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On-the-job Training. Expectation Vs Reality

On-the-job Training. Expectation Vs Reality 

by Ragini Salampure

Introduction 

A candidate is ready to take a new job and is excited to start working right away. But they need to get a training for that. On the job training helps them become better employees in the organisation to execute tasks as per requirements and meet organisational objectives. In a way, the best way to get hands-on experience, knowledge and expertise and learn in a new job is through on the job training.  

What is on the job training? 

The on the job training is precisely what it sounds like. Learn how to do the job while working. When an employer understands the need to provide training for employees, such a training process is implemented. It takes hands-on experience to learn the tricks and techniques of the job. The job may require handling of specialised equipment, or something unique or a good knowledge of the field that employees can practically learn through on the job training.  

Expectation vs Reality of on the job training

There are some myths about the on the job training (OJT) program. Let us discuss the 4 myths about expectation and reality in the following table:  

  Expectation  Reality 
  1. It is expensive 
It needs time and money for learning designs, materials, subject matter expertise, etc.  It is like any other form of investment as 93% of employees stay in the company if they are given on the job training, retains employees, and so spares the company the expensive cost of replacing employees. 
  1. OJT takes up more time  
Takes up more time for training and less time for productivity in the company.    It is time that is well spent. It motivates and engages the employees and forms a manager-employee solid bond. 
  1. OJT is not necessary if the right candidate is hired 
If the right candidate with the proper skill set is employed, they can right away start working for the company  It is crucial for developing the skills you cannot hire. It is scarce to find and retain a top talent. Training is continuous, forward-thinking, and applicable. Training the employees of techniques that were unavailable some years ago is essential to keep up with the new developments.  
  1. OJT is just part of the job 
There is a confusion between informal on the job training and learning through the experience concept.   Learning from experience is a spontaneous process where people learn by making mistakes.  On the job training strategies are a combination of traditional training, such as mentoring, learning courses and mentoring, which allows employees to get trained for their jobs and learning needs. 

 There are several advantages for the employer to provide hands-on job training. The same job in two different companies may differ regarding the approach, computer programs, and that unique method of handling the job’s tasks. As technology has taken over every industry in today’s world, each job requires a different technique. On the job training offers mutual benefits for both the employer and employee. The advantages are: 

  • Fewer errors will negatively impact the company. 
  • Retention of employees is higher
  • Reduced accidents 
  • Happy and retained customers and 
  • Higher production rates 

This on the job training is beneficial for both the trainee and the trainer. It can be a game-changer at the entry-level for those candidates who aim their career goal for leadership.  

There are several types of training on job: 

  • Orientation  
  • Job shadowing and mentoring   
  • Co-worker training 
  • Job rotation 
  • Internship training 
  • Self-instruction training 
  • Apprenticeship training 

On the job training programs at the workplaces abides by 5 steps to help you succeed. This can be understood by the 5 steps or the ADDIE model:

  1. A: Analysis is very important for the training program. It covers what the employee needs to know, what employees already know, what they expect etc. 
  1. D: Design includes the style of training- classroom style, mentoring or structured programs. 
  1. D: Development involves materials needed for the training on the job, such as company handbook, the knowledge base of the current employee, online and industry resources, Universities with the related programs, business administration, Government programs or extensions.  
  1. I: Implementation of the training program is not easy. A trainer may be within the company like a mentor, a co-worker or a manager. This may also be outsourced to an in-house coordinator to handle the training. This step is most successful when it involves using complex machinery or highly specialised systems. 
  1. E: Evaluation involves asking the new employee about the success of the on the job training program, using a survey, identifying any improvements in the employee’s performance, comparing productivity markers, monitoring the retention rate of employees etc.   

This ADDIE method is a flexible one, basically comprising what the company wants and needs for the business and then designed and measured accordingly to provide on the job training.  

Conclusion: 

In the current scenario where the techniques and methods are upgraded now and then, it is vital to have an on the job training for business. To learn more about this process, you can enrol in the corporate training program to successfully implement this process in your business in the future. 

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