Traditional training methods (like classroom sessions and pre-recorded online courses) often struggle to meet the demands of the modern workforce, especially for jobs that require attention to detail and that are “in the field”.
Traditional learning methods are time-consuming, expensive, and often disconnected from the practical realities employees face in their roles. Moreover, they frequently fail to engage learners or provide opportunities for real-world application, leading to lower retention and effectiveness.
On-the-job training (OJT) is a powerful training delivery approach that offers a hands-on solution to these challenges by integrating learning directly into the work environment. OJT provides hands-on, relevant, and immediately applicable learning experiences by allowing employees to acquire skills while performing their tasks. This approach accelerates proficiency and boosts engagement, making it an ideal strategy for the modern workforce.
In this article, we learn about on-the-job training in detail, including its benefits, examples, and implementation strategies.
What Is On-the-Job Training?
On-the-job training (OJT) is a hands-on training approach where employees acquire job-specific skills and knowledge by performing tasks in their actual work environment. Guided by mentors or supervisors, employees learn through real-world applications, observations, and practice. This method combines practical experience with immediate feedback, making it an effective way to develop competencies, improve productivity, and ensure seamless integration of training into daily workflows. OJT is often tailored to the specific requirements of a role or organization, making it a dynamic and relevant training solution.
On-the-Job Training vs. Off-the-Job Training
Here are some of the most significant differences between on-the-job training and off the job training approaches.
| Aspect | On-the-Job Training (OJT) | Off-the-Job Training |
| Location | Conducted at the actual workplace | Conducted away from the workplace (e.g., in a classroom or training facility) |
| Learning Method | Learning by doing; hands-on experience with real tasks | Theoretical learning; simulations, lectures, or role-playing exercises |
| Trainer | Typically supervised by experienced colleagues or supervisors | Often conducted by professional trainers or external instructors |
| Cost | Generally low cost, as it uses existing resources and facilities | Can be higher due to the costs of training materials, venues, and trainers |
| Time Flexibility | Integrated into regular working hours | Requires dedicated time away from work duties |
| Focus | Specific, task-oriented learning relevant to the job | Broad, covering multiple areas, including soft skills and theoretical knowledge |
| Examples | Mentorship, job shadowing, apprenticeships, hands-on tasks | Workshops, seminars, conferences, classroom training |
The Importance of On-the-Job Training
Here are some of the most significant benefits of on-the-job training both for organizations and employees.
Benefits for organizations
- Faster onboarding: OJT allows new employees to quickly adapt to their roles by learning tasks directly in the work environment, reducing the time it takes to reach full productivity.
- Cost-effectiveness: It eliminates the need for expensive external trainers or facilities, utilizing internal resources to train employees efficiently.
- Customized and relevant training: Training is tailored to the organization’s specific needs, processes, and tools, ensuring relevance and alignment with business objectives.
- Employee retention: OJT enhances job satisfaction by offering growth opportunities and practical learning, which fosters employee engagement and reduces turnover rates.
Benefits for employees
- Practical learning: Employees gain real-world experience by performing job-specific tasks, making learning directly applicable to their roles.
- Skill development: OJT helps employees acquire and refine job-specific and transferable skills needed for their current roles and future career paths.
- Immediate feedback: Employees receive real-time feedback and guidance from mentors or supervisors, accelerating the learning process and building confidence.
- Career growth: Exposure to different tasks and mentorship opportunities equips employees with the experience needed for professional advancement.
- Flexibility: Since on-the-job training is integrated into daily work, employees can learn without disrupting their regular workflow, making it convenient and less stressful.
Examples of On-the-Job Training In the Workplace
Here are a few examples of on-the-job training in the workplace.
1. Orientation
Employee orientation is a structured form of on-the-job training provided to new employees to familiarize them with the organization’s policies, culture, and expectations. It typically includes sessions on company values, team introductions, compliance requirements, and job-specific tools or processes. By providing the foundational knowledge necessary to succeed in the workplace, orientation helps employees acclimate quickly, reduces anxiety, and ensures a smoother transition into their roles.
2. Job rotation
Job rotation involves moving employees between different roles, departments, or organizational functions over a specific period. This training method allows employees to develop a broader understanding of the business, enhance their skills, and identify areas of interest or aptitude. Job rotation is beneficial for fostering leadership potential, preventing job monotony, and building a more versatile workforce.
3. Mentoring and coaching
Mentoring and coaching involve pairing an employee with a more experienced colleague or supervisor to provide guidance, feedback, and support while on the job. Mentors typically focus on long-term career growth and development, while coaches provide specific advice and skills training to improve performance in a current role. This personalized approach helps employees gain insights, refine their skills, and build confidence through direct interaction and knowledge-sharing.
4. Internship
An internship is a short-term training opportunity offered to grad students to provide practical experience in a professional setting. Interns work on real-world projects under supervision, applying theoretical knowledge while gaining exposure to on-the-job dynamics. This training method is mutually beneficial, allowing organizations to evaluate potential talent while helping interns develop hands-on skills and industry insights.
6. Simulated sandbox training
Simulated sandbox training provides employees with a controlled, risk-free environment to practice their skills using realistic scenarios, tools, or systems. This approach is common in industries like IT, healthcare, and aviation, where mistakes in real-world operations can have significant consequences. Sandbox training helps employees learn by doing, test solutions, and build confidence before applying their skills in a live environment.
PRO TIP
With Whatfix Mirror, IT teams and L&D leaders can quickly create replicate sandbox environments of any web application to provide hands-on training to new employees. Create in-app guided experiences like Flows and Task Lists that walk new end-users through your application’s workflows and their contextual tasks to drive proficiency, knowledge acquisition, and task mastery.
7. Apprenticeships
Apprenticeships combine on-the-job training with formal education over an extended period. Apprentices work under the guidance of skilled professionals, learning a trade or profession while earning a wage. Apprenticeships typically involve a mix of hands-on work and classroom instruction to develop highly skilled workers in specific trades or professions.
How to Create an On-the-Job Training Program
Here’s how to create an effective on-the-job training program for your organization.
1. Identify training needs
The first step in creating an on-the-job training program is assessing the specific skills, knowledge gaps, and competencies required for employees to perform effectively. This involves analyzing job descriptions, conducting performance reviews, and gathering feedback from managers and employees. Conducting a training needs assessment ensures that the program is targeted and relevant, addressing critical areas for individual and organizational growth.
2. Set clear objectives
Defining clear and measurable training objectives provides a roadmap for the training program. Objectives must align with organizational goals and specify the skills or knowledge employees are expected to acquire. Clear objectives ensure all stakeholders understand the purpose of the training and provide a basis for evaluating its success.
3. Design a structured plan
A structured training plan outlines the content, methods, schedule, and duration of the program. It includes step-by-step instructions, resources, and tools necessary for effective learning. A well-designed plan ensures consistency, minimizes disruption to daily operations, and provides a clear framework for both trainers and trainees.
4. Select trainers and mentors
Choosing experienced and skilled trainers or mentors is crucial for the success of the program. Trainers must possess both technical expertise and strong interpersonal skills to guide and motivate employees effectively. Matching trainees with mentors who understand their roles and challenges enhances the learning experience through personalized support and insights.
5. Leverage technology
Leverage training technology such as a learning management system (LMS) to organize and deliver training content efficiently. An LMS offers various features such as content management, progress tracking, and communication tools that support learners in their self-paced learning journey.
Or a digital adoption platform that enables you to create automated training flows built directly into your software or enterprise applications – allowing employees to learn in the flow of work. Learning is enabled via embedded training materials such as in-app guidance, interactive walkthroughs, videos, and self-help menus that can be easily accessed while working on the application.
6. Define evaluation metrics
Setting evaluation metrics helps measure training effectiveness. Metrics may include improvements in employee performance, retention rates, productivity, or participant feedback. Defining these metrics ensures the program’s impact is quantifiable and provides data to identify areas of improvement.
7. Create a feedback mechanism
Establishing a feedback loop allows employees to share their experiences and trainers to assess the effectiveness of their methods. Regular feedback sessions help address challenges, clarify doubts, and refine training processes. A robust feedback mechanism ensures the program remains dynamic and responsive to participant needs.
8. Review and improve
Continuous review and improvement of the training program ensure its relevance and effectiveness over time. This involves analyzing feedback, updating content, and incorporating new tools or techniques. Regular assessments help align the program with changing organizational goals, technological advancements, and industry standards.
On-the-Job Training Challenges
Here are some of the most common challenges you might encounter while implementing on-the-job training for your organization.
- Balancing training while also accelerating productivity – On-the-job training can disrupt daily operations as employees must balance learning new skills with meeting performance expectations. The challenge lies in designing training schedules that minimize workplace disruptions while enabling employees to quickly apply their new knowledge to boost productivity.
- Ensuring consistency in training – Inconsistent training methods or varying trainer expertise can lead to discrepancies in the knowledge and skills employees acquire.
- Addressing skill gaps – Employees may start training with diverse backgrounds and varying levels of expertise, making it challenging to address specific skill gaps effectively. Tailoring the training program to individual needs while maintaining overall program objectives is key to bridging these gaps.
- Managing the learning curve – Employees often face a steep learning curve when adapting to new skills or technologies, which can impact morale and productivity. Providing adequate support, such as mentoring or access to resources, helps employees overcome initial challenges and gain confidence in their roles.
The Role of Technology in On-the-Job Training
Here’s how different technologies play a role in enhancing your on-the-job training programs.
- Digital Adoption Platforms (DAPs) – DAPs provide real-time, in-app guidance to employees, enabling them to learn new tools and systems directly within the workflow. These platforms offer interactive walkthroughs, tooltips, and contextual help that guide users step-by-step, reducing the need for external training sessions. By providing hands-on experience in a live environment, DAPs accelerate onboarding, improve software adoption rates, and ensure employees retain knowledge through practical application.
- Learning Management Systems (LMS) – LMS are centralized platforms that allow organizations to plan, deliver, and track on-the-job training programs. They enable the documentation of training progress, monitor performance metrics, and provide resources such as videos, quizzes, and assessments. LMS platforms ensure training consistency, facilitate feedback, and provide analytics to evaluate the program’s effectiveness, making it easier to identify areas for improvement.
- Augmented reality (AR) and virtual reality (VR) – AR and VR technologies offer immersive training simulations that replicate real-world scenarios in a controlled environment. These technologies are particularly valuable in high-risk industries like healthcare, manufacturing, or aviation, where hands-on practice is critical but real-world mistakes can be costly. By enabling employees to interact with realistic simulations, AR and VR enhance learning retention, improve problem-solving skills, and provide safe, repeatable training experiences.
On the Job Training FAQs
What types of tasks or roles are best suited for OJT?
OJT is best suited for practical, hands-on roles such as technical, operational, or customer service tasks.
How can organizations ensure the effectiveness of OJT programs?
Organizations can ensure the effectiveness of OJT programs by setting clear objectives, providing skilled trainers, and regularly evaluating progress.
Who manages on-the-job training responsibilities?
Supervisors, experienced employees, or designated trainers typically manage OJT.
Upskilling Clicks Better With Whatfix
On-the-job training is a powerful method for developing employee skills directly within the work environment, leading to immediate application and improved retention of knowledge. However, effectively implementing and managing OJT can be challenging, particularly when balancing productivity, ensuring consistency, and addressing individual learning curves.
This is where Whatfix can make a significant difference. Whatfix’s digital adoption platform enables seamless on-the-job training by providing in-app guidance, personalized learning experiences, and real-time support embedded directly within the application or software. With Whatfix, organizations can empower their employees to learn as they work, ensuring that training is both efficient and effective, ultimately leading to enhanced performance and better business outcomes.
To learn more about Whatfix, schedule a free demo with us today!
