Sheet 56
HOW TO IMPLEMENT OJT
OJT should preferably be implemented by the following process(confirming needs, deciding contents and methods of training, preparation, implementation and evaluation).
1 Confirm Training Needs and Set Training Targets
It is important to clarify training targets so that the gap may be filled between the ability required to perform the staffs present duty or the competency required to pursue their career in the organization and the current capacity of staff. In setting training goals, it is essential to communicate with staff. These goals should be clearly defined and staff should be fully informed of what their targets are.
2 Determine Training Method
The first thing that should be determined is the urgency and importance of the targets to be reached, how much assistance should be given to staff and what aspects, if any, should be prioritized. Supervisors must then decide the contents, methods, schedule and materials for this training. It is preferable, if at this stage, the supervisor consults their staff again before finalizing the plan.
3 Implement OJT
OJT is conducted according to predetermined goals and methods of training. When supervisors conduct OJT, it is important to choose the best timing and opportunity to guide staff effectively. Supervisors must also ensure that their guidance is well received and motivates staff to work more effectively.
4 Evaluate the Effect of OJT
Supervisors must check whether or not the goals have been achieved through an evaluation of their staff. When goals have not been met, they must investigate the reason why and incorporate their findings in the following methods or plans for OJT.
The process of OJT outlined above is quite deliberate and systematic. OJT does not necessarily have to be conducted by such stringent methods, however. In reality, it is quite difficult to undertake OJT along a schedule determined in advance. It is therefore advisable that OJT be conducted in a flexible manner during the course of performing everyday work when appropriate opportunities arise. It is not necessary to evaluate the effects of every single element of OJT at one particular time. Whenever OJT has an obvious impact on the work performance of staff, supervisors may evaluate it on the spot and check whether there is any need to revise the current OJT plan.
