What is on-the-job training? Benefits, examples, and more
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Implementing on-the-job training gives you an efficient learning method, capable of immediate results. It’s a practical and flexible upskilling strategy for better company performance, productivity, and retention.
Here’s how you can utilize it for the best results. Together, we’ll explore what on-the-job training is, its advantages, common methods, and the optimal implementation steps you should take.
On-the-job training is a hands-on approach to employee development where learners apply their expertise and skills for improvement. This upskilling method takes “learning by doing” to heart, educating members while doing their job in a real-world context.
Training on the job focuses on teaching employees their day-to-day procedures. It jumps straight to performing processes while using newfound methods.
Done either live or simulated, structured or unstructured, this strategy gets trainees to learn as they go. Working best when combined with other learning methods, implementing this approach makes employees confident once they enter their roles.
Adding on-the-job learning to your workplace training strategies can deliver higher bottom lines and more committed workers to your company. Let’s see the benefits of this method.
The hands-on and practical experience of on-the-job training helps learners retain more knowledge, which improves their effectiveness in real working conditions. Since they learn by application, their capabilities are finely tuned for stronger performance and output.
On-the-job training is a learning collaboration between peers and leaders that engages employees, improving team motivation and connection. It also tells them they’re valued in the organization. This strong relationship and sense of commitment stabilizes and increases employee retention; creating an experienced and capable workforce.
Training on the job is very cost-effective as learning is set at work, using mostly the equipment present in the office, and is facilitated by current managers and employees. Your organization invests little or nothing while developing members to their highest potential.
The application-based approach to training helps learners understand concepts and adapt skills faster. Employees find a smaller learning curve with peers and leaders visualizing and demonstrating processes. This immediacy fast-tracks development and shortens the duration.
On-the-job training allows more variation and adjustments on the fly, making implementation easier. In addition, learners quickly apply their new skills and abilities from hands-on participation and active experiences. The simplicity of execution and use delivers immediate impact.
On-the-job learning puts knowledge into practice, refining it to solve the challenges of your team members’ roles. This builds confidence and engagement to gain higher abilities. Because of this, they’re equipped to accomplish more responsibilities at work.
Training on the job focuses on integrating individual strengths and capabilities into a position. The emphasis on adapting to personal needs makes the learning approach flexible and tailorable. This keeps information relevant to conditions and skill levels.
On-the-job training is a great way to attract top hiring candidates. Your organization stands out when applicants see you’re invested in developing their careers. You appeal to talented potential employees eager to grow with your company.
It’s good to remember that on-the-job learning accomplishes more when combined with other methods in your workplace development project.
Reinforcing application-based training with courses on theories and principles enhances the practical abilities of your learners.
There are many effective ways to train learners on the job. Each approach achieves different goals for varying roles; all accomplishing development through experience.
Here are the most common on-the-job training examples.
Shadowing - Learners observe experienced colleagues accomplish day-to-day procedures. With a watch-and-learn approach, employees note effective practices from their tenured peers to familiarize themselves with the role.
Delegation - Management asks talented employees to accomplish new tasks and responsibilities with full autonomy. This pushes team members to discover abilities and realize potential by completing an unfamiliar project.
Simulation - Learners engage in real-world scenarios to understand their new roles and create unique solutions. It’s a practice for refining abilities before they apply them at work. This is a chance for trial and error without consequences.
Job rotation - Teams exchange positions to learn and understand each other’s work. Employees develop adaptability while learning the impact of every position in the organization. This creates company cohesion and role knowledge.
Co-worker - Peers from a similar role instruct learners. The method communicates the job’s expectations, systems, and responsibilities based on experience. On-the-job trainees understand the real context of the position.
Committee assignment - Managers assign members to a committee to create innovations, solutions, and optimizations. The group training approach upskills employees by resolving challenges for the business together.
Refresh - Learners are retrained on the practices and knowledge of their position to improve retention and boost efficiency. This approach realigns your members’ understanding of their responsibilities and keeps them up-to-date.
Self-instruction - Employees complete a self-taught training course for their development. They are trusted to complete their learning materials at their own pace and time. It promotes autonomy and critical thinking.
Online training - Employees access custom web-based courses created using intuitive tools like Mitti (by SafetyCulture), incorporating quizzes, discussions, and rewards. Mobile compatibility enables learning on any device, even during downtime or on the go.
Mentoring - Experienced staff provide technical and emotional guidance to new hires on top of their core responsibilities. This helps them build teamwork among new recruits and develop their own leadership skills.
Coaching - Subject matter experts deliver focused, full-time training to multiple employees, emphasizing performance and retention. With more time and resources on their hands, coaches are more equipped to deliver technical training.
On-the-job training needs thoughtful preparation to maximize results and optimize resources. The following steps can help you deliver effective learning and immediate impact.
Determine the purpose and desirable outcomes of your on-the-job learning program. What goals and objectives must be achieved by the end to consider it a success? Define the qualities your learners should transform into after training.
To accomplish this, understand the role employees are learning. Identify the various skills and abilities necessary for the position. Find the processes and practices your learners should gain competence in. Align these intended results with your organization's mission and vision.
Employee development should drive company progression. Thoroughly doing this step guides your next decisions for excellent practical learning.
Choose the right hands-on learning approach that will accomplish your goals. We’ve discussed some of the common on-the-job training methods to educate employees. Which of those strategies will help learners perform their job the best?
Will employees thrive more in a structured or unstructured program? Other than that, select other development techniques, like digital courses and blended assessments, to combine with on-the-job training that’ll strengthen results.
The training plan directs the entire program, creating consistency and standardization. Built on the foundation of your learning needs and methods, this details key topics, milestones, and measurements for success.
It finalizes the learner experience, framing target tasks, developments, and insights. Your plan should determine the supporting aids and formats on-the-job learning will take. This step solidifies how you’ll achieve training goals and implement strategies.
A detailed process and structure divide your training plan into actionable steps. It’s the skeleton of your on-the-job training, drawing the deliverables and timeline of your program.
Here’s what you need to do in constructing your workplace learning on the job -
Determine the hands-on activities your learners will engage in to gain new abilities
Pin down the target period for learning achievements
Create checklists and training matrixes to track progress
Assign managers, leads, and trainers responsibilities for goal accomplishment
These extra steps help you note what to do throughout the program, making sure every resource and opportunity is utilized.
Offering all the relevant resources your on-the-job trainees need makes their learning efficient and integration seamless. It’s their guide throughout experience training, which also helps them remember and retain knowledge for future applications.
Prepare all manuals, procedures, and handbooks that heighten compliance and optimization. Make it a point to create eLearning courses, work assessments, and supplemental materials that boost hands-on training.
Assigning a great mentor for learners secures the quality of training on the job. An experienced employee who can effectively demonstrate, explain, and correct working practices smoothens a trainee’s adaptation to the position.
Beyond expertise, choose tenured personnel with solid communication skills and willingness to teach. Better yet, organize mentorship training for potential mentors for their best knowledge transfer.
Implement the hands-on learning and practical experiences you have prepared for your on-the-job trainees. Set them up to seamlessly apply new skills to your company operations.
Tracking, documentation, and assessment are vital during this phase. Regularly monitor progress against your timebound goals. Evaluate learner’s understanding through demonstrations and quizzes. Take note of their prevalent strengths and weaknesses.
Make the necessary adjustments to your training plan from there. Account for new learning opportunities and deliver changes to your structure. Constant assessments and adaptations keep the program relevant and effective.
Once training wraps up, determine the program’s effectiveness by reviewing performances and collecting feedback. Doing so finds opportunities for improvement and dictates if additional learning is needed.
You can accomplish this through:
Surveys and one-on-ones with learners and facilitators, asking them for their insight on the on-the-job training process, material, and approach
Data analysis on completion, engagement, and accomplishments
Evaluations of assessments and progress reports
Comparisons of abilities before and after training
In doing so, you make sure that on-the-job learning delivers on supporting integration for current and future learners.
Pair Mitti (by SafetyCulture) with your on-the-job training to achieve your employees’ highest potential. It’s a powerful tool to maximize your workplace development and performance.
Integrating this platform optimizes your practical-based learning, transforming trainees into skillful contributors. Firstly, this flexible tool’s blended learning feature puts hands-on training assessments into one place; easily combining in-person experiences with digital guides.
Next, you can uplift your learners’ practice using social and peer learning. It’s an accessible connection for everyone to ask questions, make clarifications, and find solutions. You can also take advantage of their briefcase storage which keeps manuals and guidelines at a hand’s reach.
Lastly, reinforce training applications with mandatory courses and assignments that keep progress on track and skill bases high. And to make it easier, all these are accessible for mobile learning, enhancing on-the-job training’s agility.
Strengthen your on-the-job training program with the help of Mitti (by SafetyCulture). Sign up today!
