On-the-Job Training TLDR Summary
On-the-job training (OJT) is a form of workplace training that incorporates learning as part of employees’ job responsibilities, emphasising the application of skills in real-world scenarios. It can be structured (SOJT), with designated trainers and clear objectives, or unstructured, where learning happens spontaneously through interaction with colleagues and equipment. OJT differs from off-the-job and classroom training in that it is integrated into daily routines, reducing the impact on operational productivity whilst building practical, role-specific skills. For businesses looking to reduce skill gaps, improve employee retention, and upskill their workforce cost-effectively, OJT is an increasingly popular and impactful solution.
Traditional training methods don’t always work to help employees learn the ins and outs of their roles. Classroom and in-person training tend to take a backstep in work environments, as they make it difficult to accommodate onsite, remote and hybrid workers. They also take employees away from their daily roles, impacting productivity and operational efficiency. eLearning is a good alternative for helping employees gain knowledge, but it often isn’t a good fit for training practical skills.
On-the-job training (OJT) is rising in popularity as an effective way to upskill workers. This comprehensive guide covers an on-the-job training definition, its importance, advantages, disadvantages, and challenges. We also provide techniques and best practices for leveraging on-job training to increase productivity, efficiency, and work satisfaction in your workforce.
What is On-the-Job Training?
On-the-job training is a form of workplace training that incorporates learning as part of employees’ job responsibilities. OJT aims to provide a practical environment where workers can enhance their performance in a specific area or job role.
Training on the job emphasises the application of workplace skills in real-world scenarios, using tools and equipment that employees are expected to use in their duties. Trainees learn by performing hands-on tasks while being supervised or trained by a senior with more experience.
Structured vs Unstructured OJT
On-the-job training can be structured (SOJT) or unstructured.
SOJT is a proactive and formalised employee training program where companies hire or designate trainers to guide employees through specific tasks to improve their performance.
Unstructured training on the job happens spontaneously. Employees learn naturally by interacting with technology and machinery or receiving informal guidance from experienced colleagues.
While SOJT is planned with clear objectives and outcomes, unstructured in-job training lacks specific goals. Its most common impact on operations is boosting employee confidence, which can in turn increase productivity.
What is the Difference Between On-the-Job Training vs Off-the-Job Training vs Classroom Training?
Now that we have an on-the-job training description, let’s look at the difference between on-the-job vs off-the-job training, and classroom training activities. These are three of the most common employee training methods. However, they differ in their settings, approaches, and effectiveness in specific scenarios.
- On-the-job training takes place in a work environment during working hours. It’s integrated into daily routines and activities, reducing the impact that training can have on operational productivity. This type of training works well for hands-on and practical tasks and learning how to use specific machinery and technology.
- Off-the-job training takes place outside of employees’ usual routines. Some companies provide workers with time for off-site training or allow leeway to study while at work. However, this can significantly impact productivity, as employees who are going through off-the-job training aren’t able to perform their duties as normal. This type of training works well for self-guided learning, where companies enrol employees in courses they can complete at their own pace.
- Classroom training is an off-the-job training example that takes place in a designated area outside of the normal work environment. It’s often conducted in a boardroom or meeting room that accommodates a large number of people. Employees learn from instructors through lectures, discussions and interactive activities. This type of training works well for learning theory and understanding concepts in a collaborative setting.
Importance of OJT Training
With a better understanding of OJT’s meaning in job training, let’s look at the importance it holds for businesses, employees and students entering the market. Let’s take a closer look at the importance and benefits it offers to each of them.
Importance of On-the-Job Training for Businesses
- Enhances performance. Allows employees to learn and apply skills immediately, helping them excel in their roles.
- Reduces skill stagnation. Ensures employees consistently hone their skills, reducing the risk of falling behind the curve or skill gaps emerging.
- Improves innovation. The more comfortable employees are with the tools they use, the more creative they become in their roles, embracing new ways of working.
- Boosts employee retention strategies. As employees become more comfortable and productive, their engagement and job satisfaction increase, encouraging them to stay longer with the company.
- Reduces onboarding time. Allows employees to learn as they work, reducing the delay in them becoming productive contributors towards your operations.
- Uses resources more effectively. Minimises the need for hiring external trainers or separate training programs, allowing for more effective and efficient, cost-effective learning.
Importance of OJT for Employees
- Improves confidence. Gaining practical experience helps employees feel more comfortable, competent and confident in their roles, reducing the feeling of imposter syndrome.
- Allows for more relevant training. The training that employees receive can be directly applied to their roles and job responsibilities, making it both practical and impactful.
- Reduces career stagnation. Training tailored to daily tasks helps employees continually develop their skills, preventing them from feeling stuck in their roles.
- Improves prospects of promotion. As employees develop advanced skills, they become stronger candidates for internal recruiting, improving their prospects within a company.
- Enhances job satisfaction. Seeing the direct impact that training has on daily tasks and productivity can give employees a sense of accomplishment, satisfaction and fulfilment.
- Provides better work-life balance. OJT reduces the need for after-hours training, helping employees maintain a healthier balance between work and personal commitments.
Benefits of OJT Training for Students
- Provides practical examples. On-the-job learning through apprenticeships and internships provides students with an opportunity to apply theoretical knowledge in real-world situations.
- Builds confidence. Seeing the real-time impact of their learning in action provides OJT trainees with reassurance and confidence in their skills and knowledge.
- Improves employability. Employers are always looking for candidates with experience, and in-job training provides students with the exposure they need to be competitive in the job market.
- Provides networking opportunities. OJT provides students with opportunities to connect with and learn from professionals in the industry that they want to work in.
- Enhances adaptability. It can be difficult for students to make the transition from learning to working. On-the-job training helps to bridge this gap, making it easier for students to adapt to the dynamics of work environments.
Objectives of On-the-Job Training
Companies incorporate on-the-job training into their employee development plans to meet various needs and training objectives. Some of the most common on-the-job training objectives examples include:
- Skill Development. A core objective of on-the-job training, skills development ensures employees get hands-on experience to enhance technical and soft skills directly related to their roles.
- Knowledge Application. This training method provides employees with opportunities to apply their theoretical knowledge in real-world settings, reinforcing learning through practical tasks.
- Employee Adaptability. Another common objective of OJT is improving a workforce’s ability to adapt to changing technologies and business practices. This ensures the company can easily pivot to stay relevant and competitive.
- Workplace Safety. On-job training is particularly effective in demonstrating safety procedures in the work environment. This minimises the risk of workplace incidents, accidents and injuries.
- Standardisation of Practices. Ensuring consistent procedures and practices across operations fosters continuity and efficiency. Having a Suitably Qualified Experienced Person demonstrate these procedures guarantees consistency in training.
- Foster Collaboration. On-the-job training often involves teamwork, supervision and coaching. This promotes collaboration and effective communication between team members and across departments.
- Encourage Innovative Problem-Solving. Another of the popular objectives of OJT is equipping employees with specific skills to take initiative and develop innovative solutions to the problems they face.
- Retention of Corporate Knowledge. An often-overlooked OJT objective is preserving knowledge and expertise throughout an organisation. When experienced colleagues pass knowledge on to new employees, it ensures essential skills and experience remain within the company even if that employee leaves or retires. This is especially prominent in SOJT, where training agreements and plans need to be developed, further solidifying the knowledge-sharing for future employees and training initiatives.
On-the-Job Training Examples
OJT training can take various forms depending on your business goals and training objectives. Below we have listed some of the most popular examples of on-the-job training types. For a complete list of on-the-job training examples, read our comprehensive guide on the topic.
- Internship. A type of structured on-the-job training that brings students or graduates into a company to gain real-world experience.
- Coaching. A SOJT training method that assigns an experienced employee to train a new hire or less experienced worker in specific tasks.
- Mentoring. A less structured approach to having experienced employees guide new hires or less experienced workers in their daily tasks and roles.
- Job Rotation. A structured approach of having employees experience different roles within a business and learn various skills and abilities. This promotes an adaptable workforce.
- Induction training. Structured training methods that help new employees quickly acquaint themselves with machinery, technologies, skills and capabilities that will be required of a new role.
- Task Delegation. An unstructured type of on-the-job training where senior staff assign tasks to less experienced employees for them to gain hands-on learning experiences in unfamiliar areas.
Want to See More Examples?
We’ve compiled a list of top types of on-the-job training.
How to Create an On-the-Job Training Program
1. Outline Training Outcomes and Goals
Different OJT training examples are suited to different objectives. Determining what you want to achieve from your on-job training program will prepare you for success. Consider factors like:
- Who needs to be trained?
- What areas should OJT training focus on?
- What results do you want to see?
- What metrics will help you to measure those results?
Track Skills Across Your Organisation!
Download our free, customisable template today.2. Determine Which Type of OJT to Use
Consider the various examples of on-the-job training, and which will be best suited to helping you achieve your goals. For example, job rotation is an ideal type of on-the-job training if your primary objective is improving adaptability. Coaching would be a good option if you have experienced employees with specialised skill sets. Internships may be the best initiative if you want to position yourself as a top employer and build a company’s culture of growth and development. Consider factors like:
- Your objectives in OJT
- Cost implications of specific training methods
- Practicality of application
3. Develop an On-the-Job Training Plan
An employee training plan should cover your curriculum and the logistics of implementing on-the-job training. You’ll need to account for the schedules and commitments of trainers and trainees to ensure minimum disruption to your operations. You should also have a plan in mind for the period that you want these sessions to take place. It is sometimes best to perform training in batches, rather than going through the learning process with new hires as soon as they start. Some companies also prefer to conduct training over low-traffic periods, like December for industries like mining and construction. Consider factors like:
- High-demand periods
- Talent recruitment intakes
- Length of training initiative, or whether it will be a continuous learning initiative
- Feasibility of personalised training paths to account for existing knowledge
4. Get Buy-In From Stakeholders
Ensure that management, owners and employees understand what your training plan involves and why it’s important. Gather feedback on your planned curriculum and the implementation logistics including budget, resources and time commitments. This step will help ensure everyone sees the value of on-the-job training and work together towards the same goals.
5. Put the Plan in Place
Start your OJT programs with a small group at first. This will help you iron out the details and ensure your training plan is as effective as possible. Be prepared to adapt and adjust the plan to tackle stumbling blocks or unforeseen obstacles. This will help you develop impactful on-the-job training initiatives across your operations.
6. Measure Results
Once your OJT training is in place, gather data to determine whether your training plan has achieved the desired outcomes and goals. You should use a combination of qualitative and quantitative methods to measure results. These may include collecting training feedback, assessing job performance, tracking key metrics and monitoring the long-term impact of training on your operations. Tools that can help you measure these performance indicators include:
- Assessment software for conducting pre- and post-training evaluations.
- Skills matrix to track skills and proficiencies across teams and departments.
- Training matrix to track metrics like completion rates and manage certifications and compliance.
- 360 feedback tools which gather insights from peers, managers and subordinates for use in 360 performance reviews.
On-the-Job Training Best Practices
Maintain Organisational Support
Getting support from key stakeholders is critical to the success of on-the-job training. A 1998 study, 2015 study and 2017 article all highlight the pivotal role that management plays in the success of SOJT in particular.
When upper management acknowledges the importance of on-the-job training and prioritises it, these initiatives are far more likely to succeed. Organisations are also responsible for providing ongoing support through skilled educators, relevant training materials and sufficient time for employees to train effectively.
Providing evidence of results is essential for justifying and advocating for ongoing support. This underscores why measuring outcomes is such a critical step in developing and maintaining successful OJT programs.
Find the Right Trainers
The role of trainers is also critical to the success of these training initiatives, as a 2014 study proves. The right trainer needs to be able to:
- Evaluate employee progress
- Provide constructive feedback
- Encourage critical thinking and reflection in trainees
- Motivate and challenge employees
- Customise training to trainees’ levels of experience
Follow-Up and Follow Through
According to a 1999 study, SOJT programs often fail because of a lack of follow-up. It’s critical for companies to not only implement training plans but also ensure that trainers and trainees follow through with them effectively. Without regular follow-ups, assessments, and reviews of training programs, the initiatives become less effective over time. Employees may lose motivation, leading to reduced productivity and ultimately decreased support from management.
Find the Right Technology
Find a technology solution that meets your unique needs and aligns with your business goals. For example, many software platforms accommodate onsite, remote and hybrid workers through online courses and video conferencing tools. This makes it possible to conduct on-the-job training even with employees who aren’t based in your offices or work online.
You may want to adopt software that uses AI in training to simplify creating and distributing course materials. The right software can also help you track key metrics on the success of your OJT training programs.
On the other hand, investing in the wrong software solution can have the opposite effect. Technologies that are difficult to use are less likely to be adopted throughout your organisation, impacting the return on your investment (ROI). Platforms that don’t integrate well with your existing systems can also lead to information becoming siloed and difficult to access. This makes it challenging to leverage data in decision-making on skills and training across your business.
Take a Structured Approach to Training Evaluation
It’s important to evaluate the effectiveness of your on-the-job training initiatives regularly. This ensures that your training plan is being implemented in the right way and is delivering the results that you expect. Conducting training evaluations at different levels of learning will help you understand areas where OJT is working well, and where improvements can be made.
- Evaluate sessions by collecting training feedback from both trainers and employees.
- Evaluate individual performance by conducting pre-and post-training assessments to determine the impact of on-the-job training on their work and productivity.
- Evaluate the program by measuring key performance indicators like ROI, certification attainment and skill proficiencies. Conduct continuous assessments and regular performance reviews to gain valuable insight and feedback into your OJT program’s success.
Balance Internal and External Trainers
Many companies rely on experienced employees to conduct on-the-job training. However, it’s important to recognise when bringing in an external trainer may be more beneficial. For example, if a company needs to train employees on new technology or machinery, existing staff may not have the skills needed for thorough training. These employees would need significant time to familiarise themselves with the new system before they could effectively train others. In such cases, the cost of hiring an expert is often justified by the time and effort saved compared to internal training.
Advantages & Disadvantages of On-the-Job Training
There are many advantages and disadvantages of on-the-job training. Below is a summary of the most important OJT advantages and disadvantages:
Advantages
On-the-job training has two main advantages:
- Boosts performance. Aside from training on specific job duties, OJT also happens within the work environment. While some learning may involve simulation training or be delivered remotely, the training is still directly connected to daily tasks and operations.
- More cost-effective. In-job training leverages internal expertise, removing the need to hire trainers externally. It also doesn’t require as many training resources, saving companies time and money.
Disadvantages
There are two main disadvantages of OJT:
- Lack of theory. Due to the practical application of training, trainees learn how to perform a task but don’t always know it should be performed that way.
- Passing down bad practices. On-the-job training depends on the skills and expertise of current employees. If trainers harbour bad practices, they can easily be passed on to other employees.
Challenges & Solutions for OJT
1. Lack of Employee Motivation
People are naturally resistant to change. If on-the-job training is a new initiative within your business, employees may be reluctant to engage with learning, as it disrupts their usual routines.
Solution: Communication is key to overcoming a lack of motivation. Explain the career opportunities that are key to on-the-job training benefits. Focusing on OJT as a method of career progression will help employees understand the value of training and motivate them to participate.
2. Lack of Employee Engagement
When OJT is the same for every employee, those who already have experience and knowledge on the specific topic are less likely to engage with training.
Solution: Assessments can help determine which training courses will be relevant for particular employees. Coaching and mentoring can also help you address specific employee needs, rather than providing the same training for all. This will make training more personalised and engaging for individuals.
3. Inconsistent Quality
Since OJT often relies on experienced employees conducting training sessions, the quality of the training itself may vary from person to person. This is particularly true when trainers don’t have the necessary communication or soft skills to teach effectively.
Solution: It’s important to provide training for those who train others. Enrol your trainers in power skill courses to help them deliver training consistently and effectively. It’s also important to set training standards and monitor trainer performance, gathering employee feedback on the quality of the training.
4. Lack of Stakeholder Buy-In
It can be difficult to justify the time and expense of training without seeing results. This can lead to upper management prioritising other initiatives above training, impacting the success of OJT programs.
Solution: Track key performance indicators like enrolments, course completions and certification attainment, and measure their ROI for the company. This will highlight the value of on-the-job training in a way that makes it easy to justify the expense.
5. Safety Risks
When training new employees, apprentices or interns, OJT can pose significant safety risks, especially in high-risk industries like mining, manufacturing or construction.
Solution: It’s important to enrol trainees in workplace health and safety courses before starting OJT in high-risk environments. Following a structured on-the-job training program and ensuring that inexperienced employees are closely supervised can also reduce the risk of accidents and injuries.
OJT Software Solutions
Plenty of training and assessment platforms can enhance your OJT initiatives. When choosing training software to deliver on-the-job training, it’s important to consider its customisation, ease of use, reporting features and integration options. These factors can help you ensure that training is effective, accessible, and meets your unique business needs. Some top OJT solutions include:
- Cloud Assess. A dedicated training and assessment platform with extensive tools to track skills, conduct evaluations and manage training programs across your workforce. Cloud Assess also has a strong focus on compliance management.
- TalentLMS. A user-friendly LMS with training tracking software features to help companies create, deliver and monitor training programs with customisable learning paths and reporting features.
- Bridge. A versatile platform that provides tools for employee development, performance management and training.
- Litmos. An LMS with an integrated content library to help companies quickly deliver relevant training while tracking compliance and performance.
- Lessonly. Helps companies implement OJT through interactive training content, coaching tools and performance tracking.
Assess and Train On the Job with Cloud Assess
There are many benefits to using a digital platform such as Cloud Assess for on-the-job training.
- Training can be done at scale and for a global or remote workforce.
- Training quality is easier to monitor, maintain, and make more consistent.
- You can use a wide variety of content to keep trainees engaged.
Book a personalised demo with Cloud Assess to learn more about how you can use the digital platform for on-the-job training and other needs.
On-the-Job Training FAQs
What are On-the-Job Training Regulations?
Regulations affect the design and implementation of some on-the-job training programs, especially SOJT. Regulations can influence who can be a trainer or trainee, which organisations can facilitate on-job training, and which professions require OJT. Quality standards and the agencies responsible for enforcing them might also be included in such regulations. Some examples include UK apprenticeship funding rules and Australia’s Verification of Competency requirements.
Who Manages On-the-Job Training Responsibilities?
OJT responsibilities are typically managed by a combination of key stakeholders. Human Resources often coordinates the training program, setting objectives and tracking progress. Direct supervisors or managers usually oversee the day-to-day training, ensuring employees receive the necessary hands-on experience. Experienced employees, designated trainers or external experts conduct training sessions. Successful OJT requires collaboration across departments to ensure consistency and alignment with business goals.
How Long Does Job Training Take?
An on-the-job training period can last anywhere from a few weeks to several months depending on the objective behind it. However, it’s difficult to provide an accurate estimate for the OJT period, meaning some training courses may be accomplished in a manner of days, while continuous personal development can last entire careers.
Internships typically last 1-2 months, while an apprenticeship program takes at least a year. Job rotations can last up to 2 years and mentorship. While on-the-job taining should take a minimum of 6 months, complex OJT objectives require longer commitments.
What Jobs Provide On-the-Job Training?
OJT is common for deskless workers and frontline employees. Roles like healthcare assistants, electricians, machine operators, and police officers often require on-the-job training to put theory into practice. However, desk-based jobs like bank tellers, software developers and teaching assistants can also benefit from OJT.
Is On-the-Job Training Paid?
Most on-the-job training is paid, though there are exceptions. OJT offered by academic institutions, non-profit organisations, and startups is also usually unpaid, and unpaid internships for students and those in creative arts industries are common. However, OJT for deskless jobs and offered by large corporations are paid for.
Should I Include OJT On My Resume?
Yes, you should include on-the-job training on your resume. If you don’t have direct experience that is relevant to the positions you’re applying for, OJT can be seen as a significant advantage. However, where your on-job training isn’t directly related to the role you want, or where you have work experience in the same field, it may not be necessary to include it.
