The most common type of training at all levels of an organization is on-the-job training. Whether the training is planned or not, people tend to learn from their job experiences. Based on your experiences, discuss the value of on-the-job training. How should we as HRM professionals objectively determine the 'value' of on-the-job training? Then, discuss the problems of on-the-job training that should be taken into consideration. Finally, make a recommendation as to how on-the-job training can be assessed and used for succession planning.
Support your post with additional information from at least two reputable sources (library and/or web-based). Cite your sources. Bring in your own personal experiences, if applicable.
Subsequent Posts—Module 1
Challenge, defend, and/or supplement comments made by at least two classmates. Respond to each. Bring in additional information specific to the discussion. Your additional information may be from the news, your readings/research, and/or personal experience. Cite your sources.
Key values of OJT include:
Speed and Efficiency: New employees become productive faster. A mentor can quickly walk a trainee through the steps of a task, resulting in immediate output.
Contextual Learning: It occurs in the actual work environment using real equipment and documents, which enhances retention and skill fluency (Noe, 2020).
Cultural Integration: OJT facilitates the transfer of tacit knowledge—unwritten rules, organizational norms, and institutional memory—that formal training cannot capture.
Cost-Effectiveness: It generally requires less investment in external materials, trainers, and facilities compared to off-site courses.
Objectively Determining the 'Value' of OJT
To move beyond anecdotal evidence, HRM professionals must apply rigorous metrics, primarily focusing on results and return on investment (ROI). We can determine the value of OJT by measuring its impact on three levels:
Productivity/Performance Metrics:
Time to Competency: How long it takes a newly trained employee to reach the established performance benchmarks (e.g., call center agent hitting a target resolution rate).
Error Reduction: Measuring the drop in errors, waste, or re-work rates attributable to the OJT program.
Quality Scores: Tracking quality metrics (e.g., customer satisfaction scores) pre- and post-training.
Financial Metrics (ROI):
Calculate ROI: Compare the total cost of the OJT program (trainer time, materials, initial loss of trainee productivity) against the quantified benefits (increased output value, reduced waste cost).
- OJT ROI=Total Cost(Total Benefit−Total Cost)×100
Retention and Engagement:
Trainee Retention: Tracking the retention rate of employees who completed structured OJT compared to those who did not. High-quality OJT correlates with higher engagement and lower turnover.
Problems of On-the-Job Training
Despite its advantages, OJT is prone to several significant problems that dilute its potential value:
Inconsistency (The "Bad Habits" Problem): Training quality relies entirely on the individual trainer (often a busy coworker), who may pass on their bad habits, shortcuts, or outdated methods (CIPD, 2023). This can lead to organizational inconsistency and errors down the line.
Sample Answer
On-the-job training (OJT) is pervasive across all organizations because it leverages the immediate work environment for skill acquisition. Its value lies in its relevance, immediacy, and cost-effectiveness. As HRM professionals, we must move beyond simply recognizing its prevalence and establish objective methods to measure its value, address its inherent weaknesses, and strategically utilize it for future talent development.
The Value of On-the-Job Training
Based on my experience, the greatest value of OJT is its direct applicability and high transfer of learning. Unlike classroom training, skills learned on the job—such as using proprietary software, navigating team dynamics, or handling a specific client crisis—are immediately relevant to performance. This practical context ensures that employees learn exactly what they need, exactly when they need it.