METHODS OF TRAINING AND DEVELOPMENT
ON THE JOB TRAINING METHOD (OJT):
The reason for an OJT training programme is to furnish
employees with task-specific skills and abilities necessary for their work
territory. The learning and abilities presented during OJT are directed at
specific work necessities. Job instruction, Job rotation, Coaching and
Apprenticeship training is the general form of OJT methods. Completely OJT
hypothetically does not include any off-the-job training (Alipour, Salehi &
Shahnavaz 2009).
Video-4 below by Interview Success Formula briefly outlines OJT method. OJT is explained as an employee who starts working from day one and starts developing his/her skills while working and it further added that in OJT each employee will have a formal or informal mentor who will coach and train the employees on the job.
Video-4: What is On the Job Training?
OJT methods :
Job Instruction: is a structured approach to training, which
needs participants to continue through a sequence of steps in the sequential
model (Alipour, Salehi & Shahnavaz 2009).
Job Rotation: is the methodical movement of employees from task to
task or from one assignment to another within the company, as a path to obtain
a variety of different skills and objectives like; simply staffing jobs,
orienting new employees, stopping job monotony and exhaustion, gratifying
employees, enhance job improvement, exposing employees to different
environments (Alipour, Salehi & Shahnavaz 2009).
Coaching: is the procedure of one to one supervision and
coaching of advanced knowledge, abilities and job performance (Alipour, Salehi
& Shahnavaz 2009).
Apprenticeship: is one of the oldest methods of training, whereby a
master of a craft instills planned, practical instruction on his apprentice over
a significant time span (Alipour, Salehi & Shahnavaz 2009).
OFF THE JOB TRAINING METHOD (OFJT):
OFJT is a type of training session which
takes place outside the workplace such as at training institutes/centers, where
suitable services are given for the participants to be involved in high
performance.
Video-5 below clearly explains the OFTJ method, especially highlighted on myths and facts related to this method. The myth of delivering OFJT at a
classroom and an external location is addressed, where it says that the fact is that OFJT can be
delivered in a flexible location, at work-place or even external location. Every
employee must be allowed to spend 20% of contracted hours engaged in OFJT.
Video-5: Off-the-Job Training Myth vs Fact
(Source: South Devon College, 2019)
However, Olaniyan and Ojo (2008) have highlighted the following various types of OFJT methods:
Lecture method: which offers the facility of managing a large
group of employees at one time. This method gives a chance to exchange
innovative knowledge/ideas and detailed information with the employees, for the
purpose of changing their attitudes, value re-orientation and other emotional
characteristics that change the work environment (
Conference / Workshop
/ Seminar / Symposium: will
provide employees with interactive sessions and provokes the dynamic engagement of
all the participants in discussions (
Case Study: is mostly used in managerial training. A case study
will engage the listing of company issues or the issues currently faced by the
company and require suggestions for solutions (
Role-playing: is a technique of using human collaboration, which
involves genuine behaviour in visualized situations (
Programme
instruction: in this
technique, the relevant matter to be learned is given in a range of cautiously
planned sequential units (
Vestibule /
Simulation training: is
a technique where real work situations are imitated in a classroom (Nwokocha
2015).
Reference List:
Alipour,M., Salehi,M. &
Shahnavaz,A.(2009) A Study of on the Job Training Effectiveness: Empirical
Evidence of Iran. International Journal of Business and Management,4(11), pp.63-68.
Available from https://pdfs.semanticscholar.org/4b70/a911bd194d88be94dbdaced5d35f1e75323c.pdf
[accessed 20 September 2018].
Interview Success Formula (2015)
What is On the Job Training? [video].Available from https://www.youtube.com/watch?v=BpFeqL3Em6Q
[accessed 14 January 2020].
Nwokocha,I.(2015) The Validity of
Effectiveness of Training and Development in Organizations In Nigeria. IOSR
Journal of Business and Management (IOSR-JBM),17(5), pp.01-08.Available from https://pdfs.semanticscholar.org/b721/fc064155a68f4ec9e0bfecbdaea5ef74f8d0.pdf
[accessed 20 September 2018].
Olaniyan, D.A. & Ojo,
L.B.(2008) Staff Training and Development: A Vital Tool for Organisational
Effectiveness. European Journal of Scientific Research,
24(3),pp.326-331.Available from http://lms.powercam.cc/sysdata/user/42/irisli/blog/doc/6aaf13ba58c720ef/attach/161.pdf
[accessed 20 September 2018].
South Devon College (2019)
Off-the-Job Training Myth vs Fact [video].Available from https://www.youtube.com/watch?v=B5_9AomWHs4
[accessed 14 January 2020].
Bernadine, from your blog you have clearly shown how this training and development is important for the company as well as the employee. In addition for the training methods, Nassazi (2013) has discussed about the training process which an employee needs to get when he/she joins the organization. Simply it's the orientation. The overview about the job role and the organization structure is explained to the employee in the orientation.
ReplyDeleteAs I agree with your comment Vayanga, I would like to highlight the fact that orientation programmes are also faced with four (04) major challenges. Chen (2010) has mentioned that the first challenge is lack of clearly set goals and objectives, secondly the delivery of proper and correct details to new candidates, thirdly balancing of the variety of needs of individuals and those of the company, the final challenge is how to reduce the anxiety and stress of new candidates and welcome them to the organization.
ReplyDeleteMagnificent presentation emphasis about leaning and development covering significant areas of the topic concern .
ReplyDeleteFurther organizational leaning also play a important role of learning ,embrace both adaptive and generative learning. The organizational learning is divided in to two such as single learning and double loop learning. The single loop learning looks for solutions within organization’s policies, plans, values and rules, error and correction process, promotes adaptive learning . The double loop learning closes gap between desired and actual states of affairs by questioning, modifies organization’s policies, plans, values & rules to guide action and promotes generative learning.
The organizational learning is continual expansion to create desired results, new patterns of thinking are nurtured, collective aspirations is set free, people learn to learn together and new knowledge & capabilities remain even if individuals leave. The organizational learning discipline five disciplines such as systems thinking, personal mastery, mental models, shared vision and team learning. Also combine to expand its capacity to create its future
Thank you Shantha for adding up informative comments on my blog. My topic being Effective Training and Development, I would add that T&D is an important feature in Human Resource Management which will aim to improve employees skills and objectives. (Raheja, 2015) says that Training and Development encompasses three main activities which is Training, Education and Development.
DeleteYou clearly explained main T&D methods. As per Rheja (2015) main out come of T&D is ensure Employee satisfaction.which method of training helps to motivate employee more? is it On the Job method? or Off The Job method?
ReplyDeleteThank you for your comment Suresh, in my opinion On-the-Job training is the most effective method when it comes to training and development. Brinkerhoff (2005) says that in order for the training system to add more value to a company it must be elevated to a high status and it must measure its effectiveness? Companies can no longer afford to offer training that has not been evaluated for its contribution to the organization strategic goals and mission and its effectiveness and use on the job to achieve those goals (Mathias, 2013). Furthermore, Evans, (1999) highlights that On-the-Job training plays an important part in the development of organizations, enhancing performance as well as increasing productivity, and ultimately putting companies in the best position to face competition and stay at the top. This means that, there is an important relationship between organizations that train their employees and organizations that do not. Every Organization that is committed to making profits for its owners (shareholders) and providing quality service for its customers and beneficiaries must invest in on the job training for its employees (Jagero, Komba & Mlingi, 2012).
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