On-the-Job Training is a practice in which workers, or operational personnel, are given direct instructions on how to execute their tasks on the real work floor.
Workers can gain the abilities they need to execute real-world situations while also becoming used to the working environment. Furthermore, unlike Off-the-Job training, firms do not incur additional costs in building up a classroom or a simulated set up to impart training to personnel away from the actual work floor.
Methods of On-the-Job Training
Coaching: In this strategy, a superior or experienced staff offers workers directions on doing a task. It is one-on-one training for employees in which they may get answers to their questions through the select’s instructions and examples.
Mentoring: This type of training is offered to persons at the management level. It entails the senior or manager giving directions to the immediate subordinate on carrying out day-to-day tasks.
It’s another one-on-one training style in which the manager mentors the subordinate, guiding him through challenging situations.
Work Rotation: During an employment rotation, an employee is frequently transferred to other related occupations to familiarise him with different job backgrounds.
This allows him to avoid boredom caused by doing the same tasks and also aids in developing relationships with other members of the organization.
Job Instructional Training: In this type of training, a trainer creates a step-by-step program in which the worker is provided instructions on how to execute the job correctly. The trainee is first given an overview of the work and the expected outcomes before the trainer demonstrates the abilities necessary for the position.
After that, a worker is permitted to execute the job based on their gained abilities or knowledge. Ultimately, employees are requested to provide feedback and ask any questions due to the training program.
Understudy: In this situation, the special train a subordinate as an understudy or assistant who would likely perform a superior’s position in the event of a vacancy caused by the superior’s retirement, transfer, promotion, or death.
Apprenticeship: This sort of instruction is usually offered to those in crafts, trades, and technical areas which need to learn for a long time before becoming proficient in their fields.
This training consists of classroom and on-the-job instruction and is carried out under strict supervision. Apprentices must go through the learning process until they become experts in their disciplines, which can take three to four years.
Job training is founded on “learning by doing,” which means that employees learn the job while doing it in the real world. Both the employees and the company benefit from this form of training.