On The Job TrainingOn The Job Training

Presentation by Mark Presentation by Mark HoxmeierHoxmeier

What will be coveredWhat will be covered

• On-the-job-training definedOn-the-job-training defined• How on-the-job-training can be used in How on-the-job-training can be used in

your organizationyour organization• On-the-job-training explainedOn-the-job-training explained• How it worksHow it works• A real world exampleA real world example• An exerciseAn exercise• SummarySummary

What is on-the-job-What is on-the-job-training?training?

• On-the-job-training (OJT) is simply On-the-job-training (OJT) is simply the training that an employee the training that an employee receives at work during the normal receives at work during the normal work day work day (Foster,p. 458)(Foster,p. 458)

How can OJT be used in your How can OJT be used in your organization?organization?

• To teach a single skill or taskTo teach a single skill or task• Multiple programsMultiple programs• Used to help teach tasks within a Used to help teach tasks within a

work processwork process• Used in conjunction with other Used in conjunction with other

types of training procedurestypes of training procedures(Foster, p. 411)(Foster, p. 411)

On-the-job-training On-the-job-training explainedexplained

• OJT is very important to today’s OJT is very important to today’s businesses because of:businesses because of:– Greater emphasis on the value of formal Greater emphasis on the value of formal

education and training programseducation and training programs– Advanced learning must be grounded in Advanced learning must be grounded in

real-world curriculareal-world curricula– Investment in human capitol is perceived by Investment in human capitol is perceived by

many to add shareholder valuemany to add shareholder value(Vital Speeches of the Day, p.418)(Vital Speeches of the Day, p.418)

OJT explained (cont.)OJT explained (cont.)

• Information is not trainingInformation is not training• Employers must have insight as to Employers must have insight as to

how individuals learnhow individuals learn• Employees learn through:Employees learn through:

– PracticePractice– FeedbackFeedback– GuidanceGuidance(Franchising World, p. 25)(Franchising World, p. 25)

OJT explained (cont.)OJT explained (cont.)

• Different kinds of instructional goals Different kinds of instructional goals require different instructional strategiesrequire different instructional strategies

• The trainer needs to focus on output The trainer needs to focus on output rather than the training program itselfrather than the training program itself

• Effective training designEffective training design– Necessary knowledge and skillsNecessary knowledge and skills– Setting in which job is performedSetting in which job is performed

OJT explained (cont.)OJT explained (cont.)

• Training must be done in a manner to Training must be done in a manner to assure that the participant completes assure that the participant completes the training with:the training with:

• A high sense of value for what they have learnedA high sense of value for what they have learned• High competence in their ability to perform the High competence in their ability to perform the

task for which they were trainedtask for which they were trained• High levels of confidence in their ability to perform High levels of confidence in their ability to perform

the trained skillthe trained skill(Franchising World, p.26)(Franchising World, p.26)

OJT and the InternetOJT and the Internet

• Using the Internet as an OJT toolUsing the Internet as an OJT tool– MobileMobile– Helpful in time-pressed situationsHelpful in time-pressed situations– Good for self-motivated employeesGood for self-motivated employees– Eager to master skills on own-termsEager to master skills on own-terms– Supplement for traditional instructor-led Supplement for traditional instructor-led

trainingtraining(Upside, p.165)(Upside, p.165)

How OJT worksHow OJT works

• Structured OJT Structured OJT – Prepare the traineePrepare the trainee– Present the training Present the training – Require a responseRequire a response– Provide feedbackProvide feedback– Evaluate performanceEvaluate performance

(Quality, p.84)(Quality, p.84)

Prepare the traineePrepare the trainee

• Explain the purposeExplain the purpose• Determine prerequisitesDetermine prerequisites• In applicable cases, explain general In applicable cases, explain general

safety and quality issuessafety and quality issues• Explain how training will be doneExplain how training will be done• Try to set trainee at ease and solicit Try to set trainee at ease and solicit

questionsquestions

Present the trainingPresent the training

• Position the traineePosition the trainee• Provide overview of process and Provide overview of process and

steps involvedsteps involved• Include safety and quality issues Include safety and quality issues

againagain• Describe and demonstrateDescribe and demonstrate• SummarizeSummarize

Require a response and Require a response and provide feedbackprovide feedback

• Simultaneous actions in the Simultaneous actions in the structure of OJTstructure of OJT

• Establish a level of understanding Establish a level of understanding with the trainee so you can get with the trainee so you can get honest and open responsehonest and open response

Evaluate performanceEvaluate performance

• Value the trainees opinionsValue the trainees opinions• Quantifiable outputQuantifiable output

““Structured OJT is one of the Structured OJT is one of the preventive expenses that will help preventive expenses that will help reduce, if not eliminate, the cost of reduce, if not eliminate, the cost of failure” (Quality, p.84)failure” (Quality, p.84)

A real world example in A real world example in the aerospace industry the aerospace industry (Training, (Training,

p.76)p.76)

• What was the issue?What was the issue?• What caused the problem?What caused the problem?• How OJT helped the problemHow OJT helped the problem

What was the issue?What was the issue?

• Certified aerospace inspectors Certified aerospace inspectors continually failed to detect serious continually failed to detect serious flaws in metal componentsflaws in metal components

What caused the problem?What caused the problem?

• The inspectors were not properly The inspectors were not properly operating the test equipmentoperating the test equipment

• The method for teaching the The method for teaching the inspector was by watching another inspector was by watching another inspector who had more inspector who had more experience with the machineexperience with the machine

How OJT helpedHow OJT helped

• Developed simple procedures for Developed simple procedures for the taskthe task

• Identified and document best Identified and document best practicespractices

• Training professional used the Training professional used the documentation to train documentation to train

• Fostered an environment of Fostered an environment of communication and learningcommunication and learning

A Simple ExerciseA Simple Exercise

• You will need two other individuals You will need two other individuals to help emphasize the importance to help emphasize the importance of OJTof OJT

• With the first individual, separately With the first individual, separately show him/her how to fold a show him/her how to fold a particular style of paper airplane. particular style of paper airplane. SHOW ONLY.SHOW ONLY.

Exercise (cont.)Exercise (cont.)

• With the second individual:With the second individual:– Show as well as allow individual to follow Show as well as allow individual to follow

along w/ his/her own paperalong w/ his/her own paper– Use a documented step by step procedureUse a documented step by step procedure– Encourage questions and communicationEncourage questions and communication

• Then let both try to reproduceThen let both try to reproduce• Unless, the first individual already knows Unless, the first individual already knows

that style of airplane he/she will that style of airplane he/she will probably have more difficulty probably have more difficulty reproducing itreproducing it

SummarySummary

• OJT is important because it grounded in OJT is important because it grounded in real-life practicereal-life practice

• Employees learn through practice, Employees learn through practice, feedback, and guidancefeedback, and guidance

• Structured OJT includes preparing the Structured OJT includes preparing the trainee, presenting the training, trainee, presenting the training, requiring a response, providing requiring a response, providing feedback, evaluating performance. feedback, evaluating performance.

BibliographyBibliography

Foster, S. Thomas. Foster, S. Thomas. Managing Quality: An Integrative Managing Quality: An Integrative ApproachApproach. New Jersey: Prentice Hall, 2001.. New Jersey: Prentice Hall, 2001.

Franklin, Harriet. “Five Steps to Effective Training.” Franklin, Harriet. “Five Steps to Effective Training.” Franchising WorldFranchising World Sep./Oct. 1999: 24-26. Sep./Oct. 1999: 24-26.

Greenspan, Alan. “Investments in Human Capitol.” Greenspan, Alan. “Investments in Human Capitol.” Vital Vital Speeches of the DaySpeeches of the Day 1 May 2000: 418-420. 1 May 2000: 418-420.

Suzik, Holly Ann. “On-The-Job Training: Do It Right!” Suzik, Holly Ann. “On-The-Job Training: Do It Right!” QualityQuality Nov. 1999: 84.Nov. 1999: 84.

Terry, Lisa. “On The Job Training.” Terry, Lisa. “On The Job Training.” UpsideUpside May 2000: 165- May 2000: 165-174.174.

Walter, Diane. “A View From the Floor.” Walter, Diane. “A View From the Floor.” TrainingTraining Jul. 2001: Jul. 2001: 76.76.