(before the normal work routine begins). Allowing
personnel to learn by doing (skill) is also more
effective than giving them group lectures
To be successful, training MUST be a normal,
scheduled part of the division routine, while on-
the-job training should be continuous in every
work center. Allow time for a carefully thought-
out, hands-on training program that is free from
the ordinary pressure of everyday work. Training
should include a certain amount of repetitiveness
to be effective. It should also take place for short
periods on a frequent basis rather than for longer
periods spaced farther apart. Effective training
should last 45 minutes to 1 hour and be held three
times a week. Training conducted for 2 or 3 hours
once a week simply isnt as effective.
Instruction and Evaluation
The training requires instruction of personnel
and evaluation of their individual progress and
ability to function efficiently and safely as a team.
An analysis of training effectiveness involves
observing group and individual performance,
comparing results with standard criteria, and
recognizing deficiencies and methods for improve-
REQUIREMENTS FOR EFFECTIVE
We discussed the three features that make a
well-developed and effective training program.
Now, we will cover five requirements of effective
training. As you read each of the requirements,
ask yourself, Am I using this step or requirement
in my training now?
1. Dynamic instruction You need to prepare
instruction that shows you have a thorough
knowledge of the subject and then present the
information in a professional manner. Repeat
information for emphasis only.
2. Personal interest Persons in authority
must show an interest in your training program.
Division Officers must ensure the petty officers
responsible for training and qualifying
subordinates know the subject matter. The petty
officers must also possess the practical skills to
clearly demonstrate and communicate the subject
3. Quality control The chain of command
must reinforce training. A senior member can do
that by questioning subordinates about
information they are credited with knowing or by
requiring them to demonstrate skills they have
4. Technical support Supervisors must
ensure manuals, technical publications, operating
procedures, safety precautions, and other
references required for training are available and
5. Regular schedule You must schedule
instruction on a regular basis.
Of the many training methods available, you
will find some work more effectively for you than
others. You will also find that each method has
its pros and cons.
THE SCHOOL OF HARD KNOCKS
The school of hard knocks is the least
effective method of training. When using this
method, a supervisor places trainees in a work
situation and leaves them to learn as best they can
on their own. That is a crude and wasteful way
to learn. It does not guarantee trainees will learn
the skills they need to do their jobs properly. It
also encourages the development of bad working
habits that are frequently difficult to correct.
THE APPRENTICESHIP METHOD
The apprenticeship method involves on-the-
job training of personnel individually or in small
groups by experienced workers. The experienced
workers show the trainees the ropes and teach
them all they need to know about their jobs.
Properly used, this method can be extremely
successful. Unfortunately, it also has many
drawbacks. Its success depends on the quality of
the experienced worker as an instructor. Its
success also depends on the quality of the training
guides the instructor and the trainee use. Without
a training guide, the instructor may forget some
information or inadvertently pass on bad work
habits. Problems arise when the instructor neglects
to preplan, is not a good instructor, or resents
being saddled with an apprentice to train.