1. In regards to the on the job training that Jacob received a strength was that he was taught how to do the task by the supervisor. Also the supervisor watched Jacob do the task a couple of times before he left him to do it by himself. The supervisor also found him work to do and did not just keep him doing odd jobs. Some of the weaknesses include that Jacob did not receive sufficient training even though the task was easy just watching him do it a couple of times does not suffice. The supervisor did not acknowledge the fact that sometimes some people take longer to learn something even if it’s an easy task. The supervisor should have had a senior employee training Jacob if he did not have enough time to do it. Also the supervisor did not check back later in the day to see if everything was going okay and if he had any questions or if he needed support. The supervisor was consistent with Step 2: Instruction, of the job instruction training, he gave Jacob the instructions of how to do the job. However the supervisor failed to do the other 3 steps including preparation, performance and follow up. The supervisor did not fully prepare Jacob to do the job even though the job was simple he did not complete a vital part of preparation and that is communication. He did not see how much Jacob already knew about the task and develop a communication strategy that fits him. The supervisor also did not provide and feedback or reinforcement while Jacob was doing the job even though he watched him do the job a couple of times instead he just left him once he thought he got the hang of it. Lastly, the supervisor failed to follow up with Jacob, he did not monitor Jacob’ performance and at the end of the shift see how it went and if he had any questions. 2. This case reminds me how companies usually train employees. This instance is not uncommon and in fact has happened to me personally. A lot of companies do not want to invest in proper training methods. They do not want to spend the time properly training individuals and are satisfied as long as the job as getting done. The traditional approach is when you are taught the task a couple of times and then expected to know what to do. We live in a fast paced world and supervisors and companies often expect employees to catch on to things quickly and sometimes employees may be hesitant to ask questions if they are unsure because they do not want their employers to think that they are not learning. This in the long run ends up costing the company and I think that it is vital for companies to invest resources into training and training properly. This story tells me that companies are not following job instruction training. They are not following the steps to ensure that the training that they are providing is effective and ensuring that the employee is comfortable in their position and are doing their job to the best of their ability. 3. If I was Jacob’s supervisor, firstly, I would make Jacob shadow a senior employee who has been doing the job for a while. Then, I would make Jacob try it for himself and watch him while providing coaching and feedback on the way as well. Then I would get a senior employee to train and stay with Jacob on the job for the first few days until he felt confident doing it by himself. I would also make sure that I trained that senior employee to do the job properly so I know that he is teaching him correctly. This is if I could not be there for the whole training process myself. I would also make sure that the task was done in steps so that Jacob could easily learn and make sure that he was doing it correctly. I would also provide Jacob with a manual or some form of training guide for him to refer to if he ever forgot any of the steps. Also I would periodically check up on him to see if he has any questions or concerns. Also as a supervisor I would pass along some things that occur while doing the job, such as common mistakes or issues with the machines etc. so that Jacob is aware and how to deal with situations like that if they were to occur. I would do everything differently because I do not think that the supervisor did a good job in training Jacob. I think Jacob was left to do the job on his own too quickly because made mistakes and he did not follow up with him to see how he was doing either. 4. If job instruction training method was used to train Jacob ‘s training would be as followed:
Step 1: Preparation – I would fully prepare all the necessary tools, guides and manual needed to operate the machine so that if any issues arise he could refer to the manual or guide and that he had all the necessary tools to complete the job appropriately. I would also communicate with Jacob to see if he had ever used a machine like this before and his knowledge on the riveting machine was. Also I would put Jacob at ease and remind him it is a learning process unlike the supervisor in this case where said “the task is easy enough a monkey could do it”
Step 2: Instruction – I would break the down the task into steps and explain each step so that Jacob could understand easily. I would also go over some difficulties other employees who do this position incur as well. I would encourage questions as that’s how you know that individuals are listening and learning.
Step 3: Performance – I would be present while Jacob was performing the task so I could watch him to ensure that he is doing it properly and be a support system as well. If Jacob was frustrated because he was not understanding the task then I would calm him down and break down the steps and make him understand this is part of the learning process.
Lastly, Step 4: Follow up – I would follow up with Jacob after a few days to see if has any questions or concerns. I would also provide ongoing support and ensure that Jacob is comfortable and doing his position to the best of his ability. 5. Some other on the job training that could be used to train Jacob includes performance aid, coaching and mentoring. I think that performance aid and coaching would be the most effective and the ones that I would use to train Jacob. Performance aids are always useful as a reference. During the training process it is always helpful to have a point of reference where you can get basic answers to questions you may have and step by step instructions on how to do the job or operate the machine in case you forget. Coaching would be effective as well because ongoing feedback helps individuals improve on aspect of their performance and doing it to the best of their ability to benefit themselves and the company.