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How To Create An Effective On The Job Training Program

Start with this horrifying fact for employers: 40% of employees who received poor on-the-job (or no) training leave their job within the first year. When employees leave, you pay the price.

Your business needs an on-the job training program. It’s a time- and money-consuming investment, but also a great way to invest in your business’s most valuable asset: your staff.

What does on-the-job-training mean?

OJT is a program that helps employees learn by doing in the workplace.

This type of training allows employees to integrate their learning into their daily work environment by using the resources they have at their workplace.

Internal training is usually provided by managers, members of the HR team, and experienced colleagues.

The importance of on-the job training

All employees are eligible for on-the-job-training, regardless of their education level, and in any field, no matter what. An OJT program that is well-designed will give new employees the opportunity to gain hands-on training and experience in order to understand how the workplace works and their roles and responsibilities. This is a process that employees must undergo to perform their duties successfully.

Benefits to OJT Training

It would seem that on-the-job learning is primarily for employers. Well-trained employees are more productive and grow faster. But there is more.

1. Your business will benefit from a tailored-made on-the-job-training program

Your business is unique and has specific requirements–training employees on-the-job may help you get business needs met more quickly.

2. Happier, more loyal employees

Employees are more likely to grow their career at your company if on-the-job-training is updated regularly and relevant. These employees are likely to be more motivated and happier at work.

Related: 18 Simple Tips To Maintain A Positive Attitude at Work

3. Creates a pool “promotable employees”

You can create a workforce that is highly skilled and a “learning-always” mindset by providing on-the job training.

It will pay off when you have to promote managers. This pool of loyal, skilled employees already knows your business.

3. Employees are attracted to the job by on-the-job training

On-the-job-training can be helpful if your company is in a competitive job market, or in an industry that has a difficult time attracting (and retaining) quality employees.

This is a great benefit for employees looking to improve themselves and indicates that promotion may be possible.

Read this: The Successful manager’s guide to cross-training employees

4. Flexibility is key to your workforce

When you have well-trained employees, the attitude “that’s my job” is gone.

Training can help employees go beyond the minimum requirements.

When can you begin on-the-job learning?

On-the-job-training may not seem necessary for smaller companies or new businesses. You will need to implement an on-the job training program at some point. When will that moment arrive?

On-the-job-training is required for any changes, regardless of whether they are a result of a promotion, reorganization, or a change to the way you run your business. On-the-job-training is required for some of the most common business changes, including:

  • Technology change You’ve upgraded your POS system or you started using an employee scheduler.
  • Change in business practices. You have changed your business focus.
  • Changes in the company’s policies. You have changed the way your employees perform their duties or what you expect from them.
  • Many new employees hired. There are more new employees in your company than there are long-time ones. Most of your employees don’t understand how things work, while only a few do.
  • Slowdown in productivity. Slow productivity is a sign that your employees are not sure what they should be doing, whether it’s in the factory or the office. Your system has a bug.
  • Your company is growing.
  • The training you received was minimal.

If you notice any of the above changes, it is a good idea to keep an eye out for complaints or chaos. You’re behind in training if you notice it.

What is the best option?

Assume that your company will grow and need on-the job training. Start planning now. Do not wait until chaos and change occurs.

Check out: 9 ways to fix a toxic work environment

Four types of on the job training

1. Orientation

Share some general information with new employees, such as company culture, benefits and more. Many businesses don’t consider orientation as on-the-job-training, but it is the first step in a successful OJT program.

2. Apprenticeship

This is an excellent option for positions that require extensive technical training. This allows workers to get paid for their experience in order to achieve a certification, or to have a specific number of hours.

3. Job Rotation

Job rotation can be a great way to show employees how their role fits in the overall process. To foster a feeling of camaraderie with your team, rotate the workers and show them all the parts of the production line.

4. Mentoring programs

When you allow an experienced worker to mentor a new employee, it’s a win-win situation. The new employee learns practical skills for getting the work done, and the experienced member of the team gets to grow and learn the new skill as a teacher.

Check out these 70 awesome ways to motivate employees

Create a 5-step on-the-job-training program

It is easy to create a training plan if you break it into logical steps. The method can be particularly helpful when you are starting a new training program.

  • Analysis Assess what your employees must know to do their job successfully.
  • Design: Determine what your on-the job training program will look.
  • Training program development: Identify the methods, materials, and resources that you will use in your training program.
  • Implementation Decide on who, when and how your program will be implemented.
  • Evaluation : Receive feedback to determine if the training you provided met all of your participants’ needs.

The ADDIE Method is flexible. It asks you to consider your business’s needs and wants, then design and measure the system accordingly.

1. Assess the skills of your employees

The analysis is an important component of creating a successful training program. You will answer questions like:

  • What should your employees know?
  • What already do your employees know?
  • What is the best way to learn for your employees?
  • What are your expectations of your employees?
  • What are your employees expecting?
  • What type of training will meet all these needs?
  • Are you able to provide qualified trainers?

Understand what you want in the long-term

What are your broad strategic goals first? Was it productivity? Profits? Loyal employees? Reputation in the community? Growth, both financial and team-wise?

You should write down your long-term goals. As you continue the assessment, keep these goals in mind.

Understand the specific requirements for each job

Assessing the needs of employees and specific jobs is part of an assessment.

List the knowledge, qualifications and soft and hard skills that a particular job requires. In order to define what a perfect employee for that job can do, you need to list the qualifications, knowledge and soft skills required.

List the skills that most employees possess when they first arrive.

Consider the times when you have had to repeat your work or asked employees to do it again. Remember the communication hiccups or other issues that slowed things down.

This is a good practice for every position or team within your company. You can now compare what employees need with what they have. This is the gap that your training will fill.

Identify the necessary tools and system

List the gaps you found in employee performance. Is it solely due to the lack of skills and education the employee possessed, or is there a blame that can be put on the tools and system they were working with?

You must first ensure that the tools and systems you use are up to date before you create a program. If the tools and systems that employees use are broken, no amount of training will improve their productivity.

The following are common areas of breakdown:

  • Communication Systems. Is your communication system complex or vague? Most often, communication breakdowns are fixed by simplifying systems and enforcing their adherence. To keep your group connected, it’s essential to use a communication app like when I work.
  • Technology. It is thrilling to be trained in new technology and it can create a loyalty. Update your outdated technology before investing in expensive training.
  • Job boundaries. You’ll get a lot of conflict if one employee is expecting a job description be followed and the other employees are too busy to do anything. Work boundaries for employees (or their lack thereof) are they made clear?

Make sure your employees are not asked to use outdated tools or systems. Make sure that everything is up to date and streamlined so that training will feel like a positive experience instead of wasting time.

2. Create a training program

Choose the format and material that best suits your goals and workplace. Classroom-style training is one option, as are mentorship and structured programs.

The most basic and task-oriented on-the job training programs are useful for employees performing repetitive tasks such as industrial jobs.

The trainer (usually another coworker) uses a checklist that is standard for the company to guide the new employee. After the new employee has shown the required skill, the trainer signs off on the start date.

If the task at hand is fluid and not repetitive, then you need a teacher who has a lot of experience. A good trainer must determine the way an employee learns to be able to provide effective training. Some people learn:

  • Doing Practice by doing real tasks or using simulations.
  • Feelings: Take part in group activities or role-playing, or discuss personal experiences.
  • Thinking Prefer independent activities such as reading or tests.
  • Attending lectures and seminars. Solving specific problems or participating in discussions.

You may not be in a position to customize an entire course for each type of learning, but you can create a list of options.

You can allow the new employee to decide whether they want to do a written exam, have a discussion, or role play to demonstrate their new knowledge.

3. The right training materials will help you to develop your skills.

You can find materials that will help you flesh out the outline of your training objectives in many places.

Decide the frequency of training

On-the job training is not a single event. It is a regular part of an employee’s life. On-the-job-training might include situations such as:

  • Learn about the company’s policies
  • How to Work the Factory Line
  • How to deal with customers
  • The new inventory system
  • How to complete business expense and financial reports for reimbursement
  • Changes to Communications Systems
  • What new laws mean for employees and jobs
  • Teamwork refresher course for last year

Training should be ongoing, as most employees will, depending on the job they have, need to remain informed about changes in business.

Use a outline

Create the program as if it were an outline. Each main section should be the goal you want your employee to achieve.

Determine how you will evaluate employee success at the end of each section. Do they have to show you a certain skill? Do you need to pass a test before they can start working? Play-by-play scenarios involving an angry customer? Every objective should be accompanied by a clearly defined success goal.

4. Use the right trainers

It’s not easy to implement a training program. Be sure to know who will be the best person to train you, whether that is a manager or coworker.

You can also choose to outsource the training, and have an in-house trainer work with the company that is handling the training. You can use this option if you don’t have the knowledge or resources to run a successful training or if your system or equipment is highly specialized.

5. Employee feedback is a great way to evaluate.

Asking is a great way to determine the success of your on-the job training program.

Use an online survey

Consider using a survey with anonymity that you have carefully planned. You can give the survey immediately after, or several months later.

Improve employee performance

Profit and growth will almost always be positively impacted by improved employee performance.

Comparing productivity indicators from before and after training can be used to measure improvements in employee performance. Higher commissions on sales or more products assembled).

Monitor employee loyalty

Are your employees retaining their skills longer after training than before?

Customer service and attitudes are some of the more difficult things to measure. You can become more aware of the happenings in other departments by observing and talking to managers.

You should always trust your gut. You should be looking for an improvement in work culture when you see that the company is meeting its performance goals.

On-the job training is a great way to build your company’s future with your employees at the core. This guide will hopefully help you make OJT an everyday reality for your business.

A program of on-the-job learning could be a great benefit to your business

Create on-the-job training programs to keep employees motivated and engaged. Create happier, more productive teams by scheduling employees with sound software. The software’s flexibility and input into the schedule will increase engagement and loyalty. Plus, managers love faster scheduling, easier time tracking, and better communication.

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