Work experience is very important especially to the working environment. On- the- job training (OTJ) includes provision, nurturing and guidance provided to a certain organizational staff while during performance of their everyday schedules. This happens in a regular operational environment among co-workers and even superiors. By the use of regular circumstances and working tools, OTJ training supports the employees to perform their responsibilities more effectively from skills and confidence built. In a proper training program, managers assist their employees in proper discipline while the employees become tutor oriented with assisting each other in their tasks.
The HRM professionals ought to be cautious in determining the value of OTJ training in our workplaces. The OTJ training should contain solutions to problems that they encounter such as a weak performance by employees, steadiness, and poor quality standards. The relevance of this training in that case is thought to provide answers to such problems. The OTJ training can as well improve personnel self-assurance in task presentation, improve quality of services and products and in turn increase productivity. OTJ training, however, lacks feedback and development in most cases. Employees tend to feel dissatisfied in cases where feedback on their training is not compelling to them to stick around. Also, the lack of use of what they are training on in day-to-day activities in the work area makes it difficult to assess improvements. Without practicing what one trains it ends up being quite useless.
OTJ training may be improved by introducing better feedback to the trainees, helping them understand more as to why they are participating in that training. The training can as well be relevant to their specific roles in the organization to motivate them to keep going.