SDD-UNIVERSITY OF BUSINESS AND INTERGRATED DEVELOPMENT

STUDIES

SCHOOL OF BUSINESS AND LAW

STUDEND NAME ID NUMBER

JAMILU NURUDEEN BCM/0158/18
BOATENG JOSEPH BCM/0011/18
OSEI KYERETWIE GEORGE BCM/0037/18
AKOSUA TEE AGNES BCM/0016/18
DADZIE DOROTHY BCM/0058/18

COURSE TITLE: HUMAN RESOURCE DEVELOPMENT

 COURSE CODE: BCM 328

INTRODUCTION

On -the- job training is an important topic of Human resource management. It helps to

develop the career of the individual and the prosperous growth of the organisation. On the job
training is a techniques or direct instructions given to new employees to perform their jobs on
the actual work floor. It is also a practical approach of acquiring new competencies and skills
needed for the job in real working environment. It is often used to learn how to use particular
tools or equipment in a live work practice, simulated, or training environment rather than
showing employees presentations or giving them work sheets they learn about the job by
doing it. This training happens at the work place, with the guidance from a supervisor,
manager, or another knowledgeable employee. New employees that undergo on the job
training get a first-hand look at all the work procedures they can expect to encounter. They
learn work place expectations, equipment operation and other skills they need to complete
their successfully. On the job tranning always take place with the organisation from days to
weeks or longer, depending on the tasks the job requires. Often, new employees start by
shadowing other employees and then move into completing these tasks with supervision.

METHODS OF ON THE JOB TRAINNING

On the job is also a way to immerse new recruits with company’s culture, fast track their
networking within the organisation and embed them with values and practices. If executed
well, on the job training can help to ensure new employees are on boarded successfully and
have a lasting positive impact on your company and its reputation. There are several methods
of on the job training but the most effective once are as follows:

1. Coaching or one-on-one training

Coaching is a positive way to train your new recruits. It is role-specific and seeks to
comprehensively train new employees on the duties of their role. It will also highlight what
is required of them to work efficiently and successfully in the team and wider business.

The coach can be a manager, subject-matter expert, researcher or team member, but the
central part of this on-the-job training technique is that it is conducted one-on-one, and seeks
to increase the new recruit’s knowledge and practice, improving confidence and competence.
2. Mentoring programs

Mentoring is a mutually beneficial training technique in which a more senior staff member
provides support and guidance to a new staff member. In addition to technical training and
support, mentors also tend to provide emotional advice and support to new recruits. This is
important for onboarding as it helps to effectively develop bonds between staff of varying
departments, fostering cohesion throughout the business. A strong mentoring program has
the capacity to build an organization that feels truly supported professionally and connected
personally.

It is, however, important that mentors and mentees are partnered appropriately, according to a
combination of personality type, skill, role and career journey and aspirations. It’s also
essential that regular catch-ups (physical or digital) and reviews are conducted to monitor
progress, ensuring that the relationship is both positive and productive.

Strong mentor-mentee relationships can also inspire and encourage employees to apply for
more senior roles within the organisation, as they better understand what their mentor does
and how to progress internally. In this way, mentoring can promote employee retention and
help to develop staff with extraordinary knowledge that extends far beyond their own role
and team.

3. Job rotation

Job rotation is the practice of moving a new recruit between different roles in your
organisation. This can help to give them broader experience and train them in a variety of
skills. This approach will improve your new recruit’s knowledge of the work each team is
responsible for on a daily basis. It will also help them to understand who the best points of
contact are for each team.

Job rotation can help develop strong ties between staff members from a range of
departments, creating a confident and transparent group of employees who are excited about
working collaboratively. It is also important that there are distinct tasks and goals in place so
that you and your new recruit can critically assess the benefits of this OJT method.
On-the-job training allows new recruits to learn about your workplace culture, organisational
structure, preferred processes and the specifics of their role within the context of your
organisation. It is critical that your on-the-job training techniques include continuous
education elements. This can ensure your staff feels there is an opportunity to grow at your
business, which can increase the capacity for retention.

BENEFITS OF ON THE JOB TRAINNING

On-the-job training benefits employees and employers, and this section highlight some of the
key benefits of on-the-job training.

1. Faster training with real experience

People quickly learn what they need to do and perform their job on a good or acceptable
level.

Traditional training can be a lengthy process, and employees may not retain much
information. This means employees may need correction or retraining later on.

With on-the-job training, employees learn precisely what their job entails and ask any
questions that arise while shadowing coworkers.

2. Faster adaptation to a new job

It is essential in industries with high turnover rates, e.g., retail, restaurant business, customer
service, manufacturing, etc.

This type of training can help with faster onboarding and getting an acceptable level of
performance. It allows employees to learn processes in your organization faster and more
efficiently.

3. In most cases, it is easy to set up

On-the-job training is one of the simpler training programs to set up. Because you already
have employees that know the job, you have a knowledge base to draw from.
You don’t need to set up complicated presentations. You simply need to pick a high-
performing employee to train new staff.

4. Retain good employees

Employee retention is crucial in any industry. However, employees aren’t as effective if

they’re unsure of what exactly their job entails.

Not only that, confusion about the work expected from them can create a stressful
environment, leading to high turnover rates.

On-the-job training shows employees exactly what duties they’re expected to complete, and
exactly how to complete them.

DISADVANTAGES OF ON THE JOB TRAINNING

The following are the disadvantages of on the job training

1. Low Productivity rates will occur:

As the trainees or the employees are actually taken to the real work station for the training
process, they will only be in the progression of acquiring and learning the necessary skills. As
a result, organizational productivity as one single unit will be lowered considerably.

2. Errors On Production will also occur:

Since the concerned employees are not mixed up with any of the company’s day to day
production activities, there will be a huge possibility of the occurrence of errors on the overall
production activities. On the other hand, the goods that were produced by skilled trainers will
be of a qualitative nature.
3. Costly both monetarily and physically:

The on-the-job training method is expensive in the sense that the workers are distressed by
the ongoing training activities; the goods produced by the learning trainees will be of
considerably less quality and there will be huge chances of damaging the goods permanently.
These all will result only in the higher cost of production rates.

4. Disturbance arises:

A large commotion may happen during the everyday work process as the trainees are still in
their learning phase only. The existing and experienced workers may feel troubled due to the
interruption of both the trainees and the supervising members.

5. Possibility of Accidents:

Beneath OJT, the learners are straight away involved with the real production process, and
they do not have the sufficient knowledge and dexterity of working with the known
equipment and resources. Hence, the possibility of accidents survives and loom as a huge
threat in the work station.
 ORIENTATION

Orientation is when a new employee gets introduced to their job roles, work areas,
and work environments. During orientation, the supervisor helps the employee get
familiarized with the organization.

This includes the company culture, work areas, and coworkers. This process also
helps the employee ask questions and learn as much as possible about various
aspects of the organization.

A good orientation program lasting one week or a month will lead to more employee
retention. It also increases employee productivity.

A comprehensive orientation program has lower turnover rates and higher

recruitment. This usually happens because the new employees have clear guidelines
about what they have to do and what the organization wants them to do.

Purpose of Orientation

Employee orientation is as an essential process through which new employees

understand their job. The following are the purpose of orientation:

1. Getting familiar with the organization:

As soon as a new employee joins in, assign them a mentor to show them around the
organization. A physical tour of the organization will give a basic idea of where the
necessary tools are, which will help them in their work.

Ask the mentor to make the new employee understand what the company stands for
and its values.

2. Introducing company policies and procedures:

Every organization has a code of conduct that they follow to maintain decency.
Introducing new employees to the policies and procedures is an essential task.
Your policy can include the following-

• Dress code

• Good work ethics

• Restriction on smoking

• Emergency procedures

3. Job Responsibilities and Expectations:

Proper orientation helps the new employees to understand their main objectives and
the work they need to do. This allows them to understand what the organization’s
expectations in the long run are. Thus, giving them the motivation to perform and
become active in the work they do.

4. Employee Benefits:

If an organization has retirement benefits and other similar benefits like life
insurance, present it to the employee. Provide information about other employee
benefits like sick leave days, holidays, and vacation perks.

5. Concentrating on what the employee needs:

When new employees start working in a new organization, they might get skeptical
about asking for their needs. Preparing a suggestion sheet for them will help them to
ask what they need.
Orientation is important because it lays a foundation for the new employee’s entire
career with the department. First impressions are important since they establish the
basis for everything that follows. Without orientation, new employees sometimes
feels uncomfortable in his/her new position and takes longer to reach his/her full
potential.

Orientation is important because it:

• Provides the new employee with concise and accurate information to

make him/her more comfortable in the job;

• Encourages employee confidence and helps the new employee adapt

faster to the job;

• Contributes to a more effective, productive workforce;

• Improves employee retention; and

• Promotes communication between the supervisor and the new

employee.
 Differences between Orientation and On the Job Training
· Duration of orientation is normally for a short period of time, whereas on the job training is
carried out for a longer period of time and with intervals between its sessions, if necessary.

· Orientation is an introduction, whereas on the job training is the detail on the subject.

· Contents of an orientation would brief the common topics all employees need to know,
whereas on the job training would contain specific information relating to the area the
employee is from.

· On the job training can be outsourced to specialist trainers depending on the requirement,
whereas orientation can only be done in-house by the company trainers.

· Orientation happens first before on the job training.

Field Practical Aspect
In our field work we were able to interview the Assistance Divisional Officer at Ghana Fire
service headquarters (Wa branch) on how they do their orientation and on-the-job training.
We were told that before we select personnel’s into their service, you must attend training
school at their headquarters at Accra to learn both theory and practical about the job. After
that the institution will deploy them into their district and regional stations to experience the
field practical aspect in the form of attachment for some month and then go back to complete
the entire course in the training school. Also in their orientation process they organize
seminars to orientate the new and already existing employees when there is changes in their
work activities such as how to be conscious about fire outbreak and how to escape fire.
Sometimes they also invite specialist or consultant from other department or outside the work
environment to educate the employees on how to use the fire extinguishers. They also have
directorate for HR who are responsible for recruiting new employees and promotions.

Difference between the theory and the field work

1. The theory aspect educate the
employees on divergent views about
the work areas
2. It is than internally
1. The field aspect talks about the real
nature of the work
3. It is than inside or outside the work
environment
Conclusion

Orientation and on the job training provide an understanding into the company or process as
relevant, but the duration and the depth of the subject matter will differ. Both orientation and
on the job training are important to an employee as well as to the company. When an
employee gets a proper orientation, he/she has a positive attitude toward the company and its
functions. Proper training provides the employee with the understanding on the job role and
its requirements, which would lead to a motivated employee and a motivated working
environment.