Assignment HR-211

Course: Human Resource Management (HR-211)

3rd semester, BS-Applied Psychology (Evening)
Student Name: Saba Akhtar Roll # 20568
Submitted to: Prof, Malik Saleem gull
Topic: Advantages of on-the-job training & four Steps in job
instruction

Advantages of on-the-job training are following. (OJT)

1.Simplicity:
On-the-job training is useful and simple to learn the jobs that
can be learned by watching and doing. Under it, the training need not explain and
analyze the job detail, as employees can learn it by observing and doing it on the
actual workstation.

2.Economy:
On-the-job training is economical in the sense that it does not
require extra cost burden for arranging training needs. Moreover, it does not
require separate training space to provide training.

3.Actual Workstation:
On-the-job training is conduct at the actual
workstation; hence, employees can get the first-hand experience from the job as
they learn it through actual equipment and materials.

4.Immediate Productivity:
Since trainees are involved in the actual work
process, quick learning and immediate productivity will be obtained from the
work performed by the trainees.

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5.Quick Learning:
On-the-job training provides a favorable environment for
quick learning. This is because trainees are involved in the actual work process.

6.multi-skill:
As it is a practical approach, it develops multi-skill in trainees. It
develops multi-skill in trainees. The employees can get quick feedback about the
correctness of their performance.

four Steps in job instruction:

For effective employee training, there are
four steps that generally occur. The four steps are following which are involved in
employee training process to make it effective.
1.Employee orientation 2. In house training
3. Mentoring 4. External training

Employee orientation:
The first step in training is an employee orientation.
The employee orientation is the process used for welcoming a new employee into
the organization. The importance of the employee orientation is two-fold. First,
the goal is for employees to gain an understanding of the company polices and
learn how their specific job fits into the big picture. Employee orientation usually
involves filling out employee paperwork such as 1-9 and 401(K) program forms.
Goals of employee orientation are following.
To reduce start-up costs. If an orientation is done right, it can help get the
employee up to speed on various policies and procedures, so the employee
paperwork is filled out correctly.
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To reduce anxiety. Starting a new job can be stressful. One goal of the orientation
is to reduce the stress and anxiety people feel when going into an unknown
situation.

2. In-house training:
The in-house training programs are learning
opportunities developed by the organization in which they are used. This is
usually the second step in the training process and often is ongoing. In-house
training programs can be training related to a specific job; training might include
an employee learning how to use a particular kind of machinery.
Many companies provide in-house training on various HR topics as well, meaning
it include the following.
Ethics training
Sexual harassment training
Multicultural training
Communication training
Management training
Customer serve training
Operation of special equipment
Training to do the job itself
Basic skills training

3. Mentoring:
After the employee has completed orientation and in-house
training, companies see the value in offering mentoring opportunities as the next
step in training. Sometimes a mentor may be assigned during in-house training. A
mentor is a trusted, experienced advisor who has direct investment in the
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Assignment HR-211
development of an employee. A mentor may be a supervisor, but often a mentor
is a colleague who has the experience and personality to help guide someone
through processes. While mentoring may occur informally, a mentorship program
can help ensure the new employee not only feels welcomed but is paired up with
someone who already knows the ropes and can help guide the new employee
through any on-the-job challenges.
To work effectively, a mentoring program should become part of the company
culture, in other words, new mentors should receive in-house training to be a
mentor. Mentors are selected based on experience, willingness, and personality.

4. External training:
External training includes any type of training that is
not performed in-house. This is usually the last step in training, and it can be
ongoing. It can include sending an employee to a seminar to help further develop
leadership skills or helping pay tuition for an employee who wants to take a
marketing class. To be a ford automotive Technion, for example you must attend
the ford ASSET program, which is a partnership between Ford Moto company,
Ford dealers, and select technical schools.

Finished