Clearly, one of the hardest training to implement in my opinion was OJT, which stands for On the Job Training. It’s because one of the area that we focus so much on are how operations can fully benefit from training using this method. Conventionally, a full scale classroom training would have been recommended for most scenarios, but due to manpower shortages, schedules and deadlines to be met, an OJT methodology submerged to allow operations team to benefit from a real world setting from training. One of the things I started with was actually planning out the training materials that would be used for OJT.
Ever wonder what’s the real life benefits and what it offers:
- Real life and close to the day to day job operations
- Segmented training( It can be delivered in different areas and different timings)
- Better Learner absorption through real life scenarios and linking through their prior experience( close to constructivism)
- Learners can reflect on their learning.
In addition, I do feel that the limitations of these system include:
- Disruptive to the day to day operations(Really disruptive)
- Timing of the training must be planned pretty well
- Proper documentation has to be in place(Or else no tracking systems are present)
- It can be dangerous for certain industries that require safety procedures to be in place.
- Certain scenarios might not be achievable unlike in a classroom setting.
The planning and segregation of resources
I would say it’s challenging to do a method for OJT, but it isn’t that difficult to do if you plan out the resources carefully. During it’s planning and initial stage, keep in mind these factors:
- Understand fully the training materials and the training that will be provided
- Understand from the SME and management what are the important areas that must be focused on.
- Segment the training carefully so as to minimise disruptions at all cost.
- Go through the procedures and constantly reflect on the processes.
The Process Flow
The process flow begins with identifying the purpose for creating this checklist and the audience that will be involved in this OJT process. These two are important elements in defining how the documents will be created. A training needs analysis can be created to supplement the information required. If time permits, an exhaustive learner analysis will be great to develop in order to understand the learner’s understanding level of the topic based on a few aspects:
- Total experience working in the industry.
- Learner’s educational level
- Other aspects such as age
- Learners’ Current Skills/knowledge
In the design aspects, I’ll concentrate on creating developing the learning outcomes based on the learner’s analysis. As I’m developing the materials for a Train-the-trainer concept, I must bear in mind the responsibilities that each trainer have to bear in future. a careful approach on the learner analysis would have brought me to consider language as an important factor in my design. That is to make the language as simple and clear as possible. The other consideration would be clear instructions at the start of the document so users can remember how to use it even after a training session has been conducted.
In the development phase, the focus will switch towards developing the instructions in the use of this training method. It also ensures that the development of the content is targeted towards the learning outcomes that were set in the design phase. Iterations would be done after the implementation/evaluation phase where the description of each learning outcome will be evaluated.
In the implementation and evaluation phase, documentations for improvements are suggested so as to streamline this OJT checklist process. Each iteration of implementation would allow me to go back to the drawing board to review the process.
A sample of the diagram flow is shown below.