With related literature discuss the methods of providing on-the-job training with the latest references

On-the-job training (OJT) is a type of training that is delivered in a work environment where employees improve their skills while doing their job. There are several methods of providing on-the-job training, which are discussed in the related literature.

1. Job Rotation: This method involves moving employees from job to job at regular intervals. It exposes employees to different experiences and aspects of the business, which can enhance their understanding and skills (Noe, Hollenbeck, Gerhart, & Wright, 2017).

2. Coaching/Mentoring: This is a one-on-one training located on the job site, where a senior employee or manager trains a junior employee. The coach provides feedback to the trainee and helps them improve their skills (Aguinis & Kraiger, 2009).

3. Job Instruction Training (JIT): This method involves a systematic approach to training where detailed instructions are given to employees about how to perform their jobs. This method is often used for training employees on technical tasks (Jacobs & Jones, 1995).

4. Apprenticeships: This is a structured process of training people with little or no skills for a specific job. It combines on-the-job training with classroom instruction (Lerman, Eyster, & Chambers, 2009).

5. Internships: This is a type of on-the-job training where students or graduates work in an organization to gain practical experience in their field of study (Sweitzer & King, 2014).

6. Job Shadowing: This involves an employee following and observing a seasoned employee to learn how to perform certain job functions (Maurer, Lippstreu, & Judge, 2008).

References:

• Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-474.
• Jacobs, R. L., & Jones, M. J. (1995). Structured on-the-job training: Unleashing employee expertise in the workplace. Berrett-Koehler Publishers.
• Lerman, R. I., Eyster, L., & Chambers, K. (2009). The benefits and challenges of registered apprenticeship: the sponsors’ perspective. The Urban Institute.
• Maurer, T. J., Lippstreu, M., & Judge, T. A. (2008). Structural model of employee involvement in skill development activity: The role of individual and situational factors. Journal of Vocational Behavior, 72(3), 336-350.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
• Sweitzer, H. F., & King, M. A. (2014). The successful internship: Personal, professional, and civic development in experiential learning. Cengage Learning.