Throughout our working careers, we are all bound to have a range of encounters with On-the-Job Training (OJT). In some roles we may have received structured OJT, while in others it may have been less organized or perhaps even nonexistent.

In general, OJT occurs when one person, most often the supervisor or lead of a work area, passes job knowledge to another person. Training an employee on the job can be an effective teaching method because it gives the learner practical experience with the tools and equipment they actually work with each day.

Learning through hands-on interactions with experienced employees is crucial. In fact, research has shown that 80 to 90% of an employee’s job knowledge and skills are learned through OJT. So how do you make this experience better for everyone?

Structure Your OJT

On-the-job training is a valuable way to train new employees, but it can be ineffective without some structure. Unstructured OJT can be problematic because the content may be inaccurate, represent an accumulation of bad habits, spread misinformation, or include possibly unsafe shortcuts.

On the other hand, a structured OJT plan helps ensure all employees who do a specific task are taught the same skills and activities in a standardized way.

Here are some tips for creating a structured OJT plan:

• Identify the desired knowledge and skills needed.
• Develop a timeline for the training.
• Create a training curriculum.
• Assign trainers to new employees.
• Provide regular feedback to both new employees and trainers.
• Continually evaluate the effectiveness of the training program.

Structured OJT does require adequate forethought and planning, but doing so will help your on-the-job trainers pass down their knowledge efficiently and effectively, and you will also give new employees the best possible chance of success.

OJT Advantages and Disadvantages

Of course, no training method is perfect for every situation. Here are a few things to keep in mind when considering an OJT:

• Time-consuming. At least one experienced employee or supervisor must take time out of their regular job to conduct the training.
• Inconsistent. Because the instructor plays a pivotal role in this type of training, the quality of each OJT experience can vary widely.
• Risk of accidents. In some cases, OJT can pose a risk of accidents, as new employees may not have the necessary skills or knowledge to operate equipment or machinery safely.

However, the advantages of structured OJT far outweigh the disadvantages. Here are just a few of the numerous benefits of OJT:

• Cost-effective. Because training is typically conducted as part of actual work shifts, learners don’t need to travel and additional equipment or training materials aren’t needed.
• Real-world experience. New employees have the chance to interact with staff, which often means practical advice and experiences are shared to help link the tasks with their training.
• Easy to provide feedback. Learners tend to experience increased retention of the skills practiced, and trainers can adjust based on specific needs of each employee.

Common OJT Instructor Errors

As with any training delivery, there is always room for improvement. Here are some of the most common instructor mistakes we see with OJT programs:

• Trying to teach too much at once. Tasks often need to be broken down into parts. Develop objectives so content can be chunked and taught in steps, building knowledge and skills over time.
• Not giving the big picture. Instructors should include an introduction and overview of the training about to take place. Explain how the task fits into the overall job responsibilities for the learner and how their job fits into the organization.
• Not adjusting to individual differences. Adults have different learning preferences, aptitudes, prior knowledge and skill levels, and mental and physical abilities. Instructors should consider these differences and adapt the OJT format to create the most effective learning experience for each student. Not everyone learns the same way or at the same pace.
• Not providing sufficient practice time. Telling isn’t training. Watching an instructor perform a task doesn’t mean the learner is competent. Instructors should plan for lots of practice time. Repeated practice builds proficiency, confidence, and knowledge transfer.
• Failing to motivate. Motivating learners helps to build confidence throughout the training process. It’s important that instructors give feedback often. Learners want to know how they’re doing. Feedback motivates them to learn more and progress.
• Intimidating the learner. Instructors should recognize the difference between demonstrating confidence in their experience and knowledge and intimidating the learner. They need to differentiate between being demanding and being demeaning.

Make Your OJT Successful

As with any delivery method, the decision to implement OJT involves an analysis of the current training situation, budget, resources available, and time constraints. OJT may be the solution when training a small number of learners, provided that experienced instructors are available to lead the training. Structured properly, OJT can be a dynamic delivery method for organizations – one that enhances both the instructors’ and learners’ working experience

Additional Resources

• Finding the Right Training Method for Your Team
• Effective On-the-Job Training
• How to Make On-the-Job Training Work for Your Organization