Guide to On-the-Job Training (OJT): OJT Meaning and How to Apply It

On-the-job training (OJT) is a widely used and effective workforce training solution. Also known as direct instruction, OJT has a proven track record of success, making it the most used training method in workplaces. In this guide, we will explore OJT meaning, what on-the-job training entails, and how to apply it effectively in your organization. We’ll also explain how to use OJT most effectively to help workers develop necessary skills and contribute to the overall success of your company.

OJT Meaning: What is On-the-Job Training?

On-the-job training (OJT) is a type of job instruction that takes place directly at the worksite. The learner, who may be inexperienced, performs job tasks or observes them being performed by a more experienced worker in the same work area.

This provides an opportunity for the learner to:

• Use real machines, equipment, and tools
• Become familiar with workplace processes and procedures
• Develop the knowledge and skills required to perform their job

OJT is not the same as job training that takes place via a webinar, eLearning courses, or in an academic setting. However, OJT can be included as part of a well-structured job training program.

Structured vs. Unstructured OJT

There are two common types of on-the-job training: structured and unstructured. Understanding OJT meaning involves distinguishing between structured and unstructured on-the job training methods. In this section, we’ll dive deeper into the key differences separating the two.

Unstructured On-the-Job Training

Unstructured OJT programs lack specific goals, plans, and objectives. They’re also often inefficient and ineffective. However, unstructured OJT programs require less time, effort, and expense to set up than structured OJT programs.

Typical types of unstructured training include:

• Informal coaching
• Project-based learning
• Ad-hoc training
• More!

Structured On-the-Job Training

Structured OJT programs differ from unstructured programs in that they have clearly outlined goals and outcomes. Structured programs possess a list of necessary information and skills, including specific roles for the mentee, mentor, and supervisor.

The common roles involved in OJT programs include:

• Inexperienced Employee: The inexperienced employee must acquire necessary job knowledge and skills. They’re aware of the expectations for what they should learn and when.
• Experienced Employee: The experienced employee is responsible for transferring their job knowledge and skills to the inexperienced employee. They should know what skills the new worker must acquire and the optimal order for presenting information.

Structured OJT programs tend to be more effective than unstructured, but they also require more time, effort, and expense to set up.

Aside from unstructured and structured, other types of on-the-job training include apprenticeships, coaching, mentoring, and job rotation.

Benefits of On-the-Job Training

To fully understand OJT meaning, it’s essential to consider the numerous benefits it offers to organizations. These benefits include:

• Effectiveness: OJT emphasizes learning through hands-on experience, which allows employees to apply knowledge and skills in real-world situations.
• Familiarity: OJT is a familiar method of instruction because it involves a teacher and a learner, which can make it easier for learners to understand and apply new information.
• Simplicity: OJT is a relatively simple method of teaching, making it a cost-effective way to teach employees.
  Low Barrier to Entry: OJT is also a low-cost method of training, as it does not require a significant initial investment.

A Brandon Hall study researched organizations with a high impact on outcomes such as time to productivity, employee engagement, and individual performance. According to the study, these organizations are more likely to provide opportunities to reinforce learning and apply knowledge through practice. In contrast, companies that do not have a positive impact on these outcomes tend to neglect these important learning methods.

Key Success Factors of On-the-Job Training

While on-the-job training may not be suitable for all organizations, it can be a highly effective method of training when implemented correctly. Here are some key factors that contribute to the success of OJT:

• Cross-training. OJT provides a great opportunity for cross-training employees across different job roles and departments, allowing for more flexibility and knowledge-sharing within the organization.
• Customization. OJT can be customized to fit the needs of different learners and organizations, making it a flexible and cost-effective training solution.
• Practical learning. Learners are provided with hands-on, practical experience, allowing them to develop job skills in a real-world setting.
• Continuous improvement. Training programs should be constantly reviewed and improved to ensure that they remain relevant and effective in meeting the organization’s goals.
• Integration with other training methods. OJT can be combined with other training methods, such as eLearning, to create a blended learning program.

“Organizations that invest in employee training see 11% greater profitability; 80% believe more training helps them meet their goals.”

How To Get More from Your OJT Program

OJT programs are often very successful when they’re planned right. However, if they’re not well-designed, the results can be less impressive.

In the following section, we’ll explore six tips you can use to get more from your OJT program.

1. Establish an OJT Team and a Structure

The first step to launching an effective training program is to define a clear training structure and a dedicated team to run the program. This team should include a variety of roles and experience levels to include multiple perspectives. It’s also helpful to establish your expected learning outcomes up front. This ensures that everyone understands the goals of the program, why it matters, and how to get there.

2. Training is More Than Just Telling

Simply telling your employees what to do won’t be effective. Employers must present the information so that it is easy to learn and defeats the forgetting curve, which begins shortly after training ends.

This ties back to your learning objectives. The goal of your program is likely to: close skills gaps, improve employee competencies for safety and efficiency, and to provide opportunities for growth and development. To achieve those goals, you need to move beyond mere instruction and provide hands-on opportunities to learn.

3. Remember Your Workers Are Adults

Adults learn differently than children do. Training designed with the learning needs of adults in mind is reliably effective, while training that wasn’t built this way tends to fail. Explore adult learning principles to enhance your OJT.

4. Properly Plan Your On-the-Job Training Program

If you don’t plan out your training, then it will fail. Thankfully, there are six basic steps you can follow that will increase your chances of success, including:

1. Designing training programs
2. Developing training programs
3. Delivering training
4. Evaluating training programs
5. Documenting training
6. Continuous improvement of training programs

5. Consider Using a Blended Learning Solution

Studies show that using a blended learning approach is the most effective method of instruction.

If your organization only uses one type of training, then you may be stuck with an inefficient training program. This will negatively affect employee and supervisor morale, employee performance, and business objectives.

With a blended learning solution, organizations can amplify their programs by adding online workforce training courses. Benefits include:

• Increased flexibility: When companies rely solely on in-person instruction, employees must be available to attend, and it takes them away from work. These sessions also don’t always give employees the chance to learn at their own pace. Blended learning allows companies to offer more flexibility for when and where training takes place.
• Cost and time savings: In-person instruction is costly for both instructors and employees. It takes time to put together lectures and learning materials and then to present the material. Blended learning maximizes the value of in-person learning using eLearning to fill in gaps and extend knowledge at a fraction of the cost.
• Increased training effectiveness: Many studies have shown that blended learning environments are more effective than pure classroom or pure digital. Because blended learning is proven to be more effective, you’re more likely to achieve your goals and see positive return on investment (ROI) from training. This ensures you fulfill training mandates like harassment and anti-discrimination training to avoid fines and ensure employees comply with these important policies.
• Fulfilled OSHA requirements: OSHA compliance requirements forbid companies from only using online safety training. So, investing in a blended learning solution allows you to take advantage of the scalability of eLearning but also ensure you meet OSHA requirements.

6. Consider Using a Learning Management System (LMS)

“I would say the biggest benefit the (LMS) solution has helped us achieve is to remain on the leading edge of our industry as a firm of choice because we invest in the development of our people and practice.”

– Training and Development Manager

If you choose to embrace the power of blended learning, you’ll want a way to easily manage your training, track success, and automate processes. Vector Solutions’ Learning Management System (LMS) provides tools and features that make it easier for you to implement your OJT programs into the workplace.

Using an LMS will allow you to easily assign, create, import, credit, report on job training, better understand OJT meaning, and much more.

If you’re ready to increase workforce performance, efficiency, and skills all while meeting compliance requirements and reducing risk, request a demo today to learn how Vector Solutions can help.