On-the-job training (OJT) is a form of training taking place in a normal working situation.

On-the-job training, sometimes called direct instruction, is one of the earliest forms of training
(observational learning is probably the earliest). It is a one-on-one training located at the job site,
where someone who knows how to do a task shows another how to perform it. In antiquity, the
work performed by most people did not rely on abstract thinking or academic education. Parents
or community members, who knew the skills necessary for survival, passed their knowledge on
to the children through direct instruction.
On the Job Training is still widely used today. It is a frequently used method of training because it
requires only a person who knows how to do the task, and the tools the person uses to do the
task. It may not be the most effective or the most efficient method at times, but it is normally the
easiest to arrange and manage. Because the training takes place on the job, it can be highly
realistic and no transfer of learning is required. It is often inexpensive because no special
equipment is needed other than what is normally used on the job. One drawback is
that OJT takes the trainer and materials out of production for the duration of the training time. In
addition, due to safety or other production factors, it is prohibitive in some environment. Even
many researches show the importance of the On the Job Training. For instance in a research
conducted by Arun Paul (2012) confirms the significance of providing social skills training to
professional social workers.
A large majority of employee learning is accomplished through on-the-job training. Well designed
OJT training programs are well planned and resourced, staff managers with competent coaching
ability, and define the criterion for performance standards.
Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to focus
on them. It also offers the benefit of transferring theory learning to practice. The biggest problem
is that it perpetrates the existing practices and styles. In India most of the scooter mechanics are
trained only through this method.
Understudy:
In this method, a superior gives training to a subordinate as his understudy like an assistant to a
manager or director (in a film). The subordinate learns through experience and observation by
participating in handling day to day problems. Basic purpose is to prepare subordinate for
assuming the full responsibilities and duties.
Example: A potential future CEO may spend a year as the assistant to the current CEO.
Job Rotation:
It is the process of training employees by rotating them through a series of related jobs. Rotation
not only makes a person well acquainted with different jobs, but it also alleviates boredom and
allows to develop rapport with a number of people. Rotation must be logical.
Job rotation is a management technique that assigns trainees to various structures and
departments over a period of a few years. Surveys show that an increasing number of
companies are using job rotation to train employees.

Organizations that use job rotation tend to be successful innovative companies and organizations
with a growth and development agenda.

Job rotation is also a control to detect errors and frauds. It reduces the risk of collusion between
individuals. Organizations dealing with sensitive information or system (e.g. bank) where there is
an opportunity for personal gain can benefit by job rotation. Job rotation also helps in business
continuity as multiple people are equally equipped to perform a job function. If an employee is
not available other can handle his/her position with similar efficiency.
Example: nasa downloaded PowerPoint
Apprenticeship
Apprenticeship is a system of training a new generation of practitioners of a skill. This method of
training is in vogue in those trades, crafts and technical fields in which a long period is required
for gaining proficiency. The trainees serve as apprentices to experts for long periods. They have
to work in direct association with and also under the direct supervision of their masters.
The object of such training is to make the trainees all-round craftsmen. It is an expensive method
of training. Also, there is no guarantee that the trained worker will continue to work in the same
organization after securing training. The apprentices are paid remuneration according the
apprenticeship agreements.
Examples of U.S. apprenticeship programs:
Persons interested in learning to become electricians can join one of several apprenticeship
programs offered jointly by the International Brotherhood of Electrical Workers and the National
Electrical Contractors Association. No background in electrical work is required. A minimum age
of 18 is required. There is no maximum age. Men and women are equally invited to participate.
The organization in charge of the program is called the National Joint Apprenticeship and Training
Committee.
Apprentice electricians work 32 to 40+ hours per week at the trade under the supervision of a
journeyman wireman and receive pay and benefits. They spend an additional 8 hours every other
week in classroom training. At the conclusion of training (five years for inside wireman and
outside lineman, less for telecommunications), apprentices reach the level of journeyman
wireman. All of this is offered at no charge, except for the cost of books (which is approximately
$200600 per year), depending on grades. Persons completing this program are considered
highly skilled by employers and command high pay and benefits
Informal learning is the unofficial, unscheduled, impromptu way to do jobs.
Informal learning is learning without borders.
Informal learning is, by default, any learning that is not formal learning or non-formal learning.
Informal learning is organized differently than formal and non-formal learning because it has no
set objective in terms of learning outcomes and is never intentional from the learners
standpoint. Often, it is referred to as learning by experience or just as experience.
Informal learning is like riding a bicycle: the rider chooses the destination and the route. The
cyclist can take a detour at a moments notice to admire the scenery or help a fellow rider.

Formal learning is like riding a bus: the driver decides where the bus is going; the passengers
are along for the ride. People new to the territory often ride the bus before hopping on the bike.

Traditional training departments put almost all of their energy into driving busses. For
experienced workers, most bus rides are as inappropriate as kindergarten classes. Mature
learners, typically a companys top performers, never show up for the bus. They want pointers
that enable them to do things for themselves. They are filling in gaps in what they already know,
and theyre in a hurry to do so.
Informal learning can be characterized as the following:
*It usually takes place outside educational establishments;
*It does not follow a specified curriculum and is not often professionally organized but rather
originates accidentally, sporadically, in association with certain occasions, from
changing practical requirements;
*It is not necessarily planned pedagogically, systematically according to
fixed subjects, test and qualification-oriented, but rather, either unconsciously incidental or
consciously intended intuition, holistically problem-related, and related to actual situations and
fitness for life;
*It is experienced directly in its "natural" function of everyday life.
*It is often spontaneous and creative.
*It is a key component to an alternative learning system coined, Learning by Observing and
Pitching-In (LOPI),[3] which is highly used by the indigenous of the Americas, but not by all.
Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training method in which a suitable trainer (a)
prepares a trainee with an overview of the job, its purpose, and the results desired, (b)
demonstrates the task or the skill to the trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d) follows up to provide feedback and help. The trainees
are presented the learning material in written or by learning machines through a series called
frames. This method is a valuable tool for all educators (teachers and trainers). It helps us:
a. To deliver step-by-step instruction
b. To know when the learner has learned
c. To be due diligent (in many work-place environments)
Lectures are the traditional and direct method of instruction. Every training program starts with
lecture and conference. Its a verbal presentation for a large audience. However, the lectures
have to be motivating and creating interest among trainees. The speaker must have
considerable depth in the subject. In the colleges and universities, lectures and seminars are the
most common methods used for training.
Programmed learning (or programmed instruction) is a research-based system which helps
learners work successfully. The method is guided by research done by a variety ofapplied
psychologists and educators.[1]
The learning material is in a kind of textbook or teaching machine or computer.
The medium presents the material in a logical and tested sequence. The text is in small steps or
larger chunks. After each step, learners are given a question to test their comprehension. Then

immediately the correct answer is shown. This means the learner at all stages makes responses,
and is given immediate knowledge of results.

Vestibule Training:
Vestibule Training is a term for near-the-job training, as it offers access to something new
(learning). In vestibule training, the workers are trained in a prototype environment on specific
jobs in a special part of the plant.
An attempt is made to create working condition similar to the actual workshop conditions. After
training workers in such condition, the trained workers may be put on similar jobs in the actual
workshop.
Vestibule Training: This training method attempt to duplicate on-the-job-situation in a
company classroom. It is a classroom training that is often imported with the help of the
equipment and machines, which are identical with those in use in the place of work. This
technique enables the trainees to concentrate on learning new skill rather than on performing on
actual job. This type of training is efficient to train semi-skilled personnel, particularly when many
employees have to be trained for the same kind of work at the same time. Often used to train
bank tellers, inspectors, machine operators, typists etc. In this, training is generally given in the
form of lectures, conferences, case studies, role-play etc.
Examples of vestibule training include airlines that use simulators to train pilots and cabin
attendants, astronauts who train in mock-up space capsules.
An electronic performance support system (EPSS) is any computer software program or
component that improves user performance.
Electronic Performance Support Systems is also the name of a book, published in 1991,
by Gloria Gery.
Electronic performance support systems can help an organization to reduce the cost of training
staff while increasing productivity and performance. It can empower employees to perform tasks
with a minimum amount of external intervention or training. By using this type of system an
employee, especially a new employee, will often not only be able to complete his or her work
more quickly and accurately, but, as a secondary benefit, will also learn more about the job and
the employer's business.
An EPSS is best considered when workers require knowledge to achieve individual performance in
a business environment. It is often furthermore considered when skilled performers are spending
a lot of time helping less skilled performers; when new workers must begin to perform
immediately and training is impractical, unavailable or constrained; or when employees need to
be guided through a complex process or task that cannot be memorized. These situations often
occur when new systems (e.g.customer relationship management, enterprise resource planning)

are introduced, upgraded or consolidated, and in certain call centres when agents must perform
using complex systems, processes or products.
There are different views about the components and characteristics of EPSS. For example, from
Barker and Banerjis (1995) point of view, an EPSS has four functional levels, which should be
brought together successfully. The first level is the user interface shell (the human computer
interface) and the database; the second one is generic tools (help system, documentation, text
retrieval system, intelligent agents, tutoring facility, simulation tools and communication
resources); the third one is application-specific support tools; and the final level is a target
application domain (schools, particular business settings, military, etc.).

The following is a list of companies and organizations that have used

the EPSS process successfully. Usage includes such items as:
(1) Documentation for a new computer application.
(2) Computer-based training.
(3) Use of EPSS for new customer service employees.
(4) Use of an integraged Performance System.
Example : American Airlines, Shell Oil , Federal Express
Videoconferencing (or video conference) means to conduct a conference between two or
more participants at different sites by using computer networks to transmit audio
and video data. For example, a point-to-point (two-person) video conferencing system works
much like a video telephone. Each participant has a video camera, microphone, and speakers
mounted on his or her computer. As the two participants speak to one another, their voices are
carried over the network and delivered to the other's speakers, and whatever images appear in
front of the video camera appear in a window on the other participant's monitor.
Multipoint videoconferencing allows three or more participants to sit in a virtual conference room
and communicate as if they were sitting right next to each other. Until the mid 90s,
the hardware costs made videoconferencing prohibitively expensive for most organizations, but
that situation is changing rapidly. Many analysts believe that videoconferencing will be one of the
fastest-growing segments of the computer industry in the latter half of the decade.
1. Video and audio, or just audio connection between two computers communicating via the
Internet.
o

Examples of free audio conferencing software: Gizmo, Skype (both cross platform)
both enable users to speak to other Gizmo/Skype users free of charge (although
users can also pay a fee and make calls to landlines using the computer). For
further examples view Wikipedia list.

Examples of free video conferencing software: iVisit (cross platform), iChat (Mac
only), NetMeeting (Windows only).

Breeze can also be used for video conferencing (but Breeze is more than just a
video/audio conferencing tool. See Breeze overview)

2. Transmitted to & received from any computer in any location that has Internet connection
(broadband desirable for effective use). Teacher must have microphone, can have camera.
Ideally end users have microphone (camera not essential) for synchronous
communication.
3. Technology requirements for video/audio conferencing:
o

Computer with access (ideally broadband) to the Internet.

Browser.

Speakers to hear audio.

Microphone (to contribute audio).

Web camera to contribute video.

Computer-Based Training (CBT)

Computer-based training is becoming increasingly prevalent as technology becomes more
widespread and easy to use. Though traditional forms of training are not likely to be replaced
completely by technological solutions, they will most likely be enhanced by them. Human
interaction will always remain a key component of workplace training.
Nonetheless, it is a good idea to look more closely at what training technologies have to offer
and how they might be used to supplement existing training programs or used when developing
new ones. Computer-based training formats vary from the simplest text-only programs to highly
sophisticated multimedia programs to virtual reality. Consider the following types:

Text-only. The simplest computer-based training programs offer self-paced training in a

text-only format. These programs are similar to print-based, individualized training
modules with the addition, in most cases, of interactive features. While simple in format,
these programs can be highly effective and present complicated information and concepts
in a comprehensible and easily accessible way.

CD-ROM. A wide variety of off-the-shelf training programs covering a broad range of

workplace topics are available on CD-ROM. Programs can also be created by training
consultants for the specific needs of the particular organization or individual departments.

Multimedia. These training materials are an advanced form of computer-based training.

They are much more sophisticated than the original text-only programs. In addition to text,
they provide stimulating graphics, audio, animation, and/or video. Multimedia tends to be
more provocative and challenging and, therefore, more stimulating to the adult mind.
Although costs are higher than text-only software, the benefits in terms of employee
learning may well be worth it. Multimedia training materials are typically found in DVD
format.

Virtual reality. Virtual reality is three-dimensional and interactive, immersing the trainee
in a learning experience. Most virtual reality training programs take the form of simulation,
which is a highly effective form of training. It is hands-on experience without the risks of
actual performance. Flight simulators, for example, have been used successfully for years
to train airline and military pilots in critical flying skills, as well as to prepare them for
emergency situations in a safe and forgiving environment.

Advantages

Computer-based training programs are easy to use.

They can often be customized or custom designed.

They are good for helping employees develop and practice new skills.

They are useful for refresher training. They are applicable to self-directed learning.

They can be cost-effective because the same equipment and program can be used by
large numbers of employees.

They are flexible because trainees can learn at their own pace and at a time thats
convenient for them. Computer-based programs are available 24 hours a day, 7 days a
week. No matter which shift an employee works, training is always available.

Some programs are interactive, requiring trainees to answer questions, make choices, and
experience the consequences of those choices. This interaction generally results in greater
comprehension and retention.

They are uniform, which makes it possible to standardize training.

They are measurable. When computers are used for training, it is possible to track what
each employee has learned right on the computer. Most programs have post-tests to
determine whether the employee has understood the training. Test scores give trainers
statistics for training evaluations.

Disadvantages

These programs require trainees to be computer literate.

They require trainees to have computer access.

There is little or no interaction with a trainer; if trainees have questions, theres no one to
ask.

These programs are not effective at teaching soft-skills, such as customer service, sales,
or sensitivity training.

They are not the best choice for new or one-time training. Trainers need live interaction to
ensure new skills or concepts are being communicated. Trainees need to be able to ask
questions and receive feedback.

Some poorly designed programs are boring and result in trainees having a poor
retention rate of the material as well as a low finish rate.

Online or E-Learning
In addition to computer-based training, many companies with employees in a variety of locations
across the country are relying on other technologies to deliver training. According to the ASTD
State of the Industry report, companies are using a record level of e-learning, and ASTD
predicts that number will continue to rise. This method is becoming more and more popular as
access to the Web becomes more widely available. Some examples include:

Web-based training. This method puts computer-based training modules onto the Web,
which companies can then make available to their employees either on the companys
intranet or on a section of the vendors website that is set up for your company. There are
many courses available on the Internet in many different topic areas. These courses
provide a hands-on, interactive way for employees to work through training presentations
that are similar to CD-ROM or PowerPoint, on their own. Training materials are
standardized because all trainees will use the same program. Materials are also easy to
update, so your training is always in step with your industry. Web-based training programs
are also often linked with software (a learning management system, or LMS) that makes
trainees progress trackable, which makes recordkeeping very easy for the training
administrator.

Tele- or videoconferencing. These methods allow the trainer to be in one location and
trainees to be scattered in several locations. Participants are networked into the central
location and can usually ask questions of the trainer via the telephone or by a webchat
feature. Lectures and demonstrations can be effective using this method.

Audioconferencing. This method is similar to videoconferencing but involves audio only.

Participants dial in at the scheduled meeting time and hear speakers present their
training. Question and answer sessions are frequently held at the end of sessions in which
participants can email questions or call in and talk to a presenter.

Web meetings, or webinars. This method contains audio and visual components.
Participants dial in to receive live audio training and also follow visual material that
appears on their computer screens. These presentations are similar to CD-ROM or
PowerPoint presentations and sometimes offer minimal online interactivity. Q & A sessions
may also be held at the end of sessions.

Online colleges and universities. This method is also known as distance learning, and
many schools now offer certificates or degrees through online programs that require only
minimal on-campus residency.

Collaborative document preparation. This method requires participants to be linked

on the same network. It can be used with coaches and trainees to teach writing reports
and technical documents.

E-mail. You can use e-mail to promote or enhance training. Send reminders for upcoming
training. Solicit follow-up questions for trainers and/or managers. Conduct training
evaluations through e-mail forms.

Advantages

Online or e-learning programs are effective for training across multiple locations.

They save the company money on travel expenses.

They can be a less expensive way to get training from expert industry professionals and
consultants from outside the company.

They are useful for refresher training.

They are good for self-directed learning.

They can be easy to update with new company policies or procedures, federal regulations,
and compliance issues.

They offer trainers a growing array of choices for matching training programs to employee
knowledge and skill levels.

Disadvantages

These programs require trainees to be computer literate.

They are usually generic and not customized to your companys needs.

Some employees may not like the impersonal nature of this training.

Employees may be too intimidated by the technology or the remoteness of the trainer to
ask questions.

Lack of computer terminals or insufficient online time may restrict or preclude access to
training.

Inadequate or outdated hardware devices (e.g., sound cards, graphics accelerators, and
local area networks) can cause programs to malfunction.

Your companys Internet servers may not have enough bandwidth to receive the materials.

Self-instruction offers limited opportunities to receive context-specific expert advice or

timely response to questions

A learning portal is a gateway to all the courses, resources, and instruments that facilitate
teaching and learning. Technically speaking, its a website that acts as a repository for teaching
and learning materials. Its a place where you store all your documents, podcasts, videos,
presentations, and so on.

Learning portals can also include applications that facilitate communication: Discussion
forums, messaging services, email, calendars, and so on. In its simplest form, a learning portal
can be a shop-front where your learners can discover or be assigned content. In its complex
form, a portal can be an ecosystem for managing all teaching and learning.
These are four examples (learning portals) from Sky, Jurys Inn and Vaillant.
Skys Global Totara LMS *insert pic*
This learning portal from Sky assists over 36,000 employees with their training. Developed
byMind Click, this is a great example of a Totara LMS solution for customer service staff.

Features we like:

Integrates with internal systems, including HR and induction systems with single sign-on.

Contains search engine functionality, face to face session workflows and reporting.

Looks great on a range of devices.

A HRIS, which is also known as a human resource information system or human resource
management system (HRMS), is basically an intersection of human resources and information
technology through HR software. This allows HR activities and processes to occur electronically.
To put it another way, a HRIS may be viewed as a way, through software, for businesses big and
small to take care of a number of activities, including those related to human resources,
accounting, management, and payroll. A HRIS allows a company to plan its HR costs more
effectively, as well as to manage them and control them without needing to allocate too many
resources toward them.
In most situations, a HRIS will also lead to increases in efficiency when it comes to making
decisions in HR. The decisions made should also increase in qualityand as a result, the
productivity of both employees and managers should increase and become more effective.
Increase Productivity Using HRIS
The use of HRIS can increase productivity of your HR team. It allows the overburdened HR
team of your company to relax and invest their time in more strategic tasks. Usually, the
common administrative functions, such as record keeping, managing the personal data of
employees and completing paperwork, take a lot of time of the HR department and makes it less
productive. A good resource management software or an HRIS application can solve all your
problems of managing data. Some other benefits of using HRIS are:
Single Point of Data Entry: A fully integrated HRIS system allows single point of data entry,
which makes the system data highly accurate. The information once entered into HRIS system is
available to all integrated HR application modules such as Leave, Payroll, and Attendance. The
need to enter employee information in all the HR modules separately is eliminated and the
possibility of manual data entry errors is reduced.
Improved Productivity through ESS and MSS: The Employee Self Service (ESS) and Manager
Self-Service (MSS) features are excellent ways to free up the HR team time by reducing their data
entry tasks. Because all the data and relevant information is placed in single database,
employees can access and manage information themselves using employee self service. The
managers can perform management related tasks using manager services instead of troubling
HR team for each small thing.
Reporting: The biggest advantage of using integrated HRIS system is to generate reports. As all
the important information is stored at one place, it is quite easy to generate various summary as
well as detailed reports. For example, you can generate a comprehensive listing of all job
applications and the salary data and incentive compensation of all the employees. In addition,
you can view the results of all the performance appraisals and the disciplinary actions taken
against employees. Further, you can generate a compensation report to prepare your annual
budget.

Benefits Management: Every company provides its employees certain benefits. The benefits
may require the information of dependents of the employees and their contact data. The
employee services feature of HRIS allows efficient administration of benefits with as little
manpower as possible. It empowers employees to manage their benefits information themselves,
thereby saving an organizations time and money. An employee can log in and change an
address, update W-4 data, emergency contact information, dependents, beneficiaries and direct
deposit information etc.
A learning management system (LMS) is a software application for the administration,
documentation, tracking, reporting and delivery of electronic educational technology (also
called e-learning) courses or training programs. [1]
Learning Management Systems range from systems for managing training and educational
records to software for distributing online or blended/hybrid college courses over the Internet
with features for online collaboration. Colleges, universities, school districts, and schools use
LMSs to deliver online courses and augment on-campus courses. LMSs also act to augment the
lessons the teacher is giving in a brick and mortar environment, not just replace them. Corporate
training departments use LMSs to deliver online training, as well as to automate record-keeping
and employee registration.
Ex: Moodle (Modular Object-Oriented Dynamic Learning Environment) is a free open-source
learning management system or e-Learning platform, that serves educators and learners across
the globe. It is the most widely used LMS in the world and currently has over 68 million users
world-wide (and growing!).
Mobile Learning
This particular post was from ReadWriteWeband writes about a new type of iPhone application
called PowerOne that in the post says wants to solve the theres not an App for that problem
that many professionals experience when they try to use their iPhones at work. I see mobile
learning taking many forms, perhaps this is one of them.
What make this iPhone application different is that its not targeted at meeting a specific need.
Rather, its more an application that can be tailored to your specific need. This is not a tool but a
tool-building application in itself. I was immediately drawn to the elegance of such an application
as a learning tool. There are two clear contexts in which such a tool might be of help, and that
context of use determines what type of learning aid the technology can be.
1. Tool use in a controlled environment as a simulation
2. Tool use in the workplace as an electronic performance support aid
The use of any tool in a controlled environment is essentially a simulation. While this does not
compare to real world use, learners can learn to use the tool itself and creating templates for it.
The objective of the simulation is to teach tool use and template creation. An application like
PowerOne provides a great mobile based platform for learners to use the application and learn to
develop templates that would be useful the in the workplace. When they use the tool in the
workplace, it is being used purely as a performance support tool. There are no controls in the
environment and the tool is used to improve the efficiency or quality of a job task. Perhaps in the
future the line between learning tools like simulations and performance support tools will be
blurred. Perhaps a learner will carry the simulation from the learning environment over into
workplace turning it into a performance support tool.

Whats clear to me is that the future of mobile learning is not in courseware/content thats
rendered on a mobile device, lets forget about that. The future of mobile learning is in the use of
applications such as PowerOne which bring desktop style computing to the mobile device; it is
also in real-time collaboration and information access
A virtual classroom is an online learning environment. The environment can be web-based and
accessed through a portal or software-based and require a downloadable executable file.
Just like in a real-world classroom, a student in a virtual classroom participates in
synchronous instruction, which means that the teacher and students are logged into the virtual
learning environment at the same time.
Virtual Classrooms are sometimes dedicated tools (like Elluminate, WebEx, Centra), and
sometimes are part of a Course Management System such as Blackboard. BlackBoard's Virtual
Classroom does not include some of the more sophisticated tools that Elluminate does, such as
audio, polling, and web tours. Some other examples of Course Management Systems are:
Scholar 360
Sakai Project
OLAT Image
Moodle Image
eCollege
wiziq
Ex: Elluminate Live! was a web conferencing program developed by Elluminate Inc. Elluminate
"rented out" virtual rooms or vSpaces where virtual schools and businesses can hold classes and
meetings. Elluminate has been acquired by Blackboard Inc.
While Elluminate is primarily designed and used for educational purposes, it is also used by
training organizations and corporations. K12 Inc., Desire2learn and several other schools and
businesses use Elluminate live as part of their curriculum and meetings.