On the job training means having a person learn a job by actually doing it. The most familiar type of on-the-job-training is the coaching or understudying method. At low levels, trainees may acquire skills by observing the supervisor. But this technique is widely used at top-management levels too. A potential CEO might spend a year as assistant to the current CEO for instant, Job Rotation, in which an employee (usually a management trainee) moves from job to job at planned intervals, is another OJT technique. OJT has several advantages. It is relatively inexpensive; trainees learn while producing; an there is no need for expensive off-site facilities like classrooms or programmed learning devices. The method also facilitates learning, since trainees learn by doing and get quick feedback on their performance. But there are several points to note when using OJT. Most important, don’t take the success of an OJT training program for granted. Carefully train the trainers themselves, and provide the necessary training materials. Trainers should know, for instance, the principles of learning and perhaps the four-steps job instruction technique that follows. Low expectations on the trainer’s part may translate into poorer trainee performance ( a phenomenon researchers have called “the golem effect”. Those training others should thus emphasize the high expectations they have for their trainers’ success. (Ref: Human Resource Management , Gary Dessler, Prentice Hall International Editions Ninth Edition