fulfillment of the agreement and achievement of the objectives

Stretch assignments

Job assignments that aim to "stretch" employees by having them work on challenging tasks and projects that involve learning new knowledge and skills

Psychosocial support

Mentoring activities that include being a friend who listens and counsels, who accepts and provides feedback, and who is a role model for success

Career support

Mentoring activities that include coaching, sponsorship, exposure, visibility, protection, and the provision of challenging assignments

E-mentoring

Mentoring programs in which the mentor and protégé communicate online

approaches to OnTJ training

On-the-spot lecture. Gather trainees into groups and tell them how to do the job. Viewed performance/feedback. Watch the person at work and give constructive feedback, such as when the sales manager makes a call with a new salesperson. Following Nellie. The supervisor trains a senior employee, who in turn trains new employees (showing the ropes). Job-aid approach. A job aid (step-by-step instructions or video) is followed while the trainer monitors performance. The training step. The trainer systematically introduces the task. Sequence. Follows a planned sequence. For example: Provide an on-the-spot lecture, gather trainees into groups, and tell them how to do the job.

STEP 1: PREPARATION (JobInsTrain)

PUTTING THE TRAINEE AT EASE GUARANTEEING THE LEARNING BUILDING INTEREST AND SHOWING PERSONAL ADVANTAGE

STEP 2: INSTRUCTION (JobInsTrain)

SHOW THE TRAINEE HOW TO PERFORM THE JOB REPEAT AND EXPLAIN KEY POINTS IN MORE DETAIL ALLOW THE TRAINEE TO SEE THE WHOLE JOB AGAIN

Apprenticeships

Training methods for skilled trades workers that combine on-the-job training and classroom instruction