Casey Schmidt
Introduction
On the job training has many different ways that it can be implemented into practice. One of these ways is through team training. Team training and development is a successful way to train employees, but sometimes falls through the cracks. Training in teams is critical in the success of transferring the skills learned through training into the workforce. A team-driven OJT approach is not hard to do and is inexpensive.
Team-Driven OJT
Team-driven OJT is based on “adult learning theory, cognitive and social psychology, and the principles of instructional systems design, Walter explains. Because of the team aspect - people discussing the task, writing the modules, the procedures - it's a dynamic system and you end up solving a lot of performance issues other than just training" (An 8-step method for affordable, team-driven on-the-job training p. 11). Team OJT is good alternative to individual training because it allows for more critical thinking and as a team they will be faster at tasks, saving time and money. In order to implement team OJT there are certain conditions that must be met. However, these conditions are easily available in organization that does this process. There are three parts that go together that drive this process. They are the “team job-task analysis, job instruction training, and human factors principles” (8-step method for affordable, team-driven on-the-job training p. 11). Team OJT can be easily integrated, and is used for first-time, reoccurring, or refresher training programs.
According to Diane Walter, there are 5 basic assumptions of human behavior that directly explain why team training is the optimal choice for any organization:
1. All human behavior is goal directed.
2. People are creative decision makers.
3. Human behavior occurs in a social context.
4. Use is more important than possession.
5. People and organizations function holistically.
Each of these assumptions that Walters states can back up why team training is critical. For example, Walters states that “when workers are not given the chance to contribute, they may become counterproductive, rebellious, avoid tasks, try to sabotage the system, etc. When given the chance to contribute, they become productive, task-oriented workers” (Walter p. 251). People want a direction to go and to feel like they are contributing to something bigger. Every person’s main goal is to feel included and like they belong, so if you put them in a group setting it gives them the chance to realize that goal. Another point that Walters makes is that behavior occurs in social settings. “Most problems cannot be solved by one person in isolation. Rather, cooperation and the contribution of people resources around us solve problems” so team-driven OJT would help more problems get solved (Walter p. 251). Just like the saying the whole is greater than the sum of its parts, “the quality and quantity of individuals' independent work is generally not as effective as the same work accomplished cooperatively” (Walter p. 251). People do better work in a group. This is not because others are pressuring them to do better, it is because as a human, we want to feel a part of something bigger than ourselves and one person will not let that go if they get the chance at it. When someone is going through team OJT they are going to make sure they work harder than if they were alone on traditional OJT.
Team Task Analysis-Module Writing
Individual task analysis can take over a year to do, but team task analysis can be done in a few hours. “A team can write simple, two-column format training modules quickly once they’re experienced in the technique” (8-step method for affordable, team-driven on-the-job training p. 11). Having the teams write the modules is a way to train the teams to learn the materials but also think critically on how to quickly solve a problem. The main two questions asked for writing a module is “What do you need to know to be able to do to perform this job task? Can you teach and can someone learn each one of these task in a half hour?” (8-step method for affordable, team-driven on-the-job training p. 11). Once the team has the questions they can brainstorm the task and decide on the steps required to perform it. They can then break down each task to make sure it can get done in the allotted time limit.
A real life example of a business successfully implementing team OJT is Northwest Airlines. Northwest encountered problems that were answered and implemented with team-OJT writing modules and ended up saving the company a lot of money. (8-step method for affordable, team-driven on-the-job training p. 11). For Northwest Airlines they had a problem with shipping engines so that they were received undamaged. The airline was losing out on a lot of money because of damaged engines from shipments. The answer to their problem was simple; a team OJT system had to be implemented. A team of mechanics got together and wrote “two training modules on how to ship the engines, verified and approved them, and sent them to the three training stations around the world” (Walter p. xvii). The time to write up these modules took the team “3 hours and saved the company $13.6 million per year in potential mishandling costs” (Walter p. xvii). Without the team OJT, it may have taken years and a good chunk of money for the problem to get solved. The team OJT provided quick and clever ways of handling the shipping problem that could not have ever been done by one individual alone.
Take Away Points
Team on-the-job training is important for solving problems and knowing the correct steps to take when the problem happens. This is a valuable idea for any organization. Every business comes across problems that cost them a lot in time and money and having team OJT in place could really benefit them. People like to work in teams because it makes them feel like they are a part of something that they can contribute to. It allows them to get creative and hear other people’s ideas and piggyback of each other. Team training not only takes less time and cost less, it really pushes the information in the training program and makes sure that the trainees know and fully understand it to be able to actually perform the tasks. Working through the problem lets them feel like they are in charge of their training and they can really step up and shine during it. Both traditional OJT and team-driven OJT have their advantages but team OJT has a longer benefit to a business and to the individual’s in the team.
References
An 8-step method for affordable, team-driven on-the-job training. (2003). IOMA's Report on Managing Training & Development, 3(5), 11-14. Retrieved from http://search.proquest.com/docview/195085685?accountid=12924
Walter, D. (2000). Competency-based on-the-job training for aviation maintenance and inspection- a human factors approach. International Journal of Industrial Ergonomics, 26(2), 249-259. doi: 10.1016/S0169-8141(99)00069-4
Walter, D. (2001). Training on the Job: A New Team-Driven Approach That Empowers Employees, Is Quick to Implement, Gets Bottom-Line Results. American Society for Training and Development. Retrieved from http://books.google.com/books?hl=en&lr=&id=NRkVq7ErUXIC&oi=fnd&pg=PR17&dq=training+on+the+job+diane+walter&ots=KUnKLwNNC4&sig=sBhThEL5SJL7gjvevwo9VHo3AnI#v=onepage&q=training%20on%20the%20job%20diane%20walter&f=false
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