On-the-job training is an important operational aspect of every business, but structured on-the-job-training is vital to a company’s long-term success.
Today, most contemporary organizations have implemented some level of formal on-the-job training.
Some companies launch “lunch & learn” programs where they cater lunch and bring in a speaker or conduct developmental workshops for employees.
Other companies create an online library of training documents and digital media content, then encourage employees to use it to learn at their own pace, or not.
No matter what approach a company is taking, implementing onsite employee training programs provides significant ROI, especially if you’ve implemented a structured on-the-job-training program. Here are some quick stats:
Over half of employees leaving companies report that one reason for leaving was not being offered any training.
Employees who are offered on-the-job training programs are 30% happier with their careers than those who receive no training.
73% of companies will see a higher application rate when offering on-the-job training.
87% of millennials report on-the-job training methods are important to them when searching for a job.
There are a variety of on-the-job-training strategies that businesses implement to train and develop their employees.
Every company has different theories about what on-the-job-training is, and what constitutes an effective on-the-job-training program.
However, most organizations aren’t maximizing on-the-job-training opportunities in a way that prepares leaders, develops quality employees, and advances business goals.
For contemporary companies, the most common reasons for employee training are to train about a specific topic, typically compliance-related.
And also as part of an overall professional development program.
The decision about what employee training and development strategy to take is usually dependent upon the funding or budget available for training.
But other factors impact this decision, they include:
- Specificity and complexity of knowledge/skills needed
- The personnel and capacity to execute training
- Timeliness of training
- The motivation of the learners
Most companies, beginning with onboarding, employ some form of employee training, be it intentional or organic.
There is unstructured on-the-job-training which occurs when trainees learn job knowledge and skills from impromptu explanations or demonstrations by others; through trial and error efforts, self-motivated reading, or questioning on their own; or simply imitating the behaviors of others.
Expediency is often the major reason for using unstructured OJT, and the likely consequences of using it are often not considered.
Unstructured OJT ineffective in achieving the training objectives, which inhibits the achievement of important organizational outcomes.
It leads to increased error rates, lower productivity, and decreased training efficiency, compared to structured on-the-job-training.
It is also less effective at reaching the training objectives, with employees seldomly achieving the desired levels of competence.
Traditionally, unstructured OJT training content is often inaccurate or incomplete.
Representing an accumulation of bad habits, misinformation, and possibly unsafe shortcuts on which employees have come to rely over time.
Additionally, the consistency of methods used by experienced employees can vary each time they conduct the training.
Implementing a formal OJT program is far more effective at reaching desired training objectives, consistently across the entire organization.
Formal on-the-job-training programs have declared certain learning objectives (or an extent of knowledge, skills, or abilities that will be reached by learners at the end of the training).
Formal OJT programs also use a variety of learning methods to reach the objectives.
Applying some kind of evaluation activities at the end of the training, which might closely associate with the learning objectives, or might not.
Structured on-the-job-training programs exponentially increase the efficiency and effectiveness of employee training.
Due in large part to the extensive planning, implementation, and evaluation structured on-the-job-training programs undergo.
Often utilizing the ADDIE is an instructional systems design (ISD) framework.
ADDIE is an instructional systems design (ISD) framework that many instructional designers and training developers use.
The name is an acronym for the five phases it defines of development:
- Assessing what knowledge, skills, and /or abilities are needed by learners.
- Designing learning goals, objectives, training methods, and evaluation metrics
- Developing training methods and materials.
- Implementing the training.
- Evaluating whether objectives have been reached or not, in addition to the quality of the training methods and materials themselves
The benefits of a structured on-the-job-training program will have a deep and meaningful organizational impact.
Increased job satisfaction and morale and motivation among employees. According to a study, 30% of those that receive structured on-the-job-training are excited about their work, compared to 14% of those that receive no training.
Also, according to LinkedIn’s 2020 Workplace Learning Report, “Among the learners who responded, 58% want to learn at their own pace and 49% want to learn in the flow of work”.
Increased capacity to adopt new technologies and methods. Not only are you creating a highly-skilled workforce in your business, but you’re creating a mindset that employees must always be learning and growing.
This homegrown talent pool will pay huge dividends when you need to promote managers!
You will already have skilled, loyal employees who know the ins and outs of your business.
Enhanced company image, attracting more employees during the hiring process. Your structured on-the-job-training program will count as a perk among employees who want to better themselves, while also indicating that you’re willing to build your company from the inside through promotion.
87% of millennials report on-the-job training methods are important to them when searching for a job.
On-the-job-training is economical, effective, and can be easily implemented by companies both large and small.
It doesn’t require wide-ranging budgets, complex training courses, devoted training staff, or absence from the workplace.
All it requires is a commitment to engaging and upskilling employees to efficiently meet production demands.
Developing a pool of highly trained frontline employees ready to capitalize on internal or external career growth opportunities.
On-the-job training is the preeminent method to upskill America’s workforce.
Ultimately, the effectiveness of employee training can be significantly enhanced by a strategically structured on-the-job-training program.
Doing so will yield impressive results and add value to the American economy.
To learn more about how OJT.com can help you achieve your workforce onboarding, training, and retention goals, email info@ojt.com.