OJTRAINING

On-the-Job Training Refers to new or inexperienced employees learning in the work setting and during work by observing peers or managers performing the job and trying to imitate their behaviour. OJT is one of the oldest and most used types of informal training. It is considered informal because it does not necessarily occurs a part of training program and because managers, peers, or mentors serve as trainers. If OJT is too informal, learning will not occur. OJT can be useful for training newly hired employees, upgrading experienced employees’ skills when new technology is introduced, cross-training employees within a department or work unit, and orienting transferred or promoted employees to their new jobs. OJT has several advantages over other training methods. It can be customized to the experience and abilities of trainees. Training is immediately applicable to the job because OJT occurs on the job using actual tools and equipment. As a result, trainees are highly motivated to learn. Both trainees and trainers are at the job site and continue to work while training occurs. Finally, OJT uses actual job tasks and occurs at work. As a result, skills learned in OJT more easily transfer to the job. OJT is an attractive training method because compared to other methods, it needs less investment in time or money for materials, the trainer’s salary, or instructional design. Managers or peers who are job knowledge experts are used as instructors. As a result, it may be tempting to let them conduct the training as they believe it should be done.

Training Refers to a planned effort by a company to facilitate employees’ learning of job related competencies. These competencies include knowledge, skills, or behaviours that are critical for successful job performance. The goal of training is for employees to master the knowledge, skill, and behaviours emphasized in training programs and to apply them to their day-to-day activities. For a company to gain a competitive