On-the-job training steps are crucial for guiding employees toward peak performance. By following a clear process, companies can enhance skills, improve efficiency, and ensure long-term success. This article will explore the 7 essential steps for effective on-the-job training in 2024.
- What is On-the-job Training?
- Benefits of Building an On-the-job Training Program
- On-the-Job Training Steps: 5 Essential Steps that You Must Know
- Conclusion
What is On-the-job Training?
On-the-job training teaches new employees the skills, information, and skills they’ll need to do their jobs.
The goal is for staff to adjust to their new roles while still receiving training gradually. On-the-job training employs all workplace software, learning and development tools, machines, equipment, and expertise. Supervisors or more experienced coworkers usually provide the training.
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Benefits of Building an On-the-job Training Program
#1 It meets the needs of your company
Building an on-the-job training program explores employees’ hidden problems, improves them, and then helps employees complete the tasks.
#2 It produces serene and loyal staff
Employees will feel more prepared and confident when completing the staff training. They will be more committed to furthering their careers at your company and more enthusiastic about their work.
#3 It assembles a group of “promotable” employees
Building an on-the-job training program produces highly skilled employees and ensures that your team constantly learns and improves.
When the time comes to promote employees to managers, you’ll have a loyal and skilled team to choose from who already knows your company’s culture.
#4 It attracts new employees
Attracting and retaining valuable employees can be difficult, but building an on-the-job training program can help. An on-the-job training program is an appealing benefit for employees who want to work for your company. It emphasizes that you value your employees and want them to feel capable and confident!
#5 It encourages a team-oriented work environment
There will be no more “That’s not my job” attitudes! When you have a well-trained team that has received on-the-job training, everyone assists each other in learning and improving.
On-the-Job Training Steps: 5 Essential Steps that You Must Know
Building an on-the-job training program is simple if you break it down into logical sequences. When starting a training program from scratch, the ADDIE method comes in handy:
- Analysis: Analyze what your employees need to know to do their jobs well.
- Design: Decide on the format of your on-the-job training program.
- Develop the methods, resources, and materials included in your training program.
- Implementation: Determine who, when, and how is your training program implemented.
- Evaluation: Gather feedback to determine whether your training met the needs of you and your employees.
You can check out this video for more information about the ADDIE model
The ADDIE method is adaptable, requiring you to consider what you need and want for your specific business before designing and measuring accordingly.
#1 Evaluate your employees and the job skills required
Know what you want in the long run
First, what are your long-term and strategic objectives? Is it about productivity? Profits? Employees who are devoted to? What is the reputation of the community? Continous financial and team development?
Make a list of the long-term goals you want to achieve. Keep these in mind as you complete the rest of the assessment process.
Understand what every job involves
Identifying the specific needs of specific employees and jobs is part of the assessment process.
Begin by listing the certifications, knowledge, and soft and hard skills required for a specific job. You’re attempting to define what an ideal employee within that particular job should be able to do.
Next, make a list of most employees’ skills when they arrive.
Finally, think about times when you had to repeat yourself or ask employees to redo work. Remember any communication or teamwork screw-ups that slowed things down.
Understanding employees’ jobs is the best practice for each position or team in your company. You now have a clearer picture of what an employee requires versus what they typically have. That is where your training will take place.
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Determine the tools and systems required
Examine the list you created to identify areas where employee performance is lacking. Was it solely due to a lack of skills and education of the employee? Any problems with tools and systems?
Before creating a training program, you must first ensure that the necessary tools and systems are in place. Employee productivity and output will not improve if their devices break.
The following are common areas of breakdown:
- Software for communication: Is your communication process overly complicated or ambiguous? Communication breakdowns are usually resolved by simplifying your system and enforcing its adherence.
- Technology: Before investing in training for obsolete technology, ensure that you have updated technology.
Job restrictions: Are employee work boundaries (or lack thereof) communicated?
#2. Construct the training program
Which formats and equipment are best suited to your goals and workplace? Training in a classroom setting, mentorship, and more formal programs are standard options.
Structured on-the-job training programs are fundamental, task-oriented, and beneficial for employees who perform various tasks each shift.
The trainer (usually a coworker in the same position) walks the new employee through the task checklist in structured programs.
If the job responsibilities change from shift to shift, you’ll need a trainer who is also a skilled instructor. It is critical to understand how an employee understands to train them effectively.
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#3. Be specific and start creating program materials
Once you’ve decided on the format of your training, it’s time to define your training objectives. Get suggestions from your company handbook, employee knowledge base, internet sources, and anywhere else your business is relevant.
Determine how frequently the training will take place. On-the-job training is not a one-and-done event. It is done regularly, takes time, and the employee is constantly learning. Technically, training never stops!
Employees learn a variety of essential skills through periodic training, including:
- Policies of the company
- How to operate the factory line
- How to deal with customers
- Making use of the new inventory system
#4. Select the trainers
Determine who will conduct the training, whether a manager, coworker, mentor, or a designated training coordinator.
Many businesses find that having mentors and trainees in place is beneficial. As a result, more experienced employees are paired with and responsible for training new hires in the same position.
#5. Collect employee feedback
The best way to find out how effective your on-the-job training program is is to ask, and this is also the final step to building on-the-job training programs.
Use survey
Use a well-planned survey that allows for confidentiality to collect training feedback, and consider administering the survey during, immediately after, and several months after the training.
Find ways to improve employee performance
Employee performance enhancements almost always have a positive impact on profit and growth.
Employee improvement can be measured by comparing productivity markers before and after training (e.g., higher commissions from sales, more items assembled, etc.).
Keep track of employee retention
Are your trained staff staying with you for a more extended time than you would have expected before training?
Some aspects, such as customer service and attitudes, can be challenging to quantify. Assessment and discussions with other leaders will help you better understand what’s going on across departments.
Overall, trust your instincts! You need to find an improvement in workplace culture that contributes to meeting company performance goals.
Conclusion
Mastering on-the-job training steps is key to building a skilled and confident workforce. A well-designed on-the-job training program not only equips employees with the necessary knowledge and skills but also fosters continuous growth and development. By following these steps, businesses can ensure their training programs are effective, leading to long-term success and a culture of ongoing improvement in the organization.
Read more:
- How to Create an eLearning Course in 6 Key Steps
- How Much Does a Corporate Training Video Cost?
- Top 12 Amazing Training Video Production Companies in 2022
Sean Bui, the founder and creative director of F.Learning Studio, is a respected leader in the e-learning and multimedia production industry. With over 10 years of experience, he has dedicated his career to helping organizations create engaging and impactful learning experiences.
Under his leadership, F.Learning Studio has grown into a trusted partner for organizations in the education, healthcare, and corporate training sectors, producing over 2,000 minutes of educational animation.
