Getting People Up To Speed Faster: Improving On The Job Training

How does a company or organization plan effective on-the-job training? How does a manager or experienced worker deliver effective on-the-job training? How can workers be trained to be more effective in taking charge of their on-the-job learning? Hear the answers to these important questions in this engaging and dynamic webinar.

Business owners and managers often face the challenge of onboarding new hires and making them productive as quickly as possible. Yet few managers have been trained on effective ways to slash the unproductive breaking-in period of new hires. As a result, on-the-job training has gotten a bad name and is sometimes synonymous with poorly-organized, ill-conceived training. Research on young people suggests that they associate the quality of an organization’s training with the quality of company management, and so ill-conceived training creates a bad employment brand that is synonymous with incompetent management. Since nobody wants to work for a company led by incompetents, bad training often prompts turnover - and the attendant time, money, and effort that turnover causes. In this webinar, hear about a better way to plan and carry out On-The-Job Training (OJT).

• Definitions
• Making the Case for Better Training
• Organizing Organization-wide On-the-Job Training
• Organizing Individual One-on-One Training
• Helping Workers to Improve their Skills as On-the-Job Learners
• Summary and Final Questions and Answers

Hear how to plan, implement, and evaluate effective on-the-job training and thereby slash turnover and the unproductive breaking-in time of new hires. This training is much needed for managers who have never had training on how to train people on the job.

• Small Business Owners
• Small Business Managers
• Any Manager who hires people
• Experienced Workers who must train new hires

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell & Associates, Inc. He has worked in HR for more than 40 years and has also worked as a consultant for more than 50 multinational corporations--including Motorola China, General Motors, Ford, and many others. In 2012 he earned ASTD’s prestigious Distinguished Contribution to Workplace Learning and Performance Award, and in 2013 ASTD honored him by naming him as a Certified Professional in Learning and Performance (CPLP) Fellow. (ASTD is now called ATD.) In 2014 he was given the Asia-Pacific International Personality Brandlaureate Award.

He has authored, coauthored, edited or coedited 115 books since 1987. His recent books since 2017 include Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined (Routledge, 2021), The Essential Human Resource Guide for Small Business and Start Ups (Society for Human Resource Management, 2020); Increasing Learning and Development’s Impact Through Accreditation (Palgrave, 2020); Workforce Development: Guidelines for Community College Professionals, 2nd ed. (Rowman-Littlefield, 2020); Human Performance Improvement: Building Practitioner Performance, 3rd ed. (Routledge, 2018);  Innovation Leadership (Routledge, 2018), Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017), Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017), Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017). He also authored such books as The Leader’s Daily Role in Talent Management (2015), Effective Succession Planning, 5th ed. (2015), and Becoming an Effective Mentoring Leader (2013).