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

[email protected]


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)


How coaching addresses the three dilemmas

How Coaching Addresses the Three Dilemmas


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


Coaching ojt two ways to solve three employee development dilemmas

Coaching Model


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


How ojt addresses the three dilemmas

How OJT Addresses the Three Dilemmas


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 it takes

What it Takes


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

[email protected]

(916) 337-8255

Thank you!


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