Training Methods

Informal Training

One important distinction is between formal and informal training methods. Formal training methods are described in more detail in the following paragraphs. Although most of the training research has [Page 824]focused on formal methods, it is not clear whether most corporate training is this structured. As much as half of actual organizational training may be informal in nature. Employees also learn new skills through trial and error, through developmental experiences and mentoring, and through the most common type of informal training: on-the-job training (OJT). On-the-job training simply refers to assigning employees to jobs and encouraging them to learn by observation or direction from supervisors or more experienced incumbents. For example, a new employee is required to wear protective clothing to handle hazardous waste materials. He or she is told to ask a senior employee to demonstrate the proper technique for donning the clothing.

Most of us have gone through OJT at some point in our careers. There was a time near the beginning of the 20th century when nearly all training was on the job (conducted by the foreman). Because of OJT's unstructured nature, it is difficult to estimate how frequently OJT actually occurs in modern organizations. For example, even if an organization knows that 50% of an employee's first week on the job is spent learning on the job, there will probably be numerous undocumented times in the next year that the employee asks a supervisor for advice or observes a more experienced worker performing a task more efficiently.

Tracking OJT is also difficult because learning might not always be taking place during those times designated as OJT. On-the-job training is sometimes referred to as training by “following around old Joe.” However, it is not always clear whether old Joe is motivated or prepared to offer sound instruction. Despite the fact that there has been little research done on the frequency or effectiveness of on-the-job training, it is believed that the same principles of training effectiveness that apply to formal job training apply to OJT, as well. These include preparing for instruction by understanding the key steps and preparing equipment, materials, and so forth; explaining the training objectives; demonstrating the task and explaining the key elements of the task; having the trainee perform part or all of the task (depending on complexity); praising successful efforts and correcting unsuccessful ones; and providing opportunities for practice.

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