Professional Documents
Culture Documents
RESEARCH PROPOSAL
MAZUIN OSMAN
October 2009
On-the-Job Training on job performance as
perceived by Non-Academicians in Universiti
Teknologi Malaysia, Skudai, Johor.
Supervisor:
Researcher:
Mazuin Osman
October 2009
1.0 INTRODUCTION
This chapter particularly focused on the discovering whether or not there is any
(UTM). The concept of effectiveness has long been a very difficult problem for the
"effectiveness" or "efficiency."
Some low-level aspects of interaction have been relatively easier to model. For
Law (see, e.g., Fitts, 1954; MacKenzie, 1992). But for higher-level, non-motor activitives,
(Marshall & Novick, 1995). But this approach has fundamental limitations, particularly
Time-to-completion measures are poor choices for a task in which the use of the
interface has little effect on the task completion rate. Likewise, interaction with interfaces
to flight systems produces (or should produce) extremely low effective error rates, so
effectiveness are unhelpful because (a) better than 99.99 percent of crews land their
planes safely and (b) time of completion is generally a consequence of factors other than
they measure elements associated with effectiveness rather than effectiveness itself. In
the aircraft interface domain, for example, the cockpit management attitudes
questionnaire (CMAQ) has been valuable because it assessed attitudes that have been
linked to output factors like performance (Helmreich & Foushee, 1993). Similarly, the
that were later related causally to mishaps, although different skills were found to be
important for different crews and tasks (Prince & Salas, 1993).
intellectual capital. There are two major flaws in these approaches. Consequently, it may
4
2.0 LITERATURE REVIEW
compresses the time to acquire skills over earlier methods, such as apprenticeship. It
achieves this condensation through a process involving the careful analysis of job
requirements, the determination of skill needs, the specification of objectives, the design,
delivery and evaluation of an instructional programme. Over the past 60 years or so,
each of these components has been critically examined with the result that a substantial
individualized occupational skills training for Dislocated Workers and Low Income Adults.
The goal of the OJT program is to place participants in occupations that will enhance
their prospects for long-term employment and will ultimately permit them to become self-
sufficient. OJT involves the acquisition of specific skills and employment competencies,
through exposure in an actual work setting, to the processes, work tasks, tools and
employer, either public or private, enters into an agreement with the Career Center to
hire, train, and retains the individual upon successful completion of the training program.
Through this program, businesses may be reimbursed up to 50% of the new employee’s
wages while they are in training. Because it is a “hire-first” program, OJT is only
questions still remain. Why, for instance, on the basis of North American studies, is the
transfer of learning in the workplace so low (Baldwin and Ford, 1988)? A puzzle that has
heightened the attention to studies on the effectiveness of learning transfer (Broad and
Newstrom, 1992; Brinkerhoff and Montesino, 1995), and at least in part, spurred the
Rummler and Brache, 1992; 1995). The quest for answers to the value of training has
the real return on investment in corporate training. These approaches have generally
been derived from traditional “goal-based” training, in which explicit training objectives
The authors examine the crucial management and organizational issues that aid in the
started reading was included pre-test helps determine if an organization has established
a foundation for an OJT program before wasting money on a training method that is not
right for the employees’ needs. As suggested by Kazanas & Rothwell, 1994 those
• Have incentives/rewards been determined for those who conduct the OJT
program?
• Have the means to evaluate the results of the training been created?
• Has a procedure for selecting alternatives or supplementing for the planned OJT
6
Moreover, they also mentioned that in determining an OJT program will work for the
company, the next step is putting the right program in place. In order to help the
company create a successful program, the authors use the DAPPER model:
• Analyze work, worker, and workplace for OJT: Customizing training to fit the
employee’s needs
• Review and determine whether alternative aids are needed: Are programs other
There are plenty of useful tables, figures, and exhibits provided in aiding own program
2. A learning contract to be completed by both the trainer and trainee, which helps
to put the goals and objectives into perspective for both sides.
3. Skill-Based Job Analysis Taxonomy that helps you effectively work with
managers to decide which employees would be good candidates for OJT, as well
method.
7
OJT IMPLEMENTATION
How to make OJT as one of the company's practices therefore before implementing OJT
practices Jacobs and Jones, 2001 states that it is necessary to determine if training on
the job is the best option. They identify five overarching factors that should be assessed
• Nature of the task: four sub-factors must be taken into consideration when
wait without harming production or service delivery. OJT can be effective for
implement;
• Difficulty - OJT may be suitable for difficult tasks as it makes the information
more concrete. It may not be suitable for tasks that involve speed of performance
to be trained (and the experienced staff to conduct the training) will be available,
if there is time in the work schedule, and if the equipment necessary for the
8
• Constraints: Two constraints must always be considered - location and
taught. Distractions that could inhibit learning, induce stress or place staff in
• Financial considerations: OJT is suitable when the number of people who need
training at a given time is low. Off-site training may be more appropriate if the
number to be trained is high as the cost per person may be reduced by having
• Individual differences: Personal learning styles may make some staff more
receptive to hands-on OJT than others who may prefer more class-room based
lecture content. Staff may also require the prerequisite knowledge and skills to be
Jacobs and Jones also note that "In practice, some selection factors may be more
relevant than others, and some may not apply at all. A final decision is also strongly
commitment to training".
conduct the training to ensure that the person conducting the training is the best person
for this role. Some key questions to answer in determining the best person include:
• Who has the level of expertise, knowledge and skill in the area to be taught?
taught?
9
• Who would be an effective trainer/instructor or who has received training in how
to train others?
• Who has been a mentor/coach or would be able to fill this role most effectively?
• Who knows and is able to effectively pass on the key values of the organization?
• Who has the motivation, enthusiasm and time for training others?
T he best person for this role would be someone who is considered an expert (or
highly practiced) in the training area required, who has the motivation and training skills
to pass their knowledge on, and who is able to do this in a way that also conveys the key
Diane Walter, author of 'Training on the Job' advocates using work teams as a
means of implementing OJT. She suggests that teams should be used to assess jobs
and the skills required in the workplace, develop the training materials, and deliver the
training. In this way everyone is involved in the process, accuracy of needs and training
is enhanced, and the human factors of ownership and buy-in are increased. She
explains that "Because of the team aspect, people discussing the task, writing the
modules, the procedures - it's a dynamic system and you end up solving a lot of
Walter also suggests that seven prerequisites are required for successful (team) OJT.
These are:
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• Certified trainers;
Once a decision has been made that a training need exists and that OJT is the best
method for meeting this need, and an appropriate trainer is chosen, the skill or
knowledge area needs to be conveyed to the training recipient(s). Many models exist
that explain how best to teach others and what steps should be taken. Some are very
detailed, others short and simple. However, there do appear to be some key themes.
Gary Sisson (2002), founder of Paradigm Corporation suggests that the use of a six-step
sequence (using the acronym POPPER) can assist in implementing OJT and make both
the teaching and learning of new skills more effective. This model covers the main key
• Prepare for training - prior to the training the instructor should review any training
notes, think about what he/she will say and how best to demonstrate the correct
methodology for the skill being taught, become mentally ready, and make sure
everything is 'ready to go' in the work area. In addition it is suggested that any
company policies and procedures are reviewed to ensure the correct process is
assembled;
• Open the session - within this part of the session the instructor introduces
himself/herself and the subject being taught, explains its importance and
• Present the subject - the instructor shows and explains the correct way to carry
11
feedback and clarity is sought through questioning. The staff member being
trained may be given documents to read that apply to the area being taught.
• Practice the skills - the staff member practices the skill, and the instructor gives
improvement or further practice. The instructor should allow time for the staff
• Evaluate the performance - practice of the skill and evaluation may occur
simultaneously as the skill is practiced and feedback given. The instructor can
check understanding through questioning, having the staff member explain each
• Review the subject - to finalise the teaching session final questions are asked
and answers given. A summary of both the steps of the task and the staff
EFFECTIVENESS OF OJT
Time-to-completion measures are poor choices for a task in which the use of the
interface has little effect on the task completion rate. Likewise, interaction with interfaces
to flight systems produces (or should produce) extremely low effective error rates, so
12
Thus under current approaches to effectiveness, direct measures of
effectiveness are unhelpful because (a) better than 99.99 percent of crews land their
planes safely and (b) time of completion is generally a consequence of factors other than
they measure elements associated with effectiveness rather than effectiveness itself. In
the aircraft interface domain, for example, the cockpit management attitudes
questionnaire (CMAQ) has been valuable because it assessed attitudes that have been
linked to output factors like performance (Helmreich & Foushee, 1993). Similarly, the
that were later related causally to mishaps, although different skills were found to be
important for different crews and tasks (Prince & Salas, 1993).
intellectual capital. There are two major flaws in these approaches. First, they usually
Second, they measure process inputs instead of process outputs; this is indirect and
unhelpful when trying to determine what the inputs should be. In particular, this presents
a problem because the effectiveness measures will presumably be used to evaluate new
procedures and interfaces that will be characterized by these indirect "input" factors and
the validity of the relationship between the inputs and the outputs may simply be a
function of the procedures and interfaces which formed the basis for the study.
effectiveness.
13
MEASURE AND EVALUATE
In order to fully evaluate the impact of OJT it is necessary to undertake, where possible,
a qualitative assessment of the impact and assign a quantifiable value to it. Measuring
the positive impact on the business will help to determine whether the methods used
have been effective, what still needs improving, further training needs that exist, training
savings made, enhancements in quality of work practices and outputs etc.. More
it is not always easy to collect data - for instance, recipients opinions on the value to
them of the OJT, how it has affected their enjoyment or sense of fulfilment (satisfaction)
relating to their role in the organisation and other similar measures of OJT success.
As with all measurement systems, one focusing upon OJT should be designed to
manage and measure OJT and be aligned with the culture, mission, and strategy of the
organisation. The following provide some ideas on how OJT practices can be assessed:
• OJT Hours or days training per employee e.g. average number of hours or days
of on the job training per employee or, % employees undergoing OJT per period.
This measure assesses the amount of on the job training given to employees and
can be tailored to assess specific employee groups e.g. new employees existing
employees and specific employee groups. The type of training given could also
14
• Training attendance e.g. the number of employees who have attended or
employees.
Training enrolment and attendance measures can be important for monitoring employee
development and the skill base within the organisation. They can provide useful
information for training budget considerations and for planning when relief workers are
required.
• Training awareness e.g. the % of employees that are given training to make them
aware of a current initiative(s). Such data can provide an indication of the level of
• Training courses delivered e.g. the number of training courses delivered per
period. This measure indicates the frequency with which training is given to
employees and can be tailored to assess different types of training (e.g. OJT v's
• Training Costs e.g. average cost of training per employee per period. Overall,
this measure assesses the average cost of training per employee, but can be
tailored to assess the training given to new employees, existing employees and
specific employee groups. The type of training given could also be segmented
• Employee skill set increase e.g. the increase in skill level over the last year. A
framework for assessing the general skill levels of individual employees would
need to be designed to most adequately collect meaningful and useable data for
15
• Training methods - budget share e.g. the % of training budget allocated to
delivery methods. Data from this measure will provide and indication of the
amount of money used, allocated or needed for the future for specific training
• Training impact e.g. the % difference in the rate of productivity before and after
training or, the % difference in the defects rate before and after training or,
• Training Satisfaction - e.g. the impact that the OJT has had on the recipient from
effectiveness. The approach and quality of training practices can impact strongly
consideration.
Major bank commits to support and training programs for new hires.
National City Corp. knew it had to face reality. It was earning a reputation as a revolving
door, and something dramatic had to be done to keep good people from fleeing.
Realising that it is nearly impossible to win customer loyalty and provide excellent
service if you cannot even keep your own workers, National City in 2000 developed a
16
department called the National City Institute. Its purpose was to find a way to thoroughly
engage and assimilate new hires from their first day on the job, so they would be less
likely to quickly quit. A "buddy system" which matches a new employee with an
employee peer, has become the most effective and popular component of the program.
To ensure that mentoring "buddies" have the right stuff to effectively support new
workers, they attend workshops to learn coaching skills. "The buddy system bridges the
gap between what new employees learn in training and what they need to know on the
job, and provides a support network and someone to answer questions. As a result of
the programmes offered by the Institute, new employees are 50% less likely to resign in
the first three months and are 25% less likely to be absent.
Tesco
The Tesco chain of stores has developed a state-of the-art academy featuring a virtual
supermarket and equipment which will train all staff. Using such initiatives as 360o
feedback to identify individualised training needs, the Academy, the virtual supermarket,
and a bronze, silver and gold level programme (of basic to highly focused training
modules for specific skills), Tesco is aiming to improve overall company performance.
OJT is a form of development that is given to people at their place of work usually by
17
• Use a systematic process or model to facilitate knowledge and skill transfer;
IMPLICATION OF OJT
goals
18
3.0 PROBLEM STATEMENT
Learning in the workplace is something that already takes place and very often
we are not really aware of it. Furthermore, it can be considered that 80% of what is
learned during action is remembered, whereas it is commonly accepted that only 20% is
remembered with “just in case” learning. Unfortunately, many companies today see
they do not act upon it (Baets, 2005). It was found that new employees whose training
expectations were unsatisfied left training with lower levels of self-efficacy and lower
performance will deteriorate (Gorelick & Monsou, 2005). According to Priti Jain, 1999
the findings that have been showed the analysis of the data gathered from library users
indicated that the majority of 45 (70 per cent) customers were students, and 19 (30 per
cent) were general readers. Out of a total 64 participants, a majority of 39 (61 per cent)
did not receive what they expected, while 25 (39 per cent) did.
A majority of 48 (75 per cent) was not satisfied with the library services, and 16
(25 per cent) had been satisfied. A total of 33 (52 per cent) library users gave the main
reason for their dissatisfaction as poor customer service. Although no direct question
was asked as to whether OJT was necessary or not, as soon as the researcher finished
introducing the study, a majority of the participants welcomed the research topic and
said that it was a very important area which should be addressed seriously. After
analysing the data, responses above 25 per cent were considered to be significant and
19
Medium sized organizations also face tougher competition for necessary
competences and skills in local labor markets partly due to a poor supply of such skills
and partly to intensified competition from larger firms. The medium sized organizations
also have constraint on financial to invest in implementing OJT, since it is expensive and
require large budget (Quah, 2008). Nowadays, it can be seen company or organization
notices a significant decline in productivity, high employee turnover or cannot reach its
goals successfully. It may need to consider the effective training among its superior.
Kirkpatrick's (1994) body of ideas. This author identifies four levels of effectiveness:
reactions of trainees, learning results, job behaviour and returns for the organisation.
Previous research in the field of corporate training showed that it is particularly tricky to
measure the last two levels of effectiveness in practice. The fact is that behaviour on the
job and organisational returns (for example, an increase in sales) are influenced by a
great number of factors. Hence, it is difficult to determine to what extent the training
20
3.1 THEORETICAL MODEL
The theoretical framework was primarily based on the work of Baldwin and Ford (1988).
they distinguished three clusters of factors that impact the effectiveness of training: the
trainee, the training and the workplace. The use of this model is advocated to gain more
insight into the various factors that contribute to the explanation of training effectiveness
(Gielen, 1995). Although the Baldwin and Ford Model proved to be useful, an update
was necessary to assure the model reflects the latest research insights. This was done
by the analysis of recent studies into the effectiveness of in-company and vocational
majority of training that is carried out is in fact on-the-job related training, and that such
training in the workplace when highly targeted at specific tasks provides more valuable
21
if training employees increased job satisfaction has found that OJT does increase
employee satisfaction. Of the 1012 people surveyed 23% of those who had received no
training said they were dissatisfied or very dissatisfied with their jobs. 16% of those who
received five or less days of training still claimed they were dissatisfied with their jobs
and only 8% who had received six or more days of training claimed similarly. The types
• 27% technology;
Therefore, this study attempted to find out the effectiveness of on the job training
22
3.2 THEORETICAL FRAMEWORK
Factors:
Effectiveness on- Job Performance
the-job training
facilities
technology
work scope
Work
Environment
nature of work
experience
Psychological factors
Social persuasions
Moderator (M)
work scope of OJT. Besides that, this study also has job performance as the dependent
variable. Basically, this study explored on OJT towards job performance in which the
selected local university will be more competitive in global marketplace and more
The outcomes are believed to be better if the organization utilized the application
2. identify the strategies that have been taken by the trainers towards the
4. determine the skills that have been learned by the trainees after undergone on
1. What are the factors that contribute to the effectiveness of on-the-job training
24
Ho2 : There is no significant relationship between effectiveness of on the job training
Job performance after controlling the work environment among non academician
Job performance after controlling the work environment among non academician
Glossary of Terms
Embedded teaching and learning Teaching and learning of one subject or skill (for
example, literacy) within the context and tasks of
another subject or skill (for example, panel
beating).
25
OJT On-the-job training is defined as Custom designed
programs to meet the needs of an individual
employer. These training programs may be set up
in the same manner as apprenticeship programs.
Needs
ability to use their mathematical knowledge to meet the
varied demands of their personal, study and work lives.
Teaching team The group of people who, together, are responsible for
instruction within a programme. In a tertiary
organisation, teaching teams may comprise a mix of
tutors who are specialists in subject, discipline,
vocational or work areas as well as tutors who are
specialists in teaching literacy and/or numeracy.
job training as a prediction of the non academician staff performance in the local
universities. The results and findings of the study would benefit the following groups of
people. First, it is hoped that the non academician staff in the Universiti Teknologi
Malaysia, Skudai could improve their overall job performance through better
26
5.0 LIMITATIONS OF THE STUDY
6.0 METHODOLOGY
This chapter describes and explains the sampling plan as well as the instruments
chapter one. It also explains in detail regarding the sampling frame, the sampling
techniques used, sample size, unit of analysis, data collection procedures, survey
The purpose of this study was to find out the effectiveness of on-the-job training
Johor Bahru. It is hoped that the results of this study could provide the information about
major parts such as the sample or group, measures, treatment or programs to assist in
acquired for the research questions. Thus, the descriptive and correlational research
method will be used for this study. This is because correlational research is appropriate
to describe the relationship of OJT and Job performance in education field. According to
Salkind (2006) correlation research is a method which is suitable for determining the
27
relationship between two or more variables, as it is able to point towards how two or
order to ascertain and be able to describe the of the characteristics variables of interest
determines and reports the way things are. Gay (2003) pointed out that descriptive
research involves collecting data in order to answer questions concerning the current
status of the subject of the study. The goal of a descriptive study is to offer researcher a
profile or to describe the relevant aspects of the phenomena of interest from individual,
The study was conducted in a cross-sectional study where data were gathered
just once from the respondents. A quantitative method was used for this study. The
quantitative method would involve the measurement of the degree to which an element
is present (Marina, 2007). Besides that, Clarence (2007) stated that quantitative
research methods are characterized by collecting hard data in which the information is
The sample was selected from the list of respondents will be provided by human
28
6.3 Population
Population refers to the target people, events, or thing of interest that researcher
wants to investigate (Sekaran, 2006). The populations of this study focused on the non
According to Sekaran (2006), a study of a sample rather than the entire population
will sometimes likely to produce more reliable results. In determining the sample size in
descriptive surveys, the general rule is to obtain at least 10 percent (10%) of the
population. According to Sekaran (2006) sample size must not be less than 30 and no
more than 500. The sample size for this study was taken from the service industry.
According to SMIDEC (2008), there are 4977 service companies that are registered under
Table 3.1
Telecommunication 67
Hotel/Tours 30
Transportation 35
29
Education/Training 44
Advertizing 50
Food/Beverages 61
Health/Beauty 55
Leisure/Entertainment 10
Total 395
Table 3.1 shows the service industry and number of organizations in Klang Valley
area that was selected by the researcher in order to distribute the questionnaire. The total
number of service organizations in Klang Valley area is 395. However, the researcher
only selected five main service industries which were advertising, education/training,
questionnaire. The number of organization was selected randomly as sample size for this
study.
(Babbie, 2000). The unit of analysis for this study will be non academician staff in UTM,
Skudai of on of the local university in Johor, Malaysia. The respondents for this study
marketing research. The advantages of using this type of questionnaire are that it is faster
30
in collecting data and analyzing it. It can also cover a wide area of study and can reach a
large number of respondents at the same time. Therefore, the instrument used for data
collection will be a survey questionnaire. The questionnaire was designed and named
The questionnaires used for this study were adapted from past research questionnaires
which had been previously used. The validity of instrument is to ensure that the item in
the questionnaire will measure what it is suppose to measure. In developing a survey, the
researcher composes questions for each of the variables being studied. Validity is
The questionnaire was tested for both face and content validity by a group of
experts who will check for errors and ambiguity, other than also ensuring the items are
aligned to the research objectives and research questions. The feedback from the panel of
experts was used to make necessary changes to the questionnaire. The purpose of content
validity was to ensure that the instrument comply with the research objectives and
research questions. After the questionnaire was approved by the expert, a pilot test was
conducted to see whether the questionnaire was appropriate for the respondents, and also
to see whether the level of language used was appropriate for the respondents. A pilot test
must be done before the researcher proceeds with the actual study (Salkind, 2006).
test intended to ensure that proposed methods and procedures will work in practice before
31
and Koehler (2005) stated that a pilot test gives the researcher an opportunity to make
among the non academician UTM, Skudai Johor.. The sample of the pilot test will be
categorized as only a convenient sample in this research study. Out of hundred, only
thirty will be sent to the respondents. Thus, content validity examines whether the
questions representing the topics were measured in order for a survey to be valid in
According to Sekaran (2006), an alpha value of more than 0.6 shows that the
research instrument is a reliable means for the purpose of the study. Furthermore,
Sekaran (2006) also stated that the closer Cronbach’s alpha is to 1, the higher the internal
scales (i.e., interval scale: 1 = Strongly Disagree, 5 = Strongly Agree), as applied in this
study. The higher the score, the more reliable the generated scale is. Sekaran (2006) has
indicated that an alpha value of 0.6 shows the acceptance of a reliability coefficient
The Statistical Package in the Social Sciences Software (SPSS) version 16 was used to
conduct data analysis after the questionnaires was collected from the respondents. A list
of descriptive statistics was evaluated and reported. Data was interpreted by using the
32
descriptive statistics such as mean, median, mode, range and percentages. Besides that,
Pearson correlation was used to interpret data. From the SPSS output, the relevant charts
Table 3.4
Data Analysis
33
Q.4. What is the Descriptive
To identify the Level is a Interval
level of KM statistics
level of KM relative position
implementation
implementation or rank on a
among
among medium scale
sized organization
sized
in service
organization in
industry
service industry
34
References
Fitts, P. (1954). The information capacity of the human motor system in controlling the
North-Holland.
Helmreich, R., and Foushee, H. (1993). Why crew resource management? Empirical and
theoretical bases of human factors training in aviation. In Wiener, E., Kanki, B.,
Prince, C., and Salas, E. (1993). Training and research for teamwork for the military
aircrew. In Wiener, E., Kanki, B., and Helmreich, R. (eds.) (1993). Cockpit
36
Effective On-The-Job Training
This programme uses experiential learning approach in order to enhance the retention of
learning. Participants will be able to equip themselves with better on-the-job training and
coaching skills, understand the role and responsibilities of a coach, provide proper feedback on
job performance, conduct proper on-the-job training techniques, understand how to evaluate the
effectiveness of employees' performance, create a proper climate for coaching and training and
conduct proper post training evaluation.
• Coaching and Instructional Techniques
Objectives • The Coaching Skills
• Measuring techniques
• Being non-judgmental
38
Fees: Follow-on programmes:
• Developing Managerial Skills
MIM Member: RM1,000
• Effective Negotiation
Non-Member: RM1,150
• Emotional Intelligence @ Work
Administrative Details
• Train-The-Trainer Programme
On-the-job training (OJT) is one of the best training methods because it is planned,
organized, and conducted at the employee's worksite. OJT will generally be the primary
method used for broadening employee skills and increasing productivity. It is particularly
appropriate for developing proficiency skills unique to an employee's job - especially
jobs that are relatively easy to learn and require locally-owned equipment and facilities.
An analysis of the major job requirements (identified in the position description and
performance plan) and related knowledges, skills, and abilities form the basis for setting
up an OJT plan. To be most effective, an OJT plan should include:
To have a successful OJT program, supervisors need to assign a coach to each employee
involved in OJT. It is the responsibility of the coach to plan training carefully and
conduct it effectively.
39
Training On the Job. Authors:
Walter, Diane Descriptors:
Delivery Systems; Instructional Development; Job Analysis; Learning Modules; Needs
Assessment; On the Job Training; Postsecondary Education; Task Analysis; Team
Training; Teamwork; Training Methods Source:
N/A More Info:
Help Peer-Reviewed:
More Info:
Help N/A Publisher:
American Society for Training and Development, 1640 King Street, Box 1443
Alexandria, Virginia, 22313-2043 ($42.95). Tel: 703-683-8100 or 800-628-2783 (Toll
free); Fax: 703-683-8103; Web site: http://www.astd.org/. Publication Date:
2002-00-00 Pages:
199 Pub Types:
Books; Guides - Non-Classroom Abstract:
This book provides training and development professionals with step-by-step guidelines
for developing and delivering comprehensive structured the on-the-job training (OJT).
Chapter 1 introduces the concept of team-driven structured OJT and discusses its
philosophy and basic components in the context of fundamental concepts of human
behavior and job-related conditions affecting task performance. Chapter 2 explains the
eight-step OJT model underpinning the book, which are as follows: (1) perform a needs
identification; (2) conduct a team job task analysis; (3) develop a project plan; (4) write
training module and cover sheets; (5) create a training implementation plan; (6) try out,
evaluate, and modify training modules and cover sheets; (7) set up maintenance and
evaluation plans; and (8) conduct OJT. Chapter 2 also outlines the roles and
responsibilities of the following key personnel in development and implementation of
team-driven structured OJT: design teams; design team facilitators; approval teams;
administrators; on-the-job trainers; in-house advocates; trainees; and supervisors and
managers. Chapters 3-10 each focus on one of the model's eight steps and each end with a
summary training module focused on implementing the process presented in the chapter.
Additional guidelines for writing training modules are appended. Numerous worksheets,
checklists, and case examples are included throughout the book. Twenty-six
tables/figures are presented, and 70 suggestions for further reading are listed. (MN)
Diane Walter, author of 'Training on the Job' advocates using work teams as a means of
implementing OJT. She suggests that teams should be used to assess jobs and the skills
required in the workplace, develop the training materials, and deliver the training. In this
way everyone is involved in the process, accuracy of needs and training is enhanced, and
the human factors of ownership and buy-in are increased. She explains that "Because of
the team aspect , people discussing the task, writing the modules, the procedures - it's a
dynamic system and you end up solving a lot of performance issues other than just
training".
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In the traditional model of On the Job Training (OJT), to promote new work methods,
managers would send workers to a pre-prepared course in the new regulations,
procedures, or processes that were required (often at a different location from their place
of work). The staff member would then be expected to apply this abstracted knowledge
later in their workplace.
Freelance writer Russell Gerbman (2000), states "On the job training has changed over
the years, but never so drastically as in the past 5 years. Business is moving at the speed
of light, thanks to technology and a booming economy. Corporations and even small
businesses not only have a vested interest in recruiting the best for their companies, they
also need to keep employees working at the top of their games once they are hired".
• Quickly and cost efficiently provide new skills and information as the need arises
e.g. the introduction of new computer programmes.
Using this method, training or instruction is given to individuals within the work setting,
usually by other staff members who are more experienced in a particular process, skill, or
knowledge area. The training is usually undertaken during work hours and aims to assist
individuals in developing the skills and knowledge necessary to carry out their daily
work. It is noted to be a very effective method for transferring knowledge and skills
within an organisation and for ensuring consistency in how work is completed.
To obtain the most benefit from OJT the practice should be based on:
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Ronald Jacobs (Associate Professor of HR at Ohio State University) and Michael Jones
(Adjunct Professor of HR) (1997) identify four on the job training methods. These are:
• Single training programmes - the most commonly used method of the four, this is
used to address specific sets of skills on the job and when there is a need to gain
defined knowledge or skills.
• Multiple programmes - Using this method, several topics may be developed, each
addressing a specific job competency. There may be a specific sequence to the
training and together the topics may be thought of as a curriculum.
• Work process programmes - this method involves training staff in tasks related to
a work process as opposed to an entire job. Often the tasks are related to a
complete process and may be performed across different work areas.
• Combined training - using this method, on the job training may be used in
conjunction with off-site programmes.
The aim of all these OJT initiatives is to ensure that the individual being trained has the
skills and knowledge necessary to complete the required work effectively, or to develop
these if they do not exist.
However, some pitfalls to this method have been identified. These include:
• Having two people do the work of one while the training is being conducted (50%
productivity);
• The use of instructors who have not been adequately trained in how to conduct
OJTP effectively;
• Instructors training others in 'how they would' complete a task rather than what
the company policy or procedure requires;
• Not having the required resources, time, or people to conduct the training.
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n-the-job training (OJT) is a training method that is planned, organized, and conducted
at the employee's worksite. OJT will generally be the primary method used for
broadening employee skills and increasing productivity. It is particularly appropriate for
developing proficiency skills unique to an employee's job - especially jobs that are
relatively easy to learn and require locally-owned equipment and facilities.
On-the-job training has a general reputation as most effective for vocational work.
Compared to classroom or e-Learning, OJT provides deeper context and more cognitive
triggers for questions from the trainee as they struggle to perform a new task in the actual
work environment. e-Learning, in general, should be more scalable with its minimal
delivery cost. Like, OJT, classroom has the potential for one-to-one real-time interaction
with a subject matter expert; and should also be more scalable as it has a more favorable
instructor-to-student ratio. OJT on the other hand has a scalability plus in that it is
relatively easier to schedule, including “just in time” scenarios.
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