Here is how on-the-job training brings you value. The simple objective of On-the-job training is to utilize the existing environment, tools, as well as skill training available in the workplace to train employees in doing their jobs-on the job.
What’s the Fuss About On-the-job Training?
On-the-job training, also called OJT, is a hands-on method of teaching the skills, knowledge, and competencies required for employees to carry out a particular job within the workplace. Employees learn in an environment where they’ll be required to practice the knowledge and skills obtained during their training.
On-the-job training utilizes the existing workplace tools, machines, documents, equipment, and knowledge to educate an employee on how to effectively do their job.
This training takes place within the employee’s normal job ambiance and may occur as he or she performs their actual work. Also, it may happen elsewhere within the workplace using dedicated training rooms, workstations, or equipment.
Who Offers On-the-job Training?
On-the-job training can be conducted by a coworker if he or she can competently carry out the job being taught. Be it as it may, interpersonal skills, company policies and requirements, leadership training, and more are also topics that human resources staff, managers, or coworkers can teach on the job or in the workplace.
An external provider occasionally carries out OJT in the case of specialized equipment or systems.
A vendor might also teach the members of an HR team on the capabilities of a human resources information system. The HR team then trains the rest of the employees to use the new system, and this approach enables the trainers to reinforce their training as the employees apply the skills learned in training.
Another common use of a vendor for OJT consists of onsite training for one or more employees, who in turn are expected to train all the other employees who perform a similar job.
This happens to be a common OJT model in activities that involve Hi-Lo driving, like operating a forklift; computer software adoption; and the appropriate operation of any new equipment.
Training Managers to Train
Organizations that teach managers to train, will increase the effectiveness of their internal training. Also, training, coaching and mentoring become an expected and well-utilized aspect of the manager’s jobs.
Employees, on the other hand, react favorably when managers offer training too, because not only do employees believe they will have the opportunity to use the training offered by managers, but they react more positively to the expectations of a manager versus a trainer.
When managers are the ones offering the training, they are able to articulate what they believe is essential and to reinforce these ideas with employees. Employees get excited that the training topic is so important that the manager takes the time to do the training.
Training Employees to Train Coworkers
Organizations will benefit from developing the training capabilities of their employees. This is because, training employees to train, increases the quality of your internal training.
Here, using employees is ideal because they are familiar with the workings-both good and bad-of your organization. They are conversant with company goals, company culture or work environment, company strengths, and company weaknesses, and they know the other employees.
This gives employees an edge over a trainer who has to learn the in and outs of the company’s culture, strengths, and weaknesses, and also get to know the people.
On-the-job training instills aspects of the workplace culture as well as performance expectations in the new employees also. It is an effective strategy that many organizations use to provide new employee onboarding information.