On-Job-Training (OJT) is probably the most common form of training used by most employers for the new recruits. While OJT is commonly practiced by most organisations, some studies have suggested that it can be problematic. Describe the system of OJT and discuss the possible drawbacks of OJT techniques and suggest possible solutions to overcome the drawbacks that you have identified.
Introduction
"If all I do is hear, I will forget
If I hear and see, I will remember
If I hear, see and do, I will understand".” (Confucius, 2005, April 17)
It’s proven and well tested! Experience is definitely the best teacher. Every employee may have experienced some kinds of on-the-job training (OJT) in their careers. An employee probably learns 80 to 90 percent of his/her job knowledge and skills through OJT (Carnevale and Gainer, 1989).
On-the-job training has a general reputation of its effectiveness for vocational work. Its expediency is a major reason for a company to adopt it. However, many companies may only notice its benefits, like few costs and can be implemented quickly, but neglect its limitations.
On-The-Job Training
On-the-job training (OJT) is one of the paramount training methods because it is planned, organized, and conducted at the employee's workplace. It refers to a structured or non-structured system of training that occurs in the workplace (Rothwell and Kazanaz, 1994). OJT may also be called job instruction training.
Normally, this type of training is to transfer knowledge from a skilled and experienced worker to a new-hire; in other words, someone who knows how to do a task shows another how to perform it. Trainees are learnt through training in an actual work setting, to the processes, work tasks, tools and methods of a specific job or group of jobs. So, it is especially appropriate for developing proficiency skills unique to an employee’s job, which are relatively easy to learn and require working with equipments or facilities....