Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer (or sometimes an experienced employee) serves as the course instructor using hands-on training often supported by formal classroom training. See also off the job training
On-the-job training (OJT) is a type of skill development where an worker learns how to do the work through hands-on experience. This is in contrast to skill formation that is purely cognitive or perceptual. OJT generally gives the trainee the opportunity to work in the same place and with the same equipment that will be used regularly which can make it an efficient approach to learning new things. It can also be a useful tool to helping unemployed people develop new job skills. Poor OJT, however, can result in the trainee developing poor work habits. Unstructured and Structured Training
Training an employee on the job can be one of the most effective teaching methods because it gives the worker practical experience with the tools and equipment he or she will be working with each day. As such, on-the-job training is one of the most common types of training used in the workplace, especially for vocational jobs, such as those in manufacturing. Often, this type of training is unstructured: the new employee is assigned to an experienced worker or supervisor, who demonstrates how the job is done. The trainee may shadow the other worker or workers for several shifts, while learning the steps that make up the job and how to use all of the required equipment. Training is usually conducted one-on-one, and the new worker generally has the opportunity to perform the different parts of the job with direct supervision.
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Structured on-the-job training requires more organization, and often involves the creation of a lesson plan and set objectives, a clear estimation of how long the training should take, and a method of measuring how effective the training is. This type of program tends to be more uniform, with all employees who do a specific job being taught the same things in the same ways. It also requires that the coaches be chosen carefully and trained to work with new employees who have different levels of skill and knowledge.
Both types of training are used for a range of jobs, from manufacturing, to retail sales, to office work. Many times, companies start with unstructured training methods and adapt them as needed. Most training experts recommend structured plans, however, because they make it much more likely that trainees are taught all aspects of the job in a clear and unbiased way. Structured training is also designed to measure how effective the training is so that it can be changed if required.
