As per research, 68% of employees prefer to learn or train on the job.
You abandoned the traditional training setup and hopped on the on-the-job training bandwagon due to its rising popularity.
However, have you received desired results despite infusing learning and development into the employees’ workday?
If your answer is no, did you take a step back and wonder why your OJT program was not successful?
Just-in-time learning is an effective way of training the workforce. However, how you present the on-the-job training also makes a big difference. If the OJT isn’t impactful and relevant to the employees, they will refrain from investing their valuable time into it during work hours.
Given the importance of on-the-job training, it is best not to waste your precious time on OJT approaches that are not working. Read on for a few examples of on-the-job training that can help you create effective learning programs that convert into workplace performance.
Most on-the-job training is confined to providing generic knowledge or policy/product-based information. This is why they often fail to drive the intended impact.
It is imperative to give employees strong reasons for balancing learning with work. Employees would be more interested in learning programs that help them reach their full potential and meet their career goals.
For instance, Kyra, a sales executive, failed to fulfil her quarterly targets. Most of her deals are stuck in the sale pipeline’s follow-up stage. She is skilled at setting appointments and giving sales presentations. However, her deals often go cold after the presentation. So, learning programs on “how to make cold calls” or “ how to set a sales appointment” wouldn’t interest her as her problem area is different. Learning modules like a resource on templates to write follow-up emails after a presentation or podcast or how to follow-up and close the deal would capture her interest and help her develop capabilities to convert a prospective buyer into a paying customer. Exactly in a similar way, it is crucial to find out the exact skill gap for your employees and provide training on the skills that are missing.
Skill-based learning seamlessly blends into on-the-job training. Developing necessary skills can positively impact employee performance.
As per PWC’s research, 77% of employees are ready to learn new skills.
For making this approach successful, it is imperative to identify and benchmark the necessary skills for each role. Modern technology like a Learning Experience Platform(LXP) can help you identify the trending skills for different employee roles and track the proficiency level to measure the skill score. Based on the skill level, you can assign relevant courses to address the improvement areas and boost the efficiency of the employee.
Asynchronous learning is a flexible learning method that doesn’t limit employees to any stipulated time frame for skilling.
Employees can learn and grow at their own pace. They aren’t overwhelmed with a large pool of information at one time. Employees can easily access the learning material designed by the L&D professionals at any hour of the day.
However, because it is asynchronous, it doesn’t need to happen in silos. Employees can collaborate with their peers through social learning and ensure timely knowledge sharing. They can post queries in the social group whenever they are stuck and get them resolved instantaneously.
For instance, Loyd, an L&D professional, chose a skilling platform that supported asynchronous learning and even created a group where he encouraged learners to post their queries. So while learning, whenever employees had any doubt, they could instantly put it on the social wall. Loyd could reply to the employees and address learners’ issues in an asynchronous set-up. Moreover, employees with the same job role and skills could share case studies or resources with others to give more context to a particular topic.
Blended learning combines the benefit of intent-based digital learning and instructor-led training. Employees can attend a learning session with their teams on common topics and then enrol in online courses at their preferred time to enhance their unique capabilities.
They can also learn the fundamentals of specific subjects before joining the classroom modules for in-depth discussion.
In a nutshell, blended learning smartly merges asynchronous and synchronous learning that helps cover everything from product-led training to skill-driven learning to drum up interest and learning adoption.
For instance, Loyd, the L&D professional, makes the most of the skilling platform with blended learning. He conducts in-person training for the tech team on how to clone slices in Go and later shares video tutorials and assessments to provide hands-on experience to the employees learning Golang.
Employees are more likely to engage in learning material that would add value to their daily tasks. In the modern world of “Netflix” and “Amazon”, where employees get personalised recommendations, they expect the same “Just for me” experiences in their learning journey as well. Hence it is crucial to create personalized learning pathways based on individual interests and skill gaps.
When learning programs are aligned with employees’ goals and career aspirations, they take ownership of their skill development and put in sincere efforts to improve their skills. Hence it is crucial to provide continuous learning opportunities to the employees. Here is a classic example – One of hong kong’s multinational finance and insurance companies established a continuous learning culture with AI-driven content recommendations and experienced 29% improved sales results through a structured sales enablement process.
Click here to read the full case study on how this Hong kong based firm personalized learning and improved productivity with an AI-powered LXP.
Curating and designing on-the-job training isn’t a walk in the park. It consumes a considerable amount of time and effort. So instead of just developing learning content, it is essential to pause and evaluate if the employees benefit from the learning content.
Ruth, an L&D manager, used to invest several hours into designing effective courses. However, she never used to evaluate the effectiveness of those training programs. Once, the CLO confronted her as despite allocating the desired budget, he couldn’t see an improvement in employees’ performance. Unfortunately, Ruth didn’t have any data that would validate the efforts she had been investing in designing the training programs. Based on the CLO’s feedback, Ruth started tracking the L&D programs . She started using an LXP that enabled her to create learning programs easily and amass learning metrics like course adoption, course completion, post-training KPI score, etc. This helped her in providing the ROI for the L&D budget. Moreover, she could also identify and address the improvement areas in real time to show positive results.
Assessments and learning analytics can help you gauge the effectiveness of your on-the-job training. Based on assessments, you can provide and take feedback from the employees to improve on-the-job training.
A complete skilling suite like Disprz not only enables you to create impactful on-the-job learning journeys but also helps you dig deeper into learning analytics. You can slice and dice learning data as per your company’s requirements and leverage it to level up your OJT programs.
You have just seen there are various ways to conduct effective on-the-job training programs that can drive results. However, to implement these various on-the-job examples, it is essential to have the right technology in place. Disprz LXP enables you to do all of the above from one platform. This advanced learning platform focuses on complete skill development, from skill identification to skill building. You can effortlessly blend asynchronous and synchronous learning without leaving the platform. It empowers you to track skilling analytics with business-linked dashboards that are tied to company goals. Moreover, through periodic assessments and feedback, managers can assess current skill levels and guide the employees on the right path.
Debashree is an adept Content strategist, curator, and our go-to for all things content at Disprz. She is a part of the Content Marketing team and handles content around enterprise learning and skilling for our website and social media. Debashree also spearheads the creation of our high-quality thought leadership content, our Purple papers. With a rich background working with B2B and B2C organizations in health tech, ed tech, hospitality, and more, she currently focuses on curating informative content around generative AI, skilling, and learning. Debashree boasts a distinguished career with over 6 years of expertise in content management. She holds a degree in Aeronautical Engineering from Visvesvaraya Technological University, Karnataka.
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