Advantages and Disadvantages of On-the-Job Training

The term "on-the-job training" refers to a method in which the operational staff, or workers, receives specific instructions on carrying out their duties in the workspace.

In addition to being used to the workplace, the workers can learn the skills needed to operate in the real-world working environment. Additionally, unlike in the case of "off-the-job training," employers do not have to incur additional costs to build up a classroom or a simulated environment to train employees away from the actual work floor.

On-the-Job Training Method

1. Coaching

Coaching provides an opportunity for the trainee to learn more about his position and the company's operations. This method involves the coach, often known as the trainer. He/ she guides and instructs the learner. Together with the trainees, the coach or trainer establishes the appropriate goals, offers guidance on how to reach them, periodically assesses their progress, and makes recommendations for adjustments to behavior and attitude. The senior manager supervises the trainee, and the manager is solely responsible for the staff training. Training is conducted in his stead to relieve the senior management of part of his responsibilities.

2. Mentoring

Another method of training new employees on the job is through mentoring. This involves having a team member take the lead in the training of a new hire. In addition to offering technical support, the mentor will also offer emotional support. The new employee benefits from this staff training professionally and developing teamwork skills. On the other hand, the mentor has the opportunity to improve their managerial and leadership abilities.

3. Job Rotation

Job rotation entails moving trainees from one position or department to another. This enables the trainee to comprehend the organization's operations and components better. The trainee can participate in various tasks from other departments during their rotation, allowing them to learn new things. As they engage with other workers, it fosters cooperation between other departments. This is also advantageous for the trainees. Staff training makes it simpler for the company to make promotions, replacements, or transfers.

4. Instructional Job Training

In this training, a trainer creates a step-by-step training program that instructs the employee on how to carry out the job as needed. The trainer first gives the trainee a general explanation of the position and the expected outcomes before demonstrating the abilities needed for the position.

Then a worker is permitted to perform the job following his newly gained knowledge or abilities. Ultimately, the workers are requested for their opinion and to ask questions related to the training program.

5. Understudy

Understudy is a term used to describe how trainees are prepared to carry out the duties of or hold the position of their superiors. According to this method, a trainee is referred to as an understudy if they are likely to take over all of the obligations and duties of the position that their superior presently holds. The subordinate takes over the duties of the superior, who is set to leave the job due to a promotion, retirement, or transfer. The department head, for instance, might choose one capable individual from the department to serve as their assistant. The understudy might use this as an opportunity to practice their leadership abilities.

Types of On-the-Job Training

1. Unstructured On-The-Job Training

Unstructured OJT is the best option for jobs that don't require specialized knowledge or expertise. During unstructured OJT, employees spend a set amount of time watching an accomplished senior perform their duties. People could observe one employee or a group of workers to pick up the skills and talents necessary for the position. With this strategy, individuals can easily tailor the learning to their role and their existing knowledge and skills without spending any time on planning.

2. Structured On-The-Job Training

In structured OJT, the company creates a proper training schedule for the new employee. This plan provides a list of activities to be completed, information about the task supervisor, and the intended learning outcomes. To finish their training, several OJT programs need that the employee signs a contract. Thus, structured OJT takes more work and time to establish but is frequently more successful in preparing new workers for their roles. Additionally, it improves accountability for both trainers and trainees.

3. Standalone On-The-Job Training

To grasp the fundamental concepts needed for various positions, hands-on experience and job shadowing are sufficient. Companies adopt the standalone method for straightforward tasks or when the person has prior experience in the position.

Advantages of On-the-Job Training

1. Professional Supervision Ensures You Remain on Path

It's important to remember that, as a new employee, it's normal to make mistakes initially. You can reduce this probability with expert monitoring, which also guarantees your continued workplace safety. This is especially important if your new job needs you to operate complex machinery or large equipment. Staff members with experience can instruct you on suitable techniques and methodologies. You're less prone to develop poor habits or make blunders in this manner. Additionally, as a safety net, professional supervision gives you someone to talk to if you run into any issues.

2. On-The-Job Training Saves Money

Particularly in technical businesses, training can be pricey. Sometimes employers will require employees to cover their travel costs and, if a training session is elective, to contribute to hiring external speakers and trainers. These expenditures are reduced by on-the-job training, giving immediate access to resources. This implies that rather than spending money on training, a new hire can learn quickly and effectively and begin making money as an employee.

3. It Is Easily Applicable

Manuals can be dangerous if they are the only source of information since various people will interpret the same material differently. By giving employees a chance to practice their abilities before certification, training modules prevent this. Information is more easily accessible because new hires don't have to read numerous pages of text to discover the proper answer; instead, they may speak with their supervisors or check online modules.

Furthermore, even if the new hire is unaware, your supervisor will likely notice when you perform a task incorrectly. Consulting a manual in these situations is not particularly useful because you need to figure out what needs to be improved. Your supervisor can correct your practice for greater application and incorporate practical training where it is necessary through on-the-job training.

4. It Can Help You Better Memorize What You've Learned

New hires are more likely to remember this information precisely when they acquire knowledge from experience. This is due to their ability to visualize what is expected of them while dealing with a similar hands-on environment. Suppose they are more likely to stay with a company. In that case, they will be able to take advantage of their high levels of productivity and be more comfortable, giving them early access to duties requiring more competence.

5. It Saves Time

People can pick up knowledge as needed through on-the-job training. In other words, learning happens incrementally and as needed during on-the-job training. It teaches new hires short-term strategies that are essential to their work position. Instead of teaching new hires everything at once, employers devote their time and resources to giving them the necessary information. As a result, workers gain from learning that focuses more on their needs and helps them acquire critical skills more rapidly.

Sometimes, classroom instruction falls short in the workplace. As a result, employees spend more time figuring out when to use newly acquired information and how to determine its relevance. With specialists knowledgeable about their fields and how businesses run, on-the-job training avoids these hassles and enables employees to soak up information quickly.

6. On-The-Job Training Promotes Teamwork

New hires get to work with colleagues and management right away as an employee through on-the-job training. This proximity develops friendships with those around you and puts new hires at ease when you walk into the office. Over time, they will be more likely to develop trust with the people they work with, so on-the-job training fosters a team attitude right away. The new hire can gain a deeper understanding of the workplace culture and share team tasks and goals by working with others.

7. It Reduces Employee Turnover

The frequency at which people leave their jobs is referred to as employee turnover. This rate is probably greater when employees feel unqualified or unsatisfied at work. This is lessened by on-the-job training because employees pick up skills immediately and can hone them through practice and consultation with other employees.

On-the-job training allows employees to meet new people in the workplace and feel at ease in a new setting by encouraging industry professionals to oversee new employees. This lessens the likelihood of employees leaving because they don't fit in or feel lonely at work.

8. It Involves Paid Training

Companies recompense employee time by paying them as they learn because, in essence, they contribute to business functions while new hires are learning new abilities. Because of this, they can avoid looking for part-time work and using their funds to pay for living expenses while learning their new job. Before presuming your employer would pay for employee training, speak with the recruiting manager or employer first.

9. It Gives You a Chance to Develop New Skills

Some people love having challenging professions that let them develop as humans. This is supported by on-the-job training, which enables employees to expand their skill set through interesting tasks. If employees can participate and learn new things, whether firsthand knowledge or a new skill, they are more likely to be interested in learning.

10. On-The-Job Training Is More Flexible

Classroom learning is linear and rarely accounts for any unusual circumstances, similar to classroom learning delivered in a monotone format, such as textbooks or presentations. Instead, on-the-job training guarantees that new hires only learn what they truly need to know. This can also help them to avoid getting information or details that are unrelated to the requirements of their job. On-the-job training can be varied in several ways to improve retention and accommodate different learning preferences. Employers can organize group lectures, provide hands-on training, or offer skill-based workshops to allow trainees to ask questions.

Disadvantages of On-the-Job Training

1. It Is a Rushed Process

To ensure the resources are used to their fullest, every company wants to get their new trainee started on the work as soon as possible. A greater likelihood exists for training to be hurried through, which will inevitably lead to many questions and muddled thinking from the start.

Rushing the training process to finish it as quickly as possible can result in additional errors and ineffective trainees. Because each procedure takes time, companies shouldn't rush to finish the training as soon as possible because it could have unfavorable effects.

2. Low Productivity

Companies are asking trainees to participate in the project and work on it while learning the procedure. Since they would have to describe every stage of the task before pressing the green button, this could take a long time.

The company can run the risk of wasting both their time and the student's time at the expense of their project. This would reduce the productivity of their ongoing project, which could result in late delivery and a poor evaluation of their job satisfaction.

3. Creates Disturbance

Many team disruptions may occur due to new trainees stumbling into the real workplace. The interactions between the mentors and the apprentices may cause unneeded distractions for the other employees, which may affect their ability to focus at work.

Companies might end up poking them when they shouldn't have been because they were spending crucial time teaching new trainees stuff.

4. Accidents Can Happen

This frequently occurs in the manufacturing sector, where employees work with machinery. The likelihood of an accident is particularly high if the trainers are directly involved in the production process and lack experience.

Before new hires enter the manufacturing environment, they need to have the proper knowledge about the machinery to prevent workplace accidents and the materials utilized.

Conclusion

A company's employees can perform their jobs to the best of their abilities due to 'On the job training'.

Although it isn't usually the norm, on-the-job training can boost productivity and efficiency in several industries. Additionally, it can be advantageous for the business as a whole, from lowering training expenses to developing more productive, motivated workers.