Q. Comment on the Strengths and Weaknesses of the on-the-job training that Jacob received. What did the supervisor do that was consistent with job instruction training? What did he fail to do?
A. The strength of the on-the job training that Jacob received was that its task based, which means its performed in the work area, the training is actually focused on performing real job tasks which made the training much more effective, direct and learning process was faster as compared to other training methods. The disadvantage or the weakness of the on the job training is that it is inconsistent, this relies heavily on an experienced employee to provide the instruction based on what they feel are the most important topics. What is important to one employee may not be important to another. Also, it is incomplete, without a structured lesson guide; often the trainers forget to cover important information.
The supervisor decided to stick around for a couple of hours to follow-up with Jacob was one wise decision made. The supervisor’s responsibility is to stay and follow up with the trainee time to time, when the equipment, the supervisor failed to fulfill his duty and support his trainee, was hurting him.
Q. What does this case tells you about the traditional approach to on – the – job training? What does it tell you about job instruction training?
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Q. If you were the supervisor, how would you have trained Jacob? What would you do differently and why?
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Q. If the job instruction training method was used, how would Jacob’s training have been conducted? Explain how each step would proceed?
A. Jacob suffered an injury on the first day of his new job, which may have been prevented by a more thorough on the job training called job instruction training. It is a formularized, structured and systematic approach to training that ensures the trainee is getting the most