Was talking to colleagues today about an on-the-job training model. We figured a robust model has to have at least these elements:
A working knowledge of what high quality OJT looks like and a toolkit for various situations.
Belief that OJT is worth the investment. Oftentimes, it is just easier to fix someone’s problem and move on than to train someone how to not make the mistake next time. The on-the-job trainer has to have reason to believe that the investment is worth the cost.
Accountability for the on-the-job trainer. This should come from two directions: accountability from management and accountability from those who need the training to succeed.
What am I missing?