logging in or signing up On the job training rjsdayout Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 8362 Category: Education License: All Rights Reserved Like it (2) Dislike it (0) Added: December 02, 2008 This Presentation is Public Favorites: 3 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript On The Job Training : Group 8 On The Job Training Training & Devlopment : A formal definition of training and development is: “It is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitudes or increasing his or her skills and knowledge.” Training & Devlopment On the Job Training : On the Job Training On the job training (OJT) is job training that occurs in the work place. The new employee learns the job while doing the job and while earning his or her pay check. On the job training is also called hands on training. Roots : The process began with training lens grinders for WWII bombers. In April 1945 Boeing produced 49 complete B-29’s each day. Roots A 7 step process : A 7 step process 1. Show the trainee how to do it 2. Explain the key points 3. Let them watch you do it again 4. Let the trainee do the simple parts of the job 5. Help the trainee do the whole job 6. Let the trainee do the whole job, but watch them 7. Put the trainee on their own Techniques : Coaching Mentoring Job rotation Job Instruction Technique Techniques Advantages : Cost effective. Less disruptive Employees feel more Comfortable and confident Assessment of work Advantages Disadvantages : Trained trainer Piecemeal Insufficient time Bad habits Disadvantages Deutsche Case study : As an Analyst joining Finance you will assume real responsibility from day one, playing a vital role in business critical projects. Working with your Finance colleagues you will advise senior management on the state and performance of all areas within the Bank, as well as on ways to lower costs, manage risks and increase financial performance. You will also prepare financial information and provide this externally to shareholders, creditors, tax and regulatory authorities, and auditors. Deutsche Case study Induction Program : Induction Program All Analysts worldwide take part in the global orientation and induction program which takes place in London. The four and a half week program is designed to equip you with the skills you need to hit the ground running in your new role. As well as providing a great learning opportunity, the induction program enables you to meet a wide range of people and build relationships which will be vital to you in your career with the Bank. On-The-Job Training: : After completion of the induction program you will return to your home office where you will undergo continued development under the guidance of your manager. During the 15-month training program, Analysts complete up to four rotations through the different business areas of Finance. In addition, as part of your ongoing training and development, you will be encouraged to gain the relevant professional qualifications. On-The-Job Training: Piccadilly Supermarkets Case study 2 : Piccadilly Supermarkets Case study 2 Piccadilly’s size and growth makes it a significant force in the local economy and the company intends to be the leading supermarket in Bulgaria. Plans are in hand for expansion across Bulgaria with another two stores due to open shortly in different towns in the country. Contd. : Currently some 1,500 staff are employed by Piccadilly and all but 100 work in the supermarkets. A very flat management structure is in place, with three levels: store managers, supervisors and operatives. The average age of the staff is under 30 and the company targets the recruitment of young people and students. Bulgarian higher education allows students to study for a limited number of hours in the day and to live at home. Some students have the option of seeking parental support for their studies, so attrition rates can be high. Contd. Contd. : Coaches were nominated by the store manager in agreement with the managers responsible for purchasing goods. They were then trained by the central HR team in two critical aspects of induction: Hard skills Soft Skills Contd. You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.