Concepts, Benefits, Advantages, and Disadvantages of On the Job Training – When You is accepted to work in a company or other work places, training will usually be carried out first. This activity is usually called on the job training (OJT). In summary, this activity aims to improve work performance through various assessments.
Training or more familiarly known as OJT is a training method that teaches the skills, competencies and knowledge needed by employees to perform certain types of work at their place of work.
Not infrequently on the job training is equated with off the job training. Though both have quite striking differences. Launching from the glints.com page, here are the differences between on the job training and off the job training.
|On the Job Training
|Off the Job Training
|On-the-job training given during actual work
|Training off the actual job site.
|Learning by doing (learning while doing)
|Learning by acquiring (learning while gaining knowledge)
|Outside the office
|Senior or experienced employees
|Experts from outside the company
To understand more about on the job training (OJT), You can listen to the explanations that have been summarized from the following various pages on the internet.
Goals on the Job Training
Launching from the melaki.com page , objectively, there are three things that are the goal of organizing OJT by companies. Here are the details.
1. Knowledge ( Knowledge )
By holding OJT, it is hoped that employee knowledge regarding their duties and responsibilities will be good. So, they can provide optimal work performance for the company.
2. Behavior ( Attitude )
When the on the job training period is over, it is hoped that employees will have a work attitude full of motivation and innovation. One way is by recording employee attendance using online attendance software, or other attendance systems. this will shape the work ethic and responsibility for his work.
3. Ability ( Skill )
It is hoped that employees who successfully pass the on the job training period will experience increased skills in the field of work they are working on.
Requirements in the Implementation of on the Job Training
There are several important things in implementing on the job training. Adapting from the pekari.com page, the following details the important things that must be considered in implementing OJT.
- Implemented with the guidance of the company’s internal party. For example, a senior employee in their field, or a manager-level employee.
- There are indicators of competency achievement that underlie the implementation of OJT and serve as benchmarks for employee success in understanding the training.
- There is monitoring and evaluation of OJT participant employees during the OJT process.
Each company has the freedom to determine policies regarding the OJT period for its employees. However, in general, it is carried out for one to three months. After participating in the OJT, You will receive a statement or certificate stating the completion of the OJT period given by the company.
Forms of on the Job Training
Employees carry out on the job training in various forms. The following are forms of on the job training that have been summarized from the glints.com and Meki.com pages.
Coaching is a one to one method that aims to get employees to get answers from their senior instructions. The method applied is in the form of experienced employees or superiors giving instructions to employees who receive training through work instructions.
Training with this method is designed so that employees find answers to their questions through instructions and demonstrations given by superiors.
Mentoring is still part of the one-to-one method in which employees at the managerial level will serve as mentors to guide trainee employees. You do this by giving instructions to perform daily tasks.
3. Job Rotation
Job rotation is a method of shifting from one division to another. the aim is to provide an understanding of understanding, knowledge, new abilities, and other work backgrounds. This also helps not to get bored with the same work and over and over again.
4. Job Instructional Training
Job instructional training is a training method with a step-by-step guide to the training program that must be carried out by trainees with abilities in accordance with the trainer’s demonstration. In this method, a trainer will design a training program step by step. Then, employees will be given instructions to do the work according to the directions.
First of all, trainees will be explained about the general description of the job and expected results. Then, it will be shown the skills needed in the job.
After that, trainees will be allowed to do work according to their skills or expertise. At the end of the training, You will be asked to provide feedback and given the opportunity to ask any questions about the training program that has been conducted.
Understudy is a training method by making trainees as assistants to their superiors. This gives an advantage, if there are vacant positions, trainees can replace them.
This training is usually carried out by superiors to subordinates who become assistants. This method is usually given to employees who will replace the boss will retire or get a promotion.
Apprenticeship is a training that combines theory and practice. Generally, this type of training will be provided to people in crafts, manufacturing, trade, and technical fields that require a long term to form a professional workforce.
Implementation of on the Job Training
On the job training activities must be carried out under the guidance of a mentor from where You works or the company. When conducting on the job training, there are several things that must be considered in its implementation. The following details have been summarized from the glints.com page.
- Competency achievement indicators required in OJT
- Determination of companions from companies implementing OJT
- Determination of a supervisor from a training institution (if the training is conducted by an institution)
- Monitoring and evaluation of participants during the OJT period
Meanwhile, the implementation of OJT must be in accordance with company regulations. Therefore, the duration of OJT implementation will be different for each company. After the on the job training is completed, an assessment of competency and performance will be given which includes individual assessment or work attitude and technical ability assessment.
Benefits of on the Job Training
Companies that conduct on the job training for their new employees will get several benefits. Launching from the glints.com and Meki.com pages, the following are the benefits of OJT for companies.
- OJT can improve employee performance significantly.
- OJT is easy to implement because there is no need to gather employees in a special room to conduct training.
- OJT implementation can be carried out while the employees involved are working.
- Companies do not need to cut employee work time to conduct training. So that makes OJT have time effectiveness.
- OJT trains employees according to their needs. Thus making the training focused effectively.
- For new employees, OJT allows them to adapt quickly.
- Can be a means of team-building , especially between new and old employees.
- The training provided focuses on the needs of the company. Therefore, OJT indirectly supports the achievement of company targets.
- In addition to getting a job and salary, employees are also given training that can improve their abilities. Of course this makes employees happy and forms loyalty to the company.
- The success rate of OJT can be used as a benchmark in obtaining a quality workforce. This certainly affects business development later.
- Implementation of OJT which is also practical, allows companies to reduce training costs so that they are not as expensive as off the job training.
- Monitoring and also the process of evaluating employee performance will be easier to do, especially during the training period.
Tips for Success on the Job Training
Summarizing from the ekrut.com page, here are tips for success in running an on the job training program.
1. Identify Potential Trainers
Companies should look for experienced trainers to conduct mentoring which is the main key in carrying out the OJT program. Thus, the company will get quality employees.
2. Asking Trainees to Provide Criticism and Suggestions
Trainees are asked to provide criticism and suggestions so that they can be used as a reference for improving further OJT.
3. Creating a Structured Training Process
Making a structured training schedule can simplify the OJT process. The steps that have been made must be carried out so that the training process runs effectively.
4. Evaluate During the Training Process and After
The thing that must be done during the OJT process is to evaluate trainees. Evaluation is important to do to find out whether the training is running smoothly.
5. Give Trainees the Opportunity to Practice Their Skills
One of the important things for the success of OJT is to give employees the opportunity to practice their skills. Mentors can involve trainees directly in the work by giving them piecemeal responsibilities.
Advantages and Disadvantages of on the Job Training
Implementation of on the job training has several advantages. Following are the details that have been summarized from the kembangi.com page.
- OJT can minimize human error
- More motivating employees, because the training provided is relevant to the job description
- Employees can directly carry out work practices while attending training, not just a simulation
- Easier to schedule because it is informal
- Not cutting working hours, because training is given while employees are working as usual. So it does not affect the productivity of the company
- The budget that the company has to spend on training is quite light, all the facilities are internal to the company
- Does not require outside mentors, but senior employees in the office
- Relations between employees and supervisors are closer and better
Besides the advantages, the OJT system for new employees also has disadvantages. Launching from the melaki.com page, the following are the drawbacks of the OJT system for new employees.
- As a result the trainers or mentors are not professionals, so sometimes the training is not focused
- Training and work practices are carried out side by side, sometimes causing employees to miss some of the training materials
- It is possible that employees are burdened because they have to work while attending training, so that work motivation actually decreases