On the Job Training (OJT) Off the Job Training

1. Presentation (Lectures).
1. Job instructional Training 2. Discussion Method
2. Mentoring 3. Case study method

3. Job Rotation 4. Simulation Method.

4. Coaching 5. Vestibule training

6. Role-playing.
5. Apprenticeship
7. Sensitivity Training (T-groups).
6. Internship
8. In Basket Training
7. Temporary Promotion
9. Business games.
10. Modelling
 ON THE JOB TRAINING
➢It is a process whereby an employee is put on a job and trained
➢to perform the job.
➢Seniors are used to train the juniors.
➢ In other words it is learning through watching
• It is the oldest and most commonly used method eg. Guild system
•Based on learning by doing
•Training is instructor led
•Content based intervention
•Learning is self directed
•Takes place during the work
•It is specific and focused on the needs of the employee
Proper way of imparting on the Job training

P – Prepare: decide what is to be taught

R – Reassure: put the trainee at ease and
relaxed
O – Orient: show the correct way to do the job
P – Perform: allow the trainee to try the job
E- Evaluate: check the performance and correct
errors
R – Reinforce: provide praise and encouragement
and give feedback
 Advantages
•No extra arrangement is needed
•Trainee can get the feel right
•Immediate productivity
•Quick learning
•Trainee is motivated
•Less expensive
•Trainees get immediate feedback
•Trainees can practice immediately
•No need for preparing training courses
•Flexible
 Disadvantages

•Production may hinder

•Quality may become deteriorated
•Possibility of accidents
•Training may be given in piece-meal
•Not planned
 1.Job Instruction Training (JIT)
➢ It is a step by step learning
➢ Steps necessary for the jobs are identified,
➢ arranged in sequence,
➢ and the trainee is exposed to different steps.
➢ It is good for teaching new skills and safety

Plan – written breakdown of the work

Present – providing a summary of the work
Trial – Trainees perform the work
Follow up – Trainees are checked frequently
 2. MENTORING

It is an ongoing relationship between seniors and

juniors. Seniors provide guidance of how
organisation functions

•It is given usually for managerial level people

•Focus on attitude development
•Takes place within the organisation
•One – to –one interaction
 3. Job Rotation

Under this method, an employee often shifted to the

other related jobs to make them all rounder of the
work and gain new knowledge and skills.

This helps the employees to make them more skilled

and valuable, and this escapes the boredom that
comes to work the same kind of works. They
understand different roles

For example. A person is moved to foreign office to

provide a global perspective
 4. COACHING

•It is a corrective method for inadequate performance

•Trainee is placed under a particular supervisor
•It helps him identify the weakness
•Focus on how to improve
•Supervisor gives feedback
 5. Apprenticeship Training

People seeking to enter the skilled trades to

become, for example, plumbers, electricians,
Ironworkers are often required to undergo
apprenticeship training before they are accepted
to that status.
•Given for a long period of time
•Given under close observation
•It combines classroom with OJT
•Usually trainee is paid 50% of wage
 6. Internship

College places the students to get real world experience.

By this the organization benefits from the new ideas.
 7. Temporary promotions

Individuals are frequently appointed as acting

managers when, for example, the permanent
manager is on vacation, is ill or is making an
extended business trip or even when a position is
vacant.
•When the acting manager makes decisions
and assumes full responsibility, the experience
can be valuable.
•In this way, managerial people can be trained
up well.
 Off-the-job training

The Off-the-Job Training is the training method wherein

the workers/employees learn their job roles away from
the actual work floor.

It is sometimes necessary to get people away from the

work environment to a place where the frustrations of
work are eliminated.

During the training period, there is no contribution of trainee to the

organisation.

Normally, this type of training is provided outside the organisation

and rarely within the organisation but not in the working place.
Advantages of Off-the-Job Training

1. Trainers are usually experienced enough to train

2. It is systematically organized
3. Efficiently created programs may add lot of value

Disadvantages of Off-the-Job Training:

1. It is not directly in the context of job
2. It is often formal
3. It may not be based on experience.
4. It is expensive.
5. Trainees may not be much motivated
6. It is artificial in nature.
 Presentation (Lectures):
Presentation is the primary passive method of instruction.

It is a passive method because learners do little other than read or listen and
make sense of the material.

It involves providing content directly to learners in a noninteractive fashion.

A presentation

Presentations can include various types of information. Some presentations

include only
• verbal information (words),
• Auditory information (sounds),
• static visual information (pictures),
• and visual information (animation).

To avoid the problem of presenting too much information at once, companies

may break training into several unit
Advantage –
1. It can be used for large groups.
2. Cost per trainee is low.
3. Can meet the needs of the trainees
4. Elicit questions
5. No risk

Disadvantages –
1. Trainees remain passive
2. Attention wanes away quickly
3. All may not learn in the same pace
4. Not fit for complex and abstract material
5. It is One-way communication.
6. No authentic feedback mechanism.
7. Likely to lead to boredom for employees.
 Discussions Method

• Discussions represent a more active training method.

• Discussions increase trainees’ involvement by allowing for two-way
communication between trainer and trainees and among trainees.
• Discussion can help trainees to accomplish several things:
• Recognize what they do not know but should know.
• Get their questions answered.
• Get advice on matters of concern to them.
• Share ideas and develop a common perspective.
• Learn about one another as people.

Discussions can be used

• to build knowledge
• To build critical-thinking skills
• to help improve motivation and
• To change attitudes.

With larger audiences, discussions often do not work well because

not everyone has a chance to contribute.
 ‘Case Study’ Method
Case study, as a method of training, has been developed by Harvard
Business School of the U.S.A. It is widely used as a training method
for business executives.

A “case” means a written account of actual organizational situation

in its historical, environmental, operational, financial and human
aspects. Case study enables the trainees to
(a) Pinpoint the problems;
(b) Identify and analyse the causes thereof;
(c) Suggest alternative solutions; and
(d) Indicate which of the alternatives would be the best under
the prevailing circumstances
 Simulation:

Simulations are active methods that reproduce events, processes, and

circumstances that occur in the trainee’s job.

In the simulation training method, trainee will be trained on the especially

designed equipment or machine seems to be really used in the field or job.

Participating in a simulation gives trainees the opportunity to experience at

least some aspects of their job in a safe and controlled environment and build
skills relevant to those aspects of the job.

This method of planning is mostly used where very expensive machinery or

equipment used for performing Job or to handle that job.

Example:- The simulation method has been using widely for the purpose of
training aeroplane pilots on aeroplane simulator to make them ready to
handle an fly aeroplane
 Vestibule Training:
Vestibule Training involves the virtual duplication of work
environment in an off-site setting.
It is called “near the job training method.”

Mostly this method of training will be used to train technical staff,

office staff and employees who deal with tools and machines.

Trainees learn to operate the tools and machinary that may be

exactly similar to what he will be using. Special trainers impart
training.

Advantage:
1. Large number of people can be trained
2. No fear of mistake
3. Trainees accustom themselves
4. Anxiety is reduced.
Role Play Method

This active method offers an opportunity for trainees to practice new skills in
the training environment. It is most often used to help trainees acquire
interpersonal and human relations skills. Role playing typically has three
phases:

1. Development involves preparing and explaining the roles and the situation
that will be used in role playing.

2. Enactment
Enactment can be done in small groups, with two actors and an observer, or
with larger groups,

3. Debriefing, in which trainees discuss their experiences, is considered the

most important phase of role playing.

In other words, trainers must offer constructive criticism to trainees, explaining

what they did well and where they need more practice
 Brainstorming Technique

Brainstorming is a problem-solving technique which seeks

to throw a problem to the people participating in
brainstorming session and then reach the decision on its
solution based on evaluation of their ideas.

The session thus becomes a tool to pool the ideas of

people having expertise in fields that will together suggest
the solution.

However, they speak with an open mind and even suggest

unconventional ways to solve the problem-situation
without worrying over how other participants might react
to them.
 Sensitivity Training
This training was introduced by Kurt Lewin, who was a German-
American psychologist.

In this method, a group of 7 to 12 trainees meet in a group for a

specific duration. The objective of sensitivity training is to make
trainees aware about their own prejudices and develop
sensitivity in them.

In addition, sensitivity training helps the trainees in

understanding the impact of their behavior on others.

This training is designed to make people more aware about

group dynamics, their own behavior, interpersonal traits, and
their role within a group. It helps the members to learn how the
group actually works.
 In-Basket Training

It is a method of acquainting a new or promoted employee with the

complexities of his job by presenting them with a range of problem he might
face in his job.

As the employee solves these problem, he transfers them to the "out-basket"

the trainee describes the justification for the decisions.

The trainer then provides feedback,

Assessment takes place on the following scale

• How well the candidate has identified the ‘Key’ issue of the item.
• Candidate interpretation of the information provided.
• Ease and speed with which the interviewee has arrived at their
decision.
• The way in which the information has been evaluated.
• How effective the actions
 Business games

Generally, they are based on a set of relationships,

rules, and principles derived from the theory or
research.

In this type of training, participants learn how to deal

with a variety of issues in a simulated business
environment.

Trainees are provided with information describing a

situation and are asked to make decisions about what
to do. (e.g., develop leadership skills, strengthen
executive and upper management skills)
Modeling

This method is effective for improving skills.

The basic process is simple:

1. The trainer explains key learning points.

2. The trainer or another model performs a task while trainees observe.
3. Trainees practice performance while the trainer observes.
4. The trainer provides feedback to the trainees.

Behavior modeling works particularly well when the model is

someone whom the trainees see as credible and when that model
shows both positive and negative examples of the task
performance