On The Job Training (OJT)

On The Job Training (OJT) is one of the most effective ways to train and develop skills. This is

not a new approach to training. OJT has a proven track record dating back to the beginning of the

Industrial Revolution. This type of training is most effective because the employee learns and

develops the skill(s) under actual working conditions while training under an experienced OJT

instructor. Rather than dealing with concepts and theories, the employee learns and develops

actual skills on the job.

On The Job Training follows four simple principles:

1) Understanding the importance of the duty,

2) Observing the task being performed by an experienced employee,

3) Performing a return demonstration of the skill,

4) Finally knowing who to contact should a problem occur.

The Skill Based Pay Program utilizes the talents of many experienced equipment operators to

perform the OJT training duties. However, before an experienced equipment operator is allowed

to conduct any training, the operator must demonstrate both knowledge and proficiency of

operation to a SBP Coordinator. The SBP Coordinator is the only person who can certify an

operator to be a certified OJT instructor. Training performed by a certified OJT instructor can be

recognized for Skill Block completion. Training performed by a non-certified instructor will not
count toward Skill Block completion. The length of training will be determined through an

evaluation of the contents of the training, skill requirements of the occupation, the academic and

occupational skill level of the participant, prior work experience, and the participant’s individual

employment plan.

OJT must be jobs that offer “permanent” employment insofar as the employer can forecast, with

no placement in obviously seasonal or otherwise temporary jobs. The eligible participant must be

employed full time during OJT training as documented by the Employer’s attendance records

A training service provided by the Tennessee Career Center to an employer in the public, private

non-profit, or private sector that is provided to a paid participant while engaged in productive

work in a job that provides knowledge or skills essential to the full and adequate performance of

the job.

Features of OJT:

1) The participant begins training as a permanent employee with the employer and is subject to the same

conditions of employment as other similarly employed individuals; and

2) The participant starts earning a wage immediately and receives employer sponsored benefits when they

are available; benefits such as health insurance, retirement, etc.

3) The participant receives training under appropriate supervision, gaining knowledge of the job and

acquiring and applying occupational skills while performing on the job.

4) Training time leads to greater proficiency in the occupation for which the training is being provided
OJT has advantages:

1) It is the most effective method as the trainee learns by experience, making him/her highly

competent.

2) This method is least expensive, since no formal training is organized.

3) The trainee is highly motivated to learn he or she is aware of the fact that his or her success on

the job depends on the training received.

4) Training is free from artificial situation of a classroom.

OJT has some demerits:

1) The training programming itself is not systematically organized.

2) Bringing unnecessary stress to trainees.

On-The-Job Training Chart

Step Purpose What To Do

1. Prepare the ♦ To relieve tension.
learner. ♦ To establish training base.
♦ To stimulate interest.
♦ To give the trainee confidence
in
performing the task.
♦ Put the trainee at ease.
♦ Find out what the trainee already knows
about the
task.
♦ Relate task to overall objective.
♦ Link task to the trainee’s experience.
♦ Make sure the trainee is comfortable to
see you
perform the task clearly.

2. Present the ♦ To make sure the trainee
task. understands
what to do and why.
♦ To ensure retention.
♦ To avoid giving the trainee
more than
he or she can absorb.
♦ Tell, show and question carefully and
patiently.
♦ Emphasize key points.
♦ Instruct clearly and completely one step
at a time.
♦ Keep your words to a minimum. Stress
action words.

3. Try out ♦ To be sure the trainee has ♦ Observe the trainee perform the task
trainee's learned the without your
correct method. instruction. If the trainee commits a
performance substantial error,
♦ To prevent poor habit
development. repeat Step 2.
♦ To be sure the trainee knows
how the ♦ Upon correct completion of the task, have
task is to be performed and the trainee
why. repeat the task. This time, the trainee
should explain
♦ To test the trainee's
knowledge. the task as he or she performs it.
♦ To avoid putting the trainee
on the job ♦ Ask questions to ensure that the key
prematurely. points are
understood.
4. Follow-up ♦ To show your confidence in ♦ Make favorable comments about trainee's
the trainee. current
♦ To give the trainee self- work and progress to date.
confidence.
♦ To be sure the trainee has ♦ Let the trainee work independently.
been trained ♦ Frequently monitor trainee's work.
properly. ♦ Gradually reduce trainee monitoring.

♦ To foster a feeling of self-

sufficiency in
trainee