The document outlines the ADDIE model for developing an on-the-job training program. The 5 phases of the ADDIE model are: 1) Analyze the training needs, objectives, and resources; 2) Design the training program outline and materials; 3) Develop the full training materials and instructions; 4) Implement the training by instructing employees; 5) Evaluate the training effectiveness and employees' mastery of the material. The document provides details on activities and considerations for each phase of the ADDIE model in developing and delivering a successful on-the-job training program.

1. Methods to Implement for
"On The Job Training"
By Harshal Paranjape

2. Introduction
In your job you may have spent time
sitting through training sessions of
questionable value.
Now we are assigning you to develop a
training program “On The Job” for the
rest of your department.

3. Methods
 Analyze
 Design
 Develop
 Implement
 Evaluate
This method is called as ADDIE Model

4. 1. Analyze

5. Analyze……….Continue
Analyze The Training Need
 Who is your Audience?
 When you develop a program On The Job, you will
take a look at what knowledge, skills an attitude
the Employee need upon completing the program
versus what knowledge, skills and attitude they
have now.
 If there is a gap between desired performance and
expected performance, what is the cause?
 Is training really the solution?
 When there is a gap, it might be because they can’t
do the work because of physical limitations, lack of
proper tool or equipments, environment etc.

6. Analyze……….Continue
 Or may be they know what to do but just don’t want
to or won’t. In that case, you have a performance
issue rather than a training issue.
 Training is only the solution when the audience
member have not yet learned the information, skills
or attitude needed to be successful on the job.
 Part of your analysis include assessing the
resources and tools you will need versus what is
available to you, the schedule for the training, and
how the audience is likely to learn best.

7. 2. Design

8. Design……….Continue
Design The Training Program
 Based on the results you obtain in the analysis
phase, you will design the training.
 Think of a design as a sort of outline.
 The design phase consist of identifying learning
objectives that describes what the employee
should be able to do upon completion of training
and how this objectives will be measured.
 The objectives should match the knowledge, skills
and attitude you identified were needed during your
analysis.

9. Design……….Continue
 You will also determine how the course will be
delivered, such as by an instructor in a classroom,
online or a blended approach.
 In the design phase, you may also create
storyboards to aid in the development of the
training program.

10. 3. Develop

11. Develop……….Continue
Develop The Training Program
 In the development phase, use the objective and
other materials you created during the design
phase to flesh out your outline and develop the
training program.
 The material may include online training
components and manual for the instructor and
employees.
 In this phase, you will develop a strategy for testing
the employee’s change in knowledge, skills and
attitude based on the training.

12. 4. Implement

13. Implement……….Continue
Implement The Training Program
 The implementation phase is sometimes called the
delivery phase.
 In this phase, you actually teach the training
program to the employees, whether the instruction
takes place online, in the classroom or through
another method.
 If the delivery method is classroom instructions and
you have a large audience, you may conduct a
“train – the – trainer” program, where the facilitator
sit through the class as employee and then
practice teaching various parts of the material back
to each other to ensure consistency and full
understanding.

14. Implement……….Continue
 The first time the instructions is offered is called a
“pilot” and there should be an opportunity to debrief
and make changes based upon feedback from
observers and the pilot audience.

15. 5. Evaluate

16. Evaluate……….Continue
Evaluate The Training Program
 In the evaluation phase, you determine if the
employee obtained the knowledge, skills or attitude
you identified as the goals during the analysis
phase.
 You can use the information you obtained during
the evaluation phase to make additional changes
to the design, development and delivery of the
training program the next time you offer it to the
employee.
 Depending on your needs, you will have to decide
in an earlier phase what level of evaluation you will
use.

17. Evaluate……….Continue
 Levels of Evaluation:-
Level 1. Measures how the learners felt about the
training i.e. did they like it?, did the believed they
learned something? This evaluation can be
accomplished with a simple questionnaire.
Level 2. Measures whether the learners mastered
the material delivered. This usually involves a test
or having each learner successfully perform a task
that was taught.
Level 3. Requires following up with learners later,
to determine if they are actually applying new skills
on the job.
Level 4. Where they determine whether there was
an actual return on investment for putting the
employees through the training program.

18. Evaluation Sheet : -
Emp_Code
Name of Appraisee
Designation of Appraisee
Date Of Joining
Appraisal Period:
Name of Appraiser
Designation of Appraiser
Jaika Motors Ltd.
Employee Performance Appriasal form
Attributes
Sr. No Marks
1 Follows instructions to the satisfaction of superiors
3
2 Aims to develop good relations with internal and external customers
3
3 Able and willing to work effectively with others in a team
3
4 Communicates effectively to share information and/or skills with colleagues
3
5 Uses practices that save company resources and minimise wastage
3
6 Job knowledge
3
7 Commitments towards work
3
8 Plans and organized effectevely
3
9 Stay overtime whenever necessary
3
10 Willengness to learn
3

19. Evaluation Sheet………..Continue
11 3
12 3
13 3
14 3
15 3
16 3
17 3
18 3
19 3
20 3
60
Work accuracy
Able to handle reasonable volumn of work
Problem solving techniques
Attendance
Punctual
Responsible
Able to accept new things and technology
Presentation skill
Leadership
Decision Making power
Total
0 - 30 Unsatisfied
31 - 44 Need Improvement
45 - 59 Fair
60 - 75 Good
76 - 89 Very Good
90 - 100 Outstanding

20. Thank You