Coaching ojt two ways to solve three employee development dilemmas
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Coaching & OJT: Two Ways to Solve Three Employee Development Dilemmas. dennis.wade@ppldev.com. Objectives. Address three employee development dilemmas: “I have a limited budget for training classes.” “Back on the job, my employees don’t apply what they learn in training classes.”

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Coaching & OJT: Two Ways to Solve Three Employee Development Dilemmas

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Coaching ojt two ways to solve three employee development dilemmas
Coaching & OJT:Two Ways to Solve Three Employee Development Dilemmas

dennis.wade@ppldev.com


Objectives
Objectives

  • Address three employee development dilemmas:

    • “I have a limited budget for training classes.”

    • “Back on the job, my employees don’t apply what they learn in training classes.”

    • “There isn’t a specific class for what my employees need to know.”

  • Stimulate participants to get employee development off the “back burner.”


Agenda
Agenda

  • Overview

  • How coaching addresses the three dilemmas

  • How OJT addresses the three dilemmas

  • Comments and questions (also any time during presentation)



Coaching is
Coaching Is…

Helping another to achieve her/his goals by empowering rather than telling

Affected by the changing paradigm of management


Two hats of management
Two Hats of Management

Managing

Focuses on getting things done

Getting things done: directing by telling

  • Coaching

    • Focuses on developing people

    • Developing people: guiding by asking


Which hat
Which hat?

An employee needs you to bring in a temp to help complete a project

An employee doesn’t have a specific required skill

An employee doesn’t meet expectations from time to time

Your boss is hindering the progress of one of your employees

Your team needs a new tool to do a task

An employee consistently doesn’t meet expectations


Coaching opportunities
Coaching Opportunities

Coach an employee when she/he needs:

OJT

Encouragement

Motivation

Alignment

Realignment



Effective communication
Effective Communication

Notice

Be flexible

Outcome

Internal

state


Coaching also involves
Coaching Also Involves

Well-formed outcomes

Backtracking (paraphrasing with their words)

Challenging

Precision model



Background
Background

OJT and SOJT

The value of SOJT

OJT vs. SOJT

What does it take?


The value of sojt
The Value of SOJT

Training is consistent

Proven system: trained the same way

Training is efficient

Proven process: trained in less time

Training is effective

Proven methods: trained right the first time


Informal ojt vs structured ojt
Informal OJT vs. Structured OJT

  • Done at or near the job site

  • Provided by peers

  • One-on-one or small group

  • Trainees takes notes while peer demonstrates

  • Unsystematic: “Let me show you…Got it?”

  • Done at or near the job site

  • Provided by job experts

  • One-on-one or small group

  • Job experts create materials for trainees

  • Systematic: scheduled, consistently demonstrated, tested, and measured



What is a job aid
What is a job aid?

A task or procedure written in a format that helps trainers do a better job and helps employees learn more effectively

Use job aids to teach employees a variety of work-related skills (e.g., write reports, create purchase orders, analyze policy).

A job aid should be SMART


Smart job aids
SMART Job Aids

S - Start the task when they should

M - Get the correct materials

A - Perform the correct actions

R - Produce the desired result

T - Meet task standards


Wrap up
Wrap-up

Final questions or comments?

Items on a table

dennis.wade@ppldev.com

(916) 337-8255

Thank you!


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