On The Job Training
3.5 هزار بار بازدید -
3 سال پیش
-
One of most common forms
One of most common forms of training provided to individuals is on-the-job training, or OJT. OTJ is used frequently and has many benefits including the fidelity of the training and a low level of investment/costs. One potential disadvantage is the level of control/standardization. OJT falls along a wide spectrum of formality. Generally, formalized OJT produces better outcomes than more informal versions, but unfortunately, traditional OJT is relatively informal.
In OTJ training, the choice of trainer matters because the ability and quality of the person providing the training has an impact on the experience and subsequent learning of the trainee. Informally, a trainer can be selected to provide OJT by being the only person available, the best worker, and/or the employee’s supervisor. The most simplistic choice of trainer is the person who, at the moment, has the time to provide the training. But just because people have free time does not mean that they are good workers, much less that they would make good trainers.
While it is relevant to consider the technical aptitude of a potential trainer, it should not be the only criteria used to make the decision. Organizations should select trainers based on their communication and interpersonal skills. Providing the trainer with support is important. Among the ways that management can support OJT are to provide adequate time for training, to train trainers, and to reward them. Both trainers and trainees need time for instruction and learning to occur. Trainers can feel rushed if not given the proper time to train, which can result in either the breadth or the depth of instruction being compromised.
In addition to allowing trainers the time to provide OJT, organizations should consider improving the skill sets of those they ask to train others. Training the trainer is an important function that can improve the effectiveness of OJT. Motivation is an important factor for those asked to do the training. Management needs to be mindful to understand that trainees have other job responsibilities as well. In OJT, design encompasses a range of activities. At a minimum, design could just mean developing a checklist of what a trainer is supposed to teach someone.
In OTJ training, the choice of trainer matters because the ability and quality of the person providing the training has an impact on the experience and subsequent learning of the trainee. Informally, a trainer can be selected to provide OJT by being the only person available, the best worker, and/or the employee’s supervisor. The most simplistic choice of trainer is the person who, at the moment, has the time to provide the training. But just because people have free time does not mean that they are good workers, much less that they would make good trainers.
While it is relevant to consider the technical aptitude of a potential trainer, it should not be the only criteria used to make the decision. Organizations should select trainers based on their communication and interpersonal skills. Providing the trainer with support is important. Among the ways that management can support OJT are to provide adequate time for training, to train trainers, and to reward them. Both trainers and trainees need time for instruction and learning to occur. Trainers can feel rushed if not given the proper time to train, which can result in either the breadth or the depth of instruction being compromised.
In addition to allowing trainers the time to provide OJT, organizations should consider improving the skill sets of those they ask to train others. Training the trainer is an important function that can improve the effectiveness of OJT. Motivation is an important factor for those asked to do the training. Management needs to be mindful to understand that trainees have other job responsibilities as well. In OJT, design encompasses a range of activities. At a minimum, design could just mean developing a checklist of what a trainer is supposed to teach someone.
3 سال پیش
در تاریخ 1400/08/13 منتشر شده
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