Ashok gets a job as a research associate at an advertising agency. For the first six months, he is unsure what exactly his role entails. Ashok’s supervisor, who only pays lip service to on-the-job training methods, is dissatisfied with Ashok and intends to warn him about his performance.
However, the supervisor soon quits and someone else takes over. Ashok’s new supervisor is a stickler for on-the-job training methods and makes it mandatory for all recruits with less than two years’ experience to undergo on-the-job training for 10 hours every week. Ashok’s performance improves significantly over the next quarter, as he acquires a far better understanding of his role and how it links to the other departments in the organization.
Proper on-the-job training not only transforms Ashok’s performance in the organization but also benefits several of his coworkers.
What Is On-The-Job Training?
On-the-job training is used in the workplace to help improve employee performance and provide clarity on their roles. Often defined as “learning while doing”, on-the-job training allows employees to work in their real work environment and gain practical experience while negotiating a normal working routine.
On-the-job training does not incur any additional cost or result in loss of working time. Through these methods, employees can familiarize themselves with the rules, regulations and work procedures of the organization.
Types Of On-The-Job Training Methods
There are several types of on-the-job training, which are used to learn different types of skills. These on-the-job training techniques are used for different on-the-job training programs that usually take place every week for at least the first couple of years of an employee’s tenure at an organization. Let’s look at the different types of on-the-job training.
Coaching And Mentoring Sessions
One of the most effective examples of on-the-job training methods involves coaching and mentoring sessions that generally take place on a one-on-one basis. These sessions give employees a comprehensive guide on how to approach their role, the pitfalls to avoid, and the skills to harness on the job. Conducted by senior employees, field experts or academicians, these sessions also help employees learn a number of foundational skills.
Preparation As An Understudy
An understudy refers to an employee who receives training to take up a senior position in an organization. Besides familiarizing the understudy with the roles and responsibilities of their imminent position, this method also gives them adequate room to make the transition smoothly.
Job Rotational Exercises
One of the most exciting and challenging types of on-the-job training involves job rotational exercises, where employees are made to switch job profiles in order to give them a taste of how other departments function. Since on-the-job training techniques are about equipping employees to handle a variety of responsibilities, job rotation is a useful method that incorporates a great deal of flexibility among employees.
Induction training is among the most vital examples of on-the-job training methods for new recruits. Designed to orient employees to their new work environment, induction training gives employees a chance to adjust to specialized job requirements and imbibe the work culture of their new organization. During this, employees are given a full briefing on their role, informed about policies and rules and introduced to their associates.
This may seem to be one of the most passive types of on-the-job training, but the reading that employees undergo—mostly at the senior and executive level—involves gathering knowledge that’ll help them shape their long-term goals for the organization. Reading lists are recommended by academicians and field experts and it’s expected that employees not only enhance their theoretical understanding through such readings but try to apply the insights in real-life scenarios.
Online-Based Training Modules
Particularly useful for a pandemic-ridden industry, online-based training modules function on systems like Mindflash, Vepic, Course Genius, etc. These are platforms that enable employers to create training modules and assess the participants through interactive formats like quizzes. As one of the most easy-to-use on-the-job training methods, online-based training modules are extremely popular and can be found in practically all on-the-job training programs.
Multiple Management Training
On-the-job training methods are not always known for their dynamism and innovation as they are expected to follow a set pattern. But multiple management training is an exception. It involves creating a board of young executives who are asked to come up with solutions for the major problems facing the organization. Once this junior board has brainstormed on potential solutions, their recommendations are placed before the board of directors and may even influence their policy decisions for the organization.
The various examples of on-the-job training methods can only work in tandem and it’s not advisable for organizations to pick and choose among the methods for selective application.
On-The-Job Training With Harappa
Often organizations feel they need to hire experts or an expensive agency to create and execute the different types of on-the-job training modules.
Harappa’s 10 on 10 program distills the best practices concerned with on-the-job training and helps your organization optimize the performance of your employees. Through live masterclasses, prompt-rich nudges, self-paced courses, tiny habit drills, etc. the 10 on 10 program guarantees a productive and enriching on-the-job training experience.
A host of organizations like Dalmia Bharat, Ensono, Infosys, etc. have already signed up for the 10 on 10 program to get the best out of their teams. Register your organization and help your employees learn on the job expertly.
Explore Harappa Diaries to learn more about topics such as What Is On-The-Job Training, Advantages And Disadvantages Of On-The-Job Training & Difference Between On-The-Job And Off-The-Job Training that will help organizations tap into their employee's potential
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