Cost-Effective OJT Program, Essay Example

In order to implement the most fully-functional and cost-effective OJT program, it is necessary to streamline the types of OJT processes that will be used. The best kinds of processes will be those processes which allow a degree of employee self-training and self-reliance. While allowing for self-training and self-reliance, it is also important that any OJT program enables trainers and trainees to contribute to active production. For example, integration of techniques of self-directed learning can be used to support the OJT program. The first step in any OJT program is to establish a cogent and clear chain of accountability for the program, indicating who are training-managers. The managers must be thoroughly versed in teaching-methods and be provided  with ample tools such as, “lesson plans, checklists, procedure manuals, training manuals, learning contracts, and progress report forms” (Noe, 2010, p265) to assist them.

The second step of the process is to evaluate the level of employee skill thoroughly to assess what degree of OJT is necessary and to also ensure that on-the-job-training is enacted only in areas of production where the training  does not disrupt productivity. The third step of the process is to begin using the OJT program in actual working conditions.  By following a structured, step-by-step process of training, as outlined by Noe in  Employee Training and Development (2010), the main tasks of training are divided  into two categories: “Preparing for Instruction” and “Actual Instruction” (Noe, 2010, p265). The principles of instruction are, obviously,weighted toward  training-techniques that facilitate hands-on training and the establishment of a rapport between mangers and trainees.

The reasons for this structured approach are rooted in the necessities of preserving work-flow and minimizing the costs associated with  worker training. The downside to using an OJT program is that it adds an additional burden to administrators and managers that are chosen to be trainers. It also requires that managers and trainers are able to follow the basic principle of “practice, feedback, and reinforcement”  (Noe, 2010, p266)  that are fundamental precepts of any successful OJT program.

Reference

Noe, Raymond, A. (2010) Employee Training and Development, McGraw Hill, NY.