Job instruction training
| Job instruction training |
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Job Instruction Training (JIT) can be explained as a four-step method used by the trainer to train employees on how work should be done. This training method, that took maximum advantage of the learning flow, was developed during World War II when there was a necessity to train millions of workers quickly. It turned out to be very successful so it has been used in different forms ever since in all types of industries (J. R. Walker, J. E. Miller 2009, p. 256).
Steps of Job Instruction Training
The JIT method involves four stages (J. R. Walker, J. E. Miller 2009, p. 256):
- Preparation of the employee for training,
- Demonstration of the tasks to do,
- Repetition of the tasks by the employee,
- Follow-up: check and correction of the potential mistakes.
Step 1 - preparation of the employee for training
The first step of preparation requires the JIT trainer to do the groundwork before beginning the training program. That is why the trainer should prepare written documentation of the job at first. Such a detailed analysis and documentation of the job tasks will help to ensure that nothing is left out during the training session. Moreover, an instruction plan must be prepared. Therefore, the trainer should make an analysis of the trainee's knowledge to decide on what aspects focus on. In order to determine what the employee knows and what to focus upon during the training sessions, interviewing the employee personally or reviewing the personnel record of the employee may come out to be very helpful for the trainer. It is also important for the trainer to concentrate on creating a pleasant ambiance and a comfortable learning environment. This can be achieved by helping the employee to understand what she or he is to expect from the training program. All of it will be helpful in making the JIT program more effective (R. Krishnaveni 2008, pp. 276-277).
Step 2 - demonstration of the tasks to do
The second stage of the presentation involves four significant activities of the trainer, such as telling, showing, demonstrating and explaining. This phase mainly relies on informing the employee how work can be done in the best and the easiest way. The trainer points out how to complete tasks by explaining why it is done in that manner. Importantly, when the job seems to be a complex one, the trainer has to divide it and then present it to the employee step by step (R. Krishnaveni 2008, p. 277).
Step 3 - repetition of the tasks by the employee
The third part of the job instruction training is called the tryout step. At first, the employee gets to know how work has to be done, and then the trainer allows him or her to try to perform the job independently. At this stage, the trainer should also provide feedback as needed. And if there appears any error, it should be perceived as a function of training and not as the mistake of the trainer. This is helpful for the trainer who can easily alter his or her way in which instructions were given to put things more clearly (R. Krishnaveni 2008, p. 277).
Step 4 - follow-up
The last stage in the whole process is the follow-up step which is especially important for the trainer. His or her task is to check the employee's work and to prevent wrong work habits from developing. Progress checks should be held by the trainer until the employee achieve proficiency. In fact, the success of the job instruction training rests on the ability of the trainer to adjust his or her own style to the process and make the employee comprehend what he or she wants to communicate (R. Krishnaveni 2008, p. 277).
References
- Holli B. B., Calabrese R. J., O'Sullivan Maillet J. (2003), Communication and Education Skills for Dietetics Professionals, Lippincott Williams and Wilkins, Philadelphia, pp. 265-266
- Krishnaveni R. (2008), Human Resource Development: A Researcher's Perspective, Excel Books, New Delhi, pp. 276-277
- Łukasik K. (2017), The Impact of Training on Employees Motivation in SMEs Industry, "Zeszyty Naukowe Politechniki Częstochowskiej - Zarządzanie", vol. 1, no. 28
- Nwokocha I. (2015), The Validity of Effectiveness of Training and Development in Organizations In Nigeria, "IOSR Journal of Business and Management", vol. 17, no. 5
- Reynolds A., Findley H., Davis B., Belcher W. (2013), Evolution of and Current Trends in Training , "Journal of Business and Economics", vol. 4, no. 8
- Walker J. R., Miller J. E. (2009), Supervision in the Hospitality Industry: Leading Human Resources, John Wiley & Sons, Hoboken, pp. 256-257
Author: Klaudia Nycz
