This is the second of three posts discussing On-the-Job Training, usually just referred to as OJT. I suggest you first read Part 1 before reading this post.

In Part 1 we looked at an example of OJT that could be greatly improved. In Part 2 we will look at a much better example of what could occur, but one that still has no real guidance or structure to the OJT program.

Example Two

Karen works on second shift in the electronics shop. She has 30 years experience but has no plans to retire in the near future. Paul started at Acme straight out of tech school. The Operations Manager assigned Paul to second shift. The second shift foreman assigned Paul to the electronics shop and asked Karen to train him. Karen would like to do a good job but doesn’t know how to go about it. Paul wants to learn as much as he can and make a good impression, especially since this is his first job after tech school. 

Karen takes Paul to the electronics shop, introduces him to others who work there, and shows him around. She asks him what classes he took at tech school and if there is anything specific that he has questions about. She admits that she doesn’t really know where to start training him but wants to help him get up to speed as quickly as possible. After they talk for awhile they agree to start with reviewing all the tools and test equipment they use to install and test the electronics they put in Acme’s RVs. Paul has used some similar test equipment in tech school but has not used all the exact equipment Acme uses. Karen decides to walk Paul through how to set up and use each piece of test equipment. In between other work Karen is doing, she finishes the day demonstrating the test equipment to Paul.

The next day Paul meets Karen in the break room before the shift starts. She tells him she wants to show him how to use the computer system Acme uses for scheduling and tracking all electric shop work. She gives him an overview of the system at the beginning of their shift and says she will show him more each time they need to use the computer.

Karen continues working with Paul each day, demonstrating each task she has to do, actively asking him questions, and having him help with tasks as he is able to. Thus, Paul is able to get trained fairly quickly on the normal day-to-day tasks done in the electronics shop.

To Be Continued…

Please check back for Part 3 of this post about On-the-Job Training which will be posted in a few days. In that post we will delve into several ways to improve Acme’s OJT program.