On-the-job training refers to training that employees receive while working. This type of training is useful because it provides hands-on experience for employees. We have compiled a list of on-the-job training examples for you.
On-the-job Training Example #1 – Self-instruction training
Self-instruction training is as the name suggests. These are courses that can be accessed at any time by the learner, and they go through the courses at their own pace. These courses are great because they are often mobile compatible, easy to scale for the company and allow employees to train at their own pace. As long as employees don’t lose focus and stop their training, they will be fine. There are LMS platforms, such as EdApp, that can be used to create these courses. Some even have tested templates for you to work with.
On-the-job Training Example #2 – Orientation
Orientation is a very common type of on-the-job training that is used in most workplaces. A lot of people do not even consider orientation to be training, but in a lot of cases, it is. Whenever employees start a new job, they will need to get oriented to the environment and all the processes and procedures involved with the job. In addition to that, some companies include information such as benefits, the company’s culture, the company’s policies and some paperwork. This entire process is technically on other job training, as It prepares you for everything to come.
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On-the-job Training Example #3 – Co-worker training
Employees involved in co-worker training are pretty much-receiving knowledge from colleagues who are doing the same job they are expected to do. This type of training is unique because there is no hierarchy, just employees making each other better. This type of training usually lasts between a few weeks to a few months, depending on the level of training required, and it will gradually taper off until it’s no longer needed. This type of training helps to build morale as co-workers will get to know each other while they work together, but it can lead to a sense of dependency.
On-the-job Training Example #4 – Shadowing
Shadowing is a very common type of on-the-job training in most organizations. This type of training is somewhat similar to co-worker training but also different at the same time. When a new employee or transferred employee goes through a shadowing process, someone who is very good at the job shows the new employee what to do, and then they will allow employees to try. Throughout a shadowing process, the more knowledgeable employee usually provides suggestions and feedback to help the process along. This is a very hands-on training approach and promotes quick information transfer. Unfortunately, if the mentor or senior employee in charge of the shadowing exercise is a poor teacher, the process can last longer.
On-the-job Training Example #5 – Internship
Almost everyone is familiar with the internship process. If you aren’t, the internship process is a workforce development position that is often offered to college students. Internship programs allow young people to get valuable training which serves as a boost to their careers. Internship on-the-job training is usually focused on empowering college students by giving them the number experience of the real world so they can make the transition from college easier. The internship program at your company can be a valuable recruiting tool to get quality Talent for your team.
On-the-job Training Example #6 – Job rotation
Not too many people will look at Job rotation as a type of training, but it really is. It is just as the name suggests it to be. It involves employees doing different jobs and learning the processes and procedures that go along with them. This type of training is quite unique because it doesn’t necessarily train you for a role you will keep, but it focuses on knowledge. Job rotation training provides employees with the knowledge of the entire process so they can appreciate it more. It is good to train your employees via job rotation to promote cohesiveness in your workforce. Be careful when applying this because when you rotate knowledgeable employees, production can be reduced.
On-the-job Training Example #7 – Practice Simulations
Practice simulations are training opportunities that place employees in situations similar to that of the job. These scenarios are often done to be close in likeness to the real deal. When using practice simulations to help employees better understand the job that they will be required to do, make sure that you don’t hold back. Practice simulators need to be thorough. In addition to training new employees, practice simulations can be used to train and upskill existing employees.
On-the-job Training Example #8 – Delegation
Delegation is a type of on-the-job training that approaches the concept of training from a slightly different angle. Delegation occurs when a superior assigns responsibilities of a particular task to an underling and provides them with the authority to complete the task autonomously. There may not be much guidance provided by the superior after the task is assigned, however, there are situations in which the superior or other members of the team will offer guidance to the underling so that they can complete the assignment correctly. This type of training is very valuable because it serves as a morale booster and awards knowledge from completing tasks.
On-the-job Training Example #9 – Refresher training
Refresher training courses are courses that serve to refresh employees’ knowledge on particular procedures learned and can also be used to teach new ways of doing an old task. There are free tools such as EdApp’s Rapid Refresh tool which easily enables knowledge checks, refreshers, and seamlessly tracks results all in one place. These types of training are often required, especially after changes in technology or if a long period has passed since the last training. You should use refresher training sessions to keep your workforce up to date.
On-the-job Training Example #10 – Committee assignments
When employers have talented employees that they want to get more knowledge, they can assign them to committees tasked with solving problems faced by the organization. Members of the committee will work together to achieve a common goal, and this will help to build team spirit while exposing them to new experiences that will either teach them new lessons or new approaches to solving problems.