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    On The Job Training Procedures

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    sanyam
    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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    © All Rights Reserved
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    On The Job Training Procedures

    Uploaded by

    sanyam
    90 views20 pages
    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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    training and development

    Original Title

    On the Job Training Procedures

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    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.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    90 views20 pages

    On The Job Training Procedures

    Uploaded by

    sanyam
    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.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 20

    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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