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The OJT Cycle

February 6, 2008

I posted a pdf document with a rough overview of the training cycle in the resources section. It doesn’t offer anything new to what was in my last post, but it does at least have a diagram.

Back to today’s topic…

The OJT Cycle

The middle or operational layer of the training cycle is also known as the ‘OJT Cycle’ and refers to the process of preparing a student for a training session, conducting the session and following up with a structured debrief. In short form; the pre-brief, practice and debrief cycle.

The pre-brief is a structured meeting before the training session to discuss session goals, go over some ground rules and prepare for any specifics in the upcoming session.

During the practice phase (training session, theory lesson. skill trainer, simulation etc), the trainer focuses on their tasks of educating the student, assessing performance, intervening to maintain standards and providing remedial advice.

The debrief is conducted directly after the training and is a structured review of the training session. The trainer focuses specifically on goals / competencies achieved, overall progress of the student and remedial actions to improve performance.

Each step can be treated separately and improving your effectiveness in any one will improve overall training effectiveness. However, the strength of the process lies in linking back to the previous step and forward to the next. For example, remedial actions proposed in the debrief should come from performance in the previous training session(s) and then form goals in the next pre-brief etc.

The next couple of posts will target each of these independently.

I planned ahead with this post and made available a pdf document at the link above summarising the ‘OJT cycle’.

Download my free e-book NOW YOU TELL ME The seven things that I wish I’d known before I started training on the job”.

2 Comments leave one →
  1. February 8, 2008 5:28 am


    I hope this message finds you well. As a recovering manager, I have come to realize that sustaining improvements in any job requires training, particularly solid OJT as you describe here. I did some research in my field of expertise with some other practitioners (lean manufacturing) and found this program is still in use at Toyota today, over 60 years later!

    I know that it has given me a crucial understanding as to why OJT is so important to people and how they work. This program works so well that I know understand the concept of standardized work and kaizen teian as it should be. I hop you find it as useful as I do.

  2. trainingtools permalink
    February 8, 2008 6:35 am

    Thanks Bryan,

    I find that the amount information available on the practicalities of OJT is small and anything useful is held tightly to the chests of most organisations.

    I’m not really sure if it is because training of this type is still evolving (ie we are still very bad at it) or it is a competitive edge in business when you get it right. Regardless, thanks again for the info.



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