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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 and Associates, Inc., a full-service consulting company that specializes in succession planning. He is also a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. In that capacity, he heads up a top-ranked graduate program in learning and performance. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles—including 64 books. Before arriving at Penn State in 1993, he had 20 years of work experience as a Training Director in government and in business. As a consultant he has worked with over 50 multinational corporations--including Motorola, General Motors, Ford, and many others. In 2004, he earned the Graduate Faculty Teaching Award at Pennsylvania State University, a single award given to the best graduate faculty member on the 23 campuses of the Penn State system. His train-the- trainer programs have won global awards. His recent books include Innovation Leadership (Routledge, 2018), Improving Human Performance, 3rd ed. (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), Community College Leaders on Workforce Development (Rowman & Littlefield, 2017), Organization Development in Practice (ODNetwork, 2016), Mastering the Instructional Design Process, 5th ed. (Wiley, 2016), Practicing Organization Development, 4th ed. (Wiley, 2015), Effective Succession Planning, 5th ed. (AMACOM, 2015), The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015), Beyond Training and Development, 3rd ed. (HRD Press, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), Organization Development Fundamentals (ATD, 2015), Creating Engaged Employees: It’s Worth the Investment (ATD Press, 2014), The Leader’s Daily Role in Talent Management (Institute for Training and Development [Malaysia], 2014), Optimizing Talent in the Federal Workforce (Management Concepts, 2014), Performance Consulting (Wiley, 2014), the ASTD Competency Study: The Training and Development Profession Redefined (ASTD, 2013), Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013), Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012), the edited three-volume Encyclopedia of Human Resource Management (Wiley, 2012), Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (Amacom, 2012), Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (Amacom, 2011), Competency-Based Training Basics (ASTD Press, 2010), Practicing Organization Development, 3rd ed. (Pfeiffer, 2009), Basics of Adult Learning (ASTD, 2009), HR Transformation (Davies-Black, 2008), Working Longer (Amacom, 2008), and Cases in Government Succession Planning: Action-Oriented Strategies for Public-Sector Human Capital Management, Workforce Planning, Succession Planning, and Talent Management (HRD Press, 2008).

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