On The Job (OTJ) Training
What Is On-The-Job Training?
On-the-job training, or OJT, is a program designed to help employees gain hands-on knowledge in the workplace.
This type of training involves employees using the resources available for them at their workplace, and it allows them to learn while integrating into their everyday work environment.
Typically, managers, HR team members and experienced coworkers provide the internal training.
Benefits of OTJ
On-the-job training seems like it would mainly benefit employers. After all, well-trained and skilled employees mean increased productivity and growth. But there’s much more to it.
OTJProgram Design, Development & Implementation
Value Concept offers services and training in the following;
- Business/Department Key Performance Indicator (KPI) review
- Identify Training Objectives aligned to Business Performance Goals
- ADDIE Method implementation and training
- Training Needs Analysis
- Learning Materials Gap Analysis
- Training Materials Design
- Technical Writing – including SME Interviews
- Technical Writing Training Program (for internal document authors)
- Training Program Implementation
- Job Observation (Frontline Leaders) Training
- OTJ Assessments
It’s Planned to Fit Your Business
Your business is unique and has specific requirements – training employees on-the-job may help you get business needs met more quickly.
Happier, More Loyal Employees
When on-the-job training is continually updated and relevant, employees are likely to be more committed to growing their careers at your business. They are also likely to be happier and more excited about their work.
Builds a Pool of “Promotable” Employees
By providing on-the-job training to employees, you are creating a highly skilled workforce in your business as well as creating a mindset of “always learning.”
This investment is returned in the future when you need to promote. You have a loyal and skilled pool of employees to choose from who already know your business.
Attracts Employees During Hiring
If your company exists in a tight job market or in an industry where it is difficult to attract (and retain) good employees, on-the-job training can help.
It’s an attractive benefit for employees who want to better themselves, and it indicates the possibility of promotion.
Builds Flexibility Into Your Workforce
Gone is the attitude of “that’s not my job” when you have a workforce that is trained well.
While you don’t want to train every employee to do everything (more on that later), training can extend employee abilities beyond a narrow approach of only doing the bare minimum.
When Should You Start On-The-Job Training?
For smaller or start-up companies, it may seem as if on-the-job training isn’t necessary. At some point, though, you will probably need to institute an on-the-job training program. When does that point arrive?
Changes require on-the-job training, whether it’s a change in employees, promotions, or how you do business. Some of the most common changes that need some sort of on-the-job training include:
- Change in technology. For example, you’ve updated the point-of-sale system that you use or started using an employee scheduling app.
- Change in business practice. You’ve pivoted, changing your focus or goals as a company.
- Change in company policies. You’ve changed how your employees do their work, or what you expect of them.
- Lots of new employee hires. You have a larger number of new employees than long-time employees, i.e. most of your workforce doesn’t know how things work while fewer do.
- Noticeable slow-down in productivity. Whether on the factory line or in the office, productivity slow-downs are an indicator that employees don’t know what to do. There’s a glitch in your system.
- Your business is growing.
- Your current training was the bare minimum.
A good rule of thumb is to watch for chaos or complaints that surround some of the changes listed above. If you see it, you’re already behind the training curve.
A better option?
Assume your company is growing and will need on-the-job training, and get started planning it right now. Don’t wait for the change and subsequent chaos.
Let Value Concepts help you with determining the right path for your On the Job Training program.
5 Steps for a Successful On-The-Job Training Program
Creating a training program is not difficult as long as you break it down into logical steps. The ADDIE method is particularly useful when starting a training program from scratch:
- Analysis: Assess what your employees need to know in order to successfully do their jobs.
- Design: Determine what your on-the-job training program will look like.
- Development: Establish methods, resources, and materials that will be in your training program.
- Implementation: Decide who/when/how you will implement your training program.
- Evaluation: Get feedback so you can know if your training met you and your employees’ needs.
The ADDIE method is flexible, essentially asking that you consider what you need and want for your specific business, and then design and measure accordingly.