It is the responsibility of supervisors and managers to utilize available resources to train, qualify, and develop their employees.
On-the-job training (OJT) is one of the best training methods because it is planned, organized, and conducted at the employee's worksite. OJT will generally be the primary method used for broadening employee skills and increasing productivity. It is particularly appropriate for developing proficiency skills unique to an employee's job - especially jobs that are relatively easy to learn and require locally-owned equipment and facilities.
Morale, productivity, and professionalism will normally be high in those organizations that employ a sound OJT program.
An analysis of the major job requirements (identified in the position description and performance plan) and related knowledges, skills, and abilities form the basis for setting up an OJT plan. To be most effective, an OJT plan should include:
*The subject to be covered;
*Number of hours;
*Estimated completion date; and
*Method by which the training will be evaluated
Training an employee in their own working environment, with equipment they are familiar with and people they know can help they gain direct experience to a standard approved by the employer .
Employee may find that they have more confidence to use the equipment if they are supervised and guided as they feel they are doing the job right.
Employee may feel more at ease being taught or supervised by people they know rather than complete strangers .
Managers or supervisors can assess improvement and progress over a period of time and this makes it easier to identify a problem intervene and resolve problems quickly .
This type of training is also productive, as the employee is still working as they are learning .
As training progresses and the employee begins to feel more confident, this confidence would allow them to work at a higher standard and ultimately be more productive .
Training "on-the-job" would also prove an opportunity to get to know staff they might not normally talk to.
Mentoring or training on-the-job can work our very cost effective .
Teaching or mentoring is a specialisation in itself, unless the person mentoring or training has the skills and knowledge to train, this would mean that the training would not be done to a sufficient standard.
The person teaching or mentoring may not be given the time to spend with the employee to teach them properly, which would mean substandard training has been achieved and learning has only been half done.
The trainers may posses many bad habits and pass these on to the employee being trained.
If the trainer has been given limited time to train the employee, this would mean that the skill or knowledge has not been fully understood.
If a trainer has been brought into the company externally they might not be familiar with the equipment fully or layout and this would waste time.