Chapter 7: On-the-Job Training Methods

Training at McDonalds

- Buddy system: More experienced employee or "buddy" works wit ha new member individually on the job - Visual Aids/ Performance Aids: Shows steps in a task at each station, visual reinforcement * increases level of self-efficacy and performance - Classroom - Post-classroom action plan

Rules for effective JI Training (Sloman)

- JIT shouldn't be managed differently from other types of training - Should be integrated with other training methods - Ownership ust be maintained, even when consultants used - Trainers chosen with care, trained properly

Problems with otj

- Not well planned or structured - most misused training method (although most common) -Trainers not well trained enough (lacking KS) - Unintended transfer of undesirable work habits and attitudes to new employees - Time consuming - Training often inconsistent, inefficient, ineffective

Approaches to OTJ Training (OVFJTS)

- On the spot lecture - Viewed performance/feedback - "Following Nellie" - Job-Aid approach - The Training Step - Sequence

Performance

- Ask trainee to perform less difficult parts of job - Allow trainee to perform entire job

Blended delivery approach

- Particular training need - Objective - Organizational constraints

JI Training (PIPF)

- Preparation - Instruction - Performance - Follow-up

Instruction

- Show employee how to perform job - Repeat and explain key points in more detail - Allow trainee to see whole job again

Mentoring process guidelines

1. choice of mentors (voluntary, cancel without fear) 2. Match mentor and protege (confidential, input from both) 3. Training (previous record, share experiences/expect) 4. Structure Mentor relationship (Time limits, min level of contact, evaluation, continued supprt)

Performance Aid (Job-Aid

A device at the job site that helps an employee perform his/her job ex. signs, troubleshooting, sequence instructions, flashcards - Save time, money, improvements in performance, downtime + safety

OTJ Training

A trainee receives instruction and training at work station from a supervisor or experienced co-worker - Most common approach

Job Rotation

A training method in which trainees are exposed to different jobs, functions, and areas in an organization - broadens KS - Ongoing career development (train new grads + HIPO employees)

Job Instruction Training

Best known, formalized, structured, systematic approach of OTJ Training - Incorporates behavior modelling technique

Coaching

Experienced knowledgable person is formally called to help another person develop insights and techniques persistent to the accomplishment of their job - 2 way process; extra effort and risk taking - Expensive, time consuming -Used as broader process - Dramatic improvement in skills and overall performance

Sequence

Follows a planned sequence ex. OTS lecture, gather trainee to groups, tell them how to do job

On the Spot Lecture

Gather trainees into groups, tell them how to do the job

Job-Aid Approach

Job-aid (step by step instruction or video) is followed while the trainer monitors performance

Mentoring

Senior member of organization takes interest in junior members career - voluntary participation - coaching/counselling 1. Career support - ex. coaching, sponsorship, protection, exposure 2. Psychosocial support - ex. friendship, listening, counselling, feedback, role model for success

"Following Nellie"

Supervisor trains senior employee; who trains new employees "showing the ropes"

Preparation

Trainer - Breaks down job into small tasks, allocates time, develop comm strategy, understand trainee Trainee - Put trainee at ease (small talk to set tone), guarantee learning (self-efficacy), build interest and show personal advantage (reward, defuse resistance) - PGBS

The Training step

Trainer systematically introduces the task

Cross-training

Training employees ot perform each others jobs - popular for cross-functional teams - increases flexibility

Apprenticeships

Training methods for skilled trades workers combining OJT and classroom training - 80% teaches skill OTJ - 20% classroom teaches theory - Covers over 65 occupations in 4 occupation structures; - Construction, motive power, industrial, service - Highly dependend on employees - sponsor apprentices - 21% of employers provide apprenticeships - shortage and lack of interest of skilled workers

Viewed Performance/Feedback

Watch person at work, give constructive feedback