On The Job Training: Definition, Importance, Types and Meaning

In today’s rapidly changing environment, a company’s most important asset is not its technology, capital, or market share. It is its people working within the company. Companies often emphasize external recruitment and the search for exceptional talent. However, they often cease to recognize they already possess enough talent internally.

If companies wish for the true talent of their employees to emerge, there are various training methods available. In this blog, we will mainly talk about On The Job Training. We will also discuss how HR can implement these methods. But first, let us understand what the term actually entails.

What is On The Job Training?

On the job training (OJT) is a learning method often referred to as “near-the-job training” or “hands-on training.” It takes place on-site and entails teaching personnel while they are working. The advantage of OJT is that organizations do not have to invest more funds in classrooms.

During OJT, a trainee collaborates with a more experienced colleague (trainer) to learn new skills and knowledge in the formal workplace. Observing a more experienced worker improves one’s abilities and knowledge. It is still commonly used today because of its efficacy and efficiency, making it appropriate for many types of workplaces.

Types Of On The Job Training

Companies often utilize a combination of these methods; however, it’s important to be able to distinguish between them. There are four types of on-the-job training: unstructured, structured, standalone, and blended. Below is a brief overview of each.

Unstructured

Unstructured OJT is perfect where specialized skills are not required, nor is the work particularly complex. In this kind of training, you observe an experienced senior worker at work. You may also be asked to observe more than one individual or even an entire department so that you can acquire all relevant skills. This method does not involve any planning time, and you can easily tailor the learning to your role as well as your previous knowledge and skills.

Structured

During structured OJT, the company creates a special training plan for the new hire. It covers a task checklist, information about the supervisor for each activity, and the training’s outcome standards. Structured OJT needs more time to implement, but it is often more reliable at preparing new people. Additionally, it increases accountability for both trainers and trainees.

Stand-alone

For some roles, hands-on experience and work shadowing are sufficient to understand the fundamentals of the job. Companies use the solo method for simple roles or when the person has prior experience in the position.

Blended

Blended learning combines OJT with other instructional methods. On top of acquiring hands-on experience and shadowing, the new hire gets to read job-related materials, watch videos, attend industry training events, and take part in online and classroom learning. Blended learning, because it integrates several methods, is thus suitable for roles requiring specialized skills. This form of training is good for organizations that need their staff to grasp a certain list of processes and procedures before getting started.

On-The-Job Training Methods

1. Coaching and Mentoring

Mentoring is the process in which an experienced individual, known as the mentor, is designated to serve as a coach, consultant, or advisor for the new join without experience, known as the mentee. A senior manager guides their immediate subordinate to fulfill the necessary responsibilities. In one-on-one training, the senior individual mentors the subordinate, supporting and advising them in different situations.

2. Job Instruction Technique (JIT)

The trainer creates a structured training program. The employee receives guidance on how to execute the tasks. Initially, the trainee is given an overview of the job and the expected results. Throughout the process, the trainer assesses the employee’s required skills. The employees do the job using their acquired skills and can request feedback and reviews if necessary.

3. Job Rotation

In job rotation, employees regularly move between related positions to gain experience in various job functions. This fosters a dynamic and diverse atmosphere within the organization and maintains a high-energy and innovative culture among the staff. Rather than performing the same tasks repeatedly, it facilitates building connections with diverse colleagues across the organization.

4. Job Shadowing

Job shadowing involves closely following and observing skilled workers performing their tasks. The trainee pays close attention to their mentor and gains an understanding of the tasks by observing them. This allows new employees to observe and understand their responsibilities. Experienced employees can also benefit from job shadowing by learning new methods, honing their interpersonal skills, and gaining a fresh perspective on work-related matters.

5. Peer Training

A collaborative relationship between people who are at similar stages of their career or have similar challenges. Peer training focuses on mutual support and knowledge sharing, with both people contributing their own experiences and insights. Peer training can encourage learning and improve job satisfaction.

6. E-learning and Blended Learning

E-learning, also known as online learning, is a method where the training is completely delivered online. There are no time and place confinements. Students can set their own pace. Similarly, there is blended learning. This method combines online and in-person components, with 30–80% of the course content delivered online. The rest is covered by in-person training. Blended learning can better support different learning styles.

7. Apprentices

In the training of apprentices, individuals who require extended learning periods are typically involved, including trainees in technical, trade, and craft fields who need high-quality training to become professionals. The fields involved in apprentice training necessitate valuable skills and knowledge, thus requiring a lengthy training process to refine every aspect. Apprenticeship combines on-the-job and classroom training and is overseen by professionals. The duration can vary from 1 to 4 years, as the learning process continues until the apprentices attain expertise in their respective fields.

Benefits of On the Job Training

More Profound Knowledge Transfer

On the job training facilitates the transfer of tacit knowledge, which is essential for job success but difficult to teach formally.

Faster Performance

Learning in the real environment helps trainees adapt quicker, make fewer errors, and become more productive.

Cost-Effective

It eliminates the costs of classrooms, materials, and external trainers.

Swifter Skill Development

Its hands-on approach accelerates skill development and builds confidence.

Boosted Morale

It offers growth opportunities, demonstrating investment in employees and fostering engagement.

Sharper Problem-Solving

It exposes trainees to real challenges, enhancing problem-solving and decision-making skills.

Increased Agility

It can be quickly implemented to address skill gaps or changing business needs.

Conclusion

On the job training takes many forms, ranging from scheduled programs to unplanned learning. Finding the balance that most aligns with your needs is critical to increasing productivity. Microlearning and upskilling are helpful tactics for delivering on the job training. Microlearning, which breaks down challenging topics into smaller, more digestible bits, allows employees to learn at their own speed and apply new knowledge effortlessly. Upskilling allows individuals to learn new skills or improve current ones, promising their relevance in a volatile work environment. Reskilling is yet another essential part of on the job training. As industries evolve and job demands change, reskilling can help people transition to new positions and responsibilities. Businesses that invest in reskilling programs may future-proof their workforce and preserve a competitive advantage.

Frequently Asked Questions

1. How Do I Ensure Quality Training During OJT?

To guarantee quality OJT, select experienced and skilled employees as trainers. Develop clear training outlines and performance standards. Implement regular evaluations and provide feedback to both trainees and trainers.

2. Can on the job training Be Effective for Complex Roles?

While OJT is ideal for hands-on roles, it can also be effective for complex positions. Break down tasks into manageable steps, provide ample practice opportunities, and supplement with classroom training or simulations where necessary.

3. How Do I Measure the Effectiveness of OJT?

Track key performance indicators, such as productivity, error rates, and employee satisfaction, before and after training. Conduct surveys and interviews to assess knowledge retention and skill improvement.

4. How Can I Balance On-the-job Training with Regular Work Responsibilities?

Plan OJT carefully to minimize disruptions. Assign dedicated training time, rotate trainers, and consider cross-training to share the workload.

5. What Is the Difference Between Simulation Training and Vestibule Training?

Simulation training involves creating artificial environments to replicate real-life situations. It’s broader and can include virtual reality, case studies, or role-playing. Vestibule training is a specific type of simulation that focuses on replicating the actual workplace using fundamental tools and equipment.

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