What is on job training? For whatever the job roles are and no matter the changes in future of work, on job training is an ongoing solution that prioritizes organization in helping employees acquire skills and competences in their roles quickly.
However, it is not a perfect solution and it should be updated and upgraded frequently to make sure employees are confident in facing new challenges and be innovative in delivering solutions.
Before going into deeper insight on job training, this article also defines what is on job training, their pros and cons, and how to make the most of it.
What is On Job Training?
What is On Job Training? On job training or on-the-job training (OJT) is the same term in human resource management, referring to the process of training employees while they are performing their regular job duties.
It is first defined by Donald Kirkpatrick, an American educator and management consultant, who introduced the four-level training evaluation model in the mid-20th century. While Kirkpatrick’s model primarily focuses on evaluating training effectiveness, it also acknowledges the importance of on-the-job training as a fundamental component of employee development.
Since then, numerous researchers, practitioners, and organizations have further refined and expanded upon the concept of on-the-job training, recognizing its significance in enhancing employee skills, productivity, and job performance.
One notable figure who contributed to redefining the concept is Raymond Noe. Raymond Noe is a prominent academic and author in the field of human resource management and training and development. In his influential textbook “Employee Training and Development,” Noe continues to provide a comprehensive overview of on-the-job training, emphasizing its importance in developing employee skills and capabilities within the context of their actual job tasks and responsibilities.
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Advantages and Disadvantages of On Job Training
If you want to leverage on job training, the first step is understanding its advantages and disadvantages. By understanding and addressing these advantages and disadvantages, organizations can leverage OJT effectively to develop employee skills, enhance job performance, and drive organizational success.
Key Advantages of On Job Training
One of the key advantages of OJT is its practical nature. Employees learn by doing, gaining firsthand experience and exposure to real work situations. This hands-on approach enhances retention and comprehension of concepts, as employees immediately apply what they learn to their job tasks.
Next, OJT is often more cost-effective than off-site training programs, as it utilizes existing resources and personnel within the organization. There is no need to invest in external trainers, facilities, or travel expenses, making it a budget-friendly option for employee development.
More importantly, it provides employees with immediate feedback and guidance from supervisors, mentors, or peers. This timely feedback allows employees to correct mistakes, address challenges, and reinforce learning in real time, leading to continuous improvement and skill development.
Key Disadvantages of On Job Training
Firstly, in a real work environment, there is a risk of errors or mistakes occurring during on-the-job training. Without proper supervision or oversight, employees may develop bad habits or incorrect practices that could impact their performance and productivity.
Besides, it requires dedicated time and resources from both trainers and trainees, which may not always be readily available. Busy work schedules, competing priorities, and limited resources can affect new hires to fully engage in on-the-job training, even feel overwhelmed, stressed, or discouraged. Additionally, new hires may experience feelings of isolation or frustration if they perceive inadequate support or guidance from trainers or supervisors during the training process.
Furthermore, OJT often follows an unstructured or less formalized curriculum, leading to inconsistencies in training content and delivery. Without clear guidelines or standardized procedures, employees may receive uneven or incomplete training experiences.
Popular Examples of On Job Training
The concept of on the job training is simple, but its application is diverse, which is why it is known as a quick training method but not always effective. When you understand how each type of on job training works and its best practices, you can ensure employees fully engage and maximize their abilities.
Job Shadowing
When talking about Job Shadowing, it is about self-observation, proactiveness and adaptability. Employees observe and learn from colleagues who perform different roles within the organization. It is an informal way of job training, particularly effective for individuals who are new hires, new career explorers, students and interns. This provides first hand exposure to different job functions, workflows, and responsibilities, allowing employees to gain insights and broaden their understanding of the company’s operations.
Peer Mentoring
Another example of OJT is Peer Mentoring. It plays a key role in fostering a supportive learning environment within organizations. It is a two-way street, where both the mentor and mentee can learn from each other. Peer mentoring pairs individuals with more experienced colleagues who provide guidance, advice, and support. In particular, peers often share similar experiences and backgrounds, which can make peer mentoring more relevant and applicable to the mentee’s situation. Peer mentoring is highly effective for internship trainees, onboarding employees, employees in transition, and remote employees.
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Coaching
Peer Mentoring and Coaching sometimes are used interchangeably. However, coaching is more structured and focused on skill development and performance improvement. Coaching typically involves a formalized process where a trained coach works one-on-one with an individual to identify goals, assess current performance, and develop strategies for improvement. Thus, job coaching is ideal for individuals who need to develop specific skills or need to overcome challenges to excel in their roles, those who are undergoing significant transition, and those who aspire to develop their leadership capabilities.
Committee Assignment
Many organizations also favorably use committee assignment as formal form of on the job training. Committee assignments often involve working with colleagues from different departments or functional areas. The main purpose of this experiment training is boosting delegation, conflict resolution, and decision-making of participants. Thus, employees who excel in committee assignments may be considered for additional responsibilities or leadership roles in the future.
Simulations
It is effective to facilitate simulations in on job training, where employees have opportunities to experience situations similar to that of the job. They provide a realistic and immersive learning experience that closely mirrors the challenges and complexities of the job. This is why some sectors like healthcare and aviation often utilize simulations in their job training programs. One of the most common forms of job simulations are role-playing, group interview, presentation, or case study.
Job Rotation
If you want your employee to move through and learn various roles or departments within the organization, job rotation is a fantastic OJT form. By experiencing different roles within the organization, employees can acquire new skills, knowledge, and competencies that are valuable for their overall professional growth and advancement.
Tips to Facilitate Effective On Job Training for Trainers
On Job Training often known for stressed job training compared to other programs. Undoubtedly, trainers might take more time to keep their employees engaged and growing instead of stagnating.
Understand What Trainee Needs – Before conducting OJT, trainers should assess the needs, preferences, and learning styles of the trainees. Understanding trainee backgrounds, skill levels, and learning objectives will allow trainers to tailor the training content and delivery methods to meet individual needs effectively.
Offer Constructive Feedback – There is no better technique than feedback in helping identify areas for improvement and reinforce learning. Trainers should provide timely, specific, and constructive feedback to trainees, highlighting strengths and areas for development.
Leverage Digital Adoption Platform – Don’t forget to offer employees self-evaluate and 360-degree feedback to enrich training process and overall performance. And, a collaboration platform like AhaSlides where all trainees can share their ideas, thoughts and experience together.
Frequently Asked Questions
What is on-the-job training or OJT?
On-the-job training (OJT) refers to a method of training employees within the actual work environment, typically during regular work hours. They perform their job tasks under the guidance of experienced colleagues or supervisors.
Why is on-the-job training important?
The core of OJT is trainees immediately apply what they learn to their job tasks and responsibilities. Through taking actions, they refine their skills and address any challenges or questions as they arise.
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