committee assignment on the job training

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Section 7.2: Different Methods of On-the-job Training

Manmeet Brar; Sonia Bolina; and Shazia Kazani

The following sections will discuss the different methods of on-the-job training and how they can be applied in the workplace. They include helpful hints and multiple-choice and reflective questions that will assist you with learning the material in this chapter.

Peer Teaching

Peer teaching occurs when students or colleagues teach one another. Peer teaching is a method in which one person educates another person on any material the first person has mastered, but the second person is new to. This learning method is beneficial as it promotes active learning. It allows those teaching to reinforce their own learning, and it promotes greater comfort while peer teachers and students interact with each other (Briggs, 2017).

Leveraging Technology

With the rapid advancements in technology, many organizations leverage technology to support job training. Implementing these programs helps cut costs, provides mobile learning opportunities, and reduces the carbon footprint. Some examples of how organizations have been leveraging technology in the workplace in terms of on-the-job training are web-conferencing (Skype, Zoom, Big Blue Button), using social networks, learning modules, blogs, vlogs, podcasts, media-sharing, and mobile learning (U.S. Office of Personnel Management, 2020).

Stewardship

Stewardship involves promoting the well-being of employees at a given organization. It requires the careful and responsible management of something entrusted to one’s care. There are four principles of providing stewardship.

• The principle of ownership
• The principle of responsibility
• The principle of accountability
• The principle of reward (Eldon’s Porch, 2016).

Four Principles of Workplace Stewardship

Coaching involves the development of one-on-one relationships between employees and managers. This training method provides guidance and feedback on how the coachee is performing their given task. The manager provides support and offers suggestions for improvement. Coaching helps instill the skills needed by giving employees the opportunity to apply them at work. This process is valuable because it is tailored to each individual’s needs, and it helps establish a strong workplace culture and an environment of trust and continuous improvement.

Job Rotation

Job rotation involves the movement of trainees from one job to another. This is very important, as it allows the trainees to gain knowledge and experience in each job assignment. This gives them an opportunity to understand the challenges of other jobs and gain a sense of respect for their coworkers. This encourages professional development and gives employees a break from always doing the same job.

Apprenticeship Training

Apprenticeship training is a more formalized method of training. It combines education learned in the classroom with supervised on-the-job work. Most apprenticeship programs take up to 3-4 years until they are considered complete in that trade or profession. People who work in crafts, trades and technical areas are the ones who are most likely to have to complete an apprenticeship program. This is important not only for the employee but for the organization as well because it builds a skilled workforce, improves job satisfaction and allows organizations to save money as they do not have to spend as much on training their employees.

Committee Assignments

Committee assignments are when a group of trainees are asked to solve an organizational problem. The trainees work together and offer solutions to the problem. This is important, as it helps the trainees develop the teamwork skills needed to achieve a common organizational goal.

Special Project Assignments

Trainees are assigned a project related to their jobs. This could involve one or multiple trainees working together on a project that relates to their functional area. They analyze the problem and submit recommendations based on their analysis and what they have experienced. Special project assignments help in identifying organizational problems from a different perspective. When trainees work together, they obtain knowledge and learn how to work with others who have a viewpoint different from their own (Naorem, 2019).

Example: Someone may be interested in event planning, and so they are given the opportunity to work as part of a special events team. This is work they may not otherwise do but are interested in.

Mentoring is similar to coaching in that they both support growth establish confidence in relationships and provide constant guidance to the trainees. Coaching is a short-term process, whereas mentoring is a long-term process based on mutual trust and respect (Published: Feb 19, 2016).

A mentor is usually someone other than a supervisor or manager, who has but a high level of knowledge or expertise. They invest their time, and effort in the person over a period of time. Based on mutual consent, the mentor and mentee focus on career or professional development. The mentor and mentee relationship can be established through the organization if they are paired up, and it can could continue for nine months to a year depending on the type of mentorship (Naorem, 2019).

The mentor helps the organization by supporting their trainee to ensure they are working to the expected standards. Organizational values and processes are taught to the trainee through the mentor as developing the trainee is their objective (Naorem, 2019).

The trainee and mentee have constant access to support, friendship, information, learning, and coaching (Naorem, 2019).

Selective Readings

Selective readings are geared towards executives who are provided with reading tools to further develop their understanding and boost their knowledge in their functional area. The reading tools can vary from books, to journals, or articles (Naorem, 2019).

eLearning is a cost-effective method organizations can implement that does not require the presence of an instructor. Employees can be trained remotely, and access to trainers can be made readily available through social networks and eLearning platforms. Techniques for delivering content can include audio and video recordings, presentations, quizzes, surveys, games, discussion groups and much more.

Trainees have the advantage of logging into the eLearning courses at their convenience, and they are not required to be at a specific physical location. Courses can provide the trainee with hands-on training, as they go through various scenarios on how to conduct a transaction as if they were in real time (Dutta, 2021).

Example: A bank teller can take an online course on how to complete a deposit transaction for a customer. They will be given the details as if there was someone in front of them, and they will go through the steps as they would in real time.

Organizations can develop customized courses to equip their employees with the skills necessary for their position. Ongoing training through e-Learning channels allows employees to stay current with the knowledge and skills they require throughout their duration of employment.

People Learning and Development Copyright © by Manmeet Brar; Sonia Bolina; and Shazia Kazani is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License , except where otherwise noted.

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11 On-the-job Training Examples & Strategies to Build a Competent Workforce

Table of Contents

On-the-job training (also referred to as OJT) is an indispensable part of new employee onboarding and employee upskilling programs. Being synonymous with hands-on learning , on-the-job is the type of training that helps employees “get their hands” dirty and actually practice as they’re learning new skills or refreshing existing ones.

Learning by doing is extremely efficient in instilling knowledge and translating this knowledge into practical application.

Due to its hands-on nature, on-the-job training is mostly linked to technical skills and practical tasks – operating machinery, using workplace tools, performing job tasks, following procedures, and so on. But that doesn’t mean it doesn’t apply to soft skills training .

Many on-the-job training examples improve valuable soft skills like communication, team building, and emotional intelligence.

If you want to know more about this type of employee training , you’re in the right place. In this post, we’re sharing 11 top examples of on-the-job training and strategies to implement it. But first, let’s see what makes this training method so effective.

9000+ brands trust LearnWorlds to train their people, partners & customers.

5 big-time benefits of an on-the-job training program.

Should you use on-the-job training in your organization? We believe so, and we have 5 good reasons that will make you see the point in it as well:

Cut down on training costs

More often than not, you will not need extra resources to train the employee the same way you would for a traditional training program that involves seminars. That said, it’s advisable to keep a central repository with all necessary instructions and practical information.

Promote practical application

At the end of the day, the proof is in the pudding – and the “pudding” is whether employees can actually do what the training promises. On-the-job training helps achieve that by being activity-focused and providing hands-on experience.

Employees learn by observing, asking, doing, and receiving feedback in real time. This way, they reach the learning objectives of the course faster and more effectively. Not to mention, that the need for assessment is virtually eliminated since their knowledge is tested and proved during the training .

Boost employee morale

On-the-job training is the best way to help new and seasoned employees become more productive and perform better, as it provides opportunities to apply what is taught on the spot .

Passive learning, like attending seminars and watching video lectures, can be discouraging and even boring. Actually doing something, however, reinforces the sense of accomplishment and makes the employee feel useful.

Improve employee retention

On-the-job training is the most effective training method for onboarding, since new hires need to adjust to a new work environment as well as to their new role. Pairing them with an experienced employee is an excellent way to introduce them to the company culture, help them acclimate, and form stronger bonds among colleagues, all of which play a massive role in improving employee retention.

Minimize training time

Practice speeds up the learning process. It helps the employee internalize the new knowledge and cultivate skills and competencies faster by building “muscle memory” instead of relying on memorization. With on-the-job training, employees learn faster and better.

11 Effective On-the-Job Training Examples

Hands-on training can be a very effective way to train employees. There are several on-the-job training methods to help cultivate the necessary skills and improve employee performance that may or may not involve formal training sessions. Which one’s the best? Well, there’s no right or wrong here. It all depends on your specific training needs and the human resources available.

Let’s go over some of the most popular and effective on-the-job training examples:

Orientation

Orientation is the initial phase of employee onboarding and it typically lasts between a few hours to a full work day. Orientation is not about developing a new skill set, so it doesn’t involve any formal training sessions; it’s about introducing the new employee to their team members and getting them acquainted with key tasks of their new job. During orientation, the new hire also learns about organizational structure and company policies and receives practical information about office operations.

Just-in-Time Training

Just-in-time training (JIT) refers to training not only on the job – but also on the point of need and not before. Rather than formal employee training, JIT is more of a job aid , and it’s particularly beneficial for deskless employees, like salespeople, healthcare professionals, and field workers, who don’t have easy access to a laptop.

To deliver just-in-time training, you’ll need a Learning Management System with a mobile app , like LearnWorlds , so that the content is optimized for mobile consumption. You’ll also need to create bite-size content that employes can easily consume, also known as microlearning content. Common examples include infographics and short videos.

💁LearnWorlds is an excellent LMS solution both for employee onboarding and just-in-time training (and much more!). Launch your own branded mobile app, create interactive content, and streamline training using with our customizable platform. Discover LearnWorlds with a 30-day free trial today!

Coaching & Mentoring

Coaching and mentoring are effective types of on-the-job training that can be conducted either online or in person and involve pairing the employee with an experienced, usually senior, company employee. These methods are the most supportive. Although the terms are often used interchangeably, they are slightly different.

Coaching focuses on unlocking the employee’s potential and helping them overcome roadblocks to meet their professional goals. In many cases, coaching is done by an external professional. Mentoring is more focused on assisting the employee to master their new job role and discuss career goals with the mentor sharing advice and offering guidance. Depending on the employee needs, you can opt for one or the other.

Job rotation

Another method of on-the-job training is job rotation, which involves training employees in different jobs, usually similar to what they’re already doing. Job rotation doesn’t aim to improve their skill set but to increase transparency and help employees understand how the work of other employees is linked to their own . This type of training might even help employees discover they fit better in a role they hadn’t originally planned.

Job shadowing

Job shadowing is a common type of on-the-job training where the trainee follows an experienced coworker on a typical workday (or more). This gives them ample opportunity to ask questions in real-time as they arise and better comprehend the task at hand. Job shadowing is extremely effective and can cut down the duration of the OJT program.

Co-worker training

Perhaps the most common type of on-the-job training, co-worker training (or buddy system ) refers to pairing an employee with a colleague who does the same job . Every employee has their own approach, so the training process might differ.

Some may focus on doing practical tasks together, while others might additionally offer resources like documentation they have prepared for personal use. The buddy system uses knowledge sharing as it’s primary learning method and it fosters strong employee relationships.

Simulations

Simulations imitate real-life situations and are particularly effective because they require the employee to think and act on the spot , often under critical circumstances. They are very common in types of training where employees run higher risks and benefit from practicing in a safe environment, like health, safety, compliance , and even cybersecurity.

Simulations are computer-based and are usually part of formal training courses that involve several synchronous training sessions and self-paced learning. They’re used either to assess employee knowledge or promote practical application.

Delegation is when a manager assigns a task to a trainee and asks them to complete it, usually with minimum supervision. Delegation can be tricky, as it requires the manager to effectively gauge the competency level of the trainee and assign them a task that challenges them just the right amount ; they should be able to complete it, but at the same time, it shouldn’t be too easy.

Committee assignments

This type of OJT is like delegation but on a larger scale: a manager or supervisor forms a group of employees (a committee) and assigns them a project. Usually, the project is intricate and requires that the employees collaborate effectively to finish it.

Being essentially group assignments, committee assignments are excellent team-building activities that enhance communication and collaboration skills and reinforce team spirit as well as any job-specific skills.

An internship refers to “hiring” a college student so they can get work experience while they’re still studying. An internship is a valuable and highly sought-after type of on-the-job training that offers students a head start in the job market as they have experience their fellows don’t. Internship positions may or may not be paid. An internship can also lead to a permanent job for the intern.

Refresher training refers to on-the-job training that aims to freshen up existing knowledge through active recall and practical application. An often overlooked type of training, refreshers help keep employee skills sharp and current, as this training is usually updated to meet the latest job requirements.

Quick Tips & Strategies for On-the-job Training Success

Are you considering deploying on-the-job training? We have some words of advice for you for successful implementation.

• Deploy on-the-job training beyond onboarding: While it is primarily applied in employee onboarding, ΟJT is suitable for most types of training. To name only a few examples, on-the-job training can be used for upskilling and reskilling, to enhance soft skills, refresh memory, or (in the form of a simulation) to provide a safe environment for practice. On-the-job training is one of the most cost-effective, easy, and fast ways to train employees no matter where they are in their professional journey.
• Complement with job aids (using an LMS): On-the-job training offers the opportunity for practice and real-time feedback, which is great. But what happens when the training is over? Taking notes doesn’t work for anyone; it’s definitely inconvenient at times, and important details might fall through the cracks .Utilizing an LMS for online training ensures meticulous and accurate documentation down to the last detail. Moreover, employees have instant access to a variety of training materials ( videos, eBooks, infographics, quizzes, podcasts , and more) whenever the need arises or when it’s most convenient for them.
• Choose the right employee to do the training: The employee you choose to train the new hire (or any other employee) will serve as a mentor for this person. This means they should be experienced enough and eager to undertake this role in order to fulfill the expectations and responsibilities that come with this role.
• Define the learning objectives: Coordinate with the trainer to agree on what the trainee needs to learn during their on-the-job training. For all its benefits, on-the-job training can get overwhelming, as it’s done in real-time.Especially in the case of new hires, things might move too fast without them assimilating the new information. It’s best to start with the basics and gradually move to tasks of higher difficulty level or less urgent than throwing everything at them from week one.

On-The-Job Training is the Missing Piece of Employee L&D

No matter your industry, there’s always room for on-the-job training in a business. If you want to train employees fast and effectively, this is the single best way to ensure they are able to apply knowledge and skills on the job, and get the work done effectively.

Likewise, a Learning Management System is the missing tool in your training toolkit. It will help you keep all essential learning material in one place, allow learners to learn at their own pace, offer employees job aids when they need them, and streamline training for everyone.

Do you want to see for yourself? Sign up for a 30-day free trial with LearnWorlds now!

Further reading you might find interesting:

• The 19 Best Learning Management Systems
• SCORM 101: The Definitive Guide to Choose a SCORM Compliant LMS
• What is an LMS (Learning Management System)?
• 10 Best WordPress LMS Plugins Comparison
• The Benefits of Mobile Learning: Unveiling Its Power and How It Works

Androniki Koumadoraki

Androniki is a Content Writer at LearnWorlds sharing Instructional Design and marketing tips. With solid experience in B2B writing and technical translation, she is passionate about learning and spreading knowledge. She is also an aspiring yogi, a book nerd, and a talented transponster.

On-the-job training methods (Workplace training) - How it give companies a competitive edge?

On the Job Training Methods (OJT):

When an employee learns the job in actual working site in real life situation, and not simulated environment, it is called On-the-job training and also called as Workplace training . Employee learns while working. Take the instance of roadside mechanics. Small boys working there as helpers learn while helping the head mechanic. They do not learn the defect analysis and engine repairing skills in any classroom on engine models.

This type of training, also known as job instruction training, is the most commonly used method. Under this method, the individual is placed on a regular job and taught the skills necessary to perform that job. The trainee learns under the supervision and guidance of a qualified worker or instructor. On-the-job training has the advantage of giving firsthand knowledge and experience under actual working conditions. While the trainee learns how to perform a job, he is also a regular worker rendering the services for which he is paid. The problem of transfer of trainee is also minimised as the person learns on-the-job. The emphasis is placed on rendering services in the most effective manner rather than learning how to perform the job. On-the-job training methods include job rotation, coaching, job instruction or training through step-by-step and committee assignments.

On-the-job training boosts employee morale: Survey

Over 40% employers voted on-the-job training for increased productivity and 35% for enhanced employee morale in the organization in a survey concerning training and development, conducted by TJinsite, research and knowledge arm of TimesJobs.com. A considerable share of the surveyed employers also claimed to reduce attrition by using training and development methodology. 

Employees too appreciate learning and training at the workplace since it enables them to develop knowledge and skills without leaving the work. In the TJinsite survey, on-the-job training by seniors has been voted as the most preferred method of training by 71% employees. Other training methods come at distant second; with workshop and seminars preferred by 15% of surveyed employees, followed by external trainers (11%) and least preferred manual & journals (3%). 

Mostly on-the-job training for new employees is followed by induction programme which is meant for making new employees aware of organisation's culture, policies, procedures and for interaction of new employees with each other. In India at NTPC (National Thermal Power Corporation), is offering employee induction programme for its new employees and later sent to on-the-job training. Boston Consulting Group's (BCG) India office, is also giving on-the-job training with live Case study for 1 - 3 months for its new employees.

Training & Development

Training and development

Employee Training Introduction

Need and benefit of Training

Advantages Of Training Program

Training Process

On-the-job Methods

Off-the-job Methods

Sensitivity Training  

Management Development

On the Job Methods [MD]

Off the Job Methods [MD]

Executive Development

How on-the-job training and development programmes give companies a competitive edge?

Often, the skills acquired in an educational institute differ from those required for the job. This means educational institutions should look beyond academics and offer students real-time experiences, where they are able to gain first-hand exposure of working in the real world. To some extent, such programmes can help students get a taste of the actual professional world and help them establish critical networking connections. However, it is workplace training that can enable employees to acquire new and specific skills for a certain role, increase their contribution to the business and build their self-esteem.

The skill sets required for jobs are ever-changing and it is the responsibility of companies to plug the skill gap between education and employment. Offering the right training to employees will help in strengthening their skills, enhancing their capabilities and acquiring new knowledge. The companies that invest time and money in developing and expanding the knowledge of their employees bring in more productivity and are able to position themselves better in the larger business landscape.

Here’s a look at how on-the-job training can prove to be a worthwhile investment for companies and equip employees with the right set of skills:

Helps tackle shortcomings:

While one employee maybe good at calculations and market segmentation, another may prove her excellence in ideation and churning out new strategies. Every individual will have some shortcomings and it is timely training and development programmes that can upskill employees to perform different tasks with the minimum required skill. Workplace training plays a pivotal role in bridging the skill gap and keeping employees on the cutting edge of industry developments

Increases productivity:

In a rapidly-evolving job landscape, employees need to be trained and taught about new technologies and their applications. With training and development, employees can stay up-to-date, use new technologies and give up on the old ways of performing a task. They can finish a task faster and show improved results with the right training It will also give them confidence and enable them to adopt new and better ways to achieve their goals and objectives

Boosts employees' morale:

Lack of guidance often kills the morale of employees. Training and development programmes not only improve the skills of employees but also boost their morale, thereby making them happy and leading to longer tenures. Apart from breaking the monotony in the workplace, training programmes offer employees a learning platform where they are able to master new skills and become more marketable.

Encourages creativity:

With training and upskilling: employees are able to think outside the box and widen their thinking capabilities, hone their communication skills and develop new skills that can improve a company’s competitive edge. Such programmes are the best ways to promote innovation and improve employee involvement.

Enhances company reputation and profile:

Offering the right training and development programme makes the company stand out in the recruitment sphere. Employees are likely to feel valued if they are being invested in, and they work harder to exceed expectations. However, the company should adopt stronger and successful training strategies that help them build their brand name and enable them to emerge as a sought-after firm among employees.

On-The-Job Training Methods

(a) 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.

Advantages of job rotation of an employee are eliminate boredom of an employee, encourage development, give employees a break from strenuous job duties, helps HR manager identify where employee work best and gives HR manager a backup plan if an employee leaves.

Disadvantages of job rotation of an employee are could be costly and time-consuming for organisation, could end up with disgruntled employees, it won't fix all your problems in the business, job rotation of an employee might not be feasible for some industries and finally your business could suffer.

(b) 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.

”Experience is simply the name we give our mistakes." - Oscar Wilde.

(c) Job Instruction:

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.

(d) Committee Assignments:

Under the committee assignment, group of trainees are given and asked to solve an actual organisational problem. The trainees solve the problem jointly. It develops team work.

(e) Apprenticeship:  

Apprenticeship is a formalized method of training curriculum program that combines classroom education with on-the-job work under close supervision. The training curriculum is planned in advance and conducted in careful steps from day to day. Most trade apprenticeship programs have a duration of three to four years before an apprentice is considered completely accomplished in that trade or profession. This method is appropriate for training in crafts, trades and technical areas, especially when proficiency in a job is the result of a relatively long training or apprenticeship period, e.g., job of a craftsman, a machinist, a printer, a tool maker, a pattern designer, a mechanic, etc.

Internship is one of the on-the-job training methods. Individuals entering industry in skilled trades like machinist, electrician and laboratory technician are provided with thorough instruction though theoretical and practical aspects. For example, TISCO, TELCO and BHEL select the candidates from polytechnics, engineering colleges and management institutions and provide apprenticeship training. Apprenticeship training programmes are jointly sponsored by colleges, universities and industrial organisations to provide the opportunity to the students to gain real-life experience as well as employment. Exhibit presents the benefits of apprenticeship training.

Most of the Universities and Colleges encourage students for internship as part of the curriculum as it is beneficial to all concerned.

Advantages of On-the-Job Training:

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

Disadvantages of On-the-Job Training:

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.

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How to Create an On-the-Job Training Plan Your Employee Will Love

Written by: Unenabasi Ekeruke

Starting a new job and understanding the intricacies of your role can be tough. Employees develop the practical skills and knowledge required for their profession through proper on-the-job training and mentoring.

Hiring the correct, competent person for a position is only the first step in preparing them for success at work. They'll have to discover the ins and outs of your company's specific methods and processes firsthand.

On-the-job training is exactly what it sounds like learning how to do the job (or do it better) while already in the role. But there’s more to doing it properly so you don’t miss a beat. Plus, you can learn how to make an on-the-job plan using tools such as Visme.

In the article, we’ve listed what on-the-job training is, how it benefits your organization and the techniques you can use to implement this type of training. Plus, you can learn how to make an on-the-job plan easily using tools such as Visme.

Table of Contents

What is on-the-job training, the importance of on-the-job training – how beneficial is it, 5 types of on-the-job training for employees, different on-the-job training methods to utilize, how to create an on-the-job training plan with visme.

• On-the-job training is a practical training style that focuses on a hands-on approach where new employees learn relevant skills for their role while still at work.
• Some of the benefits of on-the-job training include: being cost-effective and simple to implement, it allows employees to learn rapidly and connect with their peers and coworkers; it empowers HR to quickly onboard qualified people.
• You can deploy various learning techniques when creating an on-the-job training plan, such as self-instructional training, online learning, blended learning (a mixture of online & offline), committee assignments and generic job instructions.
• Creating an on-the-job training plan can be quite complex, especially with various types and techniques. Visme’s ready-to-use template library allows you to easily create your own on-the-job training plans, presentations and other training materials

On-the-job training is a hands-on training technique for learning new competencies and skills for a job in a genuine or nearly real working environment.

But it doesn't have to be the only option for employee training.

Many firms employ various training strategies to increase potential hires' pre-existing skills and knowledge. These methods differ depending on the work, the industry and the expense of picking a specific training approach.

However, they’re usually classified into two categories: on-the-job and off-the-job training. The latter focuses mostly on classroom learning approaches like projects, presentations, case studies and assignments.

OTJ stands for On-the-job training, where the focus is practical knowledge involving real-time tasks and building learning capacity through experiences. Some companies do this kind of training through job shadowing and hands-on experience.

However, blended forms of instruction involve activities such as reviewing written materials, watching videos or participating in industry-specific events and classrooms.

In most cases, everything is overseen by your team who's in charge of the training program. You're also required to provide comments based on the employee's performance. Employees learn about the manager's expectations for their role, how different types of equipment and software work and other hard skills required to complete their tasks.

When new employees shadow existing employees, they receive the most prominent kind of on-the-job training. After some time, they begin to carry out their responsibilities under the supervision of senior management. But how does on-the-job training really benefit employees who go through this process?

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 On-the-job training helps employees get hands-on experience in scenarios that are similar to what they’d face daily.

A 2018 LinkedIn learning report stated that 94% of employees say they would stay at a company longer if it invested in their career development. That’s a huge percentage to consider, showing the importance of properly integrating into a current role.

Other than that, there are a few other benefits of on the job training for the company and its employees.

Provides a Cost-Effective Training Option for Employers

With employees learning on the job from coworkers and managers, companies can save money by opting out of having pricey conferences or training sessions. Teaching also sharpens current employees' skills and turns their everyday activities into an opportunity to prepare new personnel to contribute to the workplace.

Creates an Efficient Training Process Speeding Up Integration and Adaptation

People quickly understand what they need to do and perform their jobs well. Traditional training can be time-consuming and employees wouldn’t remember much of what they learn. With OTJ training, employees understand exactly what their job entails and can ask any questions that occur while shadowing peers with on-the-job training. It lets people understand processes in your organization more quickly and effectively.

Helps Retain the Right Employees

Employees who are unsure about their jobs add negativity and tension to the workplace. As a result, poor management and inefficiency prevail. According to the Society For Human Resources Management (SHRM), 69% of employees say that a great onboarding experience increases their likelihood of staying in a company for three years.

Many on-the-job training methods help individuals encounter their tasks in real-time and provide a detailed understanding of their employment. This reduces confusion and stress and helps employees do their jobs to the best of their abilities.

Fosters a Collaborative Team Environment

With on-the-job training, new employees immediately meet their new coworkers and feel like a part of the team. This allows new employees to feel comfortable enough to ask questions, even if their training is complete. Plus, trainees can enlighten themselves by learning more while also developing a focus on a common purpose.

Employees actually become more engaged if they believe they’re constantly learning and developing due to on-the-job training. But the process isn’t the same for everyone. It’s likely that depending on your role, you’ll receive different types of on-the-job training.

Keep your training materials on-brand and engaging

• Keep your team informed with branded materials on company news, announcements and upcoming events
• Ensure employees have the information they need to perform their roles and responsibilities
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 On-the-job training can be an excellent alternative for some businesses and their employees. Plus, it allows them to develop relevant skill sets for their professions.

There are a couple of on the job training examples that can help you understand what it exactly encompasses.

Internship Training

An internship is a professional learning opportunity that provides practical work in a student's study area or career interest.

This is usually a larger collaborative effort between educational institutions and commercial firms. They’re widely sought after by students and recent grads. Interns continue to study regularly while also working in a factory or office to develop the practical knowledge and skills required for a job. It provides a professional environment for employees to learn and develop fundamental experience in their field of interest. ` Rather than focusing on employment, the job emphasizes career advancement. Work experience exposes students to a real-world working setting. Typically, after completing an internship, the company may offer the student a position as an employee.

Apprenticeship

An apprenticeship program is primarily designed for adult learners who want to earn money while learning on the job. This type of on-the-job training is frequently employed for highly skilled positions that require extensive practical training.

These training programs place trainees under the supervision of experienced professionals and are intended to provide students with advanced skills and knowledge. These apprentices are trainees who enroll in these programs and work for a period under a professional or a trainer.

Coaching and Mentoring

This strategy entails assigning a mentor or supervisor to each employee who’ll train the person, resolve work-related concerns and provide performance feedback. An experienced staff member will walk an employee through a task. They will 'coach' or guide the employee(s) through learning by passing on their expertise and abilities.

Mentoring is another method of training new employees on the job. This entails having a staff member take the initiative in developing a new employee. The mentor will provide technical assistance and emotional support. This staff training benefits the new employee both professionally and in terms of teamwork. The mentor, on the other side, has the opportunity to hone their leadership and supervisory skills.

Both coaching and mentoring are effective ways to plan for succession in organizations.

Job Rotation

Job rotation is a practice that involves moving a new hire between different roles inside a corporation. This is a successful training strategy because it provides the newbie with a deeper grasp of how the various components of the organization work together to create the end product or service that the firm provides.

This can also help the newcomer integrate into the workplace. Social learning is essential for employees to collaborate with others as a team.

Trainees might be reminded of prior systems they have learned while rotating at a different job, preventing them from forgetting what they have already learned. Your new employees will learn how to use these tools and how to do other jobs.

Shadowing Other Employees

Job shadowing entails being a shadow-like companion of the person doing the work. The learner closely observes their trainer and understands the work to be done by doing so. This helps a newcomer understand what they’re expected to do and how to do them.

When one employee shadows another employee, they better understand how they execute their job. This is often for a limited time, such as a few days, weeks or months.

Even experienced employees can benefit from shadowing because it lets them acquire new techniques, improve their soft skills and see everything work-related in a fresh light.

You can't always hire trained staff or someone with the exact set of talents you need for a specific task. Even if you have found the right person for the job, you’ll need them to settle into their role right when they start. That is why on the job training methods are essential to gaining the precise abilities required for specific situations.

However, understanding the optimum training procedure for staff is critical. Otherwise, you may end up spending time with ineffective techniques.

Self-Instructional Training

While practicing the self-instructional approach, the individual learns and improves their skill through their own guidance and the support of various resources.

On-hand training offers an advantage over others. The learner gets to learn and improves their skills at their own pace, with no trainer interfering. Individual self-development programs broaden their knowledge and comprehension of numerous facets of their organization.

Also, share self-evaluation forms so your trainees can measure their progress.

Committee Assignments

In committee assignments, trainees must work as a group to solve an issue. This training strategy helps learners develop team spirit to attain a single corporate goal.

Trainees are expected to solve actual organizational challenges in committee assignments. To find and give a solution to the problem, all trainees must work together as one. This strategy also fosters a sense of team spirit among employees.

Job Instructions

When carrying out job instructions, the person in charge explains each phase to the employee, allows them to perform and corrects them when they make mistakes. During this activity, the trainer creates an organized training regimen.

Along the way, employees perform the task according to their gained skills and if necessary, they can request feedback and reviews.

E-Learning or Online Learning

According to Research and Markets, the online education industry will be worth $350 Billion by 2025 . The reason for this rapid growth of the market is learners figuring out what skills are emerging, what they can do to compete best in the global market. From a work perspective, e-learning is making it easier for employees to learn from anywhere.

An e-learning module doesn’t generally have an instructor and knowledge and information are communicated using various tools, such as the Internet. However, there are e-learning examples that do take place in real time, that too with an instructor.

To overcome geographical and time restrictions, an educator may self-initiate or facilitate such learning. However, it’s not suited to everyone, as some employees aren’t often tech proficient, so it may not be a viable alternative.

Blended Learning

Building on the previous point, for those who aren’t as savvy with technology, blended learning training incorporates on-the-job training (offline learning) with online learning. It’s beneficial for businesses with super precise procedures and processes that employees must understand.

Along with hands-on experience, employees could spend the rest of their training time reviewing text materials, watching videos, visiting an industry event, or attending a class in person.

With the many types of OJT and their benefits, you can determine the best type of training for your personnel.

Making a well-rounded training plan may appear difficult, but it doesn’t have to be. Implementing a planned on-the-job training strategy helps you and your organization maintain internal knowledge, increase employee engagement and retain top talent. Begin with the most important responsibilities and work your way down.

Create a Training Plan

You can construct a roadmap for your employees with comprehensive training documentation.

A well-structured employee training plan will include a series of scheduled learning exercises to assist people with their individual roles and responsibilities. Before launching your program, do an audit of what the company and your employees require. Otherwise, you won’t achieve tangible results, no matter how much investments you make.

The best way to get started to is by creating your plans with Visme’s employee training templates. You can customize it to each employee and their learning needs.

You can make changes as you please or even provide feedback to employees or the members of the team. Visme allows you to collaborate with team members , write comments, resolve comments, and do other things. This means you don’t have to operate in a silo.

Identify Suitable Trainers and Put Them in Training

First, find employees who excel at their jobs and thoroughly understand them. Then, decide which of them would be good trainers, who’re eager to share their knowledge, have strong communication skills and are enthusiastic about training new staff.

You can also develop a pool of promotable personnel while recruiting and retaining higher-quality candidates who are more likely to remain loyal to your firm. Managers can also justify raises, promotions and lateral transfers after staff have completed specific training tailored to their career objectives.

After you discover your potential trainers, you'll need to train them so they can set objectives and expectations for new employees. They also need to explain and demonstrate how to complete each task for a job in detail.

Moreover, the trainer must have the skill to recognize the trainee's strengths and provide effective feedback for improvement. All in all, the person in charge of training new employees needs a ton of patience to get the trainee used to their new job.

You can hire third-party trainers if you don't have the resources to do in-house training. Tap from our rich template library to design training resources for your trainers.

Design the Learning Process

Once the trainer has been prepared for the tasks, list everything you believe a new employee should know to do their job correctly. Prioritize things so they don’t become overwhelming. Share the list with them and refer to the list of prerequisites to assess their readiness as they go through their training session.

Moreover, you have to list down the jobs that must be completed regularly and the policies and procedures that staff must be aware of. Because this differs on a task-by-task basis, you must develop a plan and a list for each.

To make the OJT program successful, ensure the training is flexible enough to account for people's differences. The training should also consider what the new employee already knows. Plus, you must consider the various learning content that can engage your trainees .

Watch the video below to learn how you can revolutionize your learning design using Visme’s interactive capabilities.

However, if the job at hand is more fluid than repetitive, you’ll require a professional teacher as a trainer. It can be helped by practicing actual work or using simulations. Trainees can participate in role-playing, group activities or discuss relevant personal experiences.

An OJT trainer should also collect and prepare training materials and documentation to support the employee's learning experience. Finally, they should wrap everything up with a training schedule to keep everyone on track and make them aware of what they need to improve.

Measure the Success Outcomes and Track Performance

After designing a training program, you must examine whether it genuinely produces results. Consider what you want from your employees – what skills do you want them to acquire? And how are you going to know if they've grasped the material?

A trainee just needs to demonstrate, by example, that they are competent in a skill or set of skills required for the job. You can effectively determine what you want your employees to learn across all department levels if you create a set of skills in your on-the-job training programs. More importantly, you’ll build a method for successfully tracking the effectiveness of the training.

Employee outcomes, such as changes in knowledge, behavior and attitudes, should be measured and tracked. You can make use of the assessment checklist you created to assess how well your employee is doing in their training.

Recognize what your employee is doing well and provide feedback to help them develop abilities or competencies that can fall short of goals to keep them engaged and motivated.

Depending on the duration of the training, assessing the trainee's abilities may be required after studying a certain component of the profession.

Remember that on-the-job training ensures new employees have the knowledge and abilities to do their jobs independently. Use the Visme template below to review their performance review and identify opportunities for improvement.

Utilize Feedback for Improvement

Without any feedback, it’s also difficult to understand what’s working and what’s not. You’ll need to talk to the trainer and trainee to find that out alongside areas for improvement.

Creating a survey is a great way to gain insight into how your employee and the trainer are performing. You can use Visme forms to collect information from learners.

You're looking for an improvement in workplace culture that coincides with meeting company performance targets. Compare productivity markers before and after training to understand if they need more training. Then think about how you can help them be better trained.

Use Visme’s Technology to Streamline the Process

Visme is a powerful tool that helps companies streamline their HR processes from recruitment to employee onboarding to training and increasing workplace productivity.

You can use it to help create professionally designed training materials in a single platform. There’s no need for extra coding or a graphic designer. You may have your training materials ready for whatever assignment comes your way with a few clicks.

A tool such as Visme can help create professionally designed training materials in a single platform. There’s no need for extra coding or a graphic designer. You may have your training materials ready for whatever assignment comes your way with a few clicks.

For example, you can construct an onboarding training journey for a community manager and automatically enroll new employees using Visme templates . To help your staff plan out the onboarding and other duties of the given role and allocate duties, Visme can help set up documentation so that employees can easily transition into their roles.

But there's more: many employees are visual learners. So incorporate visuals to help them understand and recall the information you offer. The Brand Design Wizard can instantly generate various templates that are customized with your company's typeface, colors and logo. You only have to enter your website address or URL onto the platform and let it do the rest, allowing you to integrate your brand identity seamlessly.

Visme allows you to create an overall development process incorporating competency models, development goals and feedback to guide on-the-job and off-the-job development initiatives. Utilize Visme’s project/program manager templates , for example, to demonstrate to your staff what specific actions they cover and the guidelines to follow.

You may create content, distribute it online and track performance and assets in your workplace. When your on the job training plan is ready, it’s only a matter of collaborating with your trainers to see whether what you’ve created is useful for the trainees. Their insights make it easier to deal with the tasks and challenges of a normal working day.

Aside from third-party integrations with your favorite platforms, Visme’s LMS lets you export xAPI and SCORM-compliant employee training and development materials.

What does a learning management system or LMS do? In the case of Visme, you must understand what SCORM is . It’s a format that can effectively distribute or upload training materials while maintaining the highest levels of interactivity and quality.

It can also help in tasks such as assessing learners’ progress, creating sequential training models for trainees to finish and so on.

With Visme's extensive library of professionally created templates, it’s easy to create successful training content that will keep your learners engaged and inspired.

On top of that, you can utilize Visme's AI-powered image generator to quickly access various images, art, 3D objects, icons and abstracts to highlight your company’s brand vision.

The success of an on-the-job training plan is mostly decided by whether the objectives and goals are met within the timeframes specified. However, numerous more variables might make or break such a training program. So, customize training methods to meet the specific needs of each employee, making them feel driven and valued.

Develop and Maintain On-the-Job Training with Visme

On-the-job training takes many forms, ranging from rigorous and formal learning to unplanned training activities and goals. But it does provide an optimal training mix for companies and their personnel.

This increases employee productivity and morale and the general efficiency of the organization. On-the-job training provides tangible benefits to both companies and employees.

With Visme, you can save time by creating such plans. Employees can also use it after the session to refresh their knowledge or practice. Besides, your staff will know where to go before seeking more help and taking time away from another employee's tasks.

Finally, making it available to your target audience is just as easy. Whether it's an infographic, a presentation or a report, you can securely share your training plan with your team or whoever you’d like.

Now you’re ready to implement your on-the-job training strategy. Visme has everything you need to help your team streamline your training and development processes.

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On-the-Job Management Development Methods and Real Life Examples

Last Updated on November 18, 2021 – 11:45 am

The success of an organization largely depends on the availability of effective management. The role that management plays is to connect leadership and “rank-and-file” (for lack of a better word) employees. Leaders are usually the source of inspiration and direction for managers who are, in turn, responsible for applying effective strategies to the running of the organization. It’s obvious why 95 percent of organizations plan to increase or maintain current investment in leadership development – a $400 billion industry.

While there are various means to achieve management status, there is an essential subset of  knowledge ,  skills , and  abilities  (KSAs) that an employee needs to engage other workers and achieve organizational goals. One of the means of effecting growth management in a company is to watch out for missing skills. Where these KSAs are missing, relevant training specific to the individual becomes essential.

Management training and development continues for as long as the employee needs to contribute to achieving shareholder aspirations. That is, managers are enablers and problem-solvers.  Management development aims to create effective managers , and even though it can be rigorous and academic, it is hands-on.

Let’s review a few ways you can develop managers at your company.

Methods of Management Development

Even with different management styles, there are several suitable on-the-job  management development techniques  at your disposal. First, though, we need to delineate  “on-the-job”  and  “off-the-job”  management development methods. Those terms are obvious by themselves, so a table will suffice in showing a few examples under each one:

On-the-job Management Development

• Committee assignments
• Job rotation
• Multiple management
• Position rotation
• Project assignments
• Selected readings

Off-the-job Management Development

• Case studies
• Conference method and Conference training
• Multiple Management
• Roleplaying
• Sensitivity training
• Special meetings
• Stimulation
• Structured insight

#1 – Coaching

Coaching involves pairing a senior manager with an understudy. The superior plays the role of coach or guide, communicating essential knowledge and skill to the trainee. Details of the right things to do and how to do each one are crucial parts of this process. There’s also comprehensive instruction on correcting errors and improving performance.

The way corporate coaching works is similar to how sports coaches observe and analyze athletes with the goal of improving their overall performance. Managerial development through coaching enables high-level interaction and rapid performance feedback.

It’s necessary to point out that not all managers function well as coaches, even though they’re excellent at fulfilling managerial duties. Coaching works proportional to the ability of the coach in question. Here are a few reasons why coaching works:

• It involves one-on-one interfacing.
• It is available as soon as the CEO has ample time for it.
• It can take place physically or through virtual means, including phone, email, chat, or video conferencing.
• It affords the trainee the benefit of expert feedback.
• It ensures that weaknesses and problem areas are readily identifiable, particular developmental needs.

#2 – Rotating jobs

Job rotation means moving executives from one task or project to another for learning purposes.

Rotations typically last between 6 and 24 months long. A management trainee gains ample experience in one unit, division, or department, before qualifying for substantive promotion into such a position. It enables them to acquire requisite skills and a comprehensive outlook crucial for higher management roles.

Job rotations also minimize work monotony  while promoting inter-departmental cooperation; specialists gain more rounded knowledge of their workplace, too, allowing them to make better decisions over the long term.

One of the critical outcomes of job rotations in management development is that trainees become more suited for more diverse responsibilities at the upper levels of the organization. At the least, the organization maintains an untapped bank of potential to draw on in the crisis.

Despite its strong positives, an extensive rotation program often commands high developmental costs. Here are some of those advantages:

• It offers employees a chance to expand their KSAs by involving them in different departments, projects, and scenarios.
• It helps employees to identify the KSAs they require for management and what areas they need to improve.
• It prepares employees to embrace top management responsibilities.

#3 – Mentoring

When a senior employee undertakes the responsibility of raising a junior employee to qualify for a management role, that’s  mentoring . It gives the latter guidance on organizational philosophy and practice.

Mentoring can be informal and has little formal structuring compared with coaching. Mentoring can help executives learn a lot and develop critical management skills. It also quickly teaches the nuances of working with people from diverse backgrounds, cultures, languages, and personalities.

Mentors can help executives ease into their roles while assessing their performance on key metrics. They can recommend appropriate training after assessing peculiar problems, weaknesses, processes, and projects that demand specific proficiency.

A few points worth mentioning on mentoring include:

• Its focus on developing the attitude
• Its suitability for management-level employees
• Its facilitation by an in-house person
• Its focus on one-on-one interaction
• Spotting weaknesses and possible areas of improvement

#4 – Job Instruction Technique (JIT)

The  Job Instruction Technique  or JIT is a strategy to develop employees with management knowledge, skills, and attitudes. There are four identifiable steps in the JIT:

• Planning, where you break down the required work in writing. The trainee and trainer need to understand the documentation to proceed.
• Orientation, where you create the environment for training success.
• Present  and Trial , where the trainer provides an overview of various aspects of the work. The trainee rehearses the steps to surface areas they need to improve.
• Follow-up, where the trainer ensures the trainer routinely monitors the trainee afterward to ensure that bad work habits do not take root.

Other on-the-job management development methods include multiple management, special projects, and  committee assignments . All these methods are adaptable to different management styles. Management methods off-the-job include programmed learning and the case study method. It goes to show that developing and training managers or potential managers is essential to organizational sustainability.

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Top 8 On The Job training Methods

• August 23, 2022
• Rabhya Sharma
• HR & Employee Management

Placing your bets on internal training and development will always win over paid campaigns and advertisements. In today’s competitive market, a significant proportion of revenue is generated from well-trained and motivated employees.

The growth and development of an entity rely on the employees’ abilities to acquire skills and positive behaviors and retention of knowledge along with other elements.

There’s an infinite pool of potential experts around the world. The only thing hindering them from being discovered is a lack of proper training.

Appropriate training and opportunities will use their new skills and help reshape how we think about inspiring the future workforce.

On the job training goes by the principle of ‘learning by doing,’ implying that the workers learn the job while performing it within the work environment. This type of training environment is beneficial for both the employees as well as the employers.

What is On The Job Training?

Often called ‘near the job training’ or ‘hands-on training,’ it involves the creation of a simulated work environment, and the emphasis is put on both learning and production.

While practicing this method, employees get accustomed to the skills and knowledge that are required of them. They assist them in how to perform in an actual work environment and conditions that can arise.

The bright side here is that the organizations don’t have to spend any extra penny on classroom setups or a simulated environment for imparting training to the workers.

It’s considered a practical type of training where many employees are instructed and trained for the same job.

When on the job training is in action, a team member (trainee) works alongside a more experienced colleague (trainer), so they can harness new skills and expertise within the official space.

A traditional form of career development that people have been practicing for centuries. Observing someone more experienced and knowledgeable polish their own skills and knowledge. To this day, it’s a method used widely as the results are most effective and efficient and suit every type of workplace.

On-The-Job Training Methods

1) job rotations.

Under the job rotation, employees are frequently juggled between different but associated jobs, with the idea of making them familiar with multiple job backgrounds.

This develops an out-of-the-box environment within the organization and keeps an energetic and unique air around the workforce. Instead of doing the same thing repeatedly, it helps create a rapport with different workers in the organization.

2) Mentoring

Mentoring is the process wherein a senior or more experienced person, i.e., the mentor, is assigned to act as a guide, advisor, counselor, etc., to the one that needs the training, i.e., the mentee.

A senior or a manager gives instructions to their immediate subordinate for them to carry out the needed function.

A one-on-one training method, where the senior guiding a person is viewed as a mentor to the subordinate and guides him in every needed situation.

3) Job Instruction

The trainer fabricates a structured training program in this process. The employee is provided with instructions on how to carry out the functions.

During the initial steps, an overview of the job alongside the expected outcomes is defined for the trainee. Throughout the process, the employees’ capabilities needed for the tasks are tested by the trainer.

Along the way, the employees perform the job as per their acquired skills, and if need be, they can ask for feedback and reviews as well.

4) Committee Assignments

In committee assignments, trainees are required to find solutions for the actual organizational problems. All the trainees have to work together as one to find and offer a solution to the said problem.

This method also generates a sense of team spirit within the employees which eventually takes the whole organization towards its goals.

5) Internship Training  

Internships are a form of on the job training wherein students or freshers are trained professionally to start or enhance their skills and expertise. The theoretical knowledge gained in classrooms is executed practically here.

Both theoretical and practical aspects are provided to the trainees in an internship environment.

6) Job Shadowing

As the term suggests, job shadowing is to become a literal shadow of a person doing the work. The trainee scrutinizes their trainer with clear focus and understands the work to be done by watching them. This helps a fresher in seeing what they are supposed to do.

Even experienced employees can practice the shadowing method as they can learn new techniques, train their soft skills, and view everything work related from a different perspective.

7) Self-instructional training

While rehearsing the self-instructional method, the person learns and enhances their skill through their own guidance with the assistance of a diverse range of resources.

It’s a self-initiated system that trainees must take up independently. The edge that on hands training has over others is that a person learns and enhances their skills at their own pace, and no trainer is interfering.

8) Apprenticeship

In apprentice training, people requiring long-term learning are usually involved, from trainees in technical fields to trade and craft fields, who need quality training to become a professional.

The fields in apprentice training need respectable skills and knowledge. Thus, the long-term training process to polish every aspect.

Apprenticeship is a healthy fuse of on the job and classroom training and is carried out under professional supervision. The time frame can range anywhere from 1 to 4 years, as the learning process continues until the apprentices become experts in their fields.

Benefits of On The Job Training 

On the job training is still scarce in many industries, but if practiced correctly, it can augment the productivity and effectiveness of any organization.

From cost-effective training to a motivated workforce, these practices favor the entire organization in many more aspects. Entities like Forbes also predicted that the future of workforce is through learning and development.

The prime benefits both employees and employers can reap from near job training are highlighted below to give a brief overview;

• Accelerated way of training with authentic experience
• Swift and smooth adaptation to a new job
• Trainees learn to perform their tasks from the initial stage
• Retention of quality employees
• Assists in building a robust team spirit
• Modest and economical way of learning and enhancing skills
• Instantaneous elevation in productivity levels
• Cost-effective and fruitful for the organizations
• Enhanced progression of knowledge, skills, and expertise.
• Flexible and dynamic learning, etc.

On the job training takes place in diverse forms – from methodical formats and formal learning curriculums to indistinct and impromptu bursts of training activity.

Discovering an appropriate training mix for organizations and their employees is pivotal. This boosts the employees’ productivity and morale and the overall company’s efficiency.

Entities like Zimyo provide their workforce with the best employee experience by implementing several practices. On the job training is one such activity in their pattern. They ensure a quality environment for their workforce through performance management software and other components.

Both the employers and the employees gain tangible benefits from on the job training. Organizations ensure that employees have practical skills and understanding to carry out their roles precisely and competently.

Besides that, it is also considered a time and cost-effective way of undertaking professional tasks. The training methods can be tailored to address any employee’s individual needs, making them feel motivated and valued.

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On the Job Training Methods

Everything you need to know about on the job training methods. A number of training methodologies and techniques have been developed over the years to meet certain specific needs.

On-the-Job training refers to the methods that are used at the workplace, while the employee is actually working.

It means ‘learning while doing’. The trainees learn in the real work environment and gain practical experience dealing with the tasks and challenges during a normal working day. The main advantage of on the job training is that trainees understand the rules, regulations and the work procedures by adopting them in their day-today performance.

On-the-Job methods do not have to incur any additional cost or loose working time.This is a common method of training for employees performing operative functions.

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For examples, the employees are trained on new machines so that they adapt easily to the new working conditions. The success of this method depends upon the quality of the trainer; thus, it is essential to properly select the trainer to make the system work.

The various on-the-job training methods are:-

1. Induction 2. Apprenticeship 3. Internship 4. Coaching and Counselling 5. Delegation of Authority 6. Promotions and Transfers 7. Retraining 8. Vestibule

9. Job Rotation 10. Special Projects 11. Committee Assignments 12. Selective Readings 13. Multiple Management 14.  E-Learning 15. Self-Instructional Mode.

Also learn about the suitability, merits and demerits of different on the job training methods.

On the Job Training Methods: Induction, Apprenticeship, Coaching, Vestibule, Job Rotation, Promotions and Transfers

On the job training methods – top 9 methods: coaching and mentoring, understudy , job rotation, special projects assignments & a few others.

In the on-the-job training method, the employees are trained on-the-job at their workplace. This is a common method of training for employees performing operative functions. For examples, the employees are trained on new machines so that they adapt easily to the new working conditions. The success of this method depends upon the quality of the trainer; thus, it is essential to properly select the trainer to make the system work.

Method # 1. Coaching and Mentoring:

Coaching and mentoring constitutes the most commonly used method to train the employees while they are on their jobs. Coaching involves the development of one-to-one relationship between the employees and supervisors, which ensures continued guidance and feedback of the employees on how well they are handling their tasks. Mentoring is a particular form of coaching used by experienced executives to groom the junior employees. Normally, mentoring involves one-to-one coaching for a period of several years until the employee is eventually capable enough to replace the mentor itself.

The merits of coaching and mentoring are explained in the following points:

a. Provides an excellent opportunity to learn quickly through continuous interaction

b. Offers constant guidance to the trainees to be on track and make optimal utilization of available facilities

The demerits of coaching and mentoring are as follows:

a. Creates a feeling of jealousy among other employees who are not able to show equally good performance.

b. Results into unwanted favouritism if mentors form overly strong bonds with trainees. This can also have a demoralizing effect on other employees.

Method # 2. Understudy :

Understudy 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. 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.

Method # 3. Job Rotation :

Job rotation involves the movement of employees from one job to another, so that they can attain the understanding of different functions and processes of an organization. In addition, to release boredom, it allows employees to build a rapport with a wide range of individuals within the organization, which further facilitates cooperation among the departments. The cross-trained workforce provides the organization a great amount of flexibility when transfers, promotions, or replacements become inevitable.

Job rotation may create numerous serious problems when the trainees are shifted to various jobs very frequently. In such a situation, the trainees do not get enough time to explore and learn one phase of a particular operation and develop a strong degree of expertise. Further, it would create a situation of chaos for the trainees when they are exposed to rotating managers, having contrasting styles of operation.

Method # 4. Special Projects Assignments :

Special project assignments denote a highly useful training technique, under which trainees are assigned a project that is closely related to their jobs. Sometimes, a number of trainee executives are put together to work on a project directly related to their functional areas. Trainees analyze the problems and submit the written recommendations, which provide them with a valuable experience in tackling the problem.

These special project assignments help the trainees to analyze the organizational problems from different angles and perspectives. When trainees work as a member of the team, they not only acquire knowledge but also learn how to work with others having different viewpoints.

Method # 5. Committee Assignments :

Committee assignments refer to the method in which the trainees are asked to solve an actual organizational problem. In committee assignments, trainees have to work together in a team and offer solution to the problem. This method of training helps the trainees to develop team spirit to achieve a common organizational goal.

Method # 6. Selective Readings :

Selective readings refer to individual self-development programs that are meant for executives. Some organizations have a planned reading program under which the executives are provided books, journals, and articles related to their functional areas. This helps the executives in enhancing their knowledge and understanding of various aspects of their business.

Method # 7. Multiple Management :

Multiple management represents a system, under which a junior board of young executives is constituted that analyzes major problems of the organization. The junior board makes recommendations to the board of directors after analysing the major problems. In this method, the young executives learn decision-making skills and the board of directors receives the benefit of wisdom of the executive team. Moreover, in the long-run, the vacancies in the board of directors can be filled by these junior board members.

The aforementioned on-the-job training techniques are cost effective, as the employees actually work while they learn alongside. Moreover, on-the job training techniques provide immediate feedback to the trainees, which motivates them to absorb and learn the right way of doing things.

Method # 8. E-Learning :

E-learning refers to a sequential or procedural method of learning supported by electronic media. An e-learning module normally does not have an instructor, and the knowledge and information is transferred through various tools, such as the Internet. In addition, it comprises knowledge pools and virtual classrooms. Such learning may be self-initiated or encouraged by an educationist to overcome the geographical and time boundaries. E-learning is not user-friendly for everyone. For example, generally, people in their late 40s and above are not very tech savvy; therefore, they may not consider E-learning a very good option.

Method # 9. Self-Instructional Mode :

Self-instructional mode of learning implies learning through self- guidance with the help of various resources. It is a self-initiated process that has to be taken up by trainees. In self-instructional mode, trainees can learn at their own pace, without face-to-face interaction with an instructor. The most important merit of self-instructional mode of learning is that it can be taken up at one’s own pace, as and when the trainee wants to learn .

On the Job Training Methods – 8 Important Methods: Induction, Apprenticeship, Delegation of Authority, Promotions and Transfers, Retraining & a Few Others

It is a fact, all personnel of a business establishment or company get some sort of on the job training at the time of joining the establishment. This training is very essential for employees in skilful comfortable performance of job. The main advantage of on the job training is that trainees understand the rules, regulations and the work procedures by adopting them in their day-today performance.

This system of training is most economical. Since additional personnel or facilities are required for conducting this type of training. It is most suitable for teaching a particular job, which can be procured in a short period.

(1) Orientation or Induction Training:

It is meant for the newly-selected employees and its sole object is to adapt them to the specialized job requirements and work methods of the enterprise.

Thus, the new employee is, to begin with, given a description of his job. At the same time, he is provided with a set of policies, rules and procedures which have a bearing on his performance. He is also told about his immediate superior and the subordinates who will work under him—the person from whom he will take orders and those to whom he will give orders.

In many organizations, there is a formal orientation program for new employees to help them to adjust and adapt to their work environment. This includes taking new employees round the offices or plants of the organization, giving lectures, and showing them films which familiarize them with the history, growth and achievements of the organization. Also, they are informed about the personnel policies of the enterprise and the benefit schemes operated for employees.

Most small and medium-size organizations provide orientation training by attaching the new employee(s) with a senior employee who teaches him techniques of performing the job besides keeping him informed on all matters related to the organization

(2) Apprenticeship Training:

It is one of the oldest forms of training. The new worker(s) is appointed as an apprentice. He is placed under the charge of a qualified senior worker. The apprentice learns the methods of work by observ­ing and assisting his senior. In skilled trades, apprenticeship training is the most common. Electricians, machine-men and plumbers usually learn their jobs through such training.

The period of apprenticeship may be different from job to job. It may be anything between two and five years. During apprenticeship, the worker is paid less salary than a trained worker. The Gov­ernment too has taken measures to safeguard the interests of apprentices, including regulating their wages, hours of work, insurance, etc.

(3) Delegation of Authority and Assignment of Responsibility:

It is an arrangement where a superior assigns a duty or responsibility to his subordinate and also delegates to him matching authority to control the necessary human and technological resources for performance of the said duty or responsibility. It boosts the morale of the subordinate who now feels at liberty to make and implement his decisions without looking up to his superior.

Delegation as a form of training has several advantages. It enables superiors to train their subordi­nates in specific jobs by making them take their own decisions and also enjoy a sense of accomplish­ment when a given task is successfully performed.

However, for various reasons, delegation as form of training is not very popular. The superiors may have their own reasons for not sharing authority with their subordinates and the subordinates too may not be very keen to accept responsibilities.

(4) Promotions and Transfers:

A promotion or transfer in the case of an employee may significantly change the nature of his duties and responsibilities. His transfer to a different workplace will require him to build equations with a new set of co-workers. The same may be the case with promotion which may bestow authority on him besides increase in his remuneration package.

But it may not always be safe to try out promotion or transfer as a means of training. This is because the subordinate will harbour a feeling of insecurity until his superior confirms him in the new job.

Moreover, holding a temporary incumbent accountable for any lapse on his part may be neither possible nor desirable. In any case, he will himself be afraid to make any important decisions for fear of incurring the displeasure of his superior.

(5) Refresher Training or Retraining:

Rapid scientific and technological changes can make even the properly trained workers feel out-dated. Changes in technology and work methods will also lead to changes in job requirements. As a result, even trained workers may need to learn new work methods and techniques.

Refresher training helps workers in learning new work methods and skills but it also enables them to improve the work methods they had learnt earlier. Change in technology and work methods leads to production of new goods and services and old hands will need refresher training to adapt themselves to the requirements of new environment.

(6) Vestibule Training:

“Vestibule” means a passage or room between the outer door and the interior of a building. Vesti­bule training means training given to new workers by special instructors inside the factory prem­ises, but away from the shop floor.

Vestibule training is similar to on-the-job training. The only difference is that while on-the-job training is provided by the line supervisor on the shop floor itself, vestibule training is provided by special instructors, away from the shop floor.

Vestibule training becomes necessary if the number of workers to be trained is large, the work methods to be taught are too many, and the line supervisor, because of responsibilities of his job, can­not spare time for training.

Vestibule training offers several advantages. First, it can be imparted to a large number of workers without affecting the work on the shop floor. Second, the instructors are specialists who devote full time and attention to training and do not attend to shop floor duties. Third, trainees can concentrate on learning because they are away from the distracting sounds on the shop floor. Last, the line supervisor, relieved of the responsibility to impart training, can attend to his duty efficiently.

But vestibule training also suffers from certain drawbacks. First, it is imparted at a place away from the shop floor and trainees are denied opportunity to experience the actual work conditions there. Second, there will be avoidable blame-game between the instructors at vestibule training and the line supervisor, in case a worker trained by them commits a mistake. Last, the organization has to incur extra expenditure to acquire machines and tools for vestibule training.

(7) Job Rotation:

Job rotation may be vertical (in which case it is same as promotion) or horizontal (in which case it may be a transfer).

The object of job rotation is to provide diversified training to an employee by making him learn the nature of work at different work-centers. Job rotation may take different forms. For example, the employee selected for training may be assigned jobs, one after the other, in different departments in a specified period.

Another form of job rotation may be to send the employee to observe the work performed by dif­ferent departmental heads. Here, the employee himself does not do anything; he merely observes how various departmental heads perform their duties.

Yet another form of job rotation may be creating certain positions to be occupied by trainees only. The object here is to provide actual work experience to the trainees.

(8) Creation of “Assistant to” Positions:

This involves posting a trainee as an assistant to different departmental heads. The object is to broaden his outlook and to prepare him for wider managerial responsibilities. It is common to find civil ser­vants in India being given this training.

Working as assistant will enable the trainee to acquire actual managerial experience in each depart­ment. The departmental head will be always at hand to offer expert advice on performance of jobs assigned to the trainee.

(9) Committee or Board Membership:

A committee means a group comprising members which is assigned a task to report on, or resolve a problem situation and also delegated authority for the purpose. The authority is in terms of the “right to vote” which is granted to each member irrespective of his placement in the organization. Thus, if a supervisor and his subordinate are both members of a committee, they will have equal authority to participate and vote in the deliberations of the committee.

Membership of a committee is a useful training device. It enables members to interact with one another and pool their ideas and experience to resolve problem-situations faced by the organization. It enables members to learn how to arrive at a consensus decision (official agenda) after members have given expression to their emotions and angry reactions (hidden agenda).

On the Job Training Methods   – 3 Main Forms: Coaching and Counselling, Understudy & Position Rotation (With Advantages and Disadvantages)

In this method, training is mostly imparted on the job. The employee is trained while he/she is engaged in the work by utilizing the actual work situation for the purpose, wherein an experienced worker or supervisor instructs the trainee on the job. This method is particularly adopted where the process of pro­duction is automated.

Although it is apparently simple and relatively less costly, if not handled properly, the cost can be high in terms of damaged machinery, unsatisfied customers, misfiled forms, and poorly taught workers. Simple observation and practice, which are informal techniques, are two of the greatest sources of on-the-job knowledge.

A person learns his job simply by watching others doing it and then eventually duplicating or copying these observed behaviours. Another aspect of on-the-job training may be more formal, for example, when a new employee on the way to run a certain machine is assigned to a senior employee.

The primary responsibility in on-the-job training rests on the employee’s line supervi­sor. This is a part of the supervisory function which he/she must have learnt to perform competently and sympathetically. It is for the HR department to ensure that supervisors are adequately trained so that they can, in turn, be responsible for the on-the-job training of their sub-ordinates.

On-the-job training is suitable in cases where skills can be learnt in a short span or when few employees have to be trained on the same job at the same time.

There are three forms of on-the-job training which are discussed below:

Form # 1. Coaching and Counselling:

The line supervisor not only teaches the job, knowledge, and skills to his/her sub-ordinates, but also councils them very often. The emphasis in coaching is on learning by doing. Coaching and counselling are similar in many respects. When a supervisor is interacting with a sub-ordinate, it is often difficult to clearly define whether he/she is performing a coaching or counselling role. Theoretically, these concepts may differ, but pragmatically it is not possible to totally separate these training techniques.

Form # 2. Understudy:

The line supervisor is assigned an understudy or assistant, and in addition to his/her regular duties is expected to give training to his/her understudy. An understudy is prepared to perform the work or fill the position of another. He/she is a trainee who at a future time shall assume the duties and responsibili­ties of the position currently held by his immediate supervisor. The understudy is an off shoot of man­power and succession planning which ensures that a fully qualified person will be available to take over a manager s job whenever a line supervisor leaves his/her position due to promotion, transfer, retirement, and so forth.

Form # 3. Position Rotation :

Also known as job rotation, this involves the transfer of trainees from job to job and sometimes from plant to plant on a co-ordinated, planned basis for learning purposes. Job rotation is intended to give the trainee a broad perspective of the organizational activities.

The trainee is systematically transferred from one job to another so that he may get the experience of different jobs. This will broaden his horizon and capacity to do a variety of jobs. Rotation of an employee from one job to another should not be done frequently. He should be allowed to stay on a job for a sufficient period so that he may acquire the full knowledge of the job.

Job rotation is used by many organisations to develop all-around workers. The employees learn new skills and gain experience in handling different kinds of jobs. They also come to know the interrelationship between different jobs. Job rotation is also used to place workers on the right jobs and prepare them to handle other jobs in case of need.

On-the-job training offers the following advantages:

(i) On-the-job training is suitable for teaching those skills that can be learnt in a relatively short time.

(ii) It has the advantage of strongly motivating the trainee to learn.

(iii) It is not located in an artificial situation. It permits the trainee to learn at the actual equipment and in the environment of the job.

(iv) On-the-job training methods are relatively cheaper and less time consuming.

(v) The line supervisors play an important part in imparting training to their subordinates. Because of the above advantages, on-the-job training is superior to off-the-job training.

However, on-the-job training suffers from the following limitations:

(i) It takes longer time for the employee to learn the required skills.

(ii) Expert guidance may not be available to the employee. The weaknesses of the supervisor or instructor from whom the new employee learns are passed on to him.

(iii) There is disturbance in the production schedules. The supervisor is more interested in getting work than imparting the skills.

On-the-Job Training Methods   –  With Its Suitability, Merits and Demerits

On-the-Job training refers to the methods that are used at the workplace, while the employee is actually working. It means ‘learning while doing’. The trainees learn in the real work environment and gain practical experience dealing with the tasks and challenges during a normal working day. On-the-Job methods do not have to incur any additional cost or loose working time.

The various on-the-job training methods are:

i. Apprenticeship Programmes:

It is a method of training where an employee works under the guidance of a master worker to acquire higher level of skills. During the training period, the trainee receives salary in the form of stipend, which is lesser than the normal salary he/she may earn after being trained.

This training requires a trainee to:

a. Work under guidance of a master worker or mentor.

b. Acquire the specifically designed higher level of skills required to enter the respective trade.

c. Spend prescribed amount or additional time to acquire skills.

Suitability:

This training is suitable for jobs requiring:

a. Detailed and in-depth practice of skills or

b. In-depth technical knowledge.

Example – A sales executive is appointed as an assistant to the assistant sales manager for a period of six months to learn about company products and marketing skills.

Merits of Apprenticeship Training:

a. Trainee receives stipend during training period which encourages him to work.

b. Helps trainee to acquire skills to enter skilled traits like plumbing, electrician etc.

c. Enables trainee to combine theoretical knowledge with practical skills.

Demerits of Apprenticeship Training:

a. It is an expensive and time-consuming method.

b. Trainee may leave the organisation after acquiring skills resulting in loss of efforts.

c. It requires contiguous supervision for a long period of time.

ii. Coaching:

It is a method of training where a superior guides and instructs the trainee as a coach to learn skills and processes.

Coaching involves:

a. Setting of mutually agreed upon goals.

b. Suggesting the means to achieve the agreed goals.

c. Periodic review of trainee’s performance to ensure that goals are achieved as planned or suggesting ways to improve performance in case of any deviations.

This training is suitable to:

a. Prepare managers for future.

b. Train a subordinate who is eligible for a promotion to a higher position.

Example – Supervisors in a factory train new or inexperienced machine operators with basic knowledge about machines and skills to run the machine.

Merits of Coaching as a method of training:

a. Cheapest method to train managers.

b. Trainee is groomed to replace or relieve seniors from his responsibilities.

Demerits of Coaching as a method of training:

a. Senior may be biased towards his/her subordinates.

b. Training quality is entirely dependent on the senior.

iii. Internship Training:

Internship training is the combined effort of the educational institutions and business organisations where selected candidates continue regular studies for a prescribed period and also work in a business enterprise for a specific period of time to acquire practical knowledge and skills.

Internship training involves:

a. Joint effort of educational institutions and business enterprises.

b. Educational institutions impart theoretical knowledge whereas business enterprises impart practical knowledge.

c. It brings the balance between the theoretical knowledge and practical skills required to perform a job.

It is adopted by professional or technical organisations who prepare professionals for managerial positions or technical experts.

Example – The engineering courses require the third year students to gain experience in their field by working in the business organisations for a period of two-three months. MBA students also work on real life projects in their second year programme to gain managerial experience.

Merits of Internship Training:

a. It brings balance between theoretical and practical knowledge.

b. It provides students the exposure to real world.

c. Training cost is shared between educational institutes and business enterprises.

Demerits of Internship Training:

a. This type of training may be limited for technical people.

b. Business organisations may not give appropriate practical knowledge to trainee for the fear that they may learn and leave leading to waste of time and cost.

iv. Job Rotation:

Job rotation is a training method where members of staff rotate roles or tasks by shifting from one job to another or from one department to another so that they gain experience of a full range of jobs. Job rotations help employees to have a broader understanding about the organisation and learn skills to perform different types of functions or jobs.

Job rotation helps staff to:

a. Involve in operations of various departments and test his/her ability and aptitude.

b. Interact with employees of other departments and improve social relationships.

c. Acquire skills to undertake responsibilities at different levels within the organisation.

Suitability – It is a method suitable to train employee for general management positions, transfers, promotions and replacements.

Example – Mr. Murthi working in the accounts department of Sell Well Ltd. is responsible to look after the medical reimbursements of all employees. Recently he is given the responsibility to take charge of purchases for the factory. Another employee looking after collections against sales is given the responsibility of dispatches. All these transfers are within the organisation at similar levels but different roles.

Job rotations are a common phenomenon in government organisations. Officers are transferred from one office to another. For example, an employee working in the South Campus office of Delhi University may be transferred to the North Campus office.

Merits of Job Rotation:

a. It helps to develop cooperative approach towards different functions or positions in the organisation.

b. It helps to develop broader horizon and perspective of managers.

c. It helps employees to understand problems of different jobs.

Demerits of Job Rotation:

a. Frequent shifting might create confusions in the mind of an employee.

b. Frequent transfers or rotations may decrease employee efficiency and productivity.

c. Employees may not enjoy job satisfaction.

On the Job Training Methods – Job Instructions Training, Coaching, Job Rotation, Apprenticeship Training and Mentoring

A number of training methodologies and techniques have been developed over the years to meet certain specific needs. There is no one method of training that can be treated as best for everyone or for every group because different situations demand different methods and approach.

When the employees are taught relevant knowledge, skills and abilities at the actual work place it is called on the job training.

The following methods used for on the job training are:

(i) Job Instructions Training:

The learning that occurs is centered on the job. The trainee is placed into the real work situation and shown the job by superior after that the trainee is permitted to copy the trainer’s way. This method is simple and fairly economical if handled properly.

To improve the effectiveness, three points should be kept in mind:

(a) It is a joint effort involving both the trainer and trainee

(b) The trainer is responsible for creating a climate of trust.

(c) The trainer must be a good listener.

This method provides immediate feedback on result and quick corrections of errors. However, it demands a skilled trainer.

(ii) Coaching:

It is a kind of daily training in which the trainer works with one or more trainees. It is informal and unplanned type of training. The trainer or coach assigns tasks, monitors trainee’s behavior and provides reinforcement and feedback. This method can be expensive if one person serves as a full time coach for only few trainees.

(iii) Job Rotation:

This kind of training involves moving of employees from one job to another for the purpose of providing them with a larger organisational perspective and a greater understanding of different functional areas. This added knowledge may be needed for performing higher level tasks. These are several potential problems related to use of job rotation such as increased work-load for trainees and frequent job change may produce stress and anxiety. The trainee may not be very productive during this time.

(iv) Apprenticeship Training:

This method is traditionally used in crafts trades and in technical areas. The trainees spend prescribed amount of time working with an experienced trainer or coach. The training period varies from one year to two years depending upon the nature and type of apprenticeship. A major part of training time is spent on the job productive work. The trainee is paid stipend which is less than the salary of skilled workers.

The main advantage of this method is that the skilled manpower is maintained but on the other hand, one weakness is that the period of apprentice is predetermined and those who learn fast may quit the programme in frustration.

(v) Mentoring:

In this type of training, a senior employee who act as a mentor sponsors and support a junior or less experienced employee who is a mentee. A mentor is a teacher, coach, counsellor, host, guide, and facilitator in the realisation of the vision of the young person (protégé). The mentor shares experiences with the men tee, act as a role model and provides guidance on how to survive and get ahead in the organisation.

In general mentor shape the behaviour of mentee in a work situation, both formal and informal mentoring can take place depending on the work culture and the philosophy of top management of the organisation. In India the mentoring is based on the “Guru-Shishya” relationship. As per Economic Times, 25 October 2002 organisation like TISCO, Neyveli Lignite Corporation, Polaris and Coca – Cola India are using mentoring system.

On-the-Job Training Methods – 6 Most Popular Training Methods: Job Instruction, Coaching, Mentoring, Job Rotation, Apprenticeship, and Committee Assignments

The most popular on-the-job training methods are as follows:

1. Job Instruction Training (JIT)

2. Coaching

3. Mentoring

4. Job Rotation

5. Apprenticeship Training

6. Committee Assignments

Method # 1. Job Instruction Training :

One approach to systematic on-the-job training is the Job Instruction Training (JIT) developed during World War II to train the solders.

The various steps in JIT are:

i. Preparation of the Learner:

a. Put the learner at ease.

b. Find out what he or she already knows about the job.

c. Get the learner interested and desirous of learning the job.

ii. Presentation of the Operations and Knowledge :

a. Tell, show, illustrate and question in order to put over the new knowledge and operations.

b. Instruct slowly, clearly, completely, and patiently, one point at a time.

c. Check, question, and repeat.

d. Make sure the learner really knows.

iii. Performance Try-Out:

a. Test the learner by having him or her perform the job.

b. Ask questions beginning with why, how, when, or where.

c. Observe performance, correct errors, and repeat instructions if necessary.

d. Continue until you know that the learner knows.

iv. Follow-up:

a. Put the employee on his or her own.

b. Check frequently to ensure that the learner follows instructions.

c. Taper off extra supervision and close follow-up until the person is qualified to work with normal supervision.

Method #   2. Coaching:

According to Brad Humphrey and Jeff Stokes (2000, book-The 21st Century Supervisor), coaching employees is one of the supervisor’s single greatest contributions to the organization. They identified coaching as one of the nine essential skills for organizational leaders. Edgar Schein has emphasized the OD consultant’s role in coaching and counselling.

In 1969, coaching assumed a new level of importance when Paul Hersey and Ken Blanchard introduced a management model entitled Situational Leadership.

Coaching process is a relationship. It is only through working together that the coach and the individual (or team) can take an activity that at first seemed impossible, and try to make it possible through sincere effort. In this relationship, the coach provides the environment, support, feedback and encouragement, while the individual or team must be open and committed to change and improvement.

In an ideal world, successful coaches keep creating situations where they are no longer needed. The qualities of a good coach are- positive, supportive, trusting, observant, respectful, patient and assertive. Furthermore, it is also important that a coach be focused and clear.

To illustrate the attributes of a good coach, Marshall Cook (1999) developed a useful tool that compares and contrasts the traits of the archetypal “boss” with the ideal “coach”.

Attributes of Good Coach:

a. Talks a lot

d. Presumes

e. Seeks control

h. Puts products first

i. Wants reasons

j. Assigns blame

k. Keeps distance

a. Listens a lot

c. Prevents

d. Explores

e. Seeks commitment

f. Challenges

g. Works with

h. Puts process first

i. Seeks results

j. Takes responsibility

k. Makes contact

This list provides a useful profile of what an ideal coach would look like. There are diversified opinions in deciding the work of a coach. In general, however, there are three factors that are repeatedly identified as central to the work of a coach.

i. Focus on Communication :

Commitment to good communication is very much required for successful coaching.

A good coaching session should:

a. Have a clear purpose

b. Have established ground rules

c. Keep focused

d. Be based on clear and simple communication

e. Depends on openness to new ideas

f. Have an open door policy

g. Place special attention on modelling good behaviours and body language

h. Have competing demands placed on a manager’s time.

ii. Invest in Problem Identification :

In a coaching programme the problem should be identified properly. Effective problem diagnosis is critical to improving performance.

The skills required for effective diagnosis are:

a. Listening skills- Coaches must avoid the temptation of immediately rushing in and naming what they see as the problem. They should ensure that there are no distractions and should avoid the temptation of leading the conversation.

b. The ability to develop good questions.

iii. Identify an Effective Problem Solving Strategy :

Effective and successful coaches keep creating situations where they are no longer needed. Marshall Cook (1999) provides some simple, pragmatic insights into solving problems by coaching. He prescribes a seven-step methodology for coaching employees to solve problems.

The methodology challenges the coach and the person(s) being coached to:

(a) Define the opportunity (problems are often opportunities in disguise)

(b) Define the goal

(c) Create the action statement

(d) Create the action plan

(e) Set the evaluation standard

(f) Confirm the understanding

(g) Plan the follow up.

Pros and Cons of Coaching:

a. Coaching is not a therapy. It assumes that the client is healthy rather than suffering from some pathology.

b. Coaching is future and action oriented.

a. The limits of a coach’s skills and abilities must be acknowledged.

b. Sometimes people of the organization are unable to accept the coach.

Method #   3. Mentoring :

While coaching by an employee’s immediate superior usually focuses on job performance, mentoring is usually much broader and focuses on general career and personal development. Mentor’s role is usually filled by someone other than the immediate superior, and usually by a person of higher rank from outside the employee’s department.

Generally a mentor is an individual of higher status who is willing to invest time, interest, and support in a subordinate person over an extended period of time. According to Ostroff and Kozlowski (1993), a mentor is a senior and experienced organizational member who specifically helps a young professional to develop their technical, interpersonal, and political skills.

However, this differs slightly to the view of Burlew (1991) who states that the definition of a mentoring relationship has changed from the intense, exclusive, multiyear relationship between senior and junior colleague, to now include an individual involved in a variety of short-term, low-intensity interactions with peers and direct supervisors.

Most definitions agree that a mentoring relationship is an interactive and dyadic relationship. Mentoring can be accomplished on a person-to-person basis, or the mentor can meet with a small group of four to six proteges. With the group approach, the group has the potential to evolve into a learning team whose members can coach each other.

The Organization Development (OD) consultant can provide valuable training, such as training in active listening or training in small-group process interventions, for those involved in this process.

The main objective of mentoring is to help an employee attain psychological maturity and effectiveness and get integrated with the organization. In a work situation such mentoring can take place at both formal and informal levels, depending on prevailing work culture and the commitment from the top management.

Differences between Coaching and Mentoring:

i. Coaching takes place within the confines of a formal manager- employee relationship.

ii. Focuses on developing individuals within their current jobs.

iii. Interest is functional, arising out of the need to ensure that individuals can perform the tasks required to the best of their abilities.

iv. Relationship tends to be initiated and driven by an individual’s manager.

v. Relationship is finite-ends as an individual transfers to another job.

i. Mentoring takes place outside of a line manager-employee relationship, at the mutual consent of a mentor and the person being mentored.

ii. Mentoring is career-focused or focuses on professional development that may be outside a mentee’s area of work.

iii. Interest is personal and professional – a mentor provides both professional and personal support.

iv. Relationship may be initiated by a mentor or created through a match initiated by the organization.

v. Relationship crosses job boundaries. Relationship may last for a specific period of time (nine months to a year) in a formal programme, at which point the pair may continue in an informal mentoring relationship.

Features of Mentoring:

a. Listen and understand

b. Challenge and stimulate

d. Build self-confidence

e. Teach by example

f. Act as role model

g. Share experiences

h. Offer encouragement

b. Act on advice

c. Show commitment to learn

d. Check ego at the door

e. Ask for feedback

f. Be open minded

g. Be ready to change

h. Be proactive

Functions of Mentoring :

The various functions the mentor provides for the protégé and the organization are broadly categorized as career-development, psychosocial, and organizational functions.

a. Career Development Functions :

Career-oriented functions are activities which not only help the protégé’s to develop his/her career within the current organization, but to help in developing general career progression. These functions include sponsorship, protection, coaching, challenging the protégé, and giving them exposures which are described below. According to Scandura (1998) these mentoring functions are “vocational career support”.

i. Sponsorship:

To fulfil the function the mentor acts in a proactive way to benefit the protégé’s career by championing their suitability for promotion and career benefiting assignments.

ii. Protection:

Protection of the protégé is similar to sponsorship, but in a defensive manner. The mentor protects the protégé from undesirable assignments and internal politics which may harm their career development or advancement.

iii. Coaching:

Here the mentor provides advice, analysis, and feedback with the intention of improving decision-making, organizational fit, and skills of the protégé.

iv. Challenge:

Mentors help mentees to develop necessary competencies through challenging job assignments and appropriate feedback.

v. Exposure:

Mentors expose their protégés to senior-decision makers to demonstrate their abilities and aid them in the creation of their own internal and external networks.

b. Psychological Functions :

Psychological functions are aimed at improving the protégé’s psychic development. These functions include- role modelling, confirmation and acceptance, counselling, and friendship.

i. Role Modelling- Mentors offer mentees a pattern of values and behaviours to imitate.

ii. Confirmation and Acceptance- Confirmation and acceptance is the process of the protégé building a sense of self as a professional through the mentor affirming and understanding the protégé’s experiences.

Mentors offer support, guidance and encouragement to mentees so that they can solve the problems independently and gain confidence in course of time. Mentors help people to learn about the organization’s culture and understand why things are done in certain ways.

iii. Counselling- Mentors functions as counsellor to protégé’s or mentees. Mentors help mentees work out their personal problems, learn about what to do and what not to do, offer advice on what works and what does not, and do everything to demonstrate improved performance and prepare them for greater responsibility.

iv. Friendship- Mentors also provide friendship and a role model for protégés. They offer practical help and support to mentees so that they can indulge in mutually satisfying social interactions with peers, subordinates, bosses and customers.

c. Organizational Functions :

The third type of mentoring function is the organisational function. Covan (2002) argues that mentors help the organization by monitoring their protégé and assuring they work to the appropriate standards. He also states that mentors help the organisation by teaching organizational values and processes to the new employee. There are less organizational related functions in mentoring, as the focus of mentoring is more concerned with developing the protégé to benefit the organization.

1. Mentees have easy access to someone for support and friendship; information and learning; coaching; and advocacy.

2. Mentoring is linked to a new employee’ learning the ropes faster than an un-mentored newcomer

1. Feeling of jealousy may be created among the mentees who do not get a good mentor.

2. Sometimes the mentor forms strong bond with the mentees creating unwarranted favouritism which leads to a demoralizing effect on other workers.

Organizations like TISCO, NTPC, Polaris, CITI Bank, Proctor and Gamble and many more have given a lot of importance to mentoring programme.

Mentoring can succeed if- (i) there is genuine support and commitment from top management, (ii) mentors take up their job seriously and transfer ideas, skills and experiences in a systematic way and (iii) mentees believe in the whole process and carry out things in an appropriate manner.

Method #   4. Job Rotation :

This training allows employees to rotate themselves among different narrowly defined tasks and gain experiences of those tasks. This implies periodic shifting of an employee from one task to another. When a job is no longer meaningful, interesting and challenging the employee is rotated to another job especially at the same level having similar skill requirements.

The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them. It gives future managers a broad background.

For example an administrative employee may spend two or three days of a week looking after reception areas of the business and directly dealing with customers and enquiries. Next two days he/she may spend in doing his/her current work. Another example may be in an auto assembly line, one worker whose job is installing carpets would be rotated periodically to a second workstation where he/she would install only seats in the car.

After that he/she might be rotated to a third work station, where his/her job would be to install only the cars’ instrument panels. During the course of a day on the assembly line, the worker might be shifted at two-hour intervals among all three workstations.

a. It reduces boredom and monotony of the job.

b. It teaches the employees multi skill.

c. Employees with a wider range of skills give management more flexibility in scheduling work, adapting to changes, and filling vacancies.

d. It helps in managing the work in the absence of employees.

e. It motivates the employees for better productivity.

a. It increases training costs.

b. The productivity is reduced by moving an employee to a new position, just when efficiency at the previous job is creating organizational economies.

c. Job rotation creates disturbances in the sense that members of the work group have to adjust to the new employee.

d. Supervisor has to devote more time by answering the queries of the newly rotated employee.

Method #   5. Apprenticeship Training :

Apprenticeship is typically associated with the skilled trades, derived from the medieval practice of having the young learn a trade from an experienced worker. Apprentices (or in early modern usage “prentices”) or protégés build their careers from apprenticeships. Most of their training is done while working for an employer who helps the apprentices learn their trade.

This is in exchange for their continuing labour for an agreed period after they become skilled. Theoretical education may also be involved, informally via the workplace and/or by attending vocational schools while still being paid by the employer. Apprenticeships are route to certain skilled blue- collar jobs.

In Europe, apprenticeships are still one of the major ways for young men and women to gain entry to skilled jobs. In the United States, apprenticeships are largely confined to adults wanting to work certain occupations, such as carpentry and plumbing. These apprenticeships generally last four years, and the apprentice’s pay starts at about half that of the more experienced “journey workers”.

In India, The Apprentices Act was enacted in 1961 and was implemented effectively in 1962. Initially the Act envisaged training of trade apprentices. It regulates the programme of training of apprentices in the industry so as to conform to the syllabi, period of training etc. as laid down by the Central Apprenticeship Council and to utilize fully the facilities available in industry for imparting practical training with a view to meeting the requirements of skilled manpower for industry.

The Act was amended in 1973 to include training of graduate and diploma engineers as “Graduate” and “Technician” Apprentices. The Act was further amended in 1986 to bring within its purview the training of the 10+2 vocational stream as “Technician (Vocational)” Apprentices. Overall responsibility is with the Directorate General of Employment and Training (DGE&T) in the Union Ministry of Labour.

DGE&T is also responsible for implementation of the Act in respect of Trade Apprentices in the Central Govt. Undertakings and Departments. This is done through six Regional Directorates of Apprenticeship Training located at Kolkata, Mumbai, Chennai, Hyderabad, Kanpur and Faridabad.

State Apprenticeship Advisers are responsible for implementation of the Act in respect of Trade Apprentices in State Government Undertakings/Departments and Private Establishments. Department of Education in the Ministry of HRD is responsible for implementation of the Act in respect of Graduate, Technician and Technician (Vocational) Apprentices.

This is done through four Boards of Apprenticeship Training located at Kanpur, Kolkata, Mumbai and Chennai.

Pros and Cons of Apprenticeship:

a. Apprentices get chance to work with an experienced guide, coach or trainer.

b. Apprentices can clear the doubt first handedly.

a. Uniform period of training is offered to trainees.

b. People have different abilities and learn at varied rate. Fast learner may quit the programme in frustration while slow learner may require extra time.

c. Technologies are being changed rapidly. Hence trainees who spend years learning specific skills may find, upon completion of their programmes, that the job skills they acquired are no longer appropriate.

Internships:

Internships are a route to white-collar or managerial jobs in a variety of fields. Internships are opportunities for students to gain real-world job experiences, often during the time they do their summer project. Although most internships offer very low or no pay, student interns can often gain college credits and, possibly, the offer of a full-time job after graduation.

Method #   6. Committee Assignments :

In this type of training, the trainees are asked to solve an actual organizational problem by working in a group. Talented employees are being assigned important committees in order to broaden their experiences. By this they also understand the personalities, issues and processes governing the organization.

This develops the team spirit of the trainees to achieve the common goal. But sometimes committee assignment leads to “social loafing”, which is the tendency for individuals to expend less effort when working collectively than when working individually. Some other times, committee assignment becomes notorious time wasting activities.

Related Articles:

• Employee Development Training and Methods
• Sales Training Methods
• List of Methods for Training Your Employees
• Types of Training in HRM

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10 On-the-job training examples

April 8, 2021

Guest Author Gavoy Small

Start training your teams today.

On-the-job training refers to training that employees receive while working. This type of training is useful because it provides hands-on experience for employees. It’s a lot more effective than off-the-job training. We have compiled a list of on-the-job training examples and training programs for you.

1. Self-instruction training

Self-instruction training is as the name suggests. Among training program examples, these are employee training and development courses that can be accessed at any time by the trainees, and they go through the courses at their own pace.

These courses are great because they are often mobile-compatible, easy to scale for the company, and allow employees to train at their own pace. As long as employees don’t lose focus and stop their training process, they will be fine. There are LMS platforms, such as SC Training (formerly EdApp) , that can be used to create these courses. Some even have tested templates for you to work with.

2. Orientation

Orientation is a very common type of on-the-job training that is used in most workplaces. A lot of people do not even consider onboarding to be training of new employees, but in a lot of cases, it is. Whenever employees start a new job, they will need to get oriented to the environment and all the processes and procedures involved with the job.

Among examples of training programs, it allows you to get to know your supervisors and human resources better during this time. Some companies also include information such as benefits, the company’s culture, the company’s policies, and paperwork. This entire process is technically on-the-job training and development, as it prepares you for everything to come.

Start using SC Training (formerly EdApp) , the best on-the-job training tool!

3. Co-worker training

Employees involved in co-worker on-the-job training are pretty much receiving knowledge from colleagues who are doing the same job they are expected to do. This type of mentoring is unique because there is no hierarchy, just trained employees making each other better. This way, you can train your staff at a lower cost.

This method of training example usually lasts between a few weeks to a few months, depending on the level of training required, and it will gradually taper off until it’s no longer needed. This type of training helps to build morale as co-workers will get to know each other while they work together, but it can lead to a sense of dependency.

4. Shadowing

Shadowing is a very common type of on-the-job training method in most organizations. This type of training is somewhat similar to co-worker training but also different at the same time. When a new employee or transferred employee goes through a shadowing process, someone who is very good at the job shows the new employee what to do, and then they will allow employees to try.

Throughout the shadowing process, the more knowledgeable employee usually provides suggestions and feedback to help the process along. Like other on-the-job training examples, this is a very hands-on training approach that promotes quick information transfer. Unfortunately, if the mentor or senior employee in charge of the shadowing exercise is a poor teacher, the process can last longer.

5. Internship

Almost everyone is familiar with the internship process. If you aren’t, the internship process is an employee development position often offered to college students. Internship programs allow young people to get effective training which serves as a boost to their careers. When learning on the job through internship education and training examples, the process is usually focused on empowering college students by giving them experience in the real world so they can make the transition from college easier. The internship program at your company can be a valuable recruiting tool to get quality Talent for your team.

6. Job rotation

Not too many people will look at Job rotation as a type of effective training program, but it really is. It is just as the name suggests it to be. It involves employees doing different jobs and learning the processes and procedures that go along with them. These types of training methods are quite unique because they don’t necessarily train you for a role you will keep, but they focus on knowledge.

Job rotation training provides employees with the knowledge of the entire process so they can turn over shifts properly. It is good to train your employees via job rotation to promote cohesiveness in your workforce. Be careful when applying this because when you rotate knowledgeable employees, production can be reduced.

7. Practice Simulations

Practice simulations are on-the-job training opportunities that place employees in situations similar to that of the job. These scenarios are often done to be close in likeness to the real deal. Sometimes they come in the form of online training and computer-based training.

When using practice simulations to help employees better understand the job that they will be required to do, make sure that you don’t hold back. Practice simulators need to be thorough. In addition to training new employees, practice simulations can be used to train and upskill existing employees.

8. Delegation

Delegation is a type of on-the-job training that approaches the concept of training requirements from a slightly different angle. Delegation occurs when a superior assigns responsibilities for a particular task to an underling and provides them with the authority to complete the task autonomously.

There may not be much guidance provided by the superior after the task is assigned, however, there are situations in which the superior or other members of the team will offer guidance to the underling so that they can complete the assignment correctly. This type of training is very valuable because it serves as a staff morale booster and awards knowledge from completing tasks.

9. Refresher training

Refresher training courses are courses that serve to refresh employees’ knowledge on particular procedures learned and can also be used to teach new ways of doing an old task.

There are free tools such as SC Training (formerly EdApp)’s Rapid Refresh , which easily enables knowledge checks, and refreshers, seamlessly tracking results all in one place. These types of training are often required, especially after changes in technology or if a long period has passed since the last training. You should use refresher training sessions to keep your workforce up to date.

10. Committee assignments

When employers have talented employees whom they want to train, they can assign them to committees tasked with solving problems faced by the organization. Members of the committee will work together to achieve a common goal, and this will help to build team spirit while exposing them to new experiences that will either teach them new lessons or new approaches to solving problems.

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On the Job and Off the Job Training Methods of Executive Development

Everything you need to know about the methods and techniques of executive development. Executive development is a systematic and continuous process through which the executives learn advanced knowledge and skills in managing.

The types of executive development  methods are categorized into on-the-job and off-the-job methods. The on-the-job methods include job rotation, coaching/under-study, and action learning.

The off-the-job methods include management games, which have the problem-solving and analytical capabilities, outside seminars in technical as well as interpersonal areas, role playing to expose the managers to realistic situations and develop their skills, behaviour modelling for exposing the managers to the right way of doing things, letting them practice those practices, and more importantly, giving feedback on their performance during the practice.

In the words of Michael Armstrong, “Executive development is eventually something that the executive has to attain himself. But he will do this much better if he is given encouragement, guidance and opportunity by his company”.

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The methods and techniques of executive development can be studied under the following heads:- 1. On the Job Methods 2. Off the Job Methods.

Some of the on the job methods of executive development are:-

1. Coaching 2. Job Rotation 3. Under Study 4. Multiple Management 5. Selected Readings 6. Committee’s Assignments 7. Project Assignments 8. Position Rotation and 9. Selected Readings.

Some of the off the job methods of executive development are:-

1. Lectures 2. Case Studies 3. Conference Method 4. Group Discussion 5. Role Playing 6. In-Basket Method 7. Management Games 8. Programmed Instruction 9. Sensitivity Training 10. Professional Courses and 11. Executive Training.

Executive Development Methods – 2 Broad Categories: On the Job and Off the Job Methods

The types of executive development  methods are categorized into on-the-job and off-the-job methods. The on-the-job methods include job rotation, coaching/under-study, and action learning. Job rotation involves movement of the management trainees/managers from one department to another, in order to familiarize them to various facets/functions/departments of the organization.

It also helps to develop an in-depth knowledge about the various businesses and processes of the organization. In coaching/under­study, the junior manager is placed under the guidance of a senior manager who continuously coaches and provides counselling for developing the junior executives for assuming higher responsibilities.

Action learning involves the full-time involvement of managers who are assigned to work on specific projects or problems. This helps the managers develop the capability of undertaking and completing a project and also solving the problems, which enhances their managerial and leadership capabilities.

The off-the-job methods include management games, which have the problem- solving and analytical capabilities, outside seminars in technical as well as interpersonal areas, role playing to expose the managers to realistic situations and develop their skills, behaviour modelling for exposing the managers to the right way of doing things, letting them practice those practices, and more importantly, giving feedback on their performance during the practice.

There are several methods of executive development.

They can be broadly classified into two categories as follows:

Method # 1. On-the-Job:

On-the-job training methods or techniques are most suitable when the purpose is to improve on-the-job behaviour of the executives. Such training is economical and time-saving. The motivation to learn in such techniques is very high because training takes place not in an artificial place like a class room but in real job situation.

On-the-job methods or techniques are very useful for certain groups like scientific and technical executives. However, though they appear to be economical, they may turn out to be costly when wastages of all types under these training methods are taken into account.

The various methods or techniques of on-the-job training are briefly described below:

i. Coaching:

Coaching is a method of training under which the trainee is placed under a particular supervisor who, acting as a coach or teacher or instructor, teachers job skills and knowledge to the trainee. The couch or counsellor tells the trainee what he wants him to do, how it can be done and follows up when it is being done by the trainee and corrects any errors committed by the trainee.

Coaching method offers several advantages viz. – (i) It is learning by doing, (ii) It can be undertaken even during the routine work, when no particular development programme exists, (iii) Periodic feedback and evaluation can be undertaken in this method, (iv) It is very useful for training of new executives and for developing operative skills and knowledge, (v) It requires close interaction between the coach and the trainee.

Coaching method however suffers from certain disadvantages viz. – (i) It tends to encourage the existing styles and practices to continue, (ii) It requires the superior to be a good teacher and a guide which is difficult to find, (iii) The training environment in this method will not be free from the daily routine tension and worries, (iv) The trainee may not find sufficient time to learn and improve.

According to Stephen P. Robbins, coaching becomes effective only if the coach is a good communicator, a noble motivator and a patient listener. Coaching will work well – (a) if the coach provides a good model with whom the trainee can identify, (b) if both the trainee and coach can be open with each other, (c) if the coach accepts his responsibility fully, and (d) if the coach provides the trainee with recognition of his improvement and suitable rewards.

ii. Job Rotation:

Job rotation involves transfer of executives from one job to another, and from one department to another in a systematic and planned manner. The primary aim of job rotation is to broaden the knowledge skills and outlook of the executives. Job-rota­tion may continue for a period of six months to two years. In the words of W. E. Bennet, “Job-rotation is a process of horizontal movement that widens the manager’s experience horizon beyond the limited confines of his own”.

There are several advantages of job rotation technique viz. (i) It reduces monotony and boredom by providing variety of work (ii) It facilitates cooperation and coordination between various departments of the organisation, (iii) It provides a chance to the executives to move up to higher positions by developing their personalities, (iv) It enables the management to make use of the executives’ skills and knowledge to the fullest possible extent.

However, job-rotation method suffers from the following disad­vantages viz. –

(i) It is likely to create disturbance in the well-set up re­lations.

(ii) It would be difficult for the trainee to adjust himself frequently in the new positions to which he has been transferred,

(iii) It is likely to create jealousy and friction because of the game of musical chairs. Frequent transfers cause class distinction and misunderstanding and uneasy feelings among the executives,

(iv) Frequent transfers to dif­ferent geographical areas are likely to upset family and personal life of the executives who may not be able to put in best of their will and effort in their jobs,

(v) Job rotation is likely to discourage intelligent and efficient trainees who prefer specific place and specific responsibility in their chosen specialisation.

iii. Understudy:

According to Dale S. Beach, “An understudy is a person who is in training to assume at a future time, the full responsibility of the position currently held by his superior”. This technique prepares a person with as much competence as the supe­rior to his post which is likely to fall vacant due to promotion, transfer or retirement.

The advantages of this method are several viz. (i) The trainee gets continuous guidance from his superior so as get full knowledge of the job. (ii) It helps the trainee to learn by doing his job and hence it is economical and time-saving, (iii) It helps to maintain close contact between the junior and his senior, (iv) It ensures continuity of management when the superior is promoted or transferred or leaves the job on retirement.

There are some disadvantages of understudy method viz. (i) It perpetuates the same old managerial practices, (ii) It demotivates other employees when a particular junior is trained in advance to take up higher position, (iii) The understudy may not have any freedom of thought and action when his senior is overbearing and predominant.

(iv) The subordinate staff are likely to ignore the understudy and treat him as an intruder without specific authority and responsibility. The success of this method depends upon the teaching skills and coop­eration from the superiors as well as the subordinates of the under­study.

iv. Multiple Management:

Under this method, a board consisting of young junior executives is constituted. It is called Junior Board of Executives System. It discusses the actual problems and different al­ternative solutions and makes its recommendations to the Board of Directors for its final consideration and approval.

The advantages of this method are as follows – (i) The young juniors get an opportunity to acquire knowledge of various aspects of business, (ii) The junior board helps to increase the productivity and human relations in the organisation, (iii) It is relatively an inexpensive method of training executives, (iv) It helps in developing a consider­able number of executives in a short period of time.

However, this method suffers from certain advantages – (i) There is no scope here for providing specific attention to the development needs of the executives, (ii) This method cannot be applied to the lower level executives, (iii) The discussions and recommendations of the junior board is likely to degenerate into academic debates.

v. Project Assignments:

Under this method, a group of trainee executives is assigned a particular project directly related to their func­tional area. The group known as project team or task force will study the problems and find suitable solutions to these problem. For example- accounts officers may be assigned the task of designing and de­veloping an effective budgetary control system. It is a flexible system of training because of its temporary nature of assignments.

vi. Committee Assignment:

A permanent committee consisting of trainee executives is formed. The trainee executives take part in the committee meetings and discuss about various viewpoints and alternative problem-solving methods. They also learn interpersonal skills.

vii. Selected Readings:

The management supplies various pro­fessional books and journals to the trainee executives so as to enable them to learn so many new things and add to their knowledge and skills a number of innovations in management.

Method # 2. Off-the-Job :

Since on-the-job methods or techniques of executive development have their own limitations, of-the-job techniques have been recommended to fill the gaps.

These techniques are described below:

i. Lectures:

Lecture method is the simplest of all the techniques. It is considered as the best method of presenting and explaining series of facts, concepts, principles, attitudes, problem-solving skills etc. and imparting knowledge to several persons at a time. It is used to introduce a subject to reduce anxiety about the upcoming training programmes or organisational changes, to present basic material providing a com­mon background and to illustrate the application of rules and regula­tions.

The advantages of lecture method are as follows:

(a) It can be used to teach to several persons at a time.

(b) It is a time-saving and economical method of imparting knowledge.

(c) It presents the overview and scope of the subject very clearly.

However, the lecture method suffers from the following disadvan­tages:

(a) It is a one-way communication, as there is no participation and feedback from the trainees,

(b) The trainees lose attention quickly as they are only passive listeners. The emphasis is on accumulation and memorization instead of on application of knowledge.

(c) The lectures become bore and unpalatable to the trainees when the lectures con­tain too much information,

(d) It requires lot of preparation and speak­ing skill for which the teacher executives generally lack time,

(e) The material to be presented will have to be geared to a common level of knowledge.

ii. Case-Study Method:

Under this method, a real or hypotheti­cal business problem is posed to the trainers and the trainees are asked to solve the problem in the most appropriate way. They are also guided by the trainers in such way that they can find out the best solution. This method was developed at Harvard Business School, USA.

A variant of case study method was developed at MIT, USA by Paul Pigors. It aims at developing the trainees in the areas of intellec­tual ability practical judgement and social awareness. In this method, only an outline of a situation rather than its full details is given to the trainees who are asked to find out information required and try to get the same from the trainer through questions.

The advantages of case study method are as follows – (i) It promotes analytical thinking and problem-solving skills among the train­ees. (ii) It encourages open mindedness. (iii) It enables the trainees to be aware of managerial concepts and processes and to apply them to specific situations, (iv) It also enables the trainees to be aware of obscurities, contradictions and uncertainties involved in business.

But this method suffers from the following disadvantages, viz. (i) It is time-consuming and expensive, (ii) It is likely to suppress the critical faculties of mediocre trainees, (iii) It is likely to degenerate into a dreary history suppressing analytical reasoning, (iv) it is likely to be indiscrimi­nately used as permanent precedents.

iii. Conferences:

A conference is a meeting of several persons to discuss problems of common interest. Each participant in the confer­ence contributes his own ideas towards the solution of problems. It is best suited when the problem has to be analysed and examined from different points of view.

The success of the conference depends upon several factors such as free and frank discussion among the partici­pants, absence of domination by a few participants, relevant discus­sion on the concerned problems efficiency of the leader of the confer­ence etc.

iv. Group Discussion:

It is a variant of lecture method. It is known as seminar or conference. Under this method, a critical discussion takes place among the participants on a paper containing a selected topic submitted by one of more trainees. The chairman of the group summa­rises the contents of paper and discussions follow afterwards.

Gener­ally the material to be discussed is distributed to the participants in advance. This method helps the executive-participants to learn from the experiences of each other and it has become quite popular.

v. Role Playing:

In this method, two or more trainees will be asked to assume the role of particular person before others. There will be interaction between the role players and the rest of the participants. Role playing primarily involves employer-employee relationships discussing a grievance procedure, conducting a post appraisal interview or disci­plining a subordinate etc.

Role-playing is a useful method of developing interpersonal or hu­man relations skills. If helps to bring about desired changes in the attitudes and behaviour of the participants. Trainees learn here by do­ing and by quick feedback. The degree of learning is high because the participants learn by observing and listening. Role playing involves a simulation a creating an environment which will be similar to real work situation.

vi. In-Basket Method:

This method is based on simulation. In this method, the trainee is provided with a basket as trey containing pa­pers and files relating to his functional area. He is required to care­fully study these papers and pass his own remarks or observations on the problem situation. The observations of different trainees are compared and conclusions are arrived afterwards. Then they are put down in the form of a report.

vii. Management Games:

This method is also based on simula­tion. Under this method, the trainees are divided into different groups or teams. Each group or team has to discus and arrive at decisions relating to such matters as production, pricing, research, advertising, etc. on the assumption that each group or team itself is the management or the firm.

The other groups act as competitors of the firm and react to the decisions. Thus each team’s immediate feedback to the decisions of others enables the management to know the relative performance of each team. The co-operation between the teams helps to promote great interaction among the participants and gives them the experience of cooperative efforts.

viii. Programmed Instruction:

This method provides some spe­cific skills or general knowledge which has been pre-arranged. Such information is broken into meaningful units, so that all the units con­stitute a logical and sequential package. Each package is built upon the earlier ones and knowledge is imparted to the trainees with the help of text books or teaching machines. The package is in the form of questions along with necessary information and the trainees have to answer immediately.

ix. Sensitivity Training:

This method is also knows as T-Group training or laboratory training. The aim of such training is to create self-awareness, develop inter-personal competence and sharpen team­work skills among the trainees, who are brought together in a free and open environment to discuss themselves and express their ideas, be­liefs and attitudes.

Executive Development Methods – On-the-Job and Off-the-Job Methods Used to Develop Executives for their Quantitative and Qualitative Performance

There are different on-the-job and off-the-job methods that are being used to develop executives for their quantitative and qualitative performance.

Some of the important methods are discussed below:

Executive Development Methods :

(A) On-the-Job Methods:

In this method, a supervisor or designated senior imparts job knowledge and skills to the trainees. It is a process of learning by doing. It facilitates inter-action, feedback, instant evaluation and correction required for improving performance of the trainee. Lack of time and coaching ability of the supervisor senior will hamper effectiveness of training.

ii. Delegation:

It is a powerful training tool, at all levels of management. Delegation of authority gives the juniors the confidence and zeal to take the right decision on time and to execute their duties and responsibilities effectively and efficiently. Ultimately, it helps to achieve end results.

iii. Under Study:

Under this method, the trainee is assigned as an assistant to the supervisor. The supervisor closely watches over the trainee while doing the assigned job and helps him to perform it better. It develops competent successors to senior executives under whom the trainee is assigned. It facilitates continuous guidance from the supervisor and develops practical exposure and leadership quality of the trainee.

iv. Position Rotation:

Job or position rotation means moving managers from one department to another. It gives them a broad understanding and exposure to various functions of the organization. It also enables them to understand the strengths and weaknesses of the company. It reduces monotony and boredom of doing the same work for a long time and improves collaborative work, broadens outlook and creates diversified skills of the executives.

v. Committees:

Being a member of a committee helps the managers to learn different disciplines from other members of the team. This enables them to have the relevant insights and get to know the kind of decisions to be made in different situations.

vi. Project Assignment:

A group of trainees are assigned to work on a project related to their functional area. The members work as a team in identifying and solving problems. It facilitates team work.

vii. Multiple Management:

Under this method, trainees from junior advisory boards provide solutions to the Board of Directors after a careful study about it. It helps in identifying managerial talent and collective decision-making. It provides knowledge and skills in various functional areas of the organization. It is not suitable for low level managers due to lack of commitment on the part of trainees.

viii. Selected Readings:

The trainees are asked to read and update their knowledge from specific books and journals. Most of the practicing managers prefer this method. It is convenient and cost effective.

(B) Off-the-Job Methods:

Large number of trainees can simultaneously take part in a presentation. It provides lots of job information and conceptual knowledge to large number of trainees, quickly. The effectiveness of their training relies on the trainer and the involvement of the trainees. However, it may not help a technical hands-on skills.

ii. Case Studies:

This method of executive development facilitates classroom group discussion to identify problems, its implications and to arrive at possible solutions. An actual situation given in a written form for critical analysis is called case study. It improves the analytical and decision-making skills of the executives. A good case is the vehicle by which a chunk of reality is brought into the classroom to be discussed to find the reasons for problems and evolve a suitable solution for it.

iii. Group Discussion:

Under this method, each trainee is asked to prepare and present a paper on a specific topic. After presentation the floor is opened for critical discussion and review. It enables the trainees to develop oratory and presentation skills but, it is time consuming.

iv. Conferences:

This method enables the trainees to hear experts delivering talks on specific topics and helps the participants interact and get their doubts clarified. It facilitates trainees to solve specific problems and is suitable for professionals in a specialized trade. Mutual problems form the subject of discussion in a conference. Participants share their ideas and expertise in attempting to arrive at improved solutions to deal with these problems. More trainees can participate at a time. Electronic and electrical gadgets can be used to make the teaching and learning process more interesting.

In this method, the trainees are assigned with different roles and asked to act out as if they are in reality. It helps in understanding the behavioural patterns of people and to develop better interpersonal relationships, negotiating and selling skills.

vi. Management Games:

It is a simulation technique that involves different teams each of which is given a hypothetical situation to work for a given period of time. It is a dynamic training exercise simulating a real business situation. In these games, participants are divided into various teams which are placed in competition with each other in resolving some problem information which is supplied to all teams.

vii. In-Basket Exercises:

This is another form of simulation, in which each trainee is given a short span of time to deal with several problems. The trainees handling the same problem will meet to know the logic behind the problems. It helps the trainees to develop situational judgment skills. This is another technique of simulation.

viii. Sensitivity Training:

This method is also called as T-group training, laboratory training, and executive action. This deals with the problem existing within the T-group in reality and is not simulated. This helps the participants in understanding themselves and others, the emotions involved and to know how they react in different situations.

ix. Programmed Instructions:

This training method is used to teach the trainees, behavioural and non-motor skills. The subject matter is prepared and arranged in a logical and sequential manner for the trainees to understand and follow better. The trainer monitors the trainees while they are working on the instructions. The advantage of this method is that the trainees get the immediate feedback from the trainer. The negatives of the method are that it is expensive and time consuming.

x. Professional Courses:

Managers and executives are encouraged to undergo professional courses in reputed business schools and universities to learn new concepts and enhance their knowledge for better performance. According to their area of specialization they may do a degree, diploma and certificate courses to update knowledge.

xi. Executive Training:

Professional institutions provide training on several areas at different times enabling the managers and executives to undergo any preferred training programme according to their own convenience at different times. They do conduct training on time management, soft-skills, team building, etc.

Executive Development Methods – 2 Important Techniques: On the Job Development and Off the Job Development

Method # 1. on the job development techniques:.

The main feature of all on-the-job techniques is to increase the ability of the executives to work while performing their duties. They aim at exposing the trainees to the real work situation. Generally, support is provided by immediate superior in the conduct of these development programs.

(a) On the Job Coaching:

In this method, the immediate superior guides the subordinate about various ways and methods and skills to do the job. Here, it is important to note that the superior only guides and does not teach, although he extends his assistance whenever needed. Periodic feedback and evaluation are also the part of the coaching activity. Merits of this method lie in the fact that it provides real and practical job experience to the trainee.

The objective of coaching is not only to teach the subordinate the necessary skills for doing his assignment but also to provide him with diversified knowledge so that he may grow and advance.

Coaching should be distinguished from counselling which involves discussion between a superior and his subordinate of areas concerned with the latter’s fears, emotions and aspirations. It reaches into very personal and delicate matters. In many cases, the superior has to play the role of both coach and counsellor.

The main advantage of on-the-job coaching is increased motivation for the trainee and minimisation of the problems of transferring learning from theory to practice. The danger in this method is the possible neglect by the guide or supervisor. Thus, as a development technique, it cannot stand alone.

It is primarily a device for ensuring that individuals grow within the boundaries set by their jobs and their organisational units. The man cannot develop much beyond the limits of his own boss’s abilities. Coaching works best when other techniques of development are used along with it.

(b) Understudy:

In case of understudy, an executive is developed to perform the work or fill the position of his superior. He is a trainee who at a future time will assume the duties and responsibilities of the position currently held by his immediate superior when the latter separates from the job because of transfer, promotion, resignation, retirement, etc.

Understudy technique is similar to on-the-job coaching with the difference that the department manager may pick one individual from his unit to become his understudy. He will then guide him to learn his job and grapple with the problems that confront the manager dally. An understudy can be developed to take over the superior’s job in a number of ways.

When the superior is handling his daily operating problems, he may discuss these with his understudy to get his ideas and give him experience of decision making. He may also assign the understudy to investigate and make written recommendations upon long-term problems. The understudy may even be asked to directly supervise a number of people at work. This will give him an opportunity to try out his leadership skills.

The major advantage of this method is that it ensures the ready supply of competent people whenever the vacancy arises due to promotion, transfer, retirement or resignation of the present occupant of the position. This method has built-in motivation because it is considered a step towards promotion of the trainee.

This method is advantageous for the boss and the organisation also. It relieves the boss of some of his workload by delegating some portion of his work to the understudy. To the organisation, it ensures that it will not be placed at a serious disadvantage if the executive suddenly leaves his job. The understudy will be in a position to hold that position.

(c) Job or Position Rotation:

Job rotation consists of a systematic and co-ordinated effort to transfer an executive from one job to another at regular intervals to make him gain wide experience. The executive is given all the normal duties and responsibilities which go along with the job to which he is transferred.

This method broadens the outlook of the executive in as much as he comes to appreciate the problems faced by other functional managers, plants, departments, etc.

Job rotation serves to bring the feeling of superiority of one department over the others. When a number of executives have served in each other’s department, they can also understand the reasons why a certain function must be done in a particular way. Thus, inter-departmental cooperation will be enhanced. Job rotation injects new ideas into the different departments of the organisation.

Under, this system, an executive is not destined to end up in just one post but is equipped to step into any one of the several executive posts in various functional divisions. The trainee will learn the nature and significance of management principles by transferring learning from one job to another.

Here, again, the training takes place in a practical situation. This technique can stimulate a more co-operative attitude by exposing a man to the problems and viewpoints of others.

The system of job rotation is not free from drawbacks. Productive work may suffer due to disruption caused by changes and limitations of individuals to adjust to new job. So it is better to lengthen the interval of rotation and to rotate fewer personnel at a time.

The executive can’t gain specialised knowledge in one particular branch of work during a short span of time. Job rotation may undermine the morale and efficiency of the executives transferred as their family life may be disturbed and they may find it difficult to adjust at the new place.

(d) Project Assignment:

Under this method, a trainee may be assigned a project that is closely related to the objectives of his department. For instance, a trainee may be assigned to develop a system of cost control in the execution of an order. The trainee will study the problem, collect and analyse data and make recommendations upon it.

This project would also help in educating the trainee the importance of cost and to understand the organisational relationships between the accounting and other departments. Thus, the trainee acquires the knowledge of allied subjects also.

(e) Multiple Management or Junior Board :

This method involves the establishment of a junior Board of Directors in the company for the training of selected executives. The junior board is given the power to discuss any problem which the senior board (constituted by the shareholders) should discuss.

The greatest value of the junior board is the training of middle level executives. Who are in the que for promotion? Membership of the junior board becomes a pre-requisite to the membership of the senior board.

This method has the advantages of being relatively inexpensive, developing teamwork and group decision-making among managers, enabling the managers to see the problems from the organisational rather than departmental or functional point of view.

(f) Committee Assignment:

A committee is a group of executives appointed to investigate, take action, make recommendations regarding some matter relating to the organisation. The committee studies the problem or issue in accordance with the terms of reference. For example, a committee may be set up to analyse the feasibility of introducing a new product.

This committee may have persons from finance department, engineering department, research and development department, etc. The committee will study the question of feasibility of new product from all the angles and make recommendations. If the committee is in staff capacity, its recommendations may be turned down by the higher management. But if it is in line capacity, it would take action also on whatever it finds prudent.

A committee is an excellent means of training. The trainee is placed on a committee which is constituted to make recommendations on a particular problem. Through discussions and deliberations in committee meetings, the trainee becomes acquainted with the different view-points and acquires a wider perspective.

This method of training may speed up the development of executives provided the committee does not become a battle ground or is not dominated by a few individuals. In short, this method of training has all the advantages which could be availed through the method of multiple management or junior board.

Method # 2. Off the Job Development Techniques:

The focus in off-the-job methods of development is to improve general behavioural and decision-making skills of the executives. In contrast to the on-the- job methods, off-the-job methods do not contain such a heavy dose of reference to the particular job. They are relatively more general.

These methods are discussed below:

(a) Role Playing:

Role playing may be described as a technique of creating a life situation, usually one involving conflict between people, and then having persons in a group play the parts or roles of specific personalities. In industry, it is used primarily as a technique for modifying attitudes and interpersonal skills.

Typically, the situation is structured by setting forth the facts of the situation, the event that led upto present situation and other relevant information.

The individuals are then designated to play the roles of persons in the situation described. For instance, two trainees may play the roles of a superior and a subordinate to discuss the latter’s grievances.

The purpose of role playing is to aid trainees to understand certain problems and to enable observers to evaluate trainees’ role performance. Role playing is generally used for human relations and sales training. This technique makes trainees self- conscious and imaginative and analytical of their own behaviour.

(b) Sensitivity Training:

Sensitivity or T-group training is an important technique of “laboratory training”. The main objective of sensitivity training is the development of awareness and sensitivity to one’s own behavioural pattern through interactions with others. The sensitivity training program is absolutely unstructured.

The trainer initially explains the technique to the participants and informs them that the purpose is to increase their awareness about themselves and others and to know each other’s feelings and reactions in a group setting. He makes clear his own role which is to be helpful. He will neither act as a leader nor will there be any agenda.

Sensitivity training virtually establishes a situation in which the trainee learns himself.

Sensitivity training is so informal and unstructured as compared to role playing that the trainee gets no guidance or instruction whatsoever about how to proceed. The trainer is a moderator who provides feedback so that each trainee may know what others think about him.

(c) Conference Training:

A conference is a group meeting conducted according to an organised plan in which the participants seek to develop knowledge and understanding by obtaining a considerable amount of oral participation. It is an effective training device for persons in the positions of both conference member and conference leader.

As a member, a person can learn from others by comparing his opinions with those of others. He learns to respect the viewpoints of others and to realise that there is more than one workable approach to a problem. As a conference leader, a person can develop his skill to motivate people through his direction of discussion. He learns the effects of closely controlling and dominating the discussion as compared to adopting a more permissive type of direction.

The conference method overcomes certain disadvantages of the lecture method because here the participants play active role. They are not passive. Learning is facilitated through building upon the ideas contributed by the conference members.

In fact, people learn from each other. Interest of the participants tends to be high. The conference is ideally suited to learning about problems and issues and examining them from different angles. It is the best method for reducing dogmatism employed in supervisory and executive development programs.

The conference method is not free from drawbacks. The main drawback is that the progress at the conference is often slow because all those desiring to speak on a point are generally allowed to do so. Sometimes, irrelevant issues creep in and the main issue is lost in the process.

(d) Programmed Instruction:

Programmed instruction (sometimes packaged in a device called a teaching machine) was developed in the late 1950’s for both school and industrial applications. Cook and Mechner have defined programmed instruction as the application of the science of learning to the task of education and training.

The key features of programmed learning are:

(i) The trainees learn at their own pace;

(ii) The instructors are not a key part of the learning;

(iii) The material to be learnt is broken down into very small units or stages;

(iv) Each step logically builds upon those that have preceded it;

(v) The student is given immediate knowledge of results for each answer he gives; and

(vi) There is active participation by the learner at each step in the program.

The core feature of programmed instruction is participation by the trainee and immediate feedback to him. The programmed instruction includes elaborate teaching machines, films, sound tapes, programmed books, illustrations, printed material, and diagrams. Whatever may be the method of programmed instructions, it basically provides feedback to the learner whether his response is correct or not.

These days, programs have been devised which take into account individual differences in background. If a student is unable to give the right answer to a question or a series of questions, he will be directed along a different branch of the program to provide him with the fundamentals he has missed.

(e) Simulation Development Techniques:

The basic idea behind simulation is to construct a situation which closely represents the actual one. It provides an opportunity to conduct trial or test runs under conditions that are as close to reality as feasible.

Based on empirical data, a model is constructed and then subjected to the same influences and forces that occur in actual practice. While these simulation models are not mathematical as operations research models, they are quantitative representation of the situations being studied. They include physical similarities, behavioural characteristics and interactions that would normally be present under actual conditions.

There are three basic simulation techniques:

(i) Business Games,

(ii) In-Basket, and

(iii) Case Study.

(i) Business Games:

A business or management game has been described as a dynamic training exercise utilizing a model of business situation. It is essentially a group exercise in sequential decision-making under simulated organisational conditions.

(ii) “In-Basket” Training:

This technique emphasises the necessity for skills in decision-making and ability to differentiate the significant from the important. The trainee is presented with a situation where he must take over for a manager who is absent. He is provided with an in-basket full of materials with which he must deal.

These materials may be phone calls, meetings, complaints to handle, orders to make and other demands which supposedly duplicate the tasks he would face, if he were holding such a position. This may require a list of priorities.

After the session is completed, the trainer and the trainee meet to discuss and evaluate the trainee’s performance. Similar techniques may have men working together as a group. Same strong and weak points that are applicable for business games are applicable here also.

(iii) Case Study Method:

The typical case study used for training is a thorough description of some events that actually occurred in an organisation. Usually it involves some problem that has to be solved. The trainees read the case and present alternative solutions or lines of action. These suggestions may then be discussed where the individual is able to obtain information about how others viewed the case.

The case study method is one of reasoning and analysis of facts to find an answer. The trainee learns to face facts and appreciate other’s viewpoint. This method increases the learner’s power of observation and allows him to look from a broader angle. It discourages snap judgments. The success of this method depends largely upon the ability of the instructor.

A poorly conducted discussion may degenerate into a rambling session from which the participants derive no learning. It is a simple and interesting method. Actual incidents may be used. A well-chosen case may promote objective discussion but no basic change takes place in the behaviour and attitude of the trainee in the absence of emotional involvement.

Case studies are extensively used in teaching law, human resource management, human relations, marketing management and business policy in various educational institutions. Students learn that there is no single solution to a particular problem.

The answer of each trainee may differ. Case discussions will help them to appreciate each other’s thinking. That is why, case study is frequently used in supervisory and executive training in business.

Under this technique, the trainees are actively involved. They are encouraged to consider a variety of alternatives and to explore different approaches to solve the problem.

Related Articles:

• Training of Employees: 3 Methods | Functions | Human Resource Management
• Training and Development of Employees | Essay | Personnel Management
• Executive Development: Concept, Characteristics, Objectives and Other Details
• Training of Employees: Meaning, Importance and Methods

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On-the-Job Training Examples | 22 Types and Advantages

• Gianpiero Rusconi
• Last Updated: 25 March, 2024

Discover on-the-job training examples to find the right on-the-job training methods for your employees. On-the-job training examples are also known as on-the-job training types, techniques, and strategies. Continue reading this article to get a comprehensive picture of On-the-Job Training (OJT) examples. If you want to learn more about on-the-job training in general, you can check out our comprehensive guide on the topic.

Examples of On-the-Job Training

1. internship.

Internship is usually internal OJT (i.e., conducted by an employee rather than a third-party training provider). Internships are a form of structured OJT and can be conducted remotely. Both students and recent graduates can be in internship programs. If you want to provide internship OJT, you can partner up with Higher Education Institutions (HEIs) or advertise on job posting platforms. An internship may be unpaid if it counts as academic credit for the intern or if you’re in creative arts industries such as fashion and media.

An advantage of internship OJT is that it can be used for recruitment. A study (Zhao & Liden, 2011) found that around 60% of internships resulted in job offers. Another study (Gault et al., 2010) revealed that employers are likely to hire high-performing interns over non-interns. According to an article published in Career Development International, a successful internship involves 4 key mechanisms:

• Effective planning and design of the internship prior to its start
• Selecting an internship supervisor who is competent and has free time
• Identifying if the intern has the potential to be a high-performing employee
• Ensuring that the internship is relevant and appealing to the intern

2. Coaching

Coaching is structured OJT that can be conducted remotely. Like apprenticeships, coaching can be conducted by an employee, a third-party training provider, or a mix of both. According to a journal article , coaching content should align with the company’s values and culture as well as the employee’s needs and aspirations. Effective coaching can certainly lead to wide-ranging benefits. One study (O’Connor and Cavanaugh, 2013) reported that coached individuals:

• Felt that they had significantly progressed towards attaining their workplace goals
• Showed significantly improved scores on psychological wellbeing measures
• Were observed by others to have increased their transformational leadership behaviours

3. Mentoring

Mentoring is typically unstructured and internal OJT. Similar to coaching, mentorships can be conducted remotely. The success of mentoring primarily depends on how invested the mentor is in the mentorship. For example, a journal article discussed the importance of mentors and mentees having compatible cognitive style, personality, and temperament. Without strong relationships with their mentees, mentors are unlikely to be invested in training them.

When both the mentor and mentee are invested in the mentorship, it can even result in positive psychological changes for the mentor. One study (Lin et al., 2021) found that such mentorships promoted the work engagement and the work meaningfulness of mentors.

4. Job Rotation

Job rotation training is structured and internal OJT. Job rotations can be conducted remotely if work across the company is exclusively remote. In the Encyclopedia of Human Resource Management, job rotation is defined by Carpini & Parker as “the lateral shifting of employees between jobs with similar levels of responsibility, work complexity, and decision-making latitude.” This means that job rotations cover multiple roles and positions within the same level of the organisational hierarchy.

5. Induction On-the-Job Training

Induction OJT is sometimes simply referred to as orientation. Like job rotation training, orientation is structured and internal OJT. It can also be conducted remotely. Existing employees are typically responsible for the orientation of new employees. To provide effective induction on-the-job training, you can use the approach of Japanese companies to New Employee Orientation (NEO) programs as your guide.

According to an article published in Journal of Workplace Learning, this approach has 5 phases:

• Help new employees transition from students to employees and learn company values
• Rotate employees between all departments to learn the overall business
• Rotate employees between all departments again, but for longer periods of time
• Conduct assessments of employees to identify their strengths, interests, and weaknesses
• Give employees their permanent job assignments and have senior employees provide continued on-the-job training

6. Job Instruction Training

Job instruction training is formal and internal OJT. While job instruction training can be remote, the possibility is very low. The origins of job instruction training can be traced to Training Within Industry (TWI), a service provided to manufacturers of war materials during World War II. The TWI Job Instruction Program includes the following steps:

• Set the desired skill level you want the employee to have and its corresponding deadline
• List the important parts of the job, especially safety procedures
• Prepare the equipment, materials, and supplies
• Set up the workstation for the employee
• Assess the current skill level of the employee
• Demonstrate or illustrate all the important parts of the job
• Ask the employee to perform the job and correct their errors
• Check the employee’s performance of the job on a regular basis

7. Task Delegation

Task delegation is unstructured OJT that can be conducted remotely. In task delegation, a superior assigns responsibilities to junior employees. Since these responsibilities are usually outside of their job scope, employees are able to gain hands-on experience in new tasks. Delegation OJT is also a strong indicator of the trust superiors have in the competence and abilities of their junior employees. Essentially, task delegation is a transfer of job assignments.

8. Committee Assignment

Committee assignment is unstructured OJT that can be conducted remotely. The purpose of committee assignments is to use individual contributions collectively and solve a company-wide problem. Aside from being an OJT opportunity for the committee member, each assignment is a crucial part of the eventual solution. Additionally, while assignments can be performed individually, the entire process requires teamwork and coordination among committee members.

9. Vestibule Training

Vestibule training is structured and internal OJT. Unlike other OJT examples, vestibule training cannot be conducted remotely since it has to take place in a similar working environment. Furthermore, vestibule training focuses on the physical aspect of job performance. This form of training typically covers equipment operation, parts assembly, and associated safety protocols. Vestibule training is, however, narrow in scope because it focuses on a particular task or skill.

10. Self-Instructional Training

Self-instructional training is also known as self-instruction training or self-directed training. Since the employee is in charge of arranging self-instructional OJT, they can choose from a variety of instructional sources. These can be internal (from the workplace), external (from a third party), or a combination of both types of instructional sources. Self-directed training is usually structured OJT, but even that depends on the employee.

However, there are proposed models for structuring self-instructional training. One study (Wu & Atar, 2023) created an operational model while another study (Vithayaporn et al., 2021) created a conceptual model. While these models were created for different contexts, one common feature is the assessment or diagnosis of needs. This feature likely prevents the employee from inadvertently wasting their time on irrelevant training.

11. Peer-to-Peer Training

Peer-to-peer training or co-worker training is more often unstructured OJT than structured OJT. Co-worker training can also be conducted remotely. When it is structured, co-worker OJT can upskill existing employees without much strain on resources. Structured peer-to-peer OJT simply involves pairing a knowledgeable employee with one who is currently struggling. Meanwhile, regular co-worker interactions may result in unstructured peer-to-peer OJT.

12. Job Shadowing

Job shadowing is structured and internal OJT. It cannot be remote without the use of software for uninterrupted screen sharing. Job shadowing is mostly used for in-person OJT. In particular, it seems to be common in healthcare settings. One study (Marlina et al., 2019) found that job shadowing can improve “the cognitive aspects, task management skills, work environment skills, interpersonal skills, and workplace learning skills in midwifery graduates.”

Another study (Kamau-Mitchell, 2014) revealed that when the job shadowing process is used for inductions, it helps the subsequent job performance and attitudes of mental health nurses.

13. Understudying

Understudying or understudy training is structured and internal OJT. It can be effective but it has limitations as well. A study (Kasika & Dangarembizi, 2013) reported that their respondents felt strongly that the implemented understudy program was a good initiative for capacity building. However, more than half of the study’s respondents also strongly disagreed that the knowledge transferred to understudies was managed in an orderly manner.

14. Refresher On-the-Job Training

Refresher training is structured OJT that can be conducted remotely. Both employees and third-party training providers conduct refresher OJT. In a case study (Jain, 1999) of a national library service, 39% of all library staff, 45% of professional librarians, and 33% of library officers identified refresher courses as an OJT need. Refresher OJT was considered essential for “staff to shift from traditional librarians to modern librarians.”

15. Cross-Training

Cross-training is similar to job rotation but not as formal and the focus isn’t on change but expansion. While job rotations usually involve changing roles, teams, departments, or locations, the purpose of cross training employees is to expand and diversify their skill sets. One study (Ninan et al., 2019) on cross-training states that there are 3 types:

• Positional Clarification – when employees know of each employee’s responsibilities
• Positional Modelling – when employees discuss and observe each employee’s tasks
• Positional Rotation – when employees perform tasks outside of their responsibilities

While cross-training is not as formal as job rotation, it is still considered to be structured OJT. A key aspect of cross-training is familiarisation, where the employee becomes more knowledgeable about another employee’s job. In job rotations, skills are gained only through hands-on experience. In cross-training, skills can also be gained through understanding.

16. Just-in-Time Training

Just-in-Time Training (JITT) is usually internal and unstructured OJT. It is delivered as needed or right before the activity requiring training is to be performed. One study (Niles et al., 2009) showed that JITT was effective in the retention of Cardiopulmonary Resuscitation (CPR) skills. But according to a more recent study (Sullivan et al., 2019), “JIT training will not increase the skill, simply return the learner to a previously achieved competency level.”

17. Skill Demonstration

Skill demonstration OJT is also known as Demonstration-Based Training (DBT). It can be internal or external, depending on who demonstrates the skill. Skill demonstrations are structured OJT that can be conducted remotely. The theoretical foundation of DBT is observational learning. To prevent employees from becoming only passive observers during these demonstrations, you can use instructional features.

Instructional features are information or activities presented to employees before, during, or after demonstrations. The following example of how such features are used for DBT has been taken from a journal article :

• The demonstration – a video recording of the task being performed (i.e., a visualisation of the targeted skills being enacted)
• The instructional features – an instructional narrative or a handout detailing the task

There are many other kinds of instructional features to use for skill demonstration OJT. One journal article has listed a total of 17 instructional features, including activities such as note taking and goal setting.

18. Conditioning On-the-Job Training

Conditioning on-the-job training is the continuous reinforcement of behaviours aligned with the needs of the job, task, or competency. Unstructured conditioning OJT is similar to skill demonstrations since it is also based on observational learning. On the other hand, structured conditioning OJT is the delivery of timed messaging at regular intervals. These timed messages can be simple reminders or include questions to be more engaging.

19. Scenario-Based Training

Scenario-based training is structured OJT that can be conducted remotely. Unlike case study exploration, this form of OJT requires employees to perform actions which are appropriate for the scenario. An advantage of scenario-based OJT is that it can train employees to handle unexpected situations and notice the nuances of each presented problem. A disadvantage is that scenario-based training may not be applicable to routine jobs.

20. Practice Simulation

Practice simulations are similar to scenario-based training. A key difference is the simulation aspect. Scenario-based training involves immersion in a scenario, not necessarily a simulation. Furthermore, practice simulation OJT can include the use of Virtual Reality (VR) or Augmented Reality (AR). This is also what makes it different from vestibule training, which can only occur in a physical simulated environment.

21. Role Play

Role play is structured OJT that can overlap with scenario-based training. For example, the employee could be immersed in a scenario and required to play a role. However, role play OJT is usually focused on improving interpersonal skills such as in sensitivity training. On the other hand, scenario-based training aims to prepare employees for situations which abruptly shift. Role play training is also more focused on the performance of the role rather than adapting actions to address problems efficiently.

22. Job Aids

A job aid is any material that helps the employee perform their job better. It is one of the most concrete forms of OJT. Job aids can include task lists or checklists, posters, and even electronic material. The purpose of a job aid is usually to remind employees how to complete a task or procedure correctly. Some advantages of job aids are that they can be brought nearly anywhere and remain intact long after training. But for this form of OJT to be effective, you need to measure the employee’s understanding of and engagement with the job aids provided.

How On-the-job Training Types Can Enhance Professional Development

Now that you have a clearer idea of what on-the-job training can look like, you are probably ready to choose the OJT type that’s best for your company and its employees. When deciding on which type(s) to incorporate into your OJT program, ensure that you consider the specific training needs and preferences of your employees. After all, even if the OJT type is the most logical choice, nothing will happen if your employees aren’t motivated to complete it.

If you still need more motivation, you can explore the advantages and disadvantages of on-the-job training to see how it can impact your company.

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On-the-job Training: Importance, Types, and Methods

Home Blog others On-the-job Training: Importance, Types, and Methods

On-the-job training is essential for developing practical skills through real-time activities. This article discusses its importance, types, and methods.

Organizations use on-the-job training course to improve skills, tailored to job type, industry, and cost. This training focuses on practical knowledge, enhancing learning through experience. It helps employees understand the company's mission, goals, policies, and their job responsibilities.

Off-the-job training, in contrast, involves classroom methods like projects, presentations, and case studies. However, the hands-on nature of on-the-job training makes it vital for developing competent and well-integrated employees. Let’s learn more about it!

What is On-the-Job Training?

On-the-job training, often abbreviated as OJT training, is a hands-on method to obtain proficiency, knowledge, and skills required to ace a job in a real-life working environment. For example, an organization provides training on-the-job for new employees to get accustomed to specific devices, tools, or equipment needed in the work field. This is done with the help of practice sessions, simulations, or a fabricated training environment.

Unlike off-the-job training, which uses presentations and assignments to teach employees about the work scenario, on-the-job training methods guide them with practical application. Employees actually carry out tasks, complete responsibilities, and do their job. On-the-job training takes place at the workshop or manufactory under the supervision of a guide, manager, or senior employee of the same department.

The importance of on-the-job training for new employees is that they get a direct and unmediated experience of the work procedures. They get well-versed in potential challenges and responsibilities. Employees get to understand the manager's expectations from their role, how certain types of equipment and software work, and other necessary hard skills required to accomplish their tasks.

The duration of on-the-job training depends on the nature of the work and the task management. It may last from weeks to months. The most eminent form of on-the-job training is when new employees shadow old employees. After some time, they begin to carry out their tasks under the administration of a senior manager. 

Importance of On-the-Job Training

To understand the importance of on-the-job training, you must first know what is meant by on-the-job training. On-the-job training has a lot of benefits in the workplace. It gives an immediate platform for gaining experience and learning new tools and features. It also establishes a routine and helps new employees to adapt to their surroundings. The following are the important features of on-the-job training:  

1. Faster training with real-time experience

New employees can quickly understand the know-how of the office, their duties, and the supervisor's expectations to efficiently complete tasks and improve performance levels. Off-the-job training methods require a relatively long time, and not all employees will commit the knowledge to memory. It leads to carelessness and a need for rectification. But with on-the-job training, employees can get an accurate idea of their job roles. If they have any queries regarding the same, they may clarify them in their shadowing period.

2. An easier transition to a new job

Industries with substantial revenue and a large volume of business, like retain chains, the hospitality industry, the manufacturing industry, and customer service, often need on-the-job training. It assists with quick transition and achieving the right amount of work efficiency. Employees can comprehend the devices and procedures in the company quickly and proficiently.

3. Easily Applicable

On-the-job training is a smooth and befitting method of training individuals. It does not require any setup because the employees already have a rough idea of the role and organization they are collaborating with. Supervisors and managers don't have to create presentations or conduct seminars. All they need is an expert employee willing to train new employees.

4. Saves time

Off-the-job training lasts months on end. In contrast, on-the-job training requires less time to accomplish more significant goals. With the on-the-job training method, the company benefits from the new employee's dedication to their role and eagerness to learn. As a result, it saves time and utilizes the same to meet other common business goals.

5. Retain good employees

Every industry profits from employee retention. It is possible when employees are aware of their responsibilities and the expectations of their roles. If employees are uncertain about their job, they will bring negativity and stress into the workplace. This will result in poor management and inefficiency. Many on-the-job training methods with examples help employees encounter their roles in real time and give elaborate knowledge about their job. It requires all individuals to practice and work hard to finish their tasks, removing confusion from an otherwise thriving environment.

6. Attract the right candidate

On-the-job training also acts as a test to help companies filter out qualified candidates for a job. It assesses their abilities and encourages dedicated employees to work harder. The employees with greater potential can out their time to use and develop more skills during this training period.

7. Gives you flexibility

Besides benefiting the organization, OJT training also helps the employees learn skills like adaptability and flexibility. They learn to become dexterous in any situation and gain expertise in various domains. They also develop a positive approach toward inevitable changes that occur in the workplace.

8. Team building

On-the-job training places like-minded employees together from the very beginning. It allows them to enlighten themselves and develop loyalty toward a common goal. In addition, it allows them to become aware of different departments in the organization.

9. Financial benefit

A company does not need to take special time out for on-the-job training. It is economical and time savvy as it is a practical training mode. In addition, the employees increase the company's productivity by completing the tasks assigned to them during training.

Types of On-the-Job Training

The following are the various types of on-the-job training methods used in an organization:  

1. Job Rotation

Job rotation refers to an employee switching back and forth to other jobs associated with their role and gaining expertise with various job profiles. This eliminates the feeling of mundanity and helps create interpersonal relationships with peers from different departments in the organization.

2. Coaching

As the term suggests, coaching is a type of on-the-job training that entails employee training under a supervisor or an experienced staff member. It is a direct training approach where workers can raise questions and receive illustrations and feedback about their responsibilities.

3. Job instruction Training

Here, a trainer frames a step-by-step training program for the employees. It consists of instructions and demonstrations for the trainee to carry out their tasks. It begins with an overview of job responsibilities and expected results and continues with a description of the skills required. Afterward, the trainee fulfills their duties and gains knowledge, followed by a question-and-answer session.

4. Mentoring

This type of on-the-job training is more prominent in managerial positions. A senior professional is responsible for guiding and mentoring subordinates to carry out daily operations. It is a direct training method that benefits the trainee as they learn firsthand skills.

5. Apprenticeship Training

Apprenticeship training involves long-term teaching and exercise in arts, crafts, trade, and technology. These industries demand expertise and proficiency, which cannot be gained in a classroom. Instead, it takes immediate attention and a learning process that lasts a couple of years. Some examples would be a mechanic, plumber, tool maker, or artisans disciplines.

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Various On-the-job Training Methods

1. induction.

Human resource management often uses an induction method of on-the-job training to give new employees a brief introduction to the organization.  

2. Apprenticeship

An apprenticeship is a formal and immediate training method that uses a practical approach to art by undergoing the actual work process under the supervision of an expert.  

3. Internship

It provides a professional environment to learn and gain fundamental experience in the employee's field of interest.  

4. Coaching and counseling

Coaching and counseling involve a training method that uses a series of instructions to guide a group of individuals to obtain skills and knowledge that amplify their performance.  

5. Delegation of authority

The on-the-job training method refers to a practical division of tasks among a group of employees. A manager is responsible for supervising the entire operation.  

6. Promotions and Transfers

Promotions refer to switching a job profile and moving up in the hierarchy. In comparison, transfers involve employees' ability to transfer their acquired skills into their responsibilities at work.  

7. Retaining

An effective OJT training method ensures the retention of knowledge and information. In addition, new employees regard the information obtained during training as facilitating their daily activities. 

8. Vestibule

Vestibule training involves providing role-specific experience to employees. For example, workers who are expected to work with devices, equipment, or machinery in a manufacturing company undergo vestibule training.

Examples of On-the-Job Training

Some common and widely used examples of on-the-job training methods are: 

• Co-worker training:  It is when an experienced employee trains a new employee. The experienced employee is usually someone who has been with the company for a while and knows the ins and outs of the job.  
• Shadowing: In shadowing, a new employee follows an experienced employee around and observes what they do. The new employee is not allowed to do the tasks; they are only there to learn and take notes. 
• Internship: An internship is when a student or recent graduate works at a company in their field in order to gain experience. Interns are usually not paid, but they may receive school credit. 
• Delegation:  Here, a manager assigns tasks to their employees and trusts them to complete the task without much supervision. 
• Self-instructions:  When an employee reads the instructions for a task and then completes it on their own, it is known as the self-instructions method of on-the-job training.  
• Refreshers: It is when an employee reviews the instructions for a task they already know how to do in order to refresh their memory.

Many students or freshers with no prior work experience look forward to on-the-job training. It helps them experiment and implement their educational knowledge to practical use. This type of training entails a properly structured program that teaches them the hang of the industry. It demands effort and efficiency.

On the other hand, employees receive on-the-job training as they move forward in their professional careers. It refers to the retention of old employees, managers, and supervisors. Employee training builds trust among both parties and encourages growth and development. It also enhances soft skills such as communication, teamwork, positive attitude, and dedication. KnowledgeHut training courses have an extensive commentary on OJT and its various methods. After all, any process that promotes the goodwill of an organization benefits the individuals working with it.

Frequently Asked Questions (FAQs)

On-the-job training makes new employees familiar with the organization's know-how and helps increase productivity and performance.  

On-the-job training is highly effective for new employees to develop or sharpen their skills and gain real-time expertise and knowledge in their field of interest. 

Organizations must understand the requirements of trainees, manage the training leaders, create a training framework, and evaluate the job roles before conducting on-the-job training.  

Effective communication with employees and constant feedback on various procedures is an excellent way of improving on-the-job training. 

On-the-job training is not entirely reliable. If a professional lacks skills and a desire to learn, they will execute their tasks incorrectly, leading to correction and clumsiness.

Abhresh Sugandhi

Abhresh is specialized as a corporate trainer, He has a decade of experience in technical training blended with virtual webinars and instructor-led session created courses, tutorials, and articles for organizations. He is also the founder of Nikasio.com, which offers multiple services in technical training, project consulting, content development, etc.

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What is On Job Training (OJT)? Types, Advantages, Disadvantages

What is on job training.

On job training means when employees learn in the actual working site in real life situation. workers are given direct instructions to perform their jobs on the work floor.

TYPES OF ON JOB TRAINING:

1. coaching.

Under this method, the trainee work under an experienced staff who gives the instructions to the trainee and provides feedback to the trainee. This method helps the trainees to learns from the experiences of his superiors. it reduces mistakes of the trainees in the future.

2. Job Rotation

3. committee assignments.

In committee assignments, a set of the task is given to the group of the trainee to solve the organizational problem together. it improves teamwork and creates the bonding among the employees.

4. Internship  

5. apprenticeship.

Apprenticeship method usually is given to that employee that will give more profits in long term. this method includes day to day coaching with on floor experience. Usually, this training to be given that employees that will promote in the future.

ADVANTAGES O F ON JOB TRAINING:

1. improve productivity, 2. multi-skill, 3. quick learning.

On the job training provides the learning environment to the trainees. which make them more quick learner.

4. Make Systematic Approach

Disadvantages of on job training :.

On Job training method is costly in the sense that the workers are disturbed by training activities.

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• Methods of Training

Every organization wants its employees to work with complete efficiency. But is it so easy? No, is the right answer. It is because of the fact that the changes in the environment are taking so rapidly that working with the same set of skills is almost impossible.

It creates the concept of enhancing the skills and expertise of the workers. In other words, the changing environment creates the demand for changing and developing skills in the workers or training them.

In this article, we will look at the various Training Methods under 2 major heads viz, On the Job Training and Off the Job Training.

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1. on-the-job training methods, (a) job rotation.

There are various jobs in all organizations. Each job or work requires a different set of skills in the workforce. In order to develop the workforce in all the sectors and zones of the organization, this method is used.

In this method, a worker gets an opportunity to work on different posts with a different set of responsibilities without any increase in the pay scale. Hence, it is also known as ‘lateral movements’.

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(b) Job Instructions

There are various steps to accomplish a  particular task. In this method of training, a worker is guided by a supervisor or a trainer who tells him/her about the exact steps for the accomplishment of the work. Moreover, new works are being taught to the workers by the supervisor.

Learn more about Training and Development here in detail

(c) Coaching

There is a need for both theoretical as well as practical development of the worker in any organization. In order to do so, most of the organizations opt for this method of training.

In this method, the company provides the worker with a coach who trains him. Also, the trainer provides him regular feedbacks.

(d) Committee assignments

Under this method of training, the organization organizes a meeting or seminar of workers where they get a real life problem of the organization.

The organization asks them to take it as an assignment and try to solve it with their wits. Hence, it leads to the generation of teamwork, leadership qualities, etc. among all the workers in the organization.

2. Off-the-Job Training Methods

(a) vestibule training method.

Vestibule Training Method is a very famous means of training the employees especially the manual workers. If the company starts to train the workers in the factory or the workplace itself then there are chances of mishappening with the machinery of the factory.

In this method, similar tools and machinery are arranged outside the organization. Hence, this allows the workers to enhance their skills by working with the same tools and machinery.

(b) Case Study Method

Generally, case study deals with an issue which a business confronts and provides an opportunity for workers to come out with a solution.

This provides them the opportunity to analyze the case and come out with effective solutions. This method can enhance the critical and creative thinking of an employee.

(c) Incident Method

Under this method, firstly the organization prepares a list of series of real incidents. Then they ask the employees to state their reaction to the incident or the situation.

Later, everyone sits and decide a common solution to the incident on the basis of the individual as well as group decisions.

(d) Conferences

Whenever several people meet to discuss any particular topic or subject, that is known as a ‘Conference’. Each worker analyzes and discusses various problems related to the topic. Moreover, this method enables each worker to express their respective viewpoints.

Solved Question on Training Methods

Question: Explain the Off-the-Job Training method of ‘Simulation’.

Answer: Simulation is an Off-the-Job training method in which the organization provides an imaginary situation to the workers. They have to act on those situations which will show their respective viewpoints on various sets of situation. For Example, the role of a Sales Manager solving the sales issues or creating a new sales strategy etc.

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School board chair reinstates committees, makes assignments

School board committee assignments were announced by new board chair Shanese Dawkins to start Monday’s meeting. Dawkins will chair the budget committee. School trustees J.J. Sarratt and Cody Cash will serve on the committee. The committee’s job is to work with the finance director to ensure budget allocations match the district’s vision and provide a platform where departments can communicate […]

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Moscow Gets Torched — The Boycott of the 1980 Summer Games

The Olympic Games, despite their lofty ideals, have since their inception in ancient Greece intertwined the best of athletic competition with the world of politics. Case in point: The 1980 Summer Games in Moscow, which took place less than a year after the USSR invaded Afghanistan . While there was no way to undo the invasion, the United States wanted to express its disapproval of Soviet actions. It was decided to hit the Soviets where it hurt:  their ego. The UK convinced the U.S. to support it in calling for an international boycott of the Olympics. Garnering support for the boycott from within the United States and from other nations as well was not an easy task, especially when the UK and Canada voted in new governments, which then opposed a boycott, and as not-so special envoy Muhammad Ali was himself persuaded by other countries to oppose the very boycott he was supposed to convince them to join.

Nelson Ledsky was made the U.S. Olympics Boycott Coordinator before the Moscow Games of 1980, a role created especially for the games. He was in charge of handling the boycott and all of the chaos that came along with it. Here Ledsky shares his experiences as Coordinator of the boycott, including his efforts to convince the new governments in Canada and the UK to change their positions back in favor of a boycott, and the difficulties he faced persuading the Olympic athletes to stay home.

Ultimately, 60 sixty countries, including most European countries and China, chose to boycott the games that year. (The USSR would exact its revenge by organizing a boycott of the 1984 Olympics in Los Angeles.) Ledsky was interviewed by Thomas Stern starting in June 2003. Read about U.S. Embassy Moscow’s perspective on the boycott.

The British and Canadians convince the U.S. to boycott

Q: We are now in 1980. You became the special assistant to the secretary for the Olympics. Had you had a predecessor?

LEDSKY: As far as I know, I was the first. I think there may have been some officers who were given some responsibilities for previous Olympics, but I don’t believe that any single officer was ever previously designated as the Department’s focal point. My role in 1980 was a new one for the Department.

In late 1979 or early 1980, after the Soviet invasion of Afghanistan, the U.S. looked for actions it could take to express its distaste for Soviet action. I believe that the British and Canadians first suggested that one effective action that could be taken would be for countries to refuse to participate in the Moscow Olympic Games, scheduled for the summer of 1980. The Soviets had devoted much time and attention to making these games a shining example of the prowess of its regime. It was the first time that the Soviet Union or its predecessor regimes had ever been awarded the Olympics and it was going to make it the event of the century. It was, I believe, the conclusion of the British and Canadians that little could be done to reverse the invasion, but they believed that a symbolic act of displeasure was in order and that by not participating in the Olympics we could show that displeasure in a meaningful way.

The British essentially sold this idea to President Carter, who was also looking for public actions to express American disapproval of the Afghanistan invasion. We had only come up with such minor irritants, as a wheat embargo which was bitterly opposed by mid-western farmers. Around the turn of the year 1980, there was an exchange among the British, Canadian and U.S. governments which led to their agreeing to a boycott of the Moscow Olympics. The three governments also pledged to try to get other governments to join the boycott. There were a number of letters exchanged by the three governments at the time. The Department was asked by the White House – Lloyd Cutler (at left), the legal advisor – to coordinate efforts to have other countries join the boycott. The Secretary [Cyrus Vance], Cutler and [Deputy Secretary of State Warren] Christopher met and agreed that the Department should take the leadership in coordinating the U.S. government’s boycott. This was about January 1980.

In January, I was called to Christopher’s office. I had tentatively been selected to be nominated as our Ambassador to Uganda. I had told [Assistant Secretary for African Affairs] Dick Moose that I would be interested in an ambassadorial assignment, but not Uganda because of my wife’s health condition….In any case, Christopher asked me to undertake the Olympic boycott coordinator’s role. I said “yes” somewhat reluctantly, since I thought I would be going to an ambassadorial post overseas. Christopher was very understanding; he understood my dilemma and I think appreciated that I agreed to undertake the coordinator’s role. We both may have thought that by the end of the summer of 1980, I would find another acceptable assignment and this coordinator role was just a temporary bridge. I think they all thought that Carter would be re-elected and that an ambassadorial position could be found for me….

Check That – The UK and Canada are now staunchly opposed

I knew nothing about the subject matter. I knew very little about Olympic sport events. I knew nothing about boycotts. Christopher’s request came as a bolt out of the clear blue sky. I knew that the Olympics would be held, but that was about the extent of my knowledge of the whole subject. Eventually, someone reached the decision that my office would be part of the Secretariat. I would be assigned four or five people and my main role would be to co-ordinate with the British and the Canadians to implement the boycott.

I don’t think anyone in early 1980 knew what had to be done. The job description still had to be written.

We quickly discovered that our first task was to convince the U.S. Olympic Coordinating Committee to agree with the government’s boycott policy. President Carter did not have the authority to deny American athletes participation in Olympics. We had to convince the Committee that it should support the boycott. We also had to convince the British and Canadians to bar their athletes from participating in the Olympics. That was also a tough task because the British Olympic Committee was entirely independent, as was its Canadian counterpart, both in a similar way to ours.

As we began to work on this facet of the boycott, I soon found out that the opposition was very strong and that our policy was about to fail for lack of support from the athletes. In addition, the Canadian government fell and was replaced by a new one, which had not agreed to join the boycott. The British government, previously headed by Callaghan, fell in late 1979 and had been replaced by the new administration of Margaret Thatcher. So, the trio of countries that had agreed to the boycott, all of a sudden shrank to one by early 1980. The British essentially took the position that its Olympic Committee was independent and not subject to governmental direction. They said that if we wanted to try to convince their Committee we were welcome to come to Great Britain to give it a try. The Thatcher government really did not want to get involved.

The new Canadian government, led by Pierre Trudeau, was completely opposed to the boycott, primarily for commercial reasons, that is the sale of Canadian wheat to the Soviets. So, at the start of 1980, there were considerable doubts about President Carter’s policy. Many thought that we should lift the boycott and participate in the Olympics. By this time, the whole issue was in the public domain because the exchange of letters among the three pro-boycott nations had been released to the media….

At some point, Vice President Mondale became involved, so I spent much of my time with White House staffs. No one else in the Department, including Christopher, seemed very anxious to becoming involved. I was essentially left holding the bag.

In early 1980, we drew up a work plan. We sent demarches to many countries – to the Europeans, to Latin American countries, and to African countries. We told these countries that we believed that it was very important that the unlawful Soviet invasion of Afghanistan be publicized and we thought that a boycott of the Olympics would do that. We said we hoped that the games would be canceled, or their importance minimized, if enough countries stayed away. The demarches took different forms. There were some reactions to the demarches that were disturbing. A number of governments said that they would support us. I am not sure that all demarches were welcomed. For example, the Romanians, Liberians and the Chinese said they would join the boycott. The last even pledged to mount a campaign in the Third World to build support; that was not totally welcomed in Washington. The Chinese kept their promise, but were not really very effective. I maintained a dialogue with their embassy in Washington during the spring and summer.

Lloyd Cutler and I took a few trips to Europe in spring and summer of 1980. Our first focus was on Great Britain, where we wanted the Thatcher government to return to the Callaghan policies in support of the boycott. We talked to a number of British sports federations. We spent some time in Geneva talking to the International Olympics Committee, which was most interested in what we were doing. We suggested that the Committee select an alternative venue to Moscow. We also tried to get the Committee or some of the federations to support and participate in the boycott. We were not successful.

In the course of our trips to Europe, we met with a number of delegations, which were affiliated with the IOC. We met with a Korean delegation, which we did convince to join the boycott. We met with the Germans and received Helmut Schmidt’s agreement to talk to the German federation to join the boycott. We met with the Egyptians, who then joined the boycott. We conducted these efforts during the spring and summer and we had some successes. By the time the Olympics opened in Moscow, about sixty countries had joined the boycott.

“By the time Ali returned to the U.S., he was thoroughly confused”

I remember that one of our first fiascoes was the dispatch of Muhammad Ali around the world to speak in favor of the boycott. That was not my idea. We got various bureaus involved in preparing for this presidential envoy. We brought Ali to the Seventh floor [of the Department, where the Secretary and other key officials have their offices] to explain to him what his trip was all about. That was a challenge in itself because he really wasn’t sure where Afghanistan was or why the U.S. government was so upset. We hoped that he would be effective.

The trip was supposed to begin in Nigeria and then move on to a few other African countries and then on to India – four or five places that we had picked which seemed targets of opportunity.

I will not forget what happened in Nigeria. There, Ali, instead of dissuading the Nigerians from participating in the Olympics, was convinced by the Nigerians that Carter’s policy was wrong and that the U.S. athletes should go to Moscow. So, it was back to the drawing board. [Assistant Secretary for African Affairs] Dick Moose and I got on the phone to talk to Ali’s State escort officer. The trip had been well publicized; it would have been very difficult to cancel. So we told the State officer to continue on the trip, but to try to convince Ali before the next stop that the embargo was the right policy. We had to keep going on the trip.

On the next stop, Ali met some Chinese diplomats, who turned him around again and convinced him that an embargo was the right course, that the Soviets were the most evil people in the world and that all people of color should stand against the USSR. It was during this period, that not only did the Chinese convince Ali that a boycott was correct, but they also offered to come to Washington to develop a joint plan, which would give the Chinese the leading role in Africa in bringing those countries to join the boycott.

Ali then went to India, where he was again subjected to arguments in favor of participation and was finally won over to that point of view – again. The Indians convinced Ali that the Moscow Olympics was too important an event to be boycotted, and that furthermore, our stand opposing the invasion of Afghanistan was all wrong. By the time Ali returned to the U.S., he was thoroughly confused. He reported back to us on his trip and then went on his way. We did not use him again! However, I should note that Nigeria and India and some other countries decided in the final analysis not to participate.

Convincing the U.S. Olympic Athletes to Boycott

Lloyd Cutler and I then began to work on the Olympic Committee, which, by the way, we discovered is made up of a couple of dozen independent fiefdoms, each representing a different sport. The Olympic Committee was really a federation. We began to mount a media campaign, stressing the importance of the boycott as a strong gesture of our

disapproval of the Soviet’s actions in Afghanistan. We took our case to the country, trying to marshal as much public support as we could.

I spent a lot of time with the media and appeared on TV on a couple of occasions. Lloyd Cutler made a lot of public appearances. I spent some time on the Hill, although I don’t remember Congress playing a very active role on this issue. There may have been a couple of resolutions passed, but I don’t think they were consequential….

We continued our efforts in the U.S. until April or May 1980, in preparation for a trip that Vice President Mondale, Lloyd Cutler and I took to Colorado Springs to address the U.S. Olympic Committee and to meet with representatives of all American federations. Mondale asked all of the federations not to send their athletes to Moscow. This lobbying effort lasted four or five days with our meeting with each of the many sports federations. Mondale met with Bill Simon, a well- known Republican, who was the head of the Olympic Committee. He did not have a very high regard of Carter or any Democrat, for that matter. In the end, we were successful. The Olympic Committee did vote at the time not to send any teams to Moscow. I must say that I was not very confident that we would win that vote. I was pleasantly surprised when the vote went our way. I think it was sheer patriotism that swung the vote.

We flew back in one of the government’s small jets. It was a happy trip home. It was a big triumph. Then we discovered, after our return, that the Committee’s vote did not bind the individual federations. It was no doubt a significant vote, but there could well have been some slippage in the participation in the Olympics. And in fact, a few U.S. teams did participate surreptitiously, a fact that has been forgotten. So, we did not have a complete boycott. But the vote of the U.S. Olympic Committee allowed us to go back to countries, which up to that time had rejected the boycott notion.

I think, in the final analysis, from our point of view and that of the Soviets, the Olympics were a disaster. NBC withdrew its sponsorship and the Soviets lost $75 million right there. There was no coverage in the U.S. of the Olympics. Those games were not a reflection of the world’s athletic prowess because, although many countries participated, most of the ones with the top- notch athletes (Japan, Pakistan, Korea, the U.S., Australia, New Zealand, all Arab countries, most German teams, a few British teams, and Romania) did not. It was not a world competition and therefore became less than significant in the annals of Olympic sports.

I must say that the Germans complained bitterly, blaming Carter for all sorts of mischief. I think that even if we did not get 100% participation in the boycott (and no one thought that we would) our efforts were successful in the international political arena. There was wide condemnation of the Soviet invasion. Even in countries which participated, there was considerable support for our stand. I should mention that we also became promoters of some sports events in the U.S., in part to allow those athletes that had trained for so long and so hard the opportunity to display their competence….

By the end of the year, we closed down our operations and my stint as the U.S. Olympics Boycott coordinator came to an end. To this day, I am probably still one of the leaders of the “to be avoided” list of the U.S. Olympic Committee and its sport federations.

Of course, on the negative side, our boycott had no impact on Soviet policy in Afghanistan. They did not withdraw or change their Afghan policy at all. But as I said before, our world-wide efforts and our boycott did highlight the Soviet’s nefarious actions. We did get a lot of editorial support, which reflected the mood of the American people after they had a chance to consider the issue. I think that helped the Olympic Committee reach its decision, which, as I said earlier, was really an act of patriotism.

Guns, Oil and Education: Qatar’s Evolving Relationship with the U.S.

The rough road to moscow for malcolm toon  , a day of mixed messages over iraq’s invasion of kuwait.

Vladimir Ilyich Lenin

Materials to the article “how we should reorganise the workers’ and peasants’ inspection” [1].

Dictated: Dictated January 9 and 13, 1923 Written: (See below.) Published: Taken down by L.F. First published in 1959 in Lenin Miscellany XXXVI . (See below.). Printed from the secretary’s notes (typewritten copy). Source: Lenin's Collected Works , Progress Publishers, 1971, Moscow, Volume 42 , pages  433 b -442 . Translated: Bernard Isaacs Transcription\Markup: R. Cymbala Public Domain: Lenin Internet Archive (2004). You may freely copy, distribute, display and perform this work; as well as make derivative and commercial works. Please credit “Marxists Internet Archive” as your source.

Plan of an Article “What Should We Do with the W.P.I.?”

1. — Our state apparatus as a whole is most closely tied, most imbued with the old spirit.

In this way we may better renovate it.

2. — Such a type of apparatus as that directly connected with the Central Committee makes for the greatest mobility.

3. — It enjoys greatest authority.

4. — Won’t that make for too many C.C. members?

5. The conference nature of the C.C. plenums has already grown out of our previous Party building.

6. — A ruling is possible limiting attendance of C.C. members at meetings of higher government bodies (the C.P.C., C.L.D., All-Russia Central Executive Committee, etc.).

7. — It is possible to arrange their taking turns in attending these meetings.

8. — It is possible to arrange their taking turns at the meetings of the Board of the Workers’ and Peasants’ Inspection.

9. — Possible objections to this plan: too many inspectors, too much supervision, too many chiefs having the right to demand an immediate reply and tearing the staff away from their direct duties, etc.

10. — Answer: we propose an unusual type of personnel for the W.P.I.

11. — How account for the fact that the Commissariat for Foreign Affairs has a better type of staff? And what are the conditions for making a similar renovated apparatus out of the W.P.I.?

12. — The W.P.I. should start right away organising the work on new lines, guided by five years experience.

13. — New organisation of work on the part of the C.C. Secretariat (training new members of the C.C. in all the details of administration).

14. — Better organisation of Politbureau meetings will come about in the course of the work itself.

15. — Important gain from increasing the number of C.C. members—lessening of the personal and casual element in its decisions, etc.

What Should We Do With the W.P.I.?

Without a doubt, the W.P.I. is an enormous difficulty for us. So far nothing has come of it, and the question of its organisation and even its expediency remains a question.

I think that those who doubt whether there is any need for it are wrong. At the same time, however, I do not deny that the problem presented by our state machinery and the task of improving it is very difficult and far from being solved.

With the exception of the People’s Commissariat for Foreign Affairs, our state apparatus is largely a survival of the past, and least of all affected by any drastic change. It has only been slightly touched up on the surface. In all other respects, in order to get it to work properly, it has always been necessary for the workers’ and peasants’ state—a state built entirely on new lines—to concentrate members of the Party in it throughout the hierarchical framework.

It is worth remembering how we acted in the critical moments of the civil war, how we concentrated our best Party forces in the Red Army, how we resorted to the mobilisation of the advanced workers from among the Party ranks—in order to confirm what has been said.

And so, I believe, as a result of all our attempts to reorganise the Workers’ and Peasants’ Inspection there emerges the conclusion that we have not made one more attempt. Namely, we have not tried to put this matter into the hands of our workers and peasants, by placing them at the head of our Party as members of the Central Committee.

I visualise this reform of the W.P.I. in the following manner: some 50 to 75 workers and peasants, fully tried and trusted as to conscientiousness and devotion, are elected to the C.C. of the Party in addition to the other C.C. members. At the same time, the staff of the W.P.I. should be reduced at last (at long last!) to several hundred, consisting, on the one hand, of persons with most experience in W.P.I. work in general, i.e., persons who are most familiar with the general supervision of our apparatus of highly skilled specialists and who have a knowledge of   both our apparatus and of the principles and problems of office work organisation, methods of verification and investigation—and, on the other hand, of persons of the purely secretarial, auxiliary staff.

The task of the new members of the C.C., who have fully equal rights with the other members of the C.C., is, by long hard work, to make a study of and improve our state machinery. All the other members of the W.P.I. staff are to help them in this, some as persons most familiar with this machinery and with the work of the W.P.I., others as employees of the secretarial type.

At the same time the People’s Commissariat of Workers’ and Peasants’ Inspection could remain the same commissariat it has been up till now. The new members of the C.C. could be considered temporarily attached to it. The People’s Commissar of the W.P.I. could retain his present rank, position and rights along with the members of his Board.

What do we stand to gain from such an organisation? First of all, we would drop once and for all the practice of new reorganisations undertaken on the basis of an inadequate study of our apparatus. Secondly, we would enhance the authority of this commissariat both by means of enlisting members of the C.C. to it and by reducing its staff to a few hundred members. From the present position, under which the members of the People’s Commissariat of the W.P.I. as a general rule live on sops from the inspected institutions, we would pass immediately to a position under which the maximum independence of the W.P.I. employees would be guaranteed either by a very high salary (this could be achieved by reducing the number of the staff to a few hundred very highly skilled and tested top-level workers), or by those assistants of a purely secretarial type, who would be under the constant control and supervision of both the above-mentioned members of the C.C. and of the few specialists left by us after careful screening of the commissariat’s staff.

The new members of the Central Committee would be assigned the task of making a closer and more careful study of our machinery of state in all its ramifications, including, incidentally, the state trusts.

This job cannot be done quickly. No definite time limit, therefore, would be set for them. On the other hand, they could reckon on several years work by alternating members of the C.C. working on the same assignment, i.e., by a decision of a Party congress we would guarantee to members of the C.C. the possibility of working at this job for several years and then returning to their former jobs.

January 9, 1923

Taken down by M. V.

(continuation)

I foresee that this plan will evoke no end of objections, most of which will be prompted by the vicious howl of the worst of the old elements in our state apparatus, who have remained really old, that is, pre-revolutionary. They will say that this will lead to nothing but complete chaos in the work, that the C.C. members, not knowing what to do, will loiter about the commissariats and government offices, interfering everywhere with the work, demanding explanations, etc., etc.

I think that the nature of these objections clearly betrays the source they come from, and are hardly worth answering. Obviously, if we had in mind an ordinary type of staff, some of these objections might be warranted. But the thing is, we do not have in mind the usual type of staff for this commissariat, but single out for it the best workers, who, on verification by the Party congress, deserve to be elected to the C.C. In this way, I believe, we guarantee that the staff of the People’s Commissariat of the W.P.I. will be as good as the best of our commissariats, namely, the People’s Commissariat for Foreign Affairs. How do we account for the Commissariat for Foreign Affairs having the best staff of employees? In the first place, because diplomats of the old stamp could not remain there to any noticeable degree; secondly, because we selected people there anew, selected them by entirely new standards, by their fitness for the new tasks; thirdly, because there, in the Foreign Commissariat, we do not have, as in other commissariats, that plethora   of haphazardly selected employees who, practically speaking, have inherited all the old qualities of officialdom; and fourthly, because the Foreign Commissariat is working under the direct guidance of our Central Committee. This, as a matter of fact, is the only one of our commissariats that has been fully renovated and that is really working for the workers’ and peasants’ government and in the spirit of that government, and not merely giving the impression of working for it, while actually, in the main, working against it or in the wrong spirit.

Now what conditions are we faced with in our attempt to make a truly renovated apparatus out of the W.P.I.? The first condition—conscientiousness, will be fully ensured by selection; the second condition is the high qualities of the staff members as regards their devotion to the cause and their abilities; the third condition is their closeness to the highest Party body and their equal rights with those who lead our Party, and, through it, the whole of our state apparatus.

It may be said that no amount of conscientiousness or Party authoritativeness can make up for what, in this case, is the most important thing, namely, knowledge of one’s business, knowledge of our state apparatus, and knowledge of the way it should be remodelled.

My reply to this is that one of the essential conditions of my proposal is that we are not to expect quick results in the work of the new commissariat and anticipate that this work will go on for many years. The question then boils down to organising the work of the new commissariat.

And here I feel justified in presuming that both our Party workers and the people now in charge of the W.P.I. have accumulated sufficient experience, sufficient knowledge, sufficient ability and other qualities to properly organise the training of the new C.C. members, and a practical training at that, i.e., by combining their familiarisation with all the details of our state apparatus with a study of what modern science has achieved in the bourgeois states as regards efficient organisation of every kind of staff work.

January 13, 1923

Taken down by L. F.

(continuation 2)

I assume that it goes without saying that the W.P.I. will start at once, on the basis of five years experience, organising the work on new lines; that it will divide the new workers into a number of groups and assign the work among these groups systematically; that it will divide these groups into: periodically employed people making a practical study of foreign experience; into people engaged in theoretical work and studying the results of modern science in the field of organisation of labour generally and managerial work in particular. It will arrange for all the W.P.I. workers to go through the jobs assigned to them, systematically working from the bottom upwards, performing varied functions in varied fields of administration, in varied localities, in varied conditions of work as regards nationalities, and so on.

In short, I assume that the comrades in the W.P.I. have learned something during these five years and will be able to apply the knowledge they have gained to the new organisation of the commissariat. Moreover, it should not be forgotten that we have, I believe, three scientific institutions carrying out research into problems of work organisation (the Central Institute of Labour, a special group under the W.P.I. and a group under the Military Commissariat). A meeting of these three groups was held recently, [2] and it is to be hoped that their work will now proceed in a more efficient manner and in a better team spirit than heretofore.

What is the new work organisation that I propose on the part of the Secretariat of our C.C.? Naturally, the increased number of C.C. members will require a new organisation of the work. I must point out, however, that actually we have already passed to a form of organisation of our C.C. plenums after the type of highest conferences. The thing now is to organise the training of these new C.C. members in all Central Committee work and familiarise them with the work of the leading state institutions. If we are late with this, we shall not be fulfilling one of our main duties,, namely, that of taking advantage of our being in power in order   to teach the best elements of the working people all the details of administration. Such measures as making better arrangements for the meetings of our Politbureau, holding them twice a week and reducing the length of sittings, better preparation of all the documents for these meetings and arranging for these documents to be at the disposal of all the members of the C.C. in good time. These measures now follow from the entire course of the work and are essential, so much so that any kind of objection to this is hardly conceivable. Naturally, this will call for an increase in expenditure on secretarial type personnel, but to grudge the money for these expenses would be most unwise.

Besides, frankly speaking, an important advantage in increasing the number of C.C. members I consider to be the diminished chances of a personal, incidental element being introduced in its decisions; these decisions will be better prepared, the endorsements made at such meetings will be more thoroughly verified, and as a result there will be greater stability in our C.C., both as regards the continuity of its work and its power to resist splits that might arise from insufficient contact of this body with the masses.

[1] See Vol. 33 of this edition, pp. 481-86.— Ed .

[2] This apparently refers to the conference on management normalisation held in September 1922 in Moscow.

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