On-the-job training methods
Written by: Human Resources South Africa
On-the-job training occurs in the workplace while an employee is carrying out his duties. Trainees learn by doing; they learn continuously and over a long period of time. The reason for on-the-job training this is to allow employees to practise skills, make mistakes and learn from their mistakes under the guidance of an experienced, competent superior.
Trainees are extensively influenced by their immediate superiors by on-the-job training methods. This is because superiors are usually directly responsible for the training of their subordinates. On-the-job training can however prevent trainees from acquiring a broad perspective and can negatively influence their perception of their job and how it fits into activities of the organisation.
The following are instructional strategies that can be used for on-the-job training.
Job rotation systematically moves employees from one job to another. The purpose of this is to increase the number of different tasks an employee can perform without increasing the complexity of any one job. By employees learning tasks from other employees, organisations can reduce labour costs. An example of cost reduction includes not having to hire a temporary worker when an employee is sick. Job rotation will allow many employees to cover the positions of people who might be absent from the workplace.
Enlarging and Enriching Jobs Responsibilities
By giving workers added job duties and increasing their autonomy and responsibilities associated with the job, this allows an employee to learn a lot from the organisation. The increase in duties (enlarging and enriching jobs) can be seen as training since the employee can be stretched and tested in new ways. In the modern organisation, this is a popular approach as it allows employees to grow in their jobs and to take on more personal responsibility and control.