Employee Training Methods: On-the-job training

On-the-job training can be described as a form of employee training that takes place at the employees’ workstations. This method requires an employee to be trained as they work. 

Based on your experiences, discuss the value of on-the-job training

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One of the biggest values of the On-the-job training method to an organization is that it is an economical way of training staff members. This method of training gives employees practical lessons, which enables employees to have a good understanding of their jobs, thereby increasing their production (Kirwan, 2016). On-the-job training is also a quick way of training employees as it is systematic. Employees cannot be taught all the issues at once but through a systematic way, as issues they should learn keep on coming up. This enhances efficiency at the workplace.

How should we as HRM professionals objectively determine the \’ value\’ of on-the-job training?

Human resource professionals should understand and appreciate the value of on-job-training in their organizations. This can be done objectively by evaluating the work of the employees being trained at their work station to determine whether they are performing their work as expected.  

Discuss the problems of on-the-job training that should be taken into consideration

On-the-job training has some challenges that should be considered before implementing it. One challenge is that not everyone in the organization can train or teach others. If the person training the employees do not have the skills to pass on, then this training method may not be effective (Kirwan, 2016). It can also bring about inefficiency because employees that are not skilled to do a task are expected to sit at their workstation and work as they are being trained to acquire the necessary skills.

Finally, make a recommendation as to how on-the-job training can be assessed and used for succession planning.

This method can be used when it is only a small number of employees that need to be trained at the workplace. For example, when an organization has about ten cashiers and they need to add two more, then this can be a good scenario because the number to be trained is smaller than the ones that are experienced.

ReferencesKirwan, C. (2016). Improving learning transfer: A guide to getting more out of what you put into your training. Routledge.

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