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ByLacey Burton
Introduction•   Meaning of this delivery method•   Workplace Application•   Advantages•   Disadvantages•   Recommendation•...
Meaning• On-the-Job (OTJ) is learning delivery method• Method used for  – New employees  – Employees who require training ...
Application• On-the-job training occurs in  all industries & professions• An older, but highly-effective  training method•...
Pros of OTJ Training•   Immediately available with little preparation•   Enhances trainee desire to master the skills•   L...
Cons of OTJ Training• Occur when improperly coordinated• Must choose a trainer cautiously• Bad habits in trainer leads to ...
Recommendation• Among the most efficient professional  development methods• Real-world approach• Low costs involved• Emplo...
Conclusion• Oldest forms of informal  employee training• Must incorporate  demonstration, practice, &  reinforcement• Can ...
References• Noe, R. A. (2008). Employee training and  development (4th ed.). New York, NY: McGraw-  Hill.• Miller, S. (200...
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On the-job training

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A PowerPoint® presentation using information from the Needs Analysis. I offer a recommendation of a delivery methodology and:
• Provide a definition of a delivery method and how it would be applied for the project
• Examine the Pros and cons of a different delivery method
• Demonstrate a recommendation of the delivery method you chose

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  • This presentation will demonstrate the meaning and definition of on-the-job training. It will demonstrate is application within the workplace as well as identify the pro’s and con’s of this type of delivery method. Then, I will make my recommendation followed by a conclusion.
  • On-the-job training (OJT) involves a learning delivery method for new hires or employees that require training, whether through promotion, upgrading experienced employee when a new method or technology is procured, or cross-training. The learning environment is within the trainees’ work setting and is given by managers or peers to allow the trainee to attempt to model their behaviors. This teaching method is considered informal because it does not transpire in a training program. OTJ can take various forms to include direct training, simulations, apprenticeships, self-directed learning, and case studies, although during this presentation, direct training or face-to-face training is the focus (Noe, 2008).
  • On-the-job training can occur in any industry and any profession. This method of training is one of the oldest learning delivery methods and proven to be highly-effective when implemented correctly. Coca-Cola can apply this method to its training for its bottling plants, manufacturing and production plants, delivery warehouses, and corporate offices, allowing to be transferrable to any of its positions within the organization.
  • OJT has been used for many years in countless professions because it can be customized to teach the trainee the necessities of the job. This form of training is available immediately upon hire and uses the tools and equipment necessary to perform the job. This makes new employees or trainees eager to learn and master the skills. Because both the trainer and trainee are on-site and work at a slower pace, organizations save substantial costs in the trainee process. Conversely, training could involve hiring trainers and renting out a facility, which can lead to high costs for any organization (Noe, 2008). Another benefit of on-the-job training (OJT) is the flexibility it sanctions by offering training at any time allowing trainers to be peers or managers. Because the training occurs at the work site, the skills that the trainee obtains are easily converted to the job. OJT is an effective training method as it requires less time investment and reduced costs because there is no need for hiring and paying a trainer, providing training materials, or instrumenting the instructional design. This method allows the job knowledge experts to be the instructors (Noe, 2008).
  • As with any training method, on-the job training (OJT) has disadvantages when improperly coordinated or performed. Most of the disadvantages lie within the choice of the trainer and how he or she chooses to expedite the training. Managers and peers who serve as the trainers may not facilitate a universal process to accomplish a task; therefore, if bad habits exist by the trainers, it may be passed on to the trainee along with other necessary skills. Additionally, the trainers may not incorporate the element of demonstration, observing, practice, feedback, and reinforcement that is necessary for successful on-the-job training (Noe, 2008). “Unstructured OJT can result in poorly trained employees, in employees who use ineffective or dangerous methods to produce a product or provide a service, and in products or services that vary in quality” (Noe, 2008, p. 239)
  • It is my recommendation that Coca-Cola utilizes on-the-job training throughout the global organization. On-the-job training along with in-house classroom training were rated as the most effective professional development methods (SHRM, 2008).This provides a more real-world approach to training and provides leadership responsibilities for our best employees. Additionally, this saves the organization substantial costs (Noe, 2008). Employees rate on-the-job training, coaching or mentoring and external learning through educational institutions as very effective skills training formats (Miller, 2008). As long on-the-job training receives evaluations, much like other training methods implemented by Coca-Cola, I believe it is in the best interest of Coca-Cola to provide this type of training.
  • On-the-job training is one of the oldest informal forms of employee training. This delivery method applies to new or inexperienced employees who can learn in the work environment, allowing him or her toobserve the peers or managers in the works setting. The trainer needs to incorporate demonstration and observation, allow the trainee to practice, and provide the trainee with feedback and reinforcement. It is clear that this type of training method is highly-effective when the suitable peers and managers facilitate the training. On-the-job training can create problems when its too informal, when the trainer demonstrates bad habits, or does not incorporate the feedback, practice, or demonstration necessary for the trainee to master the skill. Coca-Cola would be advised to use on-the-job training throughout its workplace, providing its trainees with the fundamental skills needed for the job and reducing training costs for the organization.
  • Noe, R. A. (2008). Employee training and development (4th ed.). New York, NY: McGraw-Hill.Miller, S. (2008). Report: Critical Skills for a Changing Workforce. Retrieved from http://www.shrm.org/publications/hrnews/pages/reportcriticalskills.aspxSHRM. (2008).Critical Skills Needs and Resources for the Changing Workforce. Retrieved from http://www.shrm.org/research/surveyfindings/articles/documents/critical%20skills%20needs%20and%20resources%20for%20the%20changing%20workforce%20survey%20report.pdf
  • Transcript of "On the-job training"

    1. 1. ByLacey Burton
    2. 2. Introduction• Meaning of this delivery method• Workplace Application• Advantages• Disadvantages• Recommendation• Conclusion
    3. 3. Meaning• On-the-Job (OTJ) is learning delivery method• Method used for – New employees – Employees who require training – Cross-training• Delivered from peers and managers• Informal training method in work environment
    4. 4. Application• On-the-job training occurs in all industries & professions• An older, but highly-effective training method• Coca-Cola can apply this method to all units.• Highly-transferrable
    5. 5. Pros of OTJ Training• Immediately available with little preparation• Enhances trainee desire to master the skills• Low cost• Offers flexibility• Less overall investment
    6. 6. Cons of OTJ Training• Occur when improperly coordinated• Must choose a trainer cautiously• Bad habits in trainer leads to poor training• Training must incorporate: – Demonstration and observation – Practice – Feedback and Reinforcement
    7. 7. Recommendation• Among the most efficient professional development methods• Real-world approach• Low costs involved• Employees rate as very effective• Still need to maintain evaluation of method
    8. 8. Conclusion• Oldest forms of informal employee training• Must incorporate demonstration, practice, & reinforcement• Can be ineffective with a poor trainer• Provides trainees with fundamental skills
    9. 9. References• Noe, R. A. (2008). Employee training and development (4th ed.). New York, NY: McGraw- Hill.• Miller, S. (2008). Report: Critical Skills for a Changing Workforce. Retrieved from http://www.shrm.org/publications/hrnews/pages /reportcriticalskills.aspx• SHRM. (2008). Critical Skills Needs and Resources for the Changing Workforce. Retrieved from http://www.shrm.org/research/surveyfindings/articles/documents/ critical%20skills%20needs%20and%20resources%20for%20the%20c hanging%20workforce%20survey%20report.pdf
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