I need a min of 150 discussion response to my peers discussi

I need a min of 150 discussion response to my peers discussion post for my Training and Development class. See discussion post below.

“On-the-job training uses more experienced and skilled employees, whether co-workers or supervisors, to train less-skilled or less-experienced employees.” (Blanchard & Thacker, 2013) Although this is the method of training most companies use, it can be ineffective if the trainer is not fully committed or skilled. “A major concern in OJT is the competency of the trainer.” (Blanchard & Thacker, 2013) The trainer has to be willing to dedicate their time to teaching the employee the skills needed to be able to perform the job efficiently. “The trainer must possess the technical competence, training competence, and motivation to train.” (Blanchard & Thacker, 2013) Without this, the trainer is likely to be unsuccessful which could definitely be one of the reasons as to why on-the-job training can be ineffective. To ensure that it is effective, there are a few things that can be done. “Supervisor should always be providing feedback to subordinates, often positive and when necessary identifying areas where they need to improve.” (Blanchard & Thacker, 2013) Feedback is important because it gives the employee an insight of where they stand during the training process. If they are performing well, then positive feedback can motivate them to continue performing well. If they can use some improvements, then feedback on that can help them improve. “Higher motivation has been linked to greater skill acquisition, higher post-training confidence, and stronger intentions to apply learning in the workplace.” (Withers, 2015) It’s important for the training to be practical, and for the new employee to have a good attitude. From my experience, I have found that on-the-job training is effective when the trainee is skilled and knowledgeable on the area in which they are training you in. I have also observed that when we receive positive feedback when performing well, it encourages the employee and gives them the confidence needed to continue succeeding. “Motivating the OJT trainer is also a key factor in making the OJT method effective.” (Blanchard & Thacker, 2013) The trainee can be rewarded with a higher position or more money if the training is successful.

WC: 373

References:

Blanchard, P. N. & Thacker, J. (2013) Effective Training: System, Strategies, Practice (5^th ed.). New York, NY: McGraw Hill

Withers, A. (2015) Why Staff Training is Often Ineffective. Retrieved from https://www.trainingjournal.com/blog/why-staff-training-often-ineffective

Solution

As mentioned in the post, on job training is one of the latest technique used for training in many companies. It is said knowledge increase when it is shared with others. When people learn on the job then firstly the person who get training will not waste time in just learning but he will use same technique in completing job. So productivity will not get affected. Also person who will train will also get to learn more. But OJT can only be successful when the trainer will be skilled, experienced and motivated to train others. A person cannot train someone forcefully, willingness is important to share knowledge.

Feedback process can be used to motivate trainers as this will help them in improving and also will motivate them to train properly. This will help the trainer and also the person who will be trained to learn more and work more effectively.