Question

HRDV 5610 Training and Development

Reference: Noe, Raymond (2017). Employee Training & Development (7th ed.). McGraw-Hill.

Chapter 7 – Traditional Training Methods, pages 292-323

What are some reasons why on-the-job training can be ineffective? What can be done to ensure its effectiveness?

Answer 1

On-the-job training (OJT) is a common method of training and development in organizations, but it can be ineffective if not implemented properly. Some reasons why OJT can be ineffective are:

Poor planning: If OJT is not planned and structured properly, it can be ineffective, and employees may not learn what they need to know to perform their job effectively.

Poor trainers: If the trainers who conduct OJT do not have the necessary skills and knowledge to teach effectively, then the quality of the training may suffer.

Poor feedback: If trainers do not provide feedback to employees during OJT, employees may not know how well they are doing and what they need to improve.

Poor learning environment: If the work environment is too noisy, dirty, or chaotic, it can be difficult for employees to concentrate and learn effectively.

To ensure the effectiveness of OJT, organizations can take the following steps:

Plan and structure the training: Organizations should plan and structure the OJT program to ensure that employees receive the necessary training and that trainers have the necessary skills and knowledge to teach effectively.

Select and train trainers: Organizations should select trainers who have the necessary skills and knowledge to teach effectively and provide them with training on how to conduct OJT.

Provide feedback: Trainers should provide feedback to employees during OJT to help them understand how well they are doing and what they need to improve.

Create a positive learning environment: Organizations should create a positive learning environment for OJT, free from distractions and with the necessary tools and resources for learning.

Provide support and follow-up: Organizations should provide support and follow-up after OJT to ensure that employees continue to develop their skills and knowledge.

In summary, OJT can be an effective method of training and development if it is planned, structured, and implemented properly. By selecting and training trainers, providing feedback, creating a positive learning environment, and providing support and follow-up, organizations can ensure the effectiveness of OJT.

Answer 2

Step-by-step explanation:

On-the-job training (OJT) can sometimes be ineffective for various reasons. Here are some common reasons:

1. Lack of Structure: OJT may lack a structured approach, which can lead to haphazard training and inconsistent learning experiences. Without a clear plan or framework, employees may not receive comprehensive training, resulting in knowledge gaps or incomplete skill development.

2. Inadequate Supervision: If the supervisor or trainer responsible for OJT lacks the necessary expertise or time to provide proper guidance and feedback, the training may not be effective. Insufficient supervision can hinder the learning process and prevent employees from acquiring the desired skills and knowledge.

3. Poor Transfer of Knowledge: OJT heavily relies on the expertise and willingness of experienced employees to transfer their knowledge to new hires. However, if these experienced employees do not possess strong teaching or mentoring skills or are reluctant to share their knowledge, the effectiveness of OJT can suffer.

4. Lack of Standardization: In organizations where OJT is conducted differently across departments or teams, inconsistencies can arise in the training content, methods, and quality. Without standardization, employees may receive inconsistent information or develop different skill levels, leading to disparities in performance.

To ensure the effectiveness of OJT, several actions can be taken:

1. Develop Structured Training Plans: Organizations should design and implement well-structured training plans for OJT. These plans should outline specific learning objectives, tasks to be performed, and timelines for completion. A structured approach ensures that all necessary skills and knowledge are covered and reduces the risk of incomplete training.

2. Provide Adequate Supervision and Support: Supervisors and trainers involved in OJT should be properly trained and supported to fulfill their role effectively. They should have the necessary expertise, time, and resources to guide employees, provide feedback, and address any questions or concerns that arise during the training process.

3. Encourage Knowledge Sharing and Mentorship: Organizations should foster a culture of knowledge sharing and mentorship, encouraging experienced employees to transfer their expertise to new hires. Recognizing and rewarding employees who actively contribute to the training process can further motivate knowledge sharing and mentorship.

4. Establish Training Standards: Organizations should establish standardized training procedures and materials for OJT across departments or teams. This ensures consistency in training content, methods, and quality, leading to more equitable learning experiences and performance outcomes.

By addressing these challenges and implementing measures to enhance the structure, supervision, knowledge transfer, and standardization of OJT, organizations can significantly improve its effectiveness as a training method.