When it comes to training an employee on the job, there is a lot to consider. A trainee has a responsibility towards the success of the training program. They must be qualified enough to learn the job. Can he communicate well? Is the trainee committed and responsive? Trainees must have a certain level of understanding and skills, on top of being able to openly communicate and listen. If all the necessary prerequisites of a coach and trainee are present, then the accomplishment of the training will be met at the time set.
Although a lot of employers and employees benefit from this business tool, on the job training does pose some advantages and disadvantages, too. The trainee will be more at ease and comfortable in the training environment especially if already an employee. It is less disruptive to the business as the trainee is still at work; production is active while trainee is learning. Training at the work environment gives the trainee familiarization to the equipments, making them know that the work they are learning are going to be done with the company’s standards since they get the training from coaches that have expertise and knowledge of the job.
On the job training allows trainees to get acquainted with their co- workers, or if already an employee, enables them to talk to staff they don’t normally get in touch with. Training allows the supervisors or managers to assess progress over a short period of time, and enabling them to determine any floss or problems and giving a quick resolutions right then. One big advantage is that it is cost effective.
A disadvantage of on the job training is the trainer might pass on bad habits while working the trainee. The coach, if not well screened, might not be able to implement the program to the best making it unsuccessful. The coach might not be given enough time to spend to teach the trainee, due to ‘duty calls’ or other responsibilities in his own job and therefore will not be able to attain the standard training that was planned. Thus, the training is considered half done.
After the training, an evaluation must be done to determine the efficiency and effectively of the training program. The trainee will be checked for general and specific understanding of the job, also whether tasks were performed according to company’s standards. A checklist while training is in progress would be a nice data to gauge the trainee’s performance and capability to do his new job. It is often better for the trainee to learn from less perfect performance and progress to a real successful performance. A certification of the training program is to be given to the trainee after completion of the training. This will help a company identify the qualification of an employee for future employment or for business expansion or simply serves as a quick assessment that the employee is now ready to continue to perform the job that he was trained and employed for.