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On The Job Training Procedures

The document discusses different training techniques, including vestibule training and on-the-job training (OJT). Vestibule training takes place near the job to offer new learning. OJT is hands-on training within the workplace. OJT procedures include explaining, demonstrating, having the learner perform under correction, and repeating until the learner is proficient. Designing effective training programs involves identifying needs, setting objectives, planning activities, and evaluating results. Key considerations for training include costs, evaluation methods, and balancing on-the-job vs. off-the-job approaches.

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184 views20 pages

On The Job Training Procedures

The document discusses different training techniques, including vestibule training and on-the-job training (OJT). Vestibule training takes place near the job to offer new learning. OJT is hands-on training within the workplace. OJT procedures include explaining, demonstrating, having the learner perform under correction, and repeating until the learner is proficient. Designing effective training programs involves identifying needs, setting objectives, planning activities, and evaluating results. Key considerations for training include costs, evaluation methods, and balancing on-the-job vs. off-the-job approaches.

Uploaded by

sanyam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Training Techniques

By-
Santosh Sainath
Md. Imtiyaz
INTRODUCTION

 Training concepts
1.Vestibule training
2.On the job training(OJT)
Vestibule training
 Vestibule training is a term for near-the-job , training as
it offers access to something new (learning) .In the
early 1800s, factory schools were created, due to the
industrial revolution, in which workers were trained
within the factory walls.
ON THE JOB TRAINING

 On-the-job training, also known as OJT, is a hands-on


method of teaching the skills, knowledge, and
competencies needed for employees to perform a
specific job within the workplace.
ON-THE-JOB TRAINING
PROCEDURES
 Explain and Demonstrate in detail

a . Go through the operation step by step ,


stressing points using the job breakdown
as a guide.
b. Repeat the explanation and
demonstration.
c. Repeat the explanation and
demonstrations again if you are not
convicted that the learner has learned
 Have the learner perform the operation.

a.Let the learner go through the operation


step by step.
b.
Let the learner perform and explain the
job.

 Correct errors as they occur

Explain the error and point out the correct


a.
way.
b. Correct
errors when made .Don’t wait until
the learner has completed the operation.
 Repeat the operation {performance}

Repeat until the learner knows the operation


thoroughly , or until you know that the learner
knows

 Follow up
a. Taper off coaching gradually.
Set goals for obtaining a certain amount of
b.
production in a certain time.
c.If learner needs help be sure he/she gets it from
his/her instructor.
d. Always be encouraging when helping.
LEARNING PRINCIPLES

 Learning is an individual process


 Motivation is essential
 Learning is a cumulative process
 The standards should be obvious
 Part or Whole training ,depending upon the operation
 Simple rules
TRAINING SYSTEM

Identify
Evaluate training
need

Formulate
Implement training
objectives

Design
training
program
IDENTIFICATION OF TRAINING
NEEDS
 What is a training need?
-A gap in skill or knowledge
 When do training needs occur?

-Performance dips
-While changing jobs
 Kinds of training needs

-Individual Vs group
-Short term Vs long term
-Formal Vs informal
How to determine the
training needs &priorities
 Know your goal
 Tasks you need to do to attain the goal
 Is everyone is having the necessary skill to complete
assigned task
 What is the difference between required Vs current skill
levels
Neglected aspects in operator
training

 Machine cleaning
 Houeskeeping
 Cleaning
 Lubrication
 Ergonomics
 Basic IE concepts
How to design a training
program
 Assess participants
 Set leaning goals
 Specify objectives
 Design training activities
 Sequence training activities
 Start detailed planning
 Revise design details
 Evaluate the total result
MAJOR ISSUES

 Time frame required


 On the job Vs Off the job
 What have been achieved
 Analyzing skills of participants correctly
 Trainer : Trainee ratio
 Is training too fast..?
On the job Vs off the job

 When required?
 Is it effective/productive?
 What sort of environment needed?
TRAINING COSTS

 Do we consider ROI for training?


 What are the costs to be considered for training?
 What are returns
 Are the training costs necessary?
Evaluation method

 Test/Retest method
 Pre-post performance method
 Self assessment
Learning curve

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