Training Methods - 14045_22

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an individual acquire the necessary knowledge, skill, and  habits  to  perform  a  specific  job.  This  definition implies   that   job   training   applies   not   only   to   the Construction   man   or   to   new   personnel   in   an organization but also to any other person assigned to a  new  job.  Furthermore,  OJT  is  a  continual  process among Seabees.  No one is completely trained; we are constantly   learning   new   techniques   (tricks   of   the trade) every time we work on a project. However, remember that OJT is an active process, and it requires supervisors to be aware of the needs of the trainees and to motivate them to learn. Use  methods  that  add  meaningful  experiences  to the   trainee’s   storehouse   of   knowledge,   listen   to suggestions, and give precise direction. Then you, as a   crew   leader   and   project   supervisor,   will   gain proficiency. A  supervisor  who  does  a  good  job  of  training personnel   benefits   in   many   ways.   For   one   thing, well-trained   crew   members   brag   about   their supervisor, especially to their buddies in other crews. When you have a valuable skill, knowledge, or attitude and impart either of the same to ten others, you have multiplied your effectiveness considerably. Training Methods When conducting OJT, you must tailor the training methods  around  the  nature  of  the  subject,  the  time available, and the capabilities of the trainee. No  other  method  of  training  is  as  effective,  as intelligent,  or  as  interesting  as  coach-pupil  instruction. In addition to being a quick way of fitting anew worker into the operation of a unit, it serves as one of the best methods   of   training,   because   without   specific directions  and  guidance,  a  worker  is  likely  to  waste time and material and form bad work habits. Many   industries   have   apprenticeship   programs designed  to  train  workers  in  a  trade  or  skill.  Most apprentice   training   consists   of   both   coach-pupil instruction   with   skilled   worker   supervision   and periodic group instruction. Self-study  is important for the OJT trainee and you are   to   encourage   the   practice   of   it.   Skilled   and semiskilled jobs require a considerable amount of job knowledge and judgment ability. Even in simple jobs, there is much basic information a worker must learn. However, the more complicated technical jobs involve highly  specialized  technical  knowledge  and  related skills that must be taught. Group   instruction is a practical adjunct to direct supervision  and  self-study.  It  is  a  time-saver  when several workers need the same job-related knowledge or  procedures.  The  supervisor  or  trainer  can  check training progress and clarify matters the trainees find difficult   to   understand.   Group   instruction,   when intelligently used, speeds up production. For example, suppose you have six trainees learning the same job. Four of the trainees are having trouble with a certain job element, while the other two have learned it. The four people having trouble can be brought over to the other two, and in a short time, the difficulty will most likely  be  solved.  In  OJT,  this  is  called  group instruction. As you can see, group instruction is not the same as classroom or academic instruction. Another type of OJT is piecemeal  instruction. For instance, a crew member asks you for information and you   supply   it.   That   is   piecemeal   instruction.   A supervisor’s  orders  are,  in  a  sense,  a  piecemeal  method of  instruction  because  they  should  let  others  know what, when, where, how, and why. Other examples of piecemeal   instruction   are   explaining   regulations, procedures,   and   orders;   holding   special   meetings; indoctrinating   a   new   person;   and   conducting organized meetings. Trainee Development In  any  type  of  effective  training  in  which  one individual is working directly under the supervision of another, the trainers and trainees must understand the objectives   of   the   training.   Factors,   deserving   your careful   consideration   as   a   supervisor,   include determining  the  trainees  training  needs,  defining  the purpose of training, and explaining or discussing job training concerns with the trainees. In  determining  training  needs,  it  is  often  a  good idea for you to interview the trainees. Through proper questioning you can get a summary of their previously acquired skills and knowledge related to the job. You should compare jobs the trainees know how to do with those they will be doing. Then determine the training needs   (required   knowledge   and   skills   minus   the knowledge  and  skills  the  trainees  already  possess). Training  needs  should  be  determined  for  each  job pertaining to the trainee’s position assignment. Next, analyze the job to be done and have all the necessary equipment  and  materials  available  before  each  job training situation. When you define the purpose of training, clearly explain the purpose of the job, the duty, or the task to 1-8

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