From my own workplace experience, when the company uses "on-the-job training" to force me to leave my job, the first thing to do is to confirm with the company the reasons for on-the-job training, whether it is because I made too many mistakes and failed to achieve my post competence, or because of economic interests and overstaffing, the company needs on-the-job training, so that the company can give practical reasons for recognition, issue a notice of on-the-job training, and then implement it. After all, you have to recognize the actual situation and understand the actual operating difficulties of the company. You still take a meager salary for on-the-job training, wait for the company or yourself to get better, or use this time to find new job opportunities.

If the company maliciously wants to use on-the-job training to force itself to leave, then I will not accept the conditions of on-the-job training. If I can't negotiate with the company, I will collect the evidence that the company maliciously wants to fire myself and apply for labor dispute mediation or concealment to protect myself and get some economic compensation.

Just this year, a colleague in our company was faced with the situation of waiting for on-the-job training. His post is related to technology, but he changed careers, and his ability to learn and understand new things is relatively average, but he worked hard, so the head of the department spent twice as much experience and time teaching him, and finally reached a barely qualified state when he became a regular. But after he became a regular employee, he began to relax, because he was careless and not active enough, and made many mistakes.

So, the company related people talk to him. The reason he gave was that during this time, he felt that he began to dislike this technology-related position. He wants to apply for a transfer to another position. He felt that he liked that position better, which happened to be the moment when he needed more hands.

So I agreed to his job transfer. He used to study while working. In the first month, he managed to do it. But in the second month, because of carelessness and irresponsibility, he began to make mistakes one after another and needed the head of the department to "put out the fire". Based on his situation, the company took measures to terminate the labor contract with 30 days' notice in advance, because he was incompetent and repeatedly made mistakes, which caused losses to the company. But he didn't accept it and wanted to continue to apply for another position in the company. Finally, I was forced to send him a notice waiting for training, hoping that he would reflect more and summarize more. As a result, only one week after the on-the-job training began, he resigned voluntarily, saying that he would go outside to see the job opportunities of the position he wanted to transfer.

Faced with such a situation, you said that the company used on-the-job training to force it to leave. From his point of view, it seems so, doesn't it? It seems reasonable.

Therefore, I think that if we really encounter the situation of waiting for job training, the best solution is to treat this situation rationally, whether it is good or bad, we should consider it from the perspective of our own development.