A Business Encyclopedia

On-the-Job Training

Definition: The On-the-Job Training is a technique wherein the workers, i.e., operative staff, is given the direct instructions to perform their jobs on the actual work floor.

The workers can learn the skills that are required to be performed in the actual work conditions and also gets accustomed to the working environment. Also, the organizations need not to bear any additional cost of setting up a classroom or a simulated setup for imparting training to the workers, away from the actual work floor, as in the case of Off-the -Job training.

On-the-Job Training Methods

on-the-job training

  1. Coaching: Under this method, the superior or an experienced staff gives instructions to the workers to perform a job. It is one-to-one training designed for the workers where they can find answers to their queries through the instructions and demonstrations given by the superior.
  2. Mentoring: This training is given to the managerial level people, wherein the senior or the manager gives instructions to the immediate subordinate to carry out the day to day functioning.

    It is again a one-to-one training method, where the manager is considered as a mentor to the subordinate and guides him in the situations of difficulty.

  3. Job Rotation: Under the job rotation, an employee is often shifted to the other related jobs, with the intention to make him well versed with other job backgrounds.

    This helps him to escape the boredom caused by performing the same kind of work again and again and also helps in developing a rapport with other people in the organization.

  4. Job Instructional Training: Under this training, a trainer designs a step by step training program, wherein the worker is given the instructions to perform the job as required. Firstly, the overview of the job along with the desired results is explained to the trainee, and then the skills required for the job is demonstrated by the trainer.

    Then a worker is allowed to perform the job as per his acquired skills or expertise, and then finally the workers are asked to give their feedback and ask for any query arising out of the training program.

  5. Understudy: Here, the superior gives training to the subordinate as an understudy or an assistant who is likely to perform a superior’s job in case of the vacancy arising out of superior’s retirement, transfer, promotion or death.
  6. Apprenticeship: This type of training is generally given to the people in crafts, trade and technical fields that require a long-term learning before they actually gain the proficiency in their respective disciplines.

    This training is a blend of classroom and on-the-job training and is conducted under the close supervision. This can be extended up to 3 to 4 years as apprentices need to go through the learning process till they become an expert in their fields.

    E.g. The craftsmen job, mechanic, electrician, plumber, tool maker, etc. have to undergo this type of training.

On-the-Job training is based on the principle of “learning by doing”, i.e. the workers learn the job while performing it within the actual work environment. This type of training is beneficial for both the workers and the organization.

Leave a Reply

Your email address will not be published. Required fields are marked *


Related pages

leveraged leasedefine bprvoluntarily unemployedexplain arbitragemonopolistic characteristicsmaximum limit of neftthe trait theoryrevenue deficit vs fiscal deficitlikert scales exampleswhat is cost pull inflationsemantic definition psychologydisguises definitiontheory of motivation by herzbergexamples of laissez faire leaderspoison pill hostile takeovervam meaningformula of fixed assets turnover ratioethnocentrism in international businessmanagerial grid blake moutonconsumer rationality definitiondefine macro environment in marketingethic of virtuefactors affecting market segmentationdebtors ratio definitionhuman resource jargonswhat does the word ordinal meanpsychographic segmentation definitionwhat are cardinal traitsinelastic economic definitiondefine oligopoly market structurewhat does ethnocentricmeaning parlancescaling in marketing researchherzberg's motivation-hygiene theorywhat is the meaning of dialecticalwhat is regiocentric approachdefinition of partnership firmstraddling positionneft fund transfer meansproperties of iso quantelasticity of demand definition and meaningdefinition of speculation in economicsemployee provident fund organizationthe substitution methodinventory turnover ratio formuladisguised unemployment definitionone characteristic of an oligopoly market structure isoligopoly market examples in indiaethnocentric attitudedefine e-tailingwhat are retained earninginflations definitionproportionate sampling techniquewhat is the meaning of coefficient in mathdefine fashion forecastingassumptions of the law of diminishing marginal utilitywhistleblower defdefine total utilityadvantages and disadvantages of retained profitdefinition of rationingsebi definitionforecasting meaning in hindirecurring deposit definitionjohri windowlaissez faire leadership advantages and disadvantagesprocess reengineering techniqueswhat is job evaluation in hrmexample of ordinal scalenpv definedmoratorium period meaning in loanmeaning debentureslaw of diminishing marginal utility definitionexamples of product linesfeatures of oligopolypayed definitiondisadvantages of job rotationmodel black scholeshow to compute margin of safetyretained incomemeaning of attitude scalemeaning of poachstock market speculator definitioncompensation methods in hrmwhat is concentric diversification with examplefixed assets turnover ratio calculatorwhat is 7csefficiently meaning in teluguchecklist method in performance appraisalcharacteristics of treasury bills