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- Fully on-the-job training theoretically does not involve any off-the-job
training. However, it is very rare for 100% of training to take place
as part of the productive work of the learner. In this study, and
in reality, fully on the job refers to training—both theoretical and
practical—where the majority is conducted in the workplace as part
of the normal experience of the employee.
- Registered training organisations are aware of constructive measures
to assure the quality of fully on-the-job training. This includes
a good working relationship and regular contact between both the training
organisation and employer, and the training organisation and trainee.
The pastoral care and mentoring role of the provider is seen as particularly
important. However, the majority of trainees felt that their registered
training organisation did not maintain sufficient contact with them.
- While registered training organisations and trainees are generally
in favour of fully on-the-job training, important areas for improvement
must be addressed. Suggestions include: improving the level of networking
among students, especially from outside the firm; the level of trainees’ time
management skills; the balance between work and study loads; the level
of theory training; the breadth of trainees’ skill base and work experience;
employers’ training capacity; and the way trainees are valued in the
workplace.
- Fully on-the-job training is seen as a good way to learn. This type
of training provides financial incentives to employers and flexibility
for all concerned. With appropriate support systems in place for trainees,
fully on-the-job training offers significant benefits, such as customised
pace; incidental learning, encompassing real work experiences which
lie outside formal training components; learning that is relevant
to enterprise and individual needs; and the identification of employment
opportunities for trainees and employers alike.
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