Training Methods In  OJT,  you  must  tailor  the  training  methods around the nature of the subject, the time available, and the capabilities of the trainee. No  other  method  of  training  is  as  effective,  as intelligent, or as interesting as coach-pupil instruction. In  addition  to  being  a  quick  way  of  fitting  a  new worker into the operation of a unit, it serves as one of the   best   methods   of   training.   Without   specific directions and guidance, a worker is likely to waste time and material and form bad work habits. Many industries  have  apprenticeship  programs  designed  to train  workers  in  a  trade  or  skill.  Most  apprentice training consists both of coach-pupil instruction with skilled   worker   supervision   and   periodic   group instruction. Self-study  should  be  encouraged.  Skilled  and semiskilled  jobs  require  a  considerable  amount  of  job knowledge  and  judgment  ability.  Even  in  simple  jobs, there   is   much   basic   information   a   worker   must acquire.  But  the  more  complicated  technical  jobs involve  highly  specialized  technical  knowledge  and related skills that must be taught. Group instruction is a practical adjunct to direct supervision and self-study. It is a time-saver when several  workers  need  the  same  job-related  knowledge or  procedures.  The  supervisor  or  trainer  can  check training progress and clarify matters that are difficult for the trainees to understand. Group instruction, if intelligently   used,   can   speed   up   production.   For example, suppose you have six trainees learning the same job. Four of the trainees are having trouble with a certain job element, while the other two have learned it. The four people having trouble can be brought over to the other two, and in a short time the difficulty will most  likely  be  solved.  In  OJT,  this  is  called  group instruction. As you can see, group instruction is not the  same  as  classroom  or  academic  instruction. Another  type  of  OJT  is  piecemeal  instruction.  For instance, a crew member asks you for information and you   supply   it.   That   is   piecemeal   instruction.   A supervisor’s orders are, in a sense, a piecemeal method of  instruction  because  they  should  let  others  know what,  when,  where,  how,  and  why.  Other  examples  of piecemeal   instruction   are   explaining   regulations, procedures,  and  orders;  holding  special  meetings; indoctrinating  a  new  person;  and  conducting organized  meetings. Trainee  Development In   any   type   of   effective   training   where   one individual is working directly under the supervision of another, the trainers and trainees must understand the  objectives  of  the  training.  Factors  deserving careful  consideration  include  determining  the  training needs of the trainees, defining the purpose of training, and  explaining  or  discussing  job  training  concerns with  the  trainees. In determining training needs, it is often a good idea   to   interview   the   trainees.   A   summary   of previously acquired skills and knowledge relative to the job can be learned by proper questioning. Compare jobs  the  trainees  know  how  to  do  with  those  they  will be   doing.   Determine   training   needs   (required knowledge  and  skills  minus  the  knowledge  and  skills the trainees already possess). Training needs should be  determined  for  each  job  pertaining  to  the  trainee’s position assignment. Analyze the job to be done and have  all  the  necessary  equipment  and  materials available  before  each  job  training  situation. In defining the purpose of training, you should clearly explain the purpose of the job, duty, or task to be performed by the trainees. You should also point out to the trainees their place on the team and explain to them how they help in getting the unit’s mission done. Stress the advantages of doing the job well, and how  the  training  benefits  them,  their  organization,  and the Seabees. The trainers should also explain facts about the job to be done, principles that are proven and workable, and directions on ways to do the job safely, easily, and economically.   The   trainers   should   explain   any technical terms or techniques that will improve the skill of the trainees. The importance of teamwork and attention to detail in each operation in a job should be stressed. The  trainers  and  trainees  should  discuss  the problems that arise in doing a job, and try to clear up any questions the trainees may have concerning the job.  Trainers  should  point  out  to  the  trainees  the similarity  of  different  jobs.  The  relationship  of procedures in a particular job, to things with which the trainees are acquainted, should also be discussed. This allows  the  trainees  to  learn  through  association  with past  experiences.  It  also  is  important  for  the  trainers to discuss the progress of the trainees. The  most  valuable  end  product  of  a  peacetime military  operation  is  trained  personnel.  Regardless  of 1-10