Page 372 - The Handbook for Quality Management a Complete Guide to Operational Excellence

358 C o n t i n u o u s I m p r o v e m e n t C o n t r o l / V e r i f y S t a g e 359

• Application and feedback methods
• Course content outline
• Lesson plan
• Training schedule
4. Material preparation.
5. Validation. After training materials have been developed for the
OJT program, they must be tested to ensure they fulfill their mandate
to train the individual to perform the job. This involves pilot studies
with selected individuals to “shake down” the materials. Final
validation can only occur by monitoring the program’s effectiveness
with actual trainees.
6. Presentation. Effective instructional presentations incorporate a
systematic learn ing process of presentation, application, and
feedback (PAF) (Nolan, 1996, p. 764). Prior to actual delivery, the OJT
instructor needs to review the structured process and methods,
collect all materials and tools necessary, and develop a schedule of
training. Three components are necessary:
Presentation. The OJT instructor
• States the objective
• Motivates the trainee
• Overviews key steps
• Presents tasks (tell and show)
• Tests for understanding
Application. The trainee applies new knowledge and skills
through
• Directed practice
• Undirected, yet supervised, practice
Feedback. The OJT trainer observes and communicates to the
trainee
• What was done well
• What needs improvement
• How to improve
7. Evaluation. The final step in a structured OJT program is to evaluate
it. The method of evaluation is the same five-level process as
described above for evaluating training in general: reaction,
learning, behavior, results, and return on investment.

Instructional Games, Simulations, and Role-Plays
These techniques are based on two premises: (1) people learn better
through active experience than passive listening and (2) people learn
better through interacting with one another than working alone.

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