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To teach employees how to do a specific task in a relevant setting and give them a taste of their employment early on. By on the job training you are getting new employee into your workforce almost instantly.

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Take place on site or in the workplace.

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The "art" and science of adult education

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One way to effectively conduct OJT is through needs analysis. Needs analysis is a systematic process of understanding training requirements. It is conducted at three stages - at the level of organisation, individual and the job.

By using needs analysis the restaurant can identify performance gaps in job processes. Needs analysis helps bridge the gap between existing KSA's and required KSA's

When conducting a needs analysis the following steps will help identify the underlying problem.
1) Identify expected organisation performance in the future
2) Identify the challenges the restaurant is facing today and will face in the future.
3) Determine employees performance and how they should perform in order to meet the franchise goals.
4) Employee competences - In order to help employees to perform differently what kinds of KSA's should they have.
5) Identify training needs to bridge the gap between existing competence and required competence.

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Watch from 1:15 til about 4:20. What are we looking for
https://www.youtube.com/watch?v=h3uDEtczH3w&t=6s

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https://www.youtube.com/watch?v=-M1COu6WHKU

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Rushed process - Every employer wants to have their new trainees in the workstation as soon as possible. This can lead to several mistakes being made.

Accidents can happen - Under OJT, the learners are directly involved in production process who do not have adequate knowledge and skill of working with the given equipments and materials.

Requires skilled trainers - Sometimes existing employees may not be able to explain the job effectively. They might no have good communication skills to teach new employees.

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Simplicity - OTJ training is very simple to learn as the employee can simply learn by observing and doing the actual job.

Economical - OJT is economical in sense that there is no training needs attached to on the job training. All you need is just an  existing employees teaching new employees on how to perform the job.

Quick learning - OJT provides a favourable environment for quick learning. Because trainees are involved in actual work process.

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On the job training is done between a direct leader or manager and a subordinate employee. Good for people who want to get started working instantly.

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On the job training is when training takes place in the normal work environment teaching normal tasks and activities.

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Analysis-Including the needs analysis, essentially the breaking down of the job and what it entails in great detail.
Design-  Creating learning objectives that are job specific and appropriate to the needs of a successful worker for the specific job that is being taught.
Development- Creating a lesson plan to achieve these learning objectives tailored to the specific job. Blended training works best, a combination of both on the job and off the job training.
Implementation- The "on the job" training, this is to deliver the worker the learning objectives that were put the lesson plan into place.
Evaluation- The monitoring of the process the worker has made while training and shortly after

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You work in the headquarters of a large fast food franchiser. Part of the service provided by the franchiser is HR advice to franchisees, who often have modest HR skills and experience. Design a Padlet to teach franchise owners or managers how to effectively conduct on-thejob training for their staff.