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#On the job training professional#

Moreover, trainees become more familiar with the workplace and work culture of the company.

Team Building : Training on the job is given to an employees at their work locations, so which makes it easy for them to connect with their colleagues, co-workers, and employers.

The only thing that is needed is a project and a trainer who can guide them what they need to do and how. Also these training are given at job location, so trainees learn by performing their tasks at the actual work environment.

Cost Efficient : Company does not need to spend an extra amount for the training sessions, as training is given by internal trainers or senior employees of the company.

This way trainees can try out the tasks on their own and clear their doubts, while being supervised by the trainer. Trainer provides stepwise instruction and demonstration of the tasks and guides them in the case of any difficulty.

Systematic Learning : On the job training focuses on hands-on experiences with tools and technique rather than theoretical knowledge, which helps trainees to understand industry practices and processes.

The motive of on-the-job training is to train the workers on a certain skill set, which they will use in day-to-day tasks.Īlso read – Importance of Leadership in organisational growth Benefits of On the Job Training

#On the job training professional#

This training is provided by the co-worker, training manager, or professional trainers. During the course of this process a trainee is given a hands-on experience of tools, techniques, machinery, software, materials, or equipment. On-the-job training is a form of training provided at the workplace.

On the Job Training for Students or Fresher’s.

Differences between off-the-job and on-the-job training.

This process is now recognised as a standard process in every industry. 10.On the job training helps facilitate the career growth of an individual and helps strengthen the skills they already possess, thereby reducing training costs the company would otherways incur while individually training each new joiner. Many management Institutes provide not only degrees but also hands on experience having collaboration with business concerns. For e.g., Mumbai University has started bachelors and postgraduate degree in Management. Management education:Īt present universities and management institutes gives great emphasis on management education. For e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy etc. Under this method an imaginary situation is created and trainees are asked to act on it. Lectures can be very much helpful in explaining the concepts and principles very clearly, and face to face interaction is very much possible. This will be a suitable method when the numbers of trainees are quite large. The grid takes into consideration parameters like concern for people and concern for people. It includes phases of planning development, implementation and evaluation. It is a continuous and phased programme lasting for six years. This gives result in co-operative decision making process. They will discuss and decide about various subjects like production, promotion, pricing etc. Business games:Īccording to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization. This can develop situational judgments and quick decision making skills of employees. The trainee (employee under training) has to make notes, delegate tasks and prepare schedules within a specified time. The employees are given information about an imaginary company, its activities and products, HR employed and all data related to the firm. The whole play will be recorded and trainee gets an opportunity to examine their own performance. The participant interacts with other participants assuming different roles. In this case also a problem situation is simulated asking the employee to assume the role of a particular person in the situation. Later on, the entire group discusses the incident and takes decisions related to the incident on the basis of individual and group decisions. Incidents are prepared on the basis of actual situations which happened in different organizations and each employee in the training group is asked to make decisions as if it is a real-life situation.