Seven Step OJT Training Model
Step 1. Introduction. State and discuss the learning objectives and answer any questions the employee may have. Discuss the acceptable standards of knowledge and performance. Tell the trainee what you're going to train. Emphasize the importance of the procedure to the success of the production/service goals. Invite questions. Emphasize the natural and system consequences of their performance. The natural consequences describe the hurt or health that automatically results. The system consequences are those consequences the organization applies as a result of an employee's performance; discipline or positive recognition.
Step 2. Trainer shows and tells. In this step, the trainee becomes familiar with each work practice and why it is important. Review the initial conditions for the procedure. Demonstrate the process, carefully explaining each step as you go. Answer questions and continue to demonstrate and explain until the employee understands what to do, when and why to do it, and how to do it.
Step 3. Learner tells - Trainer shows. This step is necessary when exposure to hazards inherent in the procedure could cause serious harm. It protects the trainee because the trainer performs the procedure. The trainee explains the procedure to the trainer, while the trainer does it. This gives the trainer an opportunity to discover whether there were any misunderstandings in the previous step. The trainee also responds to trainer questions.
Step 4. Learner shows and tells. The trainer has the trainee do it. The trainee explains the step, gets permission to perform the stem and then carries out the step. This step is very important when training tasks that might result in serious physical injury or death if not performed correctly. The learner may try to perform the task too quickly, increasing the probability of an injury. Requiring permission helps prevent this from happening.
Step 5. Conclusion. Recognize accomplishment - "Good job!" Reemphasize the importance of the procedure and how it fits into the overall process. Tie the training again to accountability by discussing the natural and system consequences of performance.
Step 6. Document. Training documentation should be more than an attendance sheet. See the sample training certification document on the next page. It represents one possible way to document training. Strong documentation includes:
- Trainee's and trainer's name
- Date of training
- Subject(s) being trained - procedures, practices, related policies, rules, etc.
- Certification - trainee and trainer signatures
- Trainee statement of understanding and intent to comply
- Trainee statement that he/she was provided opportunity to practice
- Trainer statement that testing of knowledge and skills was conducted
- Trainer statement that student demonstrated adequate knowledge and skill
Step 7. Validate. At some point in time after the conclusion of the OJT session, observe and question the employee to validate that the training has been successful and that the employee has developed a proper attitude related to the work.