On-the-job training

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On-the-job training is an important topic of human resource management. It helps
develop the career of the individual and the prosperous growth of the organization. On
the job training is a form of training provided at the workplace. During the training,
employees are familiarized with the working environment they will become part of.
Employees also get a hands-on experience using machinery, equipment, tools,
materials, etc. Part of on-the-job training is to face the challenges that occur during
the performance of the job. An experienced employee or a manager are executing the
role of the mentor who through written, or verbal instructions and demonstrations are
passing on his/her knowledge and company-specific skills to the new employee.
Executing the training on at the job location, rather than the classroom, creates a stress-
free environment for the employees. On-the-job training is the most popular method of
training not only in the United States but in most of the developed countries, such as the
United Kingdom, China, Russia, etc. Its effectiveness is based on the use of existing
workplace tools, machines, documents and equipment, and the knowledge of
specialists who are working in this field. On-the-job training is easy to arrange and
manage and it simplifies the process of adapting to the new workplace. On-the-job
training is highly used for practical tasks. It is inexpensive, and it doesn't require special
equipment that is normally used for a specific job. Upon satisfaction of completion of the
training, the employer is expected to retain participants as regular employees. [1][2]

Contents

 1History
 2Psychology
 3On-the-job vs. off-the-job training
 4On-the-job training plan
 5Advantages and disadvantages
o 5.1Advantages
o 5.2Disadvantages
 6References
 7External links

History[edit]
On-the-job training is one of the earliest forms of training in the United States. The
method is used when trained professionals are passing their knowledge to the recruit.
The on-the-job training method dates from back in the days when not everyone was
literate, and it was the most convenient way to understand the requirements needed for
the new job, on a one-to-one basis. In antiquity, the work performed by most people did
not rely on abstract thinking or academic education. Parents or community members,
who knew the skills necessary for survival, passed their knowledge on to the children
through direct instruction. This method is still widely used today. It is a frequently used
because it requires only a person who knows how to do the task and use the tools to
complete the task. Over the years, as society grew, on the job training has become less
popular. Many companies have switched to doing simulation training and using training
guides. Businesses now prefer to hire employees who are already experienced and
have a required skill set. However, there are still many companies who feel that on-the-
job training is best for their employees.

Psychology[edit]
The concept of observational learning was introduced by Albert Bandura, whose social
cognitive theory[3] Bandura believes that people learn best by observing others.
According to his theory, people must pay attention to those around them first, retain
what they have observed, and try to reproduce it. Bandura's theory is implemented in
the aspect of on the job training, where the new employees observe first their trainer
completing the tasks, before trying to perform the task themselves. After observing for
some time, typically, they will imitate the action they had observed. This is exactly how
on-the-job training is expected to occur, if necessary until the new employee is can
perform the task on their own.

On-the-job vs. off-the-job training[edit]

There are two methods used for training new employees: on-the-job training and off-the-
job training (training simulation). Both methods are effective; however, they are very
different and require specific measures. On-the-job training refers to the training
provided at the job location by an experienced supervisor or manager who is passionate
about their job and will relay the information to the newly hired, whereas the off-the-job
method involves giving training to the employees at a place other than the real job
location, where simulations, videos, and tests are replacing the human interaction. Off-
the-job training is usually executed by an outsourced vendor outside of the company.
Key differences between on-the-job and off-the-job training include but are not limited
to:[4]

Category On-the-job Training Off-the-job Training

Location Imparted at the actual job location At a place other than the real job location

Approach Practical Theoretical

Time Consumption Less time More Time

Learning Method Learning by doing the task Learning by acquiring knowledge

 No, because trainees produce the Yes, because training is provided first, which
Effect on Production
products during learning is followed by a performance

Who Performs the Employees, internal trainers or

Experts outside of the company
Training managers

Cost Inexpensive Expensive

On-the-job training plan[edit]

On the job is a form of investment in human capital. In order to be executed efficiently, it
needs a good on-the-job training plan in place. The initial cost for the company is the
time spent on training and the resources used, such as trainee time and equipment.
When the training plan is well executed, the return on investment for the company is
imminent and the result is an increase in productivity. On-the-job training is based on
the requirements of the job description and is specific for each company. Every
company is unique and requires a unique approach when it comes to creating a training
program. Key elements of the training plan are measures, such as working hours, due
date and evaluation. Another key element is the choice of a trainer or coach assigned to
the project. In order for the plan to be effective, a knowledgeable coach, a co-worker, a
training vendor or a manager with excellent leadership skills is needed to conduct the
training.[5]
Research shows that companies who invest in teaching their managers how to train
new employees are more successful. They can articulate their beliefs to reinforce their
ideas with employees. Having the knowledge and the understanding of companies
culture makes them a perfect example of what is required from the new employee.
Using managers to train employees is an effective on-the-job training strategy because
it allows them to connect the training to the actual operation that employees will conduct
in their routine work.[6]
Training employees to train coworkers is another effective strategy since they are
familiar with the company's culture, strengths, and weaknesses. As well as making it
easier for the new hire to get to know the team. An experienced employee is the
ultimate choice for a trainer (business)[7]
Some guidelines for developing and implementing an effective on-the-job training
program include and are not limited to: - Understanding the company's needs. -
Identifying the skills and knowledge required in an employee. - Inclusiveness when
selecting an employee for training. - Evaluation. Evaluating each trainee will determine
the effectiveness of the training, resulting in increased performance - Follow-
up. Feedback helps determine how much of the training employees are retaining and
using.[8]

Advantages and disadvantages[edit]

There are both advantages and disadvantages to on-the-job training. Before deciding
which type of training is most beneficial, companies need to weigh out if there are more
disadvantages than advantages of the training method. If that's the case, they need to
opt out from the on-the-job training and look for better options.
Advantages[edit]
On-the-job training is beneficial for both employers and employees. For the employers,
it is beneficial because it narrows down and prepares the skilled employees who are
right for the company. By the end of the training process, the company's
values, strategy, and goals are introduced and resulting in an employee's loyalty to the
business. Employees trained in the job are an important asset for the company because
they can cover more areas than just the tasks in their job description. On-the-job
training creates a culture which extends past the bare minimum required by the job and
allows continuing education as part of the working process. As a result, an
uninterrupted production process increases the company's gains when opting out from
the need of an initial investment for an off-site training. On-the-job training is cost-
effective.[9]
For employees, on-the-job training is beneficial because it allows them to learn a new
skill or qualification within their field of work in a timely matter. During on-the-job
training, they are engaged in the real production process instead of the
simulated learning process. The new teammate is being introduced to the team and the
company's values during the first step of the on-the-job training. On-the-job training
leads to more opportunities to grow within the organization.[10]
Disadvantages[edit]
On-the-job training can be of disadvantage for the company when the new employee
doesn't have the required skills. This will result in more time needed for the training to
be completed and will cost the company more since it takes the trainer and materials
out of production for the duration of the training time. On-the-job training can often
cause distraction of the regular working day which can affect produ