On-the-job training – the method that helps schools to save money and time

According to training experts, this time-tested method can save money for schools and make language teaching more effective.


The lessons of ancestors those are valuable nowadays as well

On-the-job training, sometimes called direct instruction, is a form of training taking place in a normal working situation while someone who knows how to do a task shows another how to perform it.

This type of training is one of the earliest one. Our ancestors already understood that learning is something more than what you hear; it is a result of an experience. So in the early antiquity, parents or others who knew the necessary skills conveyed the right knowledge to youngsters through direct instruction while trainees were carrying out their jobs.

Despite the fact that today learning conditions and tools are absolutely different, on-the-job training is still a frequently used method. Some of human resources experts (like Arun Paul and Scott Snell) described it as one of the most important forms of training in such areas as social work, teaching and other.

The main benefits of this type of training are costs saving and no losing working time. During this practice, new employees can learn at the real work place from only one coacher who knows how to do tasks and tools that necessary to complete the work successfully.

In this case, the trainee gain experience while solving problems that they will face during an ordinary working day with less additional problems, such as lack of equipment or information shortage about specific situations.

On-the-job training methods and benefits

According to ‘ Business Case Studies’, on-the-job training has several methods of operation. However, the main four are here:

  • Coaching – an experienced or well prepared person will help trainees learn skills and processes through providing instructions or demonstrations (or both).
  • Mentoring – each trainee is allocated to an established person who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms ‘mentor’ and ‘coach’ are often used interchangeably.
  • Job rotation – this is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs.
  • ‘Sitting next to Nellie’ – this describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. This can be a faster and more useful way of learning a job role than studying a written manual. The colleague is always on hand to answer any questions or deal with any unexpected problems.

These variations of on-the-job training are especially useful for modern foreign language teacher training, as over 90% of MFL teachers in the UK are not-native speakers, which means that it can be difficult to display a proper accent and to impart important cultural aspects about the origin country of the language they are teaching pupils.
So, the assistance of native speaker on-the-job trainer can help to solve these problems instantly during the class because he/she is always ready to monitor & instantly correct the trainee.
InSchool Academy services provide those type of trainers and make sure that they would be ready to join & mentor modern foreign language teachers at schools which don’t want to send their employees to special training courses outside the workplace and don’t mind to save a plenty amount of money.