On-the-Job Training (OJT)
On-the-job training (OJT) is a method of employee development where individuals learn by performing their actual job tasks in the workplace. Unlike classroom-based or online learning, OJT provides practical, hands-on experience in real-world scenarios under the guidance of more experienced employees, supervisors, or trainers. This type of training allows learners to acquire skills and knowledge in the context of their specific role, making it highly relevant and immediately applicable.
OJT is commonly used for roles that require hands-on skills, such as in manufacturing, healthcare, customer service, or technical roles. It is also effective for new hires who need to familiarise themselves with the day-to-day operations of their role or for existing employees learning new processes or tools.
Why is on-the-job training relevant to L&D?
On-the-job training is a cornerstone of Learning & Development (L&D) because it directly links learning to practical job performance. It provides immediate, task-specific training that helps employees gain the skills they need to be productive more quickly. OJT is often more cost-effective than formal training programmes since it occurs in the actual work environment and utilises existing staff as trainers.
In the L&D landscape, OJT plays a critical role in:
Accelerating learning: Employees can begin contributing to their role while they learn, shortening the learning curve.
Contextualising learning: By learning on the job, employees gain experience in the specific tools, processes, and culture of the organisation.
Promoting knowledge transfer: Senior employees or supervisors can pass on their expertise and institutional knowledge through hands-on mentorship and coaching.
Enhancing retention: Employees are more likely to retain information learned on the job, as they apply it immediately in their work.
Examples of on-the-job training in learning and development
Apprenticeship Programmes: Apprenticeships in industries like engineering, construction, or healthcare involve long-term OJT where new employees learn by working alongside experienced professionals while also participating in classroom training.
Shadowing: In customer service roles, new hires might shadow experienced employees as they interact with customers, learning how to handle different scenarios, solve problems, and use internal systems.
Technical Skills Development: In a manufacturing environment, employees may receive OJT on how to operate machinery or follow safety protocols, learning directly on the shop floor while performing the tasks under supervision.
Sales Training: Sales representatives might learn product knowledge and sales techniques through OJT by accompanying senior salespeople on calls or client meetings.
Healthcare Training: In nursing or medical fields, OJT is essential for developing clinical skills, with trainees working under supervision in hospitals or clinics to gain experience in patient care.
Best practices for on-the-job training
Provide structured guidance: Although OJT is informal by nature, it should still follow a structured plan, including clear goals, timelines, and regular feedback.
Use experienced trainers: Ensure that experienced employees or supervisors providing the training are skilled not only in their role but also in teaching others.
Encourage active learning: Trainees should be encouraged to ask questions, seek clarification, and practise tasks as they learn.
Balance theory and practice: While OJT focuses on practical skills, some theoretical knowledge (e.g., safety guidelines, product knowledge) should be integrated to provide context.
Monitor progress: Keep track of the trainee's progress to ensure they are mastering the necessary skills and provide feedback to help them improve.
Benefits of on-the-job training
The primary benefit of on-the-job training is that it delivers highly relevant, practical learning directly tied to the employee’s role. Because employees learn while performing their duties, they can quickly apply new skills, leading to improved performance and productivity. OJT is also cost-effective as it doesn’t require dedicated training facilities or external trainers. It promotes collaboration between employees, fostering knowledge transfer and mentorship. Additionally, by learning in the context of their actual work environment, employees can better understand the organisational culture and processes.
Common challenges for on-the-job training
Inconsistent training quality: The quality of OJT can vary depending on the trainer, as not all experienced employees are equally effective at teaching.
Time constraints: OJT requires experienced employees to devote time to training others, which can reduce their productivity temporarily.
Lack of formal structure: Without a formal training plan, OJT can become unorganised, leading to gaps in the trainee’s learning or uneven skill development.
Over-reliance on informal learning: Organisations may depend too heavily on OJT, neglecting other important training methods such as formal courses, workshops, or e-learning.
Employee engagement: Some employees may find OJT less engaging than more structured, interactive training methods, especially if they prefer a more formal learning environment.
What does on-the-job training mean for frontline teams?
On-the-job training is particularly relevant for frontline teams, such as those in retail, hospitality, or customer service, where employees must quickly develop practical skills to interact with customers, handle products, or manage transactions. In these fast-paced environments, OJT allows employees to learn by doing, receiving real-time feedback from supervisors or peers. This approach is highly effective for roles that require immediate, practical knowledge and where theoretical learning alone is insufficient.
For example, in the retail industry, new employees can be trained on the sales floor, learning how to operate point-of-sale systems, manage inventory, and assist customers. In customer service call centres, agents can undergo OJT by listening to live calls and eventually taking calls themselves with the support of a senior team member. This method ensures that frontline workers quickly become familiar with the tools and scenarios they will encounter daily.
How does on-the-job training support learning needs?
On-the-job training directly supports learning needs by providing hands-on, contextual learning that can be applied immediately. It allows employees to gain both theoretical knowledge and practical experience in a real-world setting. This approach works well for kinaesthetic learners—those who learn by doing—and for roles that require task-specific training. OJT also enables continuous learning, as employees can develop their skills gradually over time, receiving feedback and improving through experience.
Moreover, it supports personalised learning, as trainers can tailor the pace and focus of training to the individual needs of the employee. For example, a trainee who needs more practice with a specific task can spend extra time on it, while those who pick up skills quickly can move on to more advanced responsibilities.
On-the-job training FAQs
How long does on-the-job training take?
The duration of OJT depends on the complexity of the role and the individual’s prior experience. Some employees may require a few days of training, while others, especially in highly technical roles, may need weeks or even months of supervised practice.
Is on-the-job training suitable for all industries?
OJT is most effective in industries where practical, hands-on skills are essential, such as manufacturing, healthcare, and retail. However, it can be used in virtually any industry where employees need to apply skills in real-world settings.
What is the role of a mentor or trainer in OJT?
A mentor or trainer in OJT guides the employee through tasks, demonstrates best practices, provides feedback, and answers questions. The effectiveness of OJT often depends on the mentor’s ability to teach and coach.
How is progress tracked in on-the-job training?
Progress in OJT is typically tracked through regular check-ins, performance assessments, or milestones. Trainers may use observation, feedback, and practical assessments to gauge how well the trainee is mastering the required skills.
Can on-the-job training be combined with other training methods?
Yes, OJT can be part of a blended learning approach. For example, employees might first complete an online module or attend a workshop before applying their learning on the job.
Key takeaways
On-the-job training (OJT) involves learning by performing actual job tasks in the workplace under the guidance of experienced employees.
It accelerates learning by providing immediate, practical experience and is particularly cost-effective for organisations.
OJT is ideal for hands-on roles and frontline teams, as it provides direct, contextual training.
While highly effective, it can be inconsistent if not structured properly, and requires careful planning to ensure training quality.
OJT is commonly used in industries like retail, manufacturing, healthcare, and customer service, where practical skills are key.
More info about on-the-job training
For more on related training methods, explore resources on "Blended Learning" or "Training Needs Assessment (TNA)" to see how OJT can complement other approaches in a comprehensive L&D strategy.
