FAQ's

What is on-the-job training (OJT)?

On the job training is training that occurs at the work site. There are two types on on-the-job training - unstructured and structured.

Unstructured OJT, also known as the degenerating buddy system or "follow Joe around and watch what he does", is something we're all familiar with and have probably had to endure at some time in our careers. This is an unplanned, hit-and-miss, trial-and-error method where valuable details are left out, mistakes are perpetuated, and there is no consistency from employee to employee.

Structured OJT is a systematic, purposeful approach. With structured OJT, you have a trained trainer who understands how to deliver one-on-one training and who uses written materials while training. And there is an orderly method to the training delivery: first, the trainer demonstrates the task; second, the trainee performs the task as the trainer coaches; third, the trainee performs the task again without assistance and then gets specific feedback from the trainer; and fourth, the trainer evaluates the trainee against pre-defined standards. Training is consistent from trainee to trainee.

What is TeamOJT?

TeamOJT is a team-driven structured on-the-job training system. It is an eight-step process by which teams of employees who perform the same or similar job tasks work together to design, develop, implement, and evaluate their own structured on-the-job training. It is a systematic, comprehensive, and integrated response to both performance problems and performance improvement opportunities.

What is TeamOJT based on?

TeamOJT is based on a solid theoretical framework of adult learning principles, instructional systems design, and cognitive and social psychology. Five fundamental concepts of human behavior are incorporated into the model:

1. All human behavior is goal-directed, the primary goal being to belong and feel significant.
2. People are creative decision-makers and want and need to make decisions that affect their jobs and the manner in which the work is performed.
3. Human behavior occurs in a social context - the cooperation and contribution of people solve problems.
4. Use is more important than possession. Possession of skills and knowledge mean little unless employees are given the opportunity to use those skills and knowledge to the fullest extent possible.
5. People and organizations function holistically. Repeatedly, teams have shown that the quality and quantity of individuals' independent work is not nearly as effective as the same work accomplished cooperatively.

How is TeamOJT different from other structured OJT systems?

The entire TeamOJT process is team-driven and relies on full workforce participation. That does not mean that you absolutely can't use TeamOJT with only one or two individuals. But you will get a more user-friendly product that is at the appropriate level for trainees when the job task analysis and training modules are developed by teams of employees who represent a wide range of knowledge and skills in a particular job area. Plus you have the added benefits of employee buy-in, improved morale, much faster development time, and employee involvement in process and procedure redesign that results from the team effort. And, unlike other structured OJT programs, there is a tremendous improvement in communication, teamwork, decision-making and problem-solving. TeamOJT is not just an on-the-job training system. It is a human performance improvement intervention for both training and non-training problems and opportunities.

TeamOJT is also unique in that it incorporates skill, knowledge, and attitude. Other structured OJT methods address only skill and knowledge. But skill and knowledge alone are not sufficient to ensure a well-trained and productive employee. Why? Productivity relates directly to both ability andwillingness to do work. Knowledgeable, skilled employees produce little when they lack a spirit of cooperation, dislike the job, have little or no opportunity to make decisions about how to do the job, see limited personal reward for their effort, and are not encouraged to contribute to the organization in a meaningful way. Attitude affects motivation, and motivation reflects the difference between what a person can do and what he or she will do.

Attitude is key and must be designed into the training system. This ingredient is not easily blended into existing programs. There must be a conscious intent to include attitude in the training of a workforce.

To incorporate the factors of skill, knowledge, and attitude, TeamOJT uses three interactive components that are essential to effective OJT: team job task analysis (which identifies skill and knowledge requirements), job instruction training (an orderly procedure for training one-on-one), and human factors principles of human behavior and job-related conditions that affect task accomplishment (the attitude factor). This unique combination produces predictable and consistent results.

What are the benefits of TeamOJT to employees?

Increased job satisfaction, pride in contribution, improved attitude, boost to self-esteem, ownership of training and procedures, exchange of ideas with peers and managers, consistent training, standardized procedures, decrease in time to learn a new job, training materials and procedures that are written in familiar language, known standards to be evaluated against, and increased opportunities to advance.

What are the benefits of TeamOJT to the company?

Employees interested in doing the job, measurable results in an operating environment, increased productivity, higher quality, lower turnover, decrease in time to learn new job/task, safer work environment, motivational environment, high return on investment, less waste and rework, standardization in the way jobs are performed, increased customer satisfaction, ability to capture knowledge and experience of senior employees, improved communication between employees, and better teamwork, decision-making and problem-solving.

What are the different roles employees take in the TeamOJT process?

Employees participate as design team members, approval team members, design team facilitators, administrators, OJT trainers, and/or in-house advocates.

Do the employee teams need to be trained in the TeamOJT process?

No, only the design team facilitators and OJT trainers need to be trained in the eight-step TeamOJT process. Because TeamOJT is so simple and easy-to-learn-and-implement, your company doesn't need to spend a lot of time and money training people. Once you learn the system, you can work with your own employee teams, teaching them to conduct a team job task analysis and write training modules and cover sheets as they adapt the format and content to their own environment.

Who can be a design team facilitator?

Anyone who has been trained in the TeamOJT Model and has facilitation skills can be a design team facilitator. Facilitators can be experts in the job, but certainly do not need to be knowledgeable about the job.

What does the design team facilitator do?

Design team facilitators are at the heart of team-driven OJT. They are its champions. They have a working knowledge of the eight-step process and are responsible for teaching the team job task analysis and module writing to the design teams. Additionally, they function as process experts and are present to conduct all design team meetings.

Because TeamOJT is a simple process, once the process is learned,the original facilitator may either continue to facilitate the design team or turn the job over to any member of the team who has facilitation skills.

Who should be on the design team?

Design teams generally consist of 3-9 employees who do the same or similar jobs. Also, some organizations use cross-functional teams. Cross-functional teams can be comprised of employees from quality, engineering, legal, production, or whatever makes sense for your organization.

How long does it take to get a design team up and running?

At most, two to three hours. With a trained design team facilitator, most teams can conduct a team job task analysis and write one or two training modules within the first two hours. After that, they are off and running, and can generally write two-four training modules per hour.

What is a training module?

A training module is a short, "how-to" instructional guide, usually in a two-column format, normally used for teaching and learning step-by-step procedures involved in performing a skill, or to present more factual information. Click here to view sample training modules.

Can teams produce training materials as fast as one or two subject matter experts (SMEs) working alone?

Based on joint research conducted by Boeing and NASA, the TeamOJT methodology produces training materials FOUR times FASTER than with traditional structured OJT methods, it more closely matches the way employees really do their jobs, and it consistently produces materials and documentation that are of superior quality.

Can training modules be used for anything other than training?

Yes. Many companies have decided to replace their Standard Operating Procedures (SOP's) with the training modules. Other uses include: employee recruitment, personal development programs, manufacturer-provided materials on the repair and maintenance of equipment, documentation for ISO, process and procedure upgrades, OSHA and other regulatory requirements, employee retention, evaluation checklists, and lesson planners. They are also used as basis for safety manuals and product information.

What types of companies/industries implement TeamOJT?

TeamOJT is applicable to any size or type of organization - some industries include financial/banking, healthcare, hospitality, insurance, manufacturing, pharmaceuticals, printing/graphics, technology, transportation, utilities, retail, and chemical.

TeamOJT can be used by small businesses to train single tasks such as how to use a cash register, or to train and retrain an entire workforce in a large corporation.

Will TeamOJT help with ISO certification?

Definitely. Many organizations have reported that using TeamOJT greatly simplified the ISO certification proceess.

Does TeamOJT work for e-learning applications?

Yes. The team job task analysis results in a list of tasks suitable for e-learning, and the training modules provide the perfect content, including pictures and interactivity. It also works well for virtual teams where each team member resides in a different location.

Can I integrate TeamOJT with existing training programs?

Yes. TeamOJT can be a stand-alone training program or is easily blended with classroom or e-learning applications.

How do I evaluate the effectiveness of TeamOJT?

TeamOJT is the only OJT system that has a built-in evaluation plan - the only OJT system to include all four levels of evaluation as outlined by Kirkpatrick. TeamOJT's evaluation strategies were jointly developed and tested by HPA and research psychologists at NASA Ames Research Center. The measurement menu lets you choose what and how to measure to assure a thorough evaluation of trainees and the entire OJT program. The evaluation plan results in the hard measurements your leadership is looking for.

Can I become certified to teach TeamOJT in my own company?

Yes. Contact Diane Walter at (206) 447-0860 for details.

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