Work experience is quite important when it comes to the working environment. On- the- job training (OTJ) involves nurturing, provision and guidance provided to a certain organizational workforce while they perform their every day routines. This happens in a normal working environment amongst co-workers and even superiors. With the use of regular conditions and working tools, OTJ training assists the employees to perform their duties more effectively from skills and confidence built. In a proper OTJ training program, managers assist their employees in smooth performance while the employees themselves become teacher oriented with assisting each other in their tasks.
We as the HRM professionals should be cautious in determining the value of OTJ training in our workplaces. The OTJ training should be able to contain solutions to problems that we face such as weak performance by employees, consistency, and poor quality standards. The importance of this training is in that case supposed to provide solutions to such problems. The OTJ training might as well improve employees’ confidence in work performance, 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.