Question

In their textbook, Effective Training: Systems, Strategies, and Practices, Blanchard and Thacker (2013) state that on-the-job training is "the most frequently used training method . . .OJT is the preferred method for training employees for new technology and increasing skills in the use of existing technology” (p. 225). Blanchard and Simmering (n. d.) make the same point in the required reading this week. Have you experienced any on-the-job training? If so, was the training effective? Were the steps in the Job Instruction Technique (JIT) described in the Blanchard and Simmering reading followed?

Answer 1

Throughout my many years in the education field, I have experienced numerous OJT and have also given lots of training. Setting up for OJT I always look at the level of each member. Everyone interprets instructions differently, so this is how I create guidelines so that everyone can learn something. There is a lot of mentoring in the field of education. Mentoring and coaching are great tools to help newcomers learn from someone who has more experience. They are both great forms of training a guiding method that helps people produce extraordinary results in their lives, careers, businesses or organizations, helping them to bridge the gap between where they are now and where they want to be (Blanchard & Simmering, n. d.). Blanchard & Simmering (n. d.) mention that you must prepare, present, try out and follow up when it comes to JIT. Preparation is the main factor when setting up training because you don’t know what you are talking about; no one else will either. The presentation is essential and should catch the attention of the audience. I’m big with games, and visual this helps me get my message across. Whenever I have had to do a training, I always test it out on others before they actually to get feedback. Following up on a practice helps to make it even better for the next time. The JIT is used often to help instruct job techniques and goes hand and hand with OJT.