Given my experience with several types of settings, on-the-job training (OJT) is an option that I prefer. Within the scope of a working environment, OJT is a pragmatic method for gaining new competencies and abilities needed for a job. In a real-world, simulation, or instructional setting, it is frequently utilized to understand how to use certain tools or equipment (Berkley & Kaplan, 2020). Instead of sending out papers or showing staff presentations, workers learn by doing. This instruction is given in the workplace under the direction of a director, supervisor, or other experienced workers. During their OJT, new hires observe all the working practices they would come across. They get knowledge of the standards at work, how to use the equipment and any other necessary skills.
Employees can obtain experience working in circumstances that are extremely similar to those they would face on a regular basis through OJT. The identical tools and equipment that personnel use on the job will be available to them for training purposes (Berkley & Kaplan, 2020). This enables staff members to train for their jobs while still learning them. Other forms of training, such as seminars or online training, merely provide staff with rudimentary knowledge rather than hands-on instruction.
People pick up on their tasks fast and accomplish them at a high or satisfactory level. Employees who get traditional training may not recall much of the material. This indicates that workers could subsequently require coaching or retraining. Individuals who receive OJT can ask any questions they may have while observing their peers and learning exactly what their job requires (Berkley & Kaplan, 2020). Moreover, it is crucial in fields with high turnover rates, including production, customer service, retail, and restaurants. Speedy onboarding and attaining an acceptable standard of competence can be facilitated by this kind of training. Employees may understand company procedures more quickly and effectively thanks to it.
Berkley, R. A., & Kaplan, D. M. (2020). Strategic training and development delivery options for face-to-face training. Sage.