The methods for the implementation of on-the-job training by various organisations get noted in terms of job rotation within the company, coaching facilities, instruction sessions for the job, committee assigned for projects, and training under internship. The provision for job rotation is a n approach that comprises of movement of the recruited trainees from a particular job profile to another for gaining maximum amount of knowledge as well as experience for different kinds of departments and tasks (Nazar, 2016). In this process the trainee gets exposed to various technical and HR related issues that prevails in a company. The provision for coaching facilities created appropriate environment for learning a particular job. As the trainee remains under strict supervision, immediate feedbacks and corrections helps him/her in getting the right way of accomplishing the job. The provision for instructions for completing a task in a job is meant to gain self-participation of the trainee through step-by-step methods. Under the scope of committee assigned for projects, a group of newly recruited trainees are offered with a task and they need to act as a team in resolving the task, hence enhancement of team work. Lastly, the training provisions under internship training refers to both theoretical as well as practical training scope for the trainees. In this method of on-the-job training, a small stipend is offered to the trainees and they are lest into the practical field of action (Nazar, 2016). This method emphasises in the acquisition of knowledge from practical field.

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