Training of OJT

Japanese companies value employees as their most important “assets” and cultivate them into capable generalists who can fulfill any position within the organization by letting them acquire necessary skills and mindsets through various experiences. They believe that is one of their roles.
Therefore, new employees are taught and supported carefully in their work by the seniors who are responsible for their training in cooperation with other senior staff. This training and education system in the course of everyday work is called On-the-Job Training.

Rising demands of “Intentional On-the-Job Training”

In multicultural companies where different cultures are mixed, it is not common for people to believe that cultivating juniors by handing down skills and mindsets during work time is one of the roles of seniors. That is why on-the-job training does not work naturally under such an environment. On the other hand, new employees in multicultural companies are expected to become useful as fast as possible, and we believe that on-the-job training is the most effective method available for that purpose. We can provide you with the “intentional on-the-job training” to establish a strategic training system.

Plan-making by calculating back from “the ideal figure (goal)”

In the course of “intentional on-the-job training”, it is indispensable to make training plans for each new employee. However, simply stuffing training content into the plans is not considered as “intentional on-the-job training”. It is merely a support. “What” are expected until “when” has to be decided first, and then the required knowledge and skills of staff should be identified and scheduled by calculating back from the goal. This is the most effective method of making strategic training plan we suggest.

A person in charge of on-the-job training should be a producer.

It is the first step for subordinate development to decide who is in charge of the on-the-job training. However, the person who is chosen to be in charge should not take everything about development on oneself and suffer. It is necessary to ask other senior employees to teach new employees depending on the contents. It is also available to ask your superior to give lectures in training. The state of progress always has to be shared with a direct superior. And it is most important to create an environment where everyone in the workplace thinks that developing subordinates through on-the-job training is their own business.