on-the-job training

Japanese: on-the-job training（英語表記）onthejobtraining

…
[Blue-collar training and management]

[Seniority-based expertise in the Japanese reality]
Companies hired young people with elementary or high school education from rural areas or suburban areas, and taught them the basics of technology and other knowledge at the factory's skill training facilities, training them in skills. However, their skills were not acquired only at the training facilities, but also through on-the-job training (OJT), where they learned the skills personally from senior workers while helping out with work at the factory. Their skills were often acquired personally by older workers while on the job, and were gradually passed on to them through the establishment of a new company.

From [Vocational Training]

…The formation and improvement of a person's professional ability is achieved through school education, which provides academic education, vocational training, which mainly provides practical skills, and on-the-job training, which allows people to learn while working. Usually, education and training conducted at schools and vocational training facilities are called off-the-job training (off-JT), and on-the-job training (OJT). These education and training systems have come to be carried out on an organized and large scale, replacing the apprenticeship system for training skilled craftsmen that was dominant at the handicraft stage, due to the realization of complex machines and equipment with the development of industrial technology, the appearance of a wide variety of products, and the development of management techniques centered on large-scale management. …

From [Seniority-Based Labor-Management Relations]

…
[background]
From an economic perspective, this seniority-based labor-management relationship is explained as a system created for Japanese companies, which developed as a late industrializing nation, to train the skilled workers, employees, and managers they needed and to ensure that they would not be poached away by other companies. In other words, in Japan, where there was no apprenticeship system to socially train, train, and supply the skilled workers, employees, and managers needed for modern industry, companies had no choice but to hire unskilled workers who had received basic education at school and train them within the company, and they had to rely mainly on on-the-job training (OJT). In this case, years of service = years of experience is an indicator of the level of skill.

*Some of the terminology that refers to "on-the-job training" is listed below.

Source | Heibonsha World Encyclopedia 2nd Edition | Information

Japanese:

…
【ブルーカラーの養成と管理】

［日本的現実における年功的熟練］
　企業は，小卒，高小卒の若年層を農村や都市近郊などから雇用し，工場の技能養成施設でイロハから技術などの知識を教え，技能の養成を行った。ただし彼らの技能習得は，養成施設においてだけでなく，それ以上に工場での仕事を手伝いながら，先輩の労働者から個人的に伝承される形で身につけていくといったOJT(on‐the‐job training)の要素がより強かった。彼らの熟練は，仕事のかたわら多分に年長労働者が個人的に体得したものを徐々にのれん分けの形で伝承していく形をとった。…

【職業訓練】より

…人間の職業的能力の形成･向上は，学科教育を授ける学校教育，主として実技を授ける職業訓練，仕事をしながら習熟する職場訓練などによって達成される。通例，学校や職業訓練施設で行われる教育訓練をoff‐JT(off the job training)，職場訓練をOJT(on the job training)と呼び区別している。これらの教育訓練制度は，工業技術の発達に伴う複雑な機械･装置の実現，多様かつ多種類の商品の登場，大規模経営を中心とする管理技術の発達などによって，手工業段階で支配的であった熟練職人養成のための徒弟制度に代わって，組織的かつ大規模に行われるようになってきた。…

【年功的労使関係】より

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［背景］
　こうした年功的労使関係は経済学的には，後発工業国として発達した日本の企業が必要な熟練労働者，職員，管理者を養成し，他企業に引き抜かれないように確保するためにつくられた制度として説明される。すなわち，近代産業に必要な熟練労働者，職員，管理者を社会的に養成し訓練し供給する徒弟制度などが存在しなかった日本では，学校で基礎的教育を受けた未熟練労働者を採用し，企業内で訓練するほかなく，しかも訓練の中心をOJT(on‐the‐job‐training，職場での訓練)に頼らざるをえなかった。この場合には，勤続年数＝経験年数が熟練度の高低の指標となる。…

※「on-the-job training」について言及している用語解説の一部を掲載しています。

出典｜株式会社平凡社世界大百科事典第２版について | 情報

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