On the job training is job coaching that happens in the work place. Most commonly known as an apprenticeship.
The new worker learns the job while doing the job and while earning their pay check. On the job coaching is also known as hands on coaching. On the job coaching has many benefits, but it could also have one or two drawbacks if the OJT isn’t correctly planned and executed. One serious flaw of on the job coaching can be finding the best time for it. The individual answerable for giving and evaluating the coaching must be sure that their other job responsibilities are being met. Another drawback of OJT is that it can be tricky to find the correct person to conduct it. The individual doing the coaching must have the data and abilities with the same gear the learner will be working with.
Care must also be given not to pass on messy work habits or unintentionally teach unimportant or ineffective work techniques to the new employee / learner. If these drawbacks are eliminated nonetheless, on the job coaching can be of use for the company and the new worker. OJT can be inexpensive for the business since another coaching programme isn’t needed and the coaching is a component of the work shifts. No additional kit is required as the new employee learns on the gear needed for the job anyhow. On the job training regularly works out very well for the new worker since normal coaching periods have a tendency to have a coaching allowance that could be lower than the regular pay scale for the job. Also, there isn’t any need for the new employee to travel to one place for the coaching and another for the job. Many times the person that will be doing the coaching and analysis is the new worker’s supervisor or manager so this also creates job expectancies right at the beginning. The feedback during on the job coaching is also instant, so that the new worker may experience quicker expansion in the job than she or he would in other kinds of coaching eventualities.