On-the-job training — what does it involve?
On-the-job training is one of the most effective ways to develop skills, especially in a manufacturing environment. On–the–job training allows employees to better understand the specifics of the process, how tools work, and workplace standards from the very beginning. The emphasis on hands–on practice enables employees to become independent more quickly and reduces the number of mistakes they make in the future. What exactly is on–the–job training, and why is it worth implementing this type of training in the workplace?
What is on–the–job training?
On-the-job training (OJT) is a method of developing competencies that involves acquiring knowledge directly while performing job duties. On-the-job training takes place in a natural work environment—for example, right at the machine. In individual on–the–job training, the employee acquires skills by performing real tasks. This approach differs from off–the–job training, which starts with theoretical foundations. In off-the-job training, the trainee initially has no physical contact with the tools and acquires knowledge in simulated conditions, which are only later translated into practice. This, of course, requires an additional adaptation phase on the job.
The advantage of on–the–job training is therefore its focus on practice and the immediate application of knowledge. The employee does not have to translate theory into practice on their own—on the contrary, based on the experience gained, they can explain in simple terms exactly what their role will entail.
What are the methods for conducting on–the–job training?
On–the–job training can be conducted in various ways, depending on the nature of the position, the type of skills being developed, or the employee’s level of experience. What are the most common methods of on–the–job training?
5 Key Benefits of On–the–Job Training
On–the–job training benefits both employees and the organization. Employees get the opportunity to quickly and practically prepare for their duties, while the company can streamline the onboarding process and reduce costs.
- Immediate application of knowledge. Employees put their new skills into practice right away, and learning takes place through the completion of real–world tasks. This eliminates the risk of a theory–practice gap and accelerates the process of skill retention. The training is faster and more effective.
- Cost savings. On–the–job training eliminates expenses related to business travel, room rentals, and hotels. The shorter onboarding time alone also translates to cost optimization. On–the–job training is therefore more cost–effective.
- Highly effective onboarding. After on–the–job training, new employees become self–sufficient more quickly because they work in a real–world environment from the start. The onboarding process is more structured, and the organization benefits from greater team efficiency.
- Real–time monitoring. The digital tools used in on–the–job training allow for real–time monitoring of progress. In noSilo, all information regarding the acquisition of competencies, as well as any issues or delays, is recorded in the system. On–the–job training is therefore more controlled and effective.
- Building relationships within the team. On–the–job training is based on collaboration with a more experienced colleague. From the very beginning, the new employee has someone on the team they can turn to and trust. This approach makes it easier to overcome the initial barrier to entry, fosters open communication, and naturally supports the development of further relationships at work.
How to Effectively Implement On–the–Job Training: A Step–by–Step Guide
Implementing on–the–job training requires a structured approach and support in the form of the right tools. How can you accomplish this step by step using the noSilo app?
Step 1
Needs Analysis. The first step is to identify the competencies required for a given position, as well as the level of proficiency needed to perform the job independently. To this end, competency matrices are used to organize the requirements for specific roles and processes. Following the needs analysis, it is clear exactly what the employee needs to learn during the training and what will be assessed upon its completion.
Step 2
Developing standards. Once the requirements and the method for verifying them have been defined, training standards must be established. These include a detailed plan for the on–the–job training process—from the introduction, through the learning and practice phases, to the point at which the employee becomes self–sufficient. At this stage, materials such as instructions, checklists, and instructional videos are also created. Standardization ensures a structured on-the-job training program for every employee, regardless of which mentor leads the process.
Step 3
The training process. Effective on–the–job training follows a consistent pattern: demonstration, practice, and immediate feedback. It is important for the employee to have the opportunity to perform the task multiple times. It is worth allowing minor mistakes that do not significantly impact the process—this way, the employee will learn the potential consequences of a mistake and avoid repeating it in the future.
Step 4
Verification of results. The final step is to verify whether the on–the–job training has actually yielded the expected results. Verification can be conducted through knowledge tests, checklists, or an assessment of tasks performed in practice. At noSilo, this process is fully digitized—test results or checklist entries are saved directly in the system and then fed into the competency matrix. Supervisors have up-to-date information on who already meets the requirements for a given position and who needs further support or retraining.
The Role of LMS Systems and Applications in On–the–Job Training
Due to a lack of standardization, traditional on–the–job training is often inconsistent and difficult to manage. Digital LMS systems eliminate issues such as variations in training methods and limited ability to track progress.
The most important features of LMS systems include:
- Access to knowledge at the workplace – an employee with a mobile device at their workstation can immediately access training materials.
- Automatic tracking of progress in the competency matrix – the system assigns on–the–job training to specific positions, and information about training progress is automatically updated in the competency matrix.
- Video tutorials instead of boring manuals – digital on–the–job training provides instructions in an accessible format that makes it easier to absorb the information.
- Standardization – every employee undergoes individualized yet identical training, which ensures equality and fairness in the acquisition of skills.
When is on–the–job training a good option?
On–the–job training is particularly effective in situations that require quick and practical implementation. Excellent examples of its application include:
- onboarding new employees,
- implementing new technologies and machinery,
- developing skills through cross–skilling,
- improving quality and eliminating errors.
On–the–job training is therefore most effective in situations where knowledge must be quickly put into practice. Working in real–world conditions allows employees to learn procedures and understand their context and significance for the overall process. Additionally, on–the–job training enables organizations to respond to current needs—for example, when technology changes, employees rotate, or quality standards need to be improved.
On–the–job training is a key component of competency management in industrial companies. This method enables the effective onboarding of new employees and the systematic development of the entire team’s competencies. The combination of hands-on experience, standardization, and digital support for on-the-job training enables organizations to gain a competitive advantage through higher quality, fewer errors, and better utilization of employee potential.
FAQ
The duration of on-the-job training for a new employee depends on the nature of the position. For straightforward processes, it may take as little as a few days. It is worth noting that, in on-the-job training, it usually takes significantly less time to acquire the required competencies than with traditional onboarding methods.
In a manufacturing facility, on-the-job training involves learning by performing practical tasks at the workstation. Employees acquire skills under the supervision of an experienced mentor. On-the-job training is often supported by digital tools that provide access to knowledge and track progress.
The effectiveness of on-the-job training can be measured at two levels. The first is the onboarding process—the time it takes to acquire competencies and the level of those competencies as measured against the competency matrix. The second level is job performance—in this case, the number of errors and the quality of work indicate whether the training was effective.
Bibliography:
https://en.wikipedia.org/wiki/On-the-job_training;
https://kpu.pressbooks.pub/peoplelearningdevelopment/chapter/section-8-1-on-the-job-training-vs-off-the-job-training/;
https://uk.indeed.com/career-advice/starting-new-job/on-the-job-training-advantages.
