On-The-Job Training Methods

1.
Coaching: Under this method, the superior or an experienced staff gives
instructions to the workers to perform a job. It is one-to-one training designed for
the workers where they can find answers to their queries through the instructions
and demonstrations given by the superior.
2. Mentoring: This training is given to the managerial level people, wherein
the senior or the manager gives instructions to the immediate subordinate to
carry out the day to day functioning.

It is again a one-to-one training method, where the manager is considered as a

mentor to the subordinate and guides him in the situations of difficulty.

3. Job Rotation: Under the job rotation, an employee is often shifted to the

other related jobs, with the intention to make him well versed with other job
backgrounds.

This helps him to escape the boredom caused by performing the same kind of
work again and again and also helps in developing a rapport with other people in
the organization.

4. Job Instructional Training: Under this training, a trainer designs a step

by step training program, wherein the worker is given the instructions to perform
the job as required. Firstly, the overview of the job along with the desired results
is explained to the trainee, and then the skills required for the job is
demonstrated by the trainer.

Then a worker is allowed to perform the job as per his acquired skills or
expertise, and then finally the workers are asked to give their feedback and ask
for any query arising out of the training program.

5. Understudy: Here, the superior gives training to the subordinate as an

understudy or an assistant who is likely to perform a superior’s job in case of the
vacancy arising out of superior’s retirement, transfer, promotion or death.
6. Apprenticeship: This type of training is generally given to the people in
crafts, trade and technical fields that require a long-term learning before they
actually gain the proficiency in their respective disciplines.

This training is a blend of classroom and on-the-job training and is conducted

under the close supervision. This can be extended up to 3 to 4 years as
apprentices need to go through the learning process till they become an expert in
their fields.

E.g. The craftsmen job, mechanic, electrician, plumber, tool maker, etc. have to
undergo this type of training.

On-the-Job training is based on the principle of “learning by doing”, i.e. the

workers learn the job while performing it within the actual work environment. This
type of training is beneficial for both the workers and the organization.

(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.
The advantages of this method are:

 Reduces employee boredom

 Increases skills
 Opens new opportunities to employees
 Hones in on employee interests

The disadvantages of this method are:

 Employee may not be satisfied with the new rotation

 Employee morale may decrease if employee is moved for a long period of time
  Can disrupt the workflow as employee learns new task or job

A study of job rotation in Denmark found that roughly 20 percent of firms used job rotation for
hourly employees, and 6 percent used it for salaried employees.24 Although some have argued
for job rotation as a way to keep employees interested or motivated, the findings from this study
suggest that it is most often used as a means for employers to gather information on unique
employee abilities—across the different work settings they rotate through. Guidance is available
for supervisors seeking to set up job rotation schedules for multiple employees.
Job rotation is often used for first-level management training, particularly for new
employees. When this technique is used, it is generally assumed that new managers
need to develop a working knowledge of the organization before they can be
successful managers. For example, the Tribune Company used formal job rotation
programs for its information technology (IT) workers, with the goal of broadening
their skills outside the IT area, thus preparing them for future promotions.26 Job
rotation has been used frequently as a means of career development for nurses as
well.27 A study of the Spanish chemical industry found that job rotation was
positively related to measures of organizational learning.28 Economists Sandra
Black and Lisa Lynch argued that work practices such as job rotation help account
for increases in U.S. productivity.

(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.

Coaching and Mentoring

            In today’s organizational life, it is common for training to occur by way of
coaching and/or mentoring.  While most people tend to use both terms interchangeably,
they are similar in some respects and different in others.  Both are art forms as opposed
to sciences, as well as teaching tools that inspire others to self-motivate.  As teaching
tools, their goal is to expand the knowledge base and skills of others.  Nigro (2008)
refers to both as action-oriented approaches to managing the performance of
employees (Nigro, 2008).

Coaching is typically a formal paid position in an organization, whereas mentoring is

more likely to be a voluntary relationship.  Coaches who work in the managerial realm
work with goal-setting and performance plans.  They work closely on a one-to-one basis
with staff to improve job satisfaction, with the overall goal of impacting the company’s
bottom line.  A coach can also be a mentor.  Mentoring, on the other hand, most often
occurs in the informal role of a wise counselor who gives career advice based upon
real-life experiences.  Mentors desire to broaden the mentee’s job skills, world views,
and understanding of human nature.  They have impeccable credibility and character,
and the ability to boost one up the corporate ladder  (Nigro, 2008).

(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
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:

1. It is directly in the context of job
2. It is often informal
3. It is most effective because it is learning by experience
4. It is least expensive
5. Trainees are highly motivated
6. It is free from artificial classroom situations

On-the-job training is beneficial for both employers and employees. For the employers, it is
beneficial because it narrows down and prepares the skilled employees who are right for the
company. By the end of the training process, the company's values, strategy, and goals are
introduced and resulting in an employee's loyalty to the business. Employees trained in the job
are an important asset for the company because they can cover more areas than just the tasks
in their job description. On-the-job training creates a culture which extends past the bare
minimum required by the job and allows continuing education as part of the working process. As
a result, an uninterrupted production process increases the company's gains when opting out
from the need of an initial investment for an off-site training. On-the-job training is cost-effective.[
For employees, on-the-job training is beneficial because it allows them to learn a new skill or
qualification within their field of work in a timely matter. During on-the-job training, they are engaged
in the real production process instead of the simulated learning process. The new teammate is being
introduced to the team and the company's values during the first step of the on-the-job training. On-
the-job training leads to more opportunities to grow within the organization

Disadvantages of On-the-Job Training:

1. Trainer may not be experienced enough to train or he may not be so inclined.
2. It is not systematically organized
3. Poorly conducted programs may create safety hazards.

On-the-job training can be of disadvantage for the company when the new employee doesn't have
the required skills. This will result in more time needed for the training to be completed and will cost
the company more since it takes the trainer and materials out of production for the duration of the
training time. On-the-job training can often cause distraction of the regular working day which can
affect productivity. If employees are not introduced to the safety features and in safety precautions
are not taught prior to entering the job field, there could be injuries since on-the-job training is most
often used for practical tasks and working with machinery. Such an issue can cause a company
a lawsuit and loss of assets. Finally, oftentimes on-the-job training is rushed and that can cause a
negative effect on productivity.