3 day, information packed training program
Designed for organizations with no formal training department
Provides managers and supervisors with the basics of developing
and presenting quality, on-the-job training (OJT) programs
to their employees
Each participant will conduct a 15 minute On-The-Job training
presentation of their choice, which is evaluated and critiqued
by the instructors and peer participants
This 3 day program is designed for organizations with no formal
training department to provide managers and supervisors with
the basics of developing and presenting quality on-the-job
training (OJT) programs to their employees. At the end of this
course, participants will be able to thoroughly prepare for
and conduct an effective on-the-job training program according
to training principles discussed and practiced in class and
the Instructional Systems Design Model of Training and Development. At
the end of the training session, students must be prepared
to conduct a 15 minute On-The-Job Training presentation in
class to their peers on a subject of their choice. This presentation
will be evaluated and critiqued by the course instructor as
well as by student peers.
Our On the Job Training for Managers & Supervisors Program
helps people in your organization:
- Increase employee skills
- Enhance training skills of managers & supervisors
- Quantitatively define the changes that should occur when
employee training is conducted properly
- Overcome communication barriers and reduce conflict
- Be able to build an effective structured on the job training
- Learn to create an Individualized Learning Plan
COMMENTS FROM COURSE PARTICIPANTS
"Your program really helped to enhance my training
skills within my department"
John Stephenson, Texas Guaranteed
Student Loan Corporation
"Now I have the skills to teach new people as they
come into our organization"
Glen Jackson, Texas Food
"Tim really put together a great OJT program to enhance
Robin Kather, Texas Guaranteed
Student Loan Corporation
At the end of this presentation of, "ON THE JOB (OJT)
TRAINING CONCEPTS FOR MANAGERS & SUPERVISORS",
- Be able to define Training in a broad and narrow
- Be able to list and define the three Components of
the Training Process.
- Be able to list and define the three types of changes
that occur when training is conducted properly.
- Be able to define and discuss Structured On The Job
- Be able to list and discuss the differences between
On the Job Training and Classroom training.
- Be able to determine when Classroom or On The Job Training
is more appropriate.
- Be able to list and discuss the advantages and disadvantages
to On The Job Training.
- Be able to list and describe the roles, skills, actions
and characteristics required to become effective trainers.
- Be able to list and describe the techniques to create
and maintain a positive learning environment.
- Be able to list, define and discuss the two Adult Learning
- Be able to list, define and discuss the two ways in
which adults Process Information.
- Be able to list, define and discuss the conditions
under which Adults learn best.
- Be able to prepare an initial Training Modification
Planning Sheet to improve their training.
- Be able to describe and list the Eight Steps To Successfully
Prepare For Training.
- Be able to define and discuss and create a Training
- Be able to define and discuss and create an Individualized
COURSE LENGTH AND LOCATION
This program is conducted in a 3 day format. We can do
the course at your location or at an off site conference
facility. At course completion, each participant will conduct
a 15 minute On-The-Job training presentation of their choice.
This presentation will be evaluated and critiqued by the
instructor and peer participants.
SECTION 1 - Basic Principles of Training
- Overview of the OJT Process
- OJT vs Formal Training
- Sixteen Basic Skills Employees Require
- Training Practices Most Widely Used
- Basic Training of Training Basics
- Training Defined and Examined
- Components of the Training Process
SECTION 2 - Adult Learning Theory
- The Training Process
- Four Levels of Learning
- Learning Styles
- Information Processing
- Learner's Perceptions
- Adult Learning Conditions
- The Trainer
- The Positive Learning Environment
- Methods of Training
- The Instructional Systems Design Model of Training
SECTION 3 - The Training Analysis Phase
- The Analysis Phase
- Training Needs Analysis
- Job Analysis
- Task Analysis
- Organizational Analysis
- Audience Analysis
- Other Analysis Considerations in Training
SECTION 4 - The Design & Development Phase
- Organizing On-The-Job Training Programs
- Determine the Purpose of Training
- Determine Learning Objectives
- Designing Your Training Plan
- Developing the Individualized Learning Plan
- Develop and Obtain Required Training Materials
SECTION 5 - The Implementation Phase
- Implementation Phase Defined
- Six Steps of Effective On-The-Job Training Preparation
- Know Job, Tasks & Materials To Be Trained
- Begin Preparing How to Teach
- Prepare a Lesson Plan
- Prepare a Training Checklist
- Prepare the Training Area
- Conduct Training Rehearsals
SECTION 6 - Effective Training Delivery
- The Three Segments of a Training Session
- Essential Delivery Skills
- Opening the Training Session
- Managing the Middle of a Training Session
- Communication and Presentation Skills (Verbal & Non-verbal)
- Interpersonal Skills
- Facilitation Skills
- Effective Use of Questions & Answers
- Essential Management Skills
- Closing the Training Session
SECTION 7 -The Evaluation Phase
- The Evaluation Phase Defined
- Ten Reasons to Evaluate Training
- What Areas Should Be Evaluated?
- Five Levels of Evaluation
- Evaluate Methods
"Inherently, each of us has the substance
within to achieve whatever our goals and dreams define. What
is missing from each of us is the training, education, knowledge
and insight to utilize what we already have."
"The expense of training isn't
what it costs to train employees. It's what it costs
NOT to train them."