On the Job Training (OJT)

Question 1

On the Job training

Answer 1

The most common method of training.

This method employs more experience and skilled employees to training less skilled and experience employees.

OJT training takes many types and can be better with classroom training.

Question 2

What are the inclusion of OJT?

Answer 2

a. Job Instruction Technique
b. Apprenticeships
c. Coaching
d. Mentoring

Question 3

Job Instruction Technique

Answer 3

Focuses on skill development.

There are factual and procedural knowledge objectives as well.

Question 4

4 Steps of Job Instruction Technique

Answer 4

1. Prepare
2. Present
3. Tryout
4. Follow up

Question 5

1. Prepare

Answer 5

Preparation should contain a written breakdown of the job.

Question 6

2. Present

Answer 6

4 activities under this stage: tell + show + demonstrate + explain.

Question 7

Telling and showing

Answer 7

The trainer presents an impression of the job while showing the trainee the different aspects of it—stress vital items such as where levers are located, where materials are stored.

Question 8

Showing

Answer 8

How the job is done + explain the reasons for doing it a particular way and highlighting key learning points and significant safety instructions.

Question 9

3. Tryout

Answer 9

The trainee at this point must be able to explain to the trainer how to do the job before actually trying to do the job.

This offers a harmless shift from watching/ listening to doing.

Question 10

When the trainee first tries out the job

Answer 10

The trainer should reflect on any faults to be a part of the training, not the trainee’s learning ability.

Question 11

When faults are generated

Answer 11

They should be applied to let the trainee discover what not to do and why.

Question 12

When faults are generated

Answer 12

They should be applied to let the trainee discover what not to do and why.

Question 13

The trainer can assist this by?

Answer 13

Questioning the trainee concerning his actions and directing him in naming the exact procedures.

Question 14

4. Follow up

Answer 14

The trainer ought to verify the trainees’ work frequently as much as necessary to avoid wrong or awful work habits from emerging.

The trainer should also encourage the trainee that It Is vital to seek for assistance during these first solo efforts.

As trainees reveal expertise in the job, progress checks can diminish until they are finally removed.

Question 15

Apprenticeship Training

Answer 15

This has been used since the middle ages.

Skillful craftsmen passed on their knowledge to others as a manner of maintaining the guilds.

Question 16

How is apprenticeship programs nowadays?

Answer 16

Partnerships among labor unions, employers, schools, and the government.

Question 17

To which apprenticeship is frequently instituted?

Answer 17

In the skilled trades and professional unions like boiler engineers, electrical workers, pipe fitters, carpenters.

Question 18

Usual requirements in Apprenticeship programs?

Answer 18

2 years of on the job experience and more or less 180 hours of classroom instruction — requirements may differ.

Question 19

To be permitted to graduate to journeyman status, what should apprentice show?

Answer 19

Expertise of all required skills and knowledge.

Question 19

What do journeymen offer?

Answer 19

On the job training

Question 20

What do adult education centers and community college offers?

Answer 20

Classroom training.

Question 21

It regulates the formal apprenticeship programs.

Answer 21

Governmental agencies.

Question 22

Coaching

Answer 22

Is a procedure of offering a one on one guidance and instruction to get better the work performance of the person being coached in a particular area.

It is different from the other OJT techniques because the trainee has already been working at the job for some time.

Question 23

Typically, coaching is intended for?

Answer 23

For employees with performance deficiencies.

Question 24

Coaching can also be served as?

Answer 24

Motivational tool for those performing satisfactorily.

Question 25

Normally, who performs as a coach?

Answer 25

Supervisor.

Question 26

The coach must be an?

Answer 26

Expert in how to execute the tasks and how to train others to perform them.

Question 27

The coaching process:

Answer 27

1. Know the trainee’s job, the KSA’s and resources needed to meet performance expectations and the trainee’s existing level of performance.
2. Meet with the trainee and equally consent on the performance objectives to be accomplished.
3. Jointly turn up at a plan/ schedule for attaining the performance objectives.
4. At the work site, demonstrate to the trainee how to attain the objectives, watch the trainee’s performance, and then give feedbacks.
5. Do again step 4 in anticipation of performance improvement.

Question 28

Mentoring

Answer 28

A form of coaching.

A continuing relationship is developed involving a senior and junior employee.

This method centers on offering the junior employee with supporting guidance and an apparent appreciation of how the organization goes about its business.

This is more focused on improving the employee’s fit within the organization than improving technical features of performance — this is the difference from coaching.

Usually, though not always, mentoring is only made available for management — level employees.

Question 29

Difference between coaching and mentoring.

Answer 29

Coaching: aimed at helping individuals clarify their goals; deal with potential stumbling blocks.

Since the focus is task oriented — the intent is mastery

Directive approach: deployment type

Mentoring: more offline; helps the individual deal with development (career and personal)

Mentoring is important when a company wants to create a workforce that balances personal and professional

Non - directive: listening & asking questions

Question 30

SME?

Answer 30

Subject Matter Expert?

Question 31

GROW?

Answer 31

Goal - What do you want?
Reality - Where are you now?
Options - What could you do?
Way - What will you do?

Question 32

Difference between a critique and criticism?

Answer 32

Criticism — seeing from your perspective
Critique — seeing it from the perspective of mastery

Question 33

Nature of Coaching

Answer 33

Task oriented

Short term

Question 34

Nature of Mentoring

Answer 34

Relationship oriented

Long term

Question 35

Coaching Framework

Answer 35

Agree on the Area—> Develop Awareness and Understanding —> Explore Options —> Confirm Commitment and Action.

Throughout the process, Trust is created.