Regarding workplace training, formal training with classes and instructors is not necessarily the only solution. In fact, most employees are likely to enjoy informal ones which are usually known as on the job training. In this article, let’s discuss its advantages and identify some on the job training methods to implement.
What is on the job training?
On the job training is a kind of experiential or hands-on training. This training allows employees to acquire knowledge and apply it to the actual duties at the same time. In other words, employees are learning by doing.
In most on the job training methods, senior and experienced supervisors or leaders will play the role of trainers. They’re in charge of providing knowledge, guiding skills, and then giving performance evaluations. The training can take place anywhere without the classrooms, depending on the required tasks.
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The advantages of on the job training methods
Employees complain all the time about lengthy traditional training. And many of them claim that they do not keep much information in mind after the training. With on-the-job training methods, employees can retain almost all knowledge because they’re exactly what their job requires. It allows employees to perform the work at an acceptable level from the beginning.
That means you are providing them faster training with real experience, which is more advantageous than traditional training. It’s critical, especially in some high-turnover-rate industries such as restaurant, retail, manufacturing, customer services, etc.
On the other hand, all types of on the job training methods are simpler and easier to set up. You’ve already had high-experience employees as trainers with a solid knowledge base. This saves your L&D team much effort and budget compared to traditional training methods.
On the job training methods
Here are 5 on-the-job training methods that work for your workplace training
- Job shadowing
- Job rotation
Now, let’s go into details on each type.
Job shadowing involves employees watching other coworkers or instructors do their job. This common type helps newcomers to know what they’re supposed to be doing and have a chance to try. Whereas, doing job shadow can give experienced employees a different perspective on tasks with new techniques.
Training executives also often supplement some activities during and after the process to evaluate how employees learn while shadowing. For example, you can make job shadowing a part of a comprehensive course with multiple questions for evaluation.
In the job rotation technique, you move a new recruit around between various departments and different roles within the organization. This approach focuses more on the knowledge of the company’s processes and procedures rather than new skills acquisitions.
With job rotation, newcomers also have a chance to socialize in the work environment that can leverage smooth working collaboration. For example, they will know precisely who is the best contact point for each team.
It should be noted that knowledgeable employees’ job rotation periods might reduce production sometimes.
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Coaching is one-on-one training in which a coach is responsible for training an individual employee about their job. Based on the duties of the employee’s role, the coach teaches them how to increase knowledge and practice to work productively.
It requires the coach to be dedicated full-time to help employees improve performance by training and providing feedback continuously. The coach is usually a supervisor, a subject matter expert, a senior team member, or a manager.
In mentoring, the mentor as a more senior co-worker will provide both technical and emotional support to a mentee. This is a great practice for the onboarding process that enables new recruits to easily develop bonds with other colleagues.
One of the most important things to make mentoring work is that they need to be partnered appropriately. It combines role, skill, and even personality type and aspirations. That’s why regular reviews or catch-ups are necessary to ensure that the process is still productive.
A strong mentoring process will make new hires feel truly supported and connected with their new workplace. It also encourages them to develop their knowledge and relationships far beyond their role and team. In this way, strong mentoring will help to increase the employee retention rate.
Internship programs usually aim at empowering college students with valuable on-the-job training. They allow students to gain much real experience in actual work during the transition time from college.
For students, internship programs are a great opportunity to start their career path. While for your company, it will be an effective quality talent pool in the future.
To sum up
All on the job training methods above has their own advantages. So consider carefully to choose the best approach for your targeted employees. In case you’re struggling to find the best solution, do not hesitate to contact F.Learning for a free consultant.