ppt on on the job training

1. ON THE JOB TRAINING
SUBMITTED TO – KIRAN YADAV MA'AM

2. GROUP 17
ATUL RAWAT 921
VAIBHAV CHITKARA 835
MUDT MOHAN 850

3. CONTENTS
• INTRODUCTION
• ON THE JOB TRAINING METHOD
• METHODS OF ON THE JOB TRAING METHODS
• ADVANTAGES OF ON THE JOB TRAINING METHOD
• DISADVANTAGES OF ON THE JOB TRAINING METHOD

4. ON THE JOB TRAINING
IT IS THE PRINCIPLE OF “LEARNING BY DOING”. On the job training method is a
practical approach to acquiring new competencies and skills needed for a job in
a real working environment. It is often used to learn how to use particular tools
or equipment in a live-work practice, simulated, or training environment. On-
the-job training allows employees to gain experience working in situations very
similar to those they’ll encounter on a daily basis Employees will use the same
tools and equipment they need for their job while being guided by an
experienced trainer.

5. METHODS OF ON THE JOB TRAING METHODS

6. JOB INSTRUCTION TRAINING
This method is also known as training through step by step.
Under this method, trainer explains the trainee the way of
doing the 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.

7. APPRENTICESHIP TRAINING
• An apprentice is a person who is undergoing apprenticeship training.
• Apprenticeship training refers to a course of training in any industry or
establishment. Apprenticeship training consists of basic training ( theoretical
instructions ) and practical on the job training at actual work place.
• One can undergo apprenticeship training in any industry/ establishments in
the Central/State Pubic Sector or Private Sector, where apprenticeship seats
are available.

8. JOB ROTATION
• This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignments. Though this
method of training is common in training managers for general management
positions, trainees can also be rotated from job to job in workshop jobs. This
method gives an opportunity to the trainee to understand the problems of
employees on other jobs and respect them.
• Job rotation method has been using in the Indian banking sector mainly by
State bank group for the probationary officers for the period of approximately
2 years to finally post them as assistant bank manager. Under this method of
training candidates are placed in each and every job starts from clerical job,
assistant, cashier and managerial job for the purpose of knowing importance
in nature of every job before handling Asst. bank manager position.

9. COACHING
The trainee is placed under a particular supervisor who functions as
a coach in training the individual. The supervisor provides feedback
to the trainee on his performance and offers him some suggestions
for 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 of training is that the trainee may not have
the freedom or opportunity to express his own ideas.

10. MENTORING
Mentoring is another way to train new employees while
they are on the job. This involves having a staff member
take the initiative in the development of a new employee.
The mentor will not only provide technical support but
emotional support as well. This staff training helps the new
employee both professionally and also by building their
teamwork skills. The mentor, on the other hand, gets to
practice their leadership and supervisor skills.

11. UNDERSTUDY TRAINING
Understudy training refers to the method in which trainees are prepared
to perform the work or fill the position of their superiors. In this
technique, a trainee who is likely to assume the full duties and
responsibilities of the position currently held by his/her superior is called
as an understudy training. The understudy fills the position of his/her
superior that is about to leave the job due to promotion, retirement, or
transfer. For instance, the departmental head may pick up one competent
person from the department to become his/her understudy. This gives the
understudy an opportunity to try out his/her leadership skills.

12. ADVANTAGES OF ON THE JOB TRAINING METHOD
It is directly in the context of job.
It is often informal.
It is most effective because it is learning by experience.
It is least expensive.
Trainees are highly motivated.
It is free from artificial classroom situations.

13. DISADVANTAGES OF ON THE JOB TRAINING METHOD
Trainer may not be experienced enough to train or he may not be
so inclined.
It is not systematically organized
Poorly conducted programs may create safety hazards.