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For effective OJT programs, job shadowing is often used to introduce an employee to a new job for which s/he will eventually be responsible at the company. It can also progress into a side by side approach in which a trainer first shows a trainee how to do something and then the trainee does the task.

The 4 Step Method is widely regarded as the most efficient mode of OJT training. It was introduced to the military in the Second World War, when there was a need to train a large number of people quickly and effectively.

OJT gives students hands-on work experience that is specific to their chosen industry. The students can perform their daily tasks, participate in meetings, work as a team, and attend industry-related seminars. As they learn about their roles and responsibilities, they gain a closer insight into the industry.

Evaluate Employees and Skills Needed. Determine and write down your long-term goals you'd like this OJT program to accomplish. ... Create the Training Program. Which formats and materials fit best with your objectives and workplace? ... Get Specific and Develop the Program Materials. ... Choose the Trainers. ... Gather Employee Feedback.

The 4 Step Method is widely regarded as the most efficient mode of OJT training. It was introduced to the military in the Second World War, when there was a need to train a large number of people quickly and effectively.

On-the-job training is a form of training provided at the workplace. During the course of this process a trainee is given a hands-on experience of tools, techniques, machinery, software, materials, or equipment. This training is provided by the co-worker, training manager, or professional trainers.

OJT is usually the preferred training methodology when the skills are best learned while being applied on the job or in a "job-like" simulated environment. It can be used to augment instructor led training, fine tune existing skills, or ensure the proper application of existing skills.

The four steps of job instruction training are prepare, present, try out, and follow up. Preparation by the supervisor or instructor is for motivation of the employee or trainee. This involves empathy, assurance that nothing will be expected that can't be learned with reasonable effort, and encouragement of questions.