Methods to Implement for

"On The Job Training"

By Harshal Paranjape

Introduction

In your job you may have spent time

sitting through training sessions of

questionable value.

Now we are assigning you to develop a

training program “On The Job” for the

rest of your department.

Methods

Analyze

Design

Develop

Implement

Evaluate

This method is called as ADDIE Model

1. Analyze

Analyze……….Continue

Analyze The Training Need

Who is your Audience?

When you develop a program On The Job, you will

take a look at what knowledge, skills an attitude

the Employee need upon completing the program

versus what knowledge, skills and attitude they

have now.

If there is a gap between desired performance and

expected performance, what is the cause?

Is training really the solution?

When there is a gap, it might be because they can’t

do the work because of physical limitations, lack of

proper tool or equipments, environment etc.

Analyze……….Continue

Or may be they know what to do but just don’t want

to or won’t. In that case, you have a performance

issue rather than a training issue.

Training is only the solution when the audience

member have not yet learned the information, skills

or attitude needed to be successful on the job.

Part of your analysis include assessing the

resources and tools you will need versus what is

available to you, the schedule for the training, and

how the audience is likely to learn best.

2. Design

Design……….Continue

Design The Training Program

Based on the results you obtain in the analysis

phase, you will design the training.

Think of a design as a sort of outline.

The design phase consist of identifying learning

objectives that describes what the employee

should be able to do upon completion of training

and how this objectives will be measured.

The objectives should match the knowledge, skills

and attitude you identified were needed during your

analysis.

Design……….Continue

You will also determine how the course will be

delivered, such as by an instructor in a classroom,

online or a blended approach.

In the design phase, you may also create

storyboards to aid in the development of the

training program.

3. Develop

Develop……….Continue

Develop The Training Program

In the development phase, use the objective and

other materials you created during the design

phase to flesh out your outline and develop the

training program.

The material may include online training

components and manual for the instructor and

employees.

In this phase, you will develop a strategy for testing

the employee’s change in knowledge, skills and

attitude based on the training.

4. Implement

Implement……….Continue

Implement The Training Program

The implementation phase is sometimes called the

delivery phase.

In this phase, you actually teach the training

program to the employees, whether the instruction

takes place online, in the classroom or through

another method.

If the delivery method is classroom instructions and

you have a large audience, you may conduct a

“train – the – trainer” program, where the facilitator

sit through the class as employee and then

practice teaching various parts of the material back

to each other to ensure consistency and full

understanding.

Implement……….Continue

The first time the instructions is offered is called a

“pilot” and there should be an opportunity to debrief

and make changes based upon feedback from

observers and the pilot audience.

5. Evaluate

Evaluate……….Continue

Evaluate The Training Program

In the evaluation phase, you determine if the

employee obtained the knowledge, skills or attitude

you identified as the goals during the analysis

phase.

You can use the information you obtained during

the evaluation phase to make additional changes

to the design, development and delivery of the

training program the next time you offer it to the

employee.

Depending on your needs, you will have to decide

in an earlier phase what level of evaluation you will

use.

Evaluate……….Continue

Levels of Evaluation:-

Level 1. Measures how the learners felt about the training i.e. did they like it?, did the believed they learned something? This evaluation can be accomplished with a simple questionnaire.

Level 2. Measures whether the learners mastered the material delivered. This usually involves a test or having each learner successfully perform a task that was taught.

Level 3. Requires following up with learners later, to determine if they are actually applying new skills on the job.

Level 4. Where they determine whether there was an actual return on investment for putting the employees through the training program.

Evaluation Sheet : -

Sr. No Marks1 3

2 3

3 3

4 3

5 3

6 3

7 3

8 3

9 3

10 3

Plans and organized effectevely

Stay overtime whenever necessary

Willengness to learn

Aims to develop good relations with internal and external customers

Able and willing to work effectively with others in a team

Communicates effectively to share information and/or skills with colleagues

Uses practices that save company resources and minimise wastage

Job knowledge

Commitments towards work

Follows instructions to the satisfaction of superiors

Designation of Appraisee

Date Of Joining

Appraisal Period:

Name of Appraiser

Designation of Appraiser

Attributes

Jaika Motors Ltd.Employee Performance Appriasal form

Emp_Code

Name of Appraisee

Evaluation Sheet………..Continue

11 3

12 3

13 3

14 3

15 3

16 3

17 3

18 3

19 3

20 3

60

0 - 30 Unsatisfied

31 - 44 Need Improvement

45 - 59 Fair

60 - 75 Good

76 - 89 Very Good

90 - 100 Outstanding

Work accuracy

Able to handle reasonable volumn of work

Leadership

Decision Making power

Total

Problem solving techniques

Attendance

Punctual

Responsible

Able to accept new things and technology

Presentation skill

Thank You