On-the-job training

Introduction
Training is providing opportunities for employees to enhance, improve, or acquire skills,
knowledge, or abilities that are immediately applicable to their current jobs. Training is
helping employees improve their current performance which in turn should enhance the
organizations ability to achieve its goals. Training should be a target effort and one an
activity left to random selection. In order for training to be targeted it must come as a result
of an overall individual needs assessment which is compared to the overall organizational
needs assessment.

Definition

Taylor conceptualized training as “means to bring about

a continuous improvement in the quality of work
performed, it would equip them with necessary
knowledge, skill, abilities and attitude to perform their
job”
On the above definition it is clear that training is the act of imparting information and special
skills to a trainee for the purpose of increasing his knowledge and skills for doing a particular
job. Training is mainly job oriented, it is given to both new and old personnel throughout
their stay in the organization.

There are number of training and development methods for different types of personnel at
deferent levels. The various training and development methods can be broadly classified in
to two categories. They are

1. On-the-job training

2. Off-the-job training

On-the-job training
This type of training is also known as job instructions training, is the commonly used method. Under
this method, the individual is placed on a regular job and taught the skill necessary to perform that
job. The trainee learns under the supervision and guidance of a qualified worker or instructor. On-the
job training has the advantage of giving firsthand knowledge and experience under the actual working
conditions. While the trainee learns how to perform a job, he is also a regular worker rendering the
services for which he is paid.

p. subba rao “human resourse management and industrial relation, himalaya publication,2009
p 265-266

R P Singh, training and management programme P 86

Meaning
On the training is the training provided at the work site. in ojt the trainee is imparted training
under the same working conditions and with the same process and materials equipment which
he will be using in future.

The basic advantage this method is that trainee learns with actual equipment and in the same
working environment. On the job training is also called as training within industry. The
emphasis is placed on rendering services in the most effective manner rather than learning how to
perform the job on-the job methods include job rotation, coaching, committee assignment, job
instruction, apprenticeship training, mentoring.

Job rotation
This kind of training involves the movement of the trainee from one job to another this helps
him to have a general understanding of how the4 organization functions. The purpose of job
rotation is to provide trainees with a larger organizational perspective and a greater
understanding of different functional areas as well as a better sense of their own career
objectives and interests. Apart from relieving boredom, job rotation allows trainees to build
rapport with a wide range of individuals within the organizations, facilitating future co-
operation among departments.

Merits

1. Improves participant’s job skills, job satisfaction.

2. Provides valuable opportunities to network within the organization.

3. Offers faster promotions and higher salaries to quick learners.

Demerits

1. Increased workload for participants.

2. Constant job change may produce stress and anxiety

3. .Mere multiplication of duties does not enrich the life of a trainee.

Coaching

The trainee place under a particular supervisor functions as a coach in training the individuals.
The supervisor provides who feedback to the trainee on his performance and offers him some
suggestions of improvement. Often the trainee shares some of the duties and responsibilities
of the coach and relieves him of his burden.

A limitation of this method is that the trainee may not have freedom or opportunity to express
his own ideas.
 p. subba rao “human resourse management and industrial relation, himalaya publication,2009
p 265-266

Merits
1. It is a way bring out the best people’s capabilities.

2. Encourages to accept responsibilities for their actions.

3. Helps an employee to create vision.

Demerits
1. It requires good communication skill and listening skill.

2. Punitive actions as remedy to poor performance.

Job instruction

This method is also known as training through step by step. Under this method, trainer
explains the trainee the way of doing jobs, job knowledge and skills and allows him to do the
job. The trainer appraises the performance of the trainee, provides feedback information and
corrects the trainee.

Process of training under job instruction method

1. Prepare the employee for instruction.

2. Present job. (Explanation and demonstration)

3. Having or making him do the job.

4. Follow up.

Merits
1. Trainee learns fast through practice and observation

2. It is economical as it does not require any special settings, also mistakes can be correctd
immediately.

3. The trainee gains confidence quickly as he does work himself in actual with the help from
supervisor.

Demerits
 1. The trainee should be as good as trainer, if the trainer is not good the treansfarence of
knowledge and skill will be poor.

2. While learning trainee may damage equipments, wastag of meteirial, causes to accident
frequently.

3. Experienced workers cannot use the machinery while it is being used for training

G pandu naik, training and development, new delhi 2007 P 349-376

R P Singh, training and management programme

4.Committee assignment
In this method trainees are asked to solve an actual organizational problem. The trainees have
to work together and offer solution to the problem. Assigning talented employees to important
committees can give these employees a broadening experience and can help them to understand the
personalities, issues and processes governing the organization. It helps them to develop team spirit
and work untidily toward common goals.

Merits
1. Better understand of the organization.

2. Improves team work .

3. Provides better opportunity to trainee’s creative idea

Demerits
1. Possibility to arise conflict

2. Difficult to follow if there are distracting interruptions.

5. Apprenticeship training
Apprentices are trainees who spend a prescribed amount of time working with an experienced
guide, coach or trainer. Assistantships and internships are similar to apprenticeship because they also
demand high level of participation from the trainee. A n internship is a kind of on the job training with
classroom instructions in trade schools, colleges or universities.

Merits
1. Intimate knowledge of work environment

2. Combines practical experience and theoretical knowledge

3. Increased confidence
Demerits
1. Expensive and time consuming

2. It involves continuous supervision over the trainee for the long period, which sometime
becomes difficult.

G pandu naik, training and development, new delhi 2007 P 349-376

Scott snell and George bohlander, human resource management P296

6. Mentoring
Mentoring is a relationship in which a senior manager I an organization assumes the
responsibility for grooming a junior person. Technical, interpersonal and political skills are generally
conveyed in such a relationship from the more experienced person.

The main objective of mentoring is to help an employee attain psychological maturity and
effectiveness and get integrated with the organization.

Merits
1. There is an excellent opportunity to learn.

2. Constant guidance helps the mentee to be on tack using facilities to good advantage.

Demerits
1. It may create feelings of jealousy among quickly through continuous interaction, other
workers who are not able to show equally good performance.

2. If mentors form overly string bonds with trainees, unwarranted favoritism may result.
This can have a demoralizing on other workers, affecting their work performance in a
negative way.
G pandu naik, training and development, new delhi 2007 P 349-376

Conclusion
There are several, on-the job training (OJT) interventions like job instruction training, coaching,
counseling, mentoring, deputation, officiating etc. On-the-job Training (OJT) is the training provided
at the work site. In OJT the trainee is imparted training under the same working conditions and with
the same processes, materials and equipment which he will be using in future. The basic advantage
with this method is that the trainee learns with actual equipment and n the same working environment.

The quality of on the job training can be rather inconsistent depending upon whether or not a
particular trainer has a ‘knack’ for training. That inconsistency will ultimately have an effect on the
operation and productivity levels the organization is trying to achieve. Structured OJT programmes
are conducted by an assigned trainer who is recognized, rewarded and trained to provide appropriate
instructional techniques.