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Unlock This CourseOn-the-job training is one of the most popular ways businesses help their employees learn new skills. Instead of sitting in a classroom, workers learn whilst they're actually doing their job. It's like learning to ride a bike - you can't really master it until you're actually pedalling!
This type of training happens in the real workplace, using the actual equipment and systems that employees use every day. It's practical, hands-on learning that gets results quickly.
Key Definitions:
Companies love on-the-job training because it's cost-effective and gets employees productive quickly. New staff learn the company's specific ways of working, not just general skills. It also helps build relationships between experienced and new employees, creating a supportive workplace culture.
There are several different ways businesses can deliver on-the-job training. Each method has its own benefits and works better for different types of jobs and learning styles.
Let's explore the main types of on-the-job training that businesses use to develop their workforce.
A senior employee guides a junior one, sharing knowledge and experience. The mentor provides ongoing support and feedback as the trainee learns.
The trainee follows an experienced worker for days or weeks, observing how they handle different situations and learning best practices.
One-to-one guidance where a coach helps the employee improve specific skills through practice and feedback.
Beyond the basic methods, businesses use several other approaches to help employees learn whilst working.
Employees move between different departments or roles to gain broader experience. This helps them understand how the whole business works and develops versatile skills. It's particularly useful for management training programmes.
Sometimes called 'sitting with Nellie', this traditional method involves new employees working alongside experienced ones, gradually taking on more responsibility as they become confident.
Like any training method, on-the-job training has both benefits and drawbacks that businesses need to consider.
Employees can use what they learn straight away, making the training more relevant and memorable. They see the direct impact of their new skills on their work performance.
For employees: Limited exposure to different methods, potential for learning bad habits, possible disruption to normal work flow.
For employers: Requires skilled trainers, may reduce short-term productivity, risk of inconsistent training quality across different departments.
Successful on-the-job training doesn't just happen by accident. It needs careful planning and structure to ensure employees learn effectively and safely.
Define exactly what skills and knowledge the trainee should gain. Make objectives specific and measurable.
Select experienced employees who are good communicators and patient teachers, not just skilled workers.
Plan how long each stage of training will take and set milestones to track progress.
A structured approach helps ensure training is effective and employees develop the right skills to the required standard.
Start with demonstration, then guided practice, followed by independent practice with feedback. Finally, assess competence before allowing unsupervised work. This cycle ensures thorough skill development.
Regular assessment helps identify areas where trainees need more support and ensures they meet required standards before working independently.
McDonald's uses extensive on-the-job training for all new employees. New staff start with basic food safety training, then learn each station through hands-on practice with experienced crew members. They use a structured checklist system to track progress through different skills levels. This approach ensures consistent service quality across all restaurants whilst keeping training costs low. The company reports that employees trained this way become productive 40% faster than those using traditional classroom methods.
Understanding the financial impact of on-the-job training helps businesses make informed decisions about their training programmes.
Whilst on-the-job training is generally cheaper than external courses, there are still costs to consider:
Businesses measure training success through improved productivity, reduced errors, better customer satisfaction and lower staff turnover. Most companies see positive returns within 3-6 months of completing on-the-job training programmes.
Technology is changing how businesses deliver on-the-job training, making it more effective and engaging for today's workforce.
Many companies now combine traditional on-the-job training with digital tools to enhance the learning experience.
Walmart introduced virtual reality training for their employees, allowing them to practice handling difficult customer situations and emergency procedures in a safe environment. The VR training is combined with traditional on-the-job mentoring. Results show 10% better retention of safety procedures and 15% improvement in customer service scores compared to traditional training alone.
To get the most from on-the-job training, businesses should follow proven best practices that ensure effective learning and positive outcomes.
Successful on-the-job training requires a workplace culture that values learning and development. This means encouraging questions, celebrating progress and making time for proper training despite busy schedules.