On-the-job training is a type of training that is provided to employees while they are working in their actual job positions. It is a practical approach to acquiring new competencies and skills needed for a job in a real, or close to real, working environment.
There are two main types of on-the-job training including induction training and mentoring. Let’s take a look at them in details.
Induction training
DEFINITION: It is introductory training undertaken familiarize new recruits with the business – its organizational structure, responsibilities within the structure, layout of the premises, systems, procedures such as health and safety, culture, facilities available, etc. The main aim of induction is to introduce all new employees to the business organization, make them aware of the requirements of the job, explain the firm’s activities and introduce them to their colleagues. While induction training is usually run as a number of sessions spread over several days or weeks, in other cases actual induction may be fairly brief.
PURPOSE: The main aims of induction training include helping new recruits settle in quicker, integrate into the corporate culture and avoid costly mistakes by not being aware of important things when carrying out job duties.
ACTIVITIES: Induction training will most likely require new recruits to meet key personnel in the business such as the employee’s line manager and all members of the department. A tour around the premises will show the recruit’s main areas of work and fire or emergency evacuation routes.
ADVANTAGES OF INDUCTION TRAINING: Induction training helps new recruits to understand the business organization better from the start. Workers quickly feel part of the business having clear expectations and good working habits; therefore they are more likely to perform their tasks more effectively and less likely to make mistakes. This will boost their morale and make new staff feel more confident and competent in their jobs.
DISADVANTAGES OF INDUCTION TRAINING: When key employees are involved in planning, delivering and overseeing an induction program, they are not able to perform their normal job duties. When the length of induction programs is very long, this may be counter-productive for new staff who have to absorb new information causing information overload. Finally, it increases business costs and during the period of induction training workers are not adding to output but are receiving their wage or salary.
FOR WHOM: New employees need induction training.
Mentoring
DEFINITION: It is training undertaken between two people – the mentor and the mentee to support and encourage people to manage their own learning. A mentor, who is usually a more experienced member of staff, helps the mentee gain and develop specific skills and knowledge to become the person they want to be. It is achieved by motivating, encouraging, nurturing, training, observing and recording the progress of the mentee.
PURPOSE: The main aims of mentoring include providing advice on how to maximize potential, develop skills and improve their performance as well as guiding mentees in the right direction in terms of personal development and career opportunities.
ACTIVITIES: Mentors can ask their mentees challenging questions to make them reflect on their career progression and be proactive towards their own career development. Junior managers might observe and learn from more senior managers who act as mentors.
ADVANTAGES OF MENTORING: Effective mentoring creates a safe environment – without fear of negative consequences – for mentees to discuss issues openly and honestly with their mentors. The relationship between a mentor and a mentee is more authentic and longer lasting than the relationship between a manager and a worker. When a mentor shares his personal experiences, skills and knowledge with others it also expands staff development.
DISADVANTAGES OF MENTORING: Effective mentoring requires long-term commitment from both a mentor and a mentee, hence it is time consuming for both parties in terms of planning, delivering and overseeing a mentoring program. Using internal employee as mentors may require training, hence it is costly. When matched pairing of mentor and mentee happens, it may end up being counterproductive due to stress, anxiety and conflict.
FOR WHOM: Aspiring lower-level employees who wish to gain and develop specific skills and knowledge for career progression.
Overall, on-the-job training is a valuable training method that can be used to develop the skills and knowledge of employees. It is important to consider the benefits and challenges of on-the-job training before deciding whether to use it for a particular training need.
