Settings Objectives for Your OJT Program

TeamOJT Tip of the Month for September, 2005

Defining objectives for your OJT program is an important but often overlooked process. Always make sure that the program objectives are tied directly to business issues. If you don't have any particular business outcome in mind, you'll never be able to show real organizational impact.

Define your objectives with an eye to the eventual measurement of results. Line managers should be very helpful here because they're in a good position to understand the organization and identify important performance issues. Managers sometimes need help in tying their business goals to specific objectives for the training program. To help them decide what areas to measure and then to define the objectives, ask questions similar to the ones below. The questions asked should include the three benefit areas of on-the-job training - training, performance, and attitude. You want to know what will count as evidence that the program is successful and worth continuing and expanding.

Questions to ask when setting training objectives:

How long does it take for employees to reach competency, and what amount of time is expected?
What percent of employees are skilled to the same degree? What percent is expected?
What is the general proficiency level of employees, and what level is expected?
How many employees are qualified as trainers, and how many are needed?

Questions to ask when setting performance objectives:

What are the general productivity levels, and what should they be?
Are schedules and backlogs problematic? If so, what is expected?
How many errors occur, what kind, and what is expected in terms of errors?
What product defects occur in your area? What is allowable?

Questions to ask when setting attitude objectives:

Are absenteeism and turnover of concern? If so, what is expected?
How would you rate employee morale? What would you like to see improved?
What do employees think of their current training program? What would cause that to change?

Human Performance Applications
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