7-6. Success and Failure Stories of On-the-Job (OJT) Safety Training

In on-site safety training, On-the-Job Training (OJT) is one of the most practical and effective methods. By conducting training in the actual work environment, employees can learn by directly experiencing the specific risks and safety measures of the workplace, rather than just gaining theoretical knowledge. However, its effectiveness is highly dependent on the training's design and guidance methods, and there is a clear difference between successful and unsuccessful cases.

1. Key Points from Successful Cases

Many successful OJT cases are attributed to thorough planning and a robust guidance system. For example, a major manufacturing company introduced a method of pairing new employees with experienced on-site leaders and gradually assigning them tasks. By starting with low-risk tasks and gradually moving to more advanced ones, employees naturally acquired safety procedures. In addition, using regular feedback and checklists confirmed the progress of their learning and the establishment of safety awareness. These successful examples are characterized by the fact that OJT is not just "shadowing" but is designed as a systematic training program.

2. Issues Seen in Unsuccessful Cases

On the other hand, many unsuccessful cases are those where OJT was left entirely to the "workplace." For example, due to a lack of skills on the part of the trainer or insufficient time during busy periods, OJT becomes a mere formality, and new employees are left to work independently without safety rules being thoroughly enforced. As a result, they begin working with a lack of basic risk awareness, leading to a higher incidence of accidents and near-misses. Another issue that has come to light is that a lack of training records makes it difficult to identify areas for improvement or determine who is responsible.

3. The Factors that Separate Success from Failure

The success or failure of OJT can be summarized by three key factors: (1) the presence of a training plan, (2) the competence of the trainers, and (3) the thoroughness of feedback and record-keeping. The role of the trainer is particularly important; if their instructional ability or safety awareness is low, the quality of the entire OJT process will be significantly compromised. Therefore, it is effective to provide training and an evaluation system for the trainers themselves.

4. Actions Companies Should Take

To effectively implement OJT, companies need to manualize their training programs and build a system that does not rely too heavily on the workplace. Furthermore, incorporating a mechanism to learn from unsuccessful cases and regularly evaluate and improve the quality of training will lead to the sustainable cultivation of a safety culture. By using digital tools to visualize training history, compliance with audits and employee skill management can also be streamlined.

Summary

On-site safety training through OJT can only be maximized when companies learn from successful cases and apply the lessons from unsuccessful ones. By systematically designing the training and strengthening the competence of trainers, it is possible to raise the on-site safety standards to a new level.