On the Job Training: Benefits, Types, and Challenges

There was a time when the workplace was just the final destination for workers. Today, it is a launchpad for growth as employers are ready to invest more in their employees. On the job training is an initiative in which organizations develop their workforce through coaching, mentoring, and similar methods.

As automation transforms industries and digital tools reshape workflows, the ability to learn while working has become more than a perk. Now, it's a strategic necessity. The companies leading tomorrow are the ones investing in their people today, not through static training manuals but through immersive, real-world experiences.

In this guide, we take a closer look at the benefits and types of on the job training. We also discuss common challenges and how to avoid them.

What Is On the Job Training?

On the job training is a method of learning that happens right at the heart of where the work gets done. Instead of pulling employees out of their roles to sit through theoretical lessons, it places learning directly in the flow of daily tasks.

Basically, employees learn by doing tasks in real time and getting real-world outcomes. On the job training turns workplaces into classrooms. Employees gain hands-on experience guided by mentors, supervisors, or even seasoned peers.

Besides training, the approach also builds confidence and strengthens competence. It further accelerates the employees' journey from novice to contributor.

A simple example of on the job training is a new software developer shadowing a senior engineer during live coding sessions. They gradually take on segments of a project until they're leading full deployments.

Similarly, a sales associate joins client meetings with a mentor. Then, they run their own calls with live feedback that sharpen their pitch and deepen their understanding of customer needs.

On the job training may be structured or unstructured.

Structured Training

Structured training is intentional and organized. It usually includes predefined learning objectives, checklists, schedules, and regular feedback loops.

For example, a new technician at a manufacturing plant may go through a 4-week structured program that includes safety protocols, machine calibration tasks, and hands-on quality control exercises. Every week's learning material builds on the last, and the learners have to give assessments at every stage.

Unstructured Training

Unstructured on the job training is more flexible and works best in environments where learning happens through immersion and exploration. It doesn't involve formal lessons. Instead, employees pick up knowledge through observation and real-time collaboration.

Think of a startup where a marketing assistant joins a small team and immediately dives into the campaign. There's no official syllabus, just guidance from colleagues, space to experiment, and ongoing feedback. Although learning is fluid, growth is taking place.

Benefits of On the Job Training

On the job training has more benefits than simply transferring knowledge to employees. Here are a few of them.

Immediate Impact on Performance

Employees don't have to wait for a training session to apply what they've learned. They use new skills right away, building momentum through action. As a result, the organization sees faster results, whether it's for the success of an individual project or the overall team.

Ongoing Skill Development

According to Research.com, 68% of employees prefer training in the workplace. On the job training fulfills this need by providing continuous learning opportunities for workers.

As employees develop more skills, they can contribute more to the company. Plus, their personal and professional growth helps boost their confidence and job satisfaction.

Stronger Retention and Engagement

People thrive when they feel supported and empowered. On the job training builds that support into their day-to-day experience. In an Axonify survey, 92% of workers said that the right training in the workplace impacts their job engagement positively.

When employees become more competent and comfortable in their roles, their satisfaction grows, and so does their loyalty to the organization.

Smarter Use of Resources

Rather than investing heavily in outside trainers or lengthy off-site programs, on the job training makes use of internal expertise. Teams share knowledge and learning becomes a shared responsibility, which is very cost-effective for any organization.

Better Work-Life Balance

With on the job training, employees don't have to spend extra time and money commuting to off-site training sessions. They also don't need to partake in after-hours training since they're learning during their working hours. As a result, they can maintain a better work-life balance, which further improves retention and job satisfaction.

Types of On the Job Training

On the job training can take many forms. Some of these teaching methods are as follows.

Job Shadowing

In this type, a less experienced employee pairs up with a seasoned colleague to observe how tasks are performed in real-world scenarios. It's often the first step in the training journey, especially effective for complex roles where understanding the why behind actions is just as important as the how.

For example, a new HR coordinator shadows a senior recruiter during interviews and onboarding sessions. They learn the subtle techniques used to build rapport and assess candidates.

Mentorship and Coaching

Both mentorship and coaching require a more experienced individual to guide and support the development of a less experienced person. However, the former is more informal and relationship-based, while the latter is more structured and task-oriented.

The mentor provides support and guidance to the mentee on a personal and professional level. Meanwhile, the coach focuses on specific tasks or goals.

Rotational Training Programs

In such programs, employees move through different departments or roles to gain a broad understanding of the business. The method works best in cases where you have to develop future leaders or break down silos.

Suppose a recent graduate in a leadership development program joins the company. They can then spend three months in operations, three in sales, and three in customer service to build a cross-functional skill set.

Peer Training

As the name indicates, peer training means employees teaching each other. They do this through informal or task-based learning moments. For example, an employee in the sales team can show a new member how to use the company's CRM software.

Peer training is also a great tool for team-building. It's less formal than traditional training methods and allows employees to learn from their peers in a more relaxed setting.

Simulation-Based Training

For workers in high-risk or high-skill environments, learning simulations offer a safe space to practice without real-world consequences. Some examples of this include medical mannequins and flight simulators.

A surgeon may practice procedures in a simulated operating room before they assist in actual surgeries. Simulation-based training allows for hands-on experience and can improve muscle memory and reaction time.

Apprenticeships

These structured programs combine hands-on experience with classroom learning. They're longer-term and often used in technical fields and some creative professions.

Some part of the apprenticeship involves interacting with real-world scenarios, while the rest has to do with learning. Educators can create courses to help apprentices learn the theoretical aspects of their trade.

Coursebox is a handy tool in this regard. Instruction designers can upload existing documents or websites to the platform and let its AI create comprehensive course materials.

The AI assessment generator further creates quizzes and assessments to test the learners on their knowledge while the AI grader marks their performance based on the provided rubrics. Since Coursebox courses can be white-labeled, you can add your organization's branding to them.

Challenges in On The Job Training (And How to Avoid Them)

Like any training approach, on the job training also has some obstacles. Here's an overview.

Inconsistent Training Quality

When training is delivered informally, the experience can vary wildly depending on who's teaching. Some employees may get exceptional guidance, while others may be left guessing.

You can avoid this by creating baseline standards. Develop training outlines, key objectives, and checklists for mentors to follow.

Lack of Feedback Loops

If learners are not getting timely feedback, they may develop inefficient habits or fail to improve their key skills. You must have a culture of real-time feedback in your organization. Encourage supervisors and peers to offer quick, constructive guidance and create regular check-in points to track progress.

Knowledge Drain

What happens if training relies too heavily on individual experts? Institutional knowledge can be lost when those experts move on.

To tackle this, you must capture and document key processes. You can use video walkthroughs and internal wikis to keep knowledge within the organization and not just in a few people's heads.

Conclusion

When creating plans for on the job training, don't think of it as a one-time thing or merely a method. Rather, it's meant to be a mindset that fosters real-time, continuous learning.

Your approach to training should empower employees to grow with the organization and not just within it. Turn every task into a chance to improve and learn. Where theoretical knowledge is needed, use Coursebox to create courses that employees can come back to when they need to refresh their learning.