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On the Job training Methods

.Objectives  To know about the various On-The-Job methods.

but it·s knowing how to get there It·s not how high you want to rise. but it·s knowing how to take off It·s not what you dream of doing. but it·s knowing how to reach it. It·s not where you want to go. but it·s having the knowledge to do it Training is about the acquisition of knowledge.     .TRAINING  It·s not what you want in life. and abilities (KSA) through professional development. skills.


ON-THEON-THE-JOB TRAINING (OJT)   This method of training uses more knowledgeable. and experienced employees. or during the training. skilled. no specific goals or objectives are developed Trainers usually have no formal qualification or training experience for training . supervisors to give training to less knowledgeable. This type of training often takes place at the work place in informal manner. Characterized    It is done on ad-hoc manner with no formal procedure. such as mangers. or content At the start of training. experienced and skilled employees.

and techniques are well discussed before. during and after trainer has explained about performing the tasks When the trainee is prepared. the trainee starts performing on the work place The trainer provides continuing direction of work and feedback The trainee is given more and more work so that he accomplishes the job flawlessly 2) 3) 4) 5) . and skilled trainer (employee) The method. knowledgeable. process.Procedure of on-the-job training program on-the1) The participant observes a more experienced.


meetings.COACHING A coach is the best training plan for the CEO·s because:  It is one-to-one interaction It can be done at the convenience of CEO It can be done on phone. through e-mails. chat It provides an opportunity to receive feedback from an expert It helps in identifying weaknesses and focus on the area that needs improvement     .

3. . and resources required to meet the desired expectation Meet the participant and mutually agree on the objective that has to be achieved Mutually arrive at a plan and schedule At the job. Understand the participant·s job. show the participant how to achieve the objectives. skills. and attitudes. the knowledge. 4. observe the performance and then provide feedback Repeat step 4 until performance improves 2. 5.PROCEDURE OF THE COACHING 1.

MENTORING  Mentoring focus on attitude development Conducted for management-level employees Mentoring is done by someone inside the company It is one-to-one interaction It helps in identifying weaknesses and focus on the area that needs improvement     .

Benefits of Job Rotation  It provides the employees with opportunities to broaden the horizon of knowledge. and countries    Identification of Knowledge. business units.JOB ROTATION y It is the process of preparing employees at a lower level to replace someone at the next higher level. functions. skills. and abilities by working in different departments. skills. and attitudes (KSAs) required It determines the areas where improvement is required Assessment of the employees who have the potential and caliber for filling the position .

skills and attitudes development. Procedure of Job Instruction Technique (JIT) .JOB INSTRUCTION TECHNIQUE (JIT) y y Job Instruction Technique (JIT) uses a strategy with focus on knowledge.

3. 3.JIT·s Merits and Demerits Merits 1. 2. 4. Demerits 1. Experienced workers cannot use machinery while it is being used for trainee. 2. Trainee gains confidence quickly as he does the work himself in actual setting with help from supervisor. Trainee learns quickly through practice and observation. It is economical. It is most suitable for unskilled and semi skilled jobs were the job operation are simple and easy. . The trainee while learning may damage equipment waste material and causes accidents. The trainee should be as good as a trainer.

The loyalty of employees is increased and opportunities for growth are frequent. The workmanship is good. Immediate returns can be expected from the training. Low turnover and reduced production cost. . The merits of these methods are: 1. 2. A skilled workforce maintained.Apprenticeship It is the most oldest and commonly used method when proficiency in a job is a result of a ralatively long period of 2-3yrs for person of superior ability and from 4-5yrs for others. 4. 5. 3.

 Training is generally given in the form of lectures. .. etc. conferences.Vestibule Training  It is a classroom training. case studies. which is often imparted with the help of the equipment and machines which are identical with those in use in the place of work.  The technique enables the trainee to concentrate on new learning rather than performing the actual job.

2. . This method is of limited value for the jobs which utilized equipment which can be duplicated. The correct method can be taught without interrupting production. can be effectively utilized. A training instructor. Training is given in separate room. 3. distraction is minimized. who knows how to teach. 2. An additional investment in equipment is necessary.Merits and Demerits of Vestibule Training Merits 1. 3. The splitting of responsibilities leads to organizational problems. Demerits 1.

The method helps to develop team spirit and work united towards common goals.Committee Assignments Trainers are asked to solve an actual organizational problem. .

Thank you Presented By: Ankur Bairwa GeetikaVerma .