On-the-job Training Methods
Job Instruction Training
Job instruction training is a proven technique for teaching new skills and safe healthful work habits. This can be done faster and more effectively with Job instruction training. The technique involves a series of steps that a trainer follows when teaching an employee to do something. The steps involved in job instruction training include:
1. Preparing a trainee with an overview of the job, its purpose, and the results desired.
2. Demonstrating the task or skill to the trainee.
3. Allowing the trainee to mimic the demonstration on their own.
4. Following up by the trainer with feedback and help.
Coaching entails the instruction of a worker by a superior with the purpose of developing the subordinate’s potential. It is a continuous process of learning based on the face-to-face relationships between superior and subordinate. If coaching is done properly it can be an effective way to develop employee confidence and strong supervisory-subordinate relations. In order for learning to take place a coach must however be willing to give sufficient time to the development process and must allow subordinates to assume some risk and make mistakes.
Mentoring provides subordinates with direct training and inside information on the norms and expectations of the organisation. A mentor will act as a counsellor to the subordinate by providing guidance to an employee to facilitate their personal development. This enables the employee to feel more confident and capable within the organisation.
Internship and Apprentice Training
These are both training programmes that are designed to up-skill young people. An apprenticeship is usually a period of on-the-job training supervised by a senior person, and is most often used for production or trade skills. An internship is used to give a student or recent graduate the opportunity to get some on-the-job training. The advantage of this training method is that it is relatively inexpensive as the company gets an extra set of hands for less than a trained person would cost. A disadvantage is that this type of training requires a lot of time from the supervisors and the company does not always retain the skills.
Written by: Human Resources South Africa