On the Job Training (OJT)
On the job training, also referred to as OJT, is a formal training method that allows for instructions or training in the actual or similar (real or simulated) environments the related task or process will be applied. This training method, like many, has its advantages and disadvantages, which vary upon training objectives, intended audience, and business goals. One appealing advantage is the possibilities for enhancing training and increasing participant retention. Higher retention rates increase the likelihood training will be effective too when it’s applied and the manner it’s applied.
Ebbinghaus’ Forgetting Curve has suggested learning is retained at close to 10%. That leaves 90% of learning and training experiences to be forgotten. With such little (possibly) remembered by audience members, the value of efforts made to ensure retention increases substantially. The opportunity for quality then lies in results that prove success in navigating real-world contexts in an effective manner to not only compete for the task but address any threats along the way. This learning reinforcement is the greatest benefit of this training method and those like it.
Before considering and implementing this kind of training, it’s vital that training objectives be determined. Without determining needs, there’s little to guide the training development and ensure its effectiveness and relevancy. After defining needs, a criterion for seeking training efforts a success can be identified.
Gaining clarity to what’s needed and how it the end product will work to meet goals, allows for better decision making regarding choosing to develop the training using resources that are internal, external, or combined.
This type of training holds an array of opportunity for how it’s implemented. Technology and tools used or not limited to software or high-end gadgets. Nor are cost-effective solutions limited to simple (and possibly disengaging) “over-the-shoulder” or job shadowing style demonstrations.
Creativity goes a long way when using this method. To confirm the chosen method is a valid solution, it may be helpful to consider how participants will engage with the training elements. What experience will be created in a controlled environment and how will feedback be given to aid the confirm how well training is being applied? These are just some of the questions that should be answered before implementing any solutions.
Review these examples of suggested solutions for on the job training to address various business needs.
Example 1
Need: A call center wants to help new agents to reduce anxiety and nervousness when taking sales calls.
Suggestion: Create a role-playing simulation that allows phone agents to interact with a life-like caller inquiring about a product they’re considering purchasing.
Example 2
Need: A gas station chain would like to recruit new cashiers, ensuring they can handle cash in a fast-paced environment.
Suggestion: As part of their application process applicants will have to identify actions that most likely increase the possibility for error in short length videos of a cashier assisting customers. For example, the cashier may leave the register open and turn his or her back to the customer as they get an item off a shelf.
Example 3
Need: A security firm would like to reduce the amount of ammunition used during gun exercises as well as the number of accidents and one job injuries.
Suggestion: (If costs and time allow), The firm may consider developing a training simulation for target practice, to be used before ever training at a physical location and shooting weapons with ammunition.
The possibilities for on the job training are endless! It’s as vast as the scenarios and situations real jobs, tasks, and processes often offer. Regardless of the array of possibilities, any consideration should attempt to meet business need and training objective.
References
Lucid Content Team. (2019). How to Build On-the-Job Training Programs in 3 Steps. Retrieved April 14, 2019, from https://www.lucidchart.com/blog/on-the-job-training-programs
Eggleston, M. (2017). Amplifying Knowledge Through Experience. Retrieved April 14, 2019, from https://trainingindustry.com/magazine/july-aug-2017/amplifying-knowledge-through-experience/
Barron, J. M., Berger, M. C., & Black, D. A. (1997). On-the-Job Training. W.E. Upjohn Institute. https://doi.org/10.17848/9780585262369