training2 820x410 - 6 Strategies That Will Help With On-The-Job Training For Your Tech Startup

6 Strategies That Will Help With On-The-Job Training For Your Tech Startup

Simply put, On-The-Job Training (OJT) is a fundamental method for training and helping new workers find their feet. Reaching as far back as the medieval time, it is the oldest kind of training that was used to mentor recruits.

In this training procedure one worker usually a manager or a seasoned employee passes expertise and skills to a rookie. Typically, the newly trained workers are expected to use their freshly obtained skills at work promptly.

In a well-monitored and well-implemented OJT program, all new workers obtain constant, reliable, and efficient training from the instructor designated to them.

With a carefully curated and structured on-the-job practice such a learning more about types of fire extinguishers, or being trained on the various internal systerms within the business you can benefit from saving large chunks on your training budget.

In fact, it is considered by most employers the most cost-friendly strategy of offering workplace training to staff members.

Most employers report an increase in staff morale following on-the-job training programs.

In a research conducted by TJinsite, around 40% of business employers elected OJT for enhanced efficiency. And 35% voted in favour of OJT for boosting staff morale. A substantial share of the evaluated companies also stated that they saw a decrease in attrition while using training and development methods.

Furthermore, workers also value understanding and training they get from the work environment given that it allows them to establish expertise and abilities without leaving the job.

Based on the TJinsite study, 71% of staff members named on-the-job training conducted by veteran employees as one of the most favoured approaches when it comes to workplace training. Other training approaches come with a much lesser recommendation as far as employees are concerned. For example, seminars and workshops scored (15%), outsourced instructors (11%) and guidebooks & manuals (3%).

Primarily, on-the-job training for new staff members is typically preceded by an induction program which is aimed at ensuring recruits are familiar with organisation’s policies, philosophies, culture, mission statement and procedures.

There are many strategies a company can implement when it comes to setting up on-the-job training. For example, there are internship programs, coaching, job instruction and so on. So then let us now look at the six top strategies for On-The-Job Training.

Job Rotation

This type of training mostly involves giving employees the opportunity to try out several different roles. Typically, this approach of training is deployed in training supervisors for simple management positions. But sometimes regular employees can be given rotation OJT training. This will have far-reaching implications in terms of helping the employee understand the difficulties that come with each job role and to accord the respect due to their colleagues with different job roles.

For example, job rotation technique is continuously being used by the banking sector to promote probationary officers after periods of roughly two years to the post of assistant bank supervisor. Under this method of training, prospects are positioned in core areas such as clerical job, assistant, cashier and then supervisory job so that they have an understanding of the significance and nature of every post before assuming the assistant bank manager role.

Coaching

In this method of OJT, a senior staff member is assigned to tutor an employee. The employee sees the senior member of staff as their private coach. The senior staff offers feedback to the student on their efficiency and consistently shares ideas for enhancement. A major setback of this technique of training is that the student might not have the flexibility or chance to reveal their own concepts.

Job Instruction

Mostly referred to by many as step by step or structured on the job training technique, this training strategy involves an instructor preparing an employee with a summary of the job, its function, and the expected outcomes after demonstrating their knowledge in the role. The instructor then allows the staff member to simulate the presentation based on their own skills. After this, the instructor provides their feedback and correction. Hence, this technique is commonly called training through step by step.

Committee Assignments

This type of training is different from the rest. It encourages teamwork among employees but can quickly become a time waster. Here, staff members are put in teams and asked to solve a standard issue. They are required to brainstorm, share ideas and deliver a compelling argument to justify their stance. This will help to build confidence in employees and broaden their understanding of complex issues.

Apprenticeship

Apprenticeship is a legalised technique of training curriculum program that integrates class education with on-the-job work under close guidance. Most apprenticeship programs take time for the Apprentice to learn the skills thoroughly. It usually involves a carefully structured plan which the Apprentice must complete and take on an assessment before being considered to have mastered the skill.

This technique is suitable for training in crafts and trades, mainly when efficiency in a job is the outcome of reasonably extended training or apprenticeship duration, e.g., job of an artisan, a machinist, a pattern designer, a mechanic, and so on

Internship

An internship is another form of the on-the-job training. Internship training programs are collectively sponsored by colleges, universities and commercial organisations to provide trainees with the chance to acquire real-life experience as well as work. With the help of internship programs, newly graduates will already have real-life skills on the job when looking for a job. This adds a huge advantage to their CV as employers almost always give preference to employees with some level of on the job experience.

Conclusion

No doubt, on the job training assists your business to limit expenses on practice, but it also comes at a cost. You must analyse the benefits and considerations of your business before deciding on OJT. For instance, you can teach the non-critical task through on the job training as it will not cost you a lot regarding efficiency and performance. On the contrary, other high calibre tasks can lead to further complications, expenses and delays if interrupted with on-the-job training.

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