Training 101: Tips on on-the-job training

Hi! Welcome back.  Today I’d like to conclude our discussion of structured on-the-job training with another example of it and then finish with some tips on conducting on-the-job training.  Every trainer will after some experience develop their own particular style of training; that’s okay, no two trainers will conduct lessons in the exact same manner and that a good thing because to mechanize the approach might lessen the richness of the educational experience.  I am providing this example to give the novice, first-time trainer some idea of what good, sound on-the-job training should look like.  How you accomplish the goals of your structured on-the-job training will vary but keep these basic steps in mind as you conduct your programs.

Structured on-the-job training example:

The six-step, task training approach:

• Step 1. Show the worker how to perform the task and explain the key elements. The trainer demonstrates task performance and explains what's happening as it happens. Where applicable, the trainer explains why this task must be done, when it is done, why it is important that it be done correctly and what’s the impact if it is not done correctly. Most of these items are should also be included in a trainee's guide if you have one.
• Step 2. Allow the worker a second opportunity to watch the trainer to perform the task. The first time through, the trainer was probably not performing the task at a normal rate of speed because they were talking during the demonstration. This second time through, the worker is simply watching so that the trainer can perform the task at "production speed."
• Step 3. Allow the worker to perform simple elements of the task. In this phase of the instruction, the trainer and trainee are performing the task together with the trainee performing at least some the task and the trainer coaching as necessary.
• Step 4. Allow the worker to perform the entire task with coaching as necessary from the trainer. Ideally, this is a one-try occurrence. For complex tasks however trainees might have to stay in this step for several passes.
• Step 5. Observe the worker performing the entire task without supervision. For each task, this is the "final test." When the worker can perform the task without supervision, he or she is considered trained or proficient in that task. For complex tasks however, experience might suggest that trainees should be required to demonstrate task performance two or possibly three times. If you have a trainee guide consider having a place to "sign off" that this particular task has been preformed successfully. There will be times when attempting to perform the task for sign off, the trainee will require coaching. In this case, I recommend that this attempt be treated like Step 4 above.
• Step 6. Allow the worker to perform task without continued supervision. At this point the trainee's training for that particular task has been completed.

Now there are three common errors made by trainers while conducting OJT Training they are:

1. Going too fast
2. Overcomplicating the information (i.e., giving too much information)
3. Not sticking to the subject

With that in mind here are some tips when conducting on-the-job training:

1. Be prepare!  Have all necessary resources available and ready to use.

2. Set aside time for training, having someone simply “tag along” is not good enough to

    provide adequate training remember our discussion on unstructured OJT?

3. Make sure that everyone can see and hear what you are doing.

4. Don’t try to teach more than three (3) specific topics in any one training session.    

    (That information was contained in our last post remember?)

5. Emphasize key items or steps and review these elements frequently during the

    training.

6. Always allow trainees to ask questions and respond to their questions or concerns

    immediately.

7. When appropriate, provide written material (handouts and job aids) that the

     trainees can refer to or write notes on.

Okay I couldn’t resist here are a few more tips when conducting on-the-job training:

1. Slow down!  Don’t move too rapidly when demonstrating or explaining material.

2. Begin the training at the point where the trainees are.  Never assume that a trainee

    should already know something, particularly with experienced trainees.

3. Check your ego, assuming a superior attitude can discourage others from learning.

4. Be patient, allow the trainees to make mistakes and learn from them.

5. Be accessible, allow trainees to come back later for additional help.

Well there you have it my program on how to design a structured on-the-job training program.  We’ve discussed a lot in the last four posts: the difference between structured and unstructured on-the-job training, training and change, needs and job/task analysis, learning objectives and lesson planning, and today more examples of structured on-the-job training and some tips.

I hope you found this series on structured on-the-job training helpful and informative.  If you have comments or would like to contact me for help with your training needs please leave a comment for me.  I’ll have another topic next time but until then all my best!  Jer.