Off & On-the-Job Training MethodsCHAPTERS 6 & 7

LAUREN SLATTERY OCTOBER 22, 2014

Learning OutcomesAt the end of this session, you will be able to:

Comprehend various off and on-the-job training methods.

Evaluate suitability of various training methods for different situations.

Conceptualize KSAs needed for a trainer to successfully use Job Instruction Training.

Recognize Performance Aids.

Apply awareness of benefits of job rotation and mentorship programs to personal career advancement.

Pre-assessment

How many of you have trained someone else before?

Were you trained how to train?

What challenges did you experience?

Part 1 of Lecture:Off-the-Job Training MethodsTake place within classroom setting, outside of a classroom setting, and are even incorporated into computer-based training

Individual instructional methods are combined to create a “program” or “course” • Referred to as a training session, seminar, workshop, symposium, or

conference

Off-the-job Training Methods(refer to handout)

Off-the-Job Training Methods Participatory Learning #1 - Group - 5-10 mins

Case Incident: New hires for WestJet’s in-flight crews (flight attendants) must attend off-the-job training in order to learn how to serve customers, resolve conflict, and respond to emergencies. WestJet trainees must also know how to open cabin doors and shout the appropriate commands to evacuate the aircraft in 90 seconds.

Question:

Which of the instructional methods do you think are most effective for training new flight attendants and why?

Be prepared to present your solutions to the class – be ready to defend your suggestions!

Did you know?

In 2000, 80% of all training was delivered in the classroom in Canadian organizations

But by 2010, this figure had declined to 58%!

This leads us to….On-the-Job Training

Part 2 of Lecture:On-the-Job Training Methods

Trainee receives instruction and training at work station from a supervisor or experienced co-worker Most common approach to training Especially useful for small businesses However, can be misused:

• Often not well planned or structured• People assigned to train have no training to be trainer• Potential transfer of undesirable habits/attitudes• Trainers worry about someone taking their job

Structured approach most effective**

On-the-Job Training Methods (refer to other side of handout)

On-the-Job Training MethodsJob Instruction Training (highly effective)

Step 1: Preparation Put trainee at ease (small talk).

Guarantee that learning is possible (remember 1st step in Expectancy Theory?)

Build interest by showing personal advantage (tangible benefit).

Step 2: Instruction Show trainee how to perform the job by breaking it into steps & encourage questions.

Repeat and explain in more detail.

Allow the trainee to see the whole job again.

Step 3: Performance Ask trainee to perform less difficult parts first, then work towards whole job.

Step 4: Follow-up Leave trainee to work alone but indicate where to find help.

Continue to monitor and gradually taper off.

Participatory Learning #2What are some KSAs that the trainer would needfor this to be effective?

Performance Aid Examples

WHO Surgery Safety ChecklistResulted in one-third fewer surgery-relateddeaths and complications!

On-the-Job Training MethodsParticipatory Learning #3 – Group – 10 minsSET A Groups:

You graduate and get an HR job with Seaspan. You notice that a high number of Journeypersons were hired externally, not “brought up” in the company as apprentices. Your manager tells you this is because apprentices slow productivity and will probably just leave company.

You recall reading on a handout you received at BCIT that your manager is mistaken.

What arguments and evidence support apprenticeships? Also – see “Shipbuilding” at end of BC Jobs Plan

SET B Groups:

You graduate and get pulled into the competitive world of tourism and hospitality, taking an HR Job with the Fairmont Pacific Rim.

With the summer tourism season around the corner and world health issues such as Ebola still on the rise, you are tasked to implement improvements in employee hygiene and safety.

Recommend & defend an assortment of off AND on-the-job training methods (blended approach) aimed at improving employee hygiene and safety.

BE PREPARED TO PRESENT YOUR ANSWERS

On-the-Job Training MethodsFor your own career planning…Companies with Rotational HR Programs:

General Electric

IBM

Intel

Proctor & Gamble

TELUS

On-the-Job Training MethodsFor your own career planning…Mentorship programs for emerging professionals:

Leaders of Tomorrow (Vancouver Board of Trade)

BCHRMA Mentorship Program (applications due Fall, 2014)

Forum for Women Entrepreneurs Mentor Program (applications due Fall, 2014)

BC Innovation Council (ongoing for tech start-ups)

Company of Young Professionals (Vancouver Board of Trade, BCIT School of Business is Platinum Sponsor).

Participatory Learning #4 - Partner - 5 mins Several members of the audience have worked at these companies: choose a

training program you recall.

Indicate instructional methods used.

What effect did these methods have on your satisfaction of the program & learning?

What methods could improve your satisfaction and learning (if applicable)?

Be ready to share your experiences!

Post-assessment

What did you learn today that you did not know walking into this room?

Closure

Selection of training methods will depend on many factors including: nature of job & industry, size of training group, company budget & timeline, government regulations or subsidies, learning styles, and the trainer’s talents.

You should now be able to approach selection of training methods with critical and innovative thinking.

Make use of your new knowledge and apply it to your own job search / career planning: search for companies with rotational or mentorship programs, or join a local mentorship program.

QUESTIONS?