Training & Skills

On-the-Job Training

On-the-job training differs from in-house training because rather than a separate, structured session, it is a process of continuous development. A less experienced employee is paired with a more experienced one, who shares best practice, skills and successful approaches. It can be an extremely effective technique, both for sharing skills and for building strong teams.

Provide structure

However, the key to making this type of training work is structure. Lots of employers think it will just happen - it won't. Without structure there are no boundaries and targets. The staff doing the training can often feel burdened - they've got their own work to do and they're expected to nanny someone else - and the staff being trained can feel lectured or watched.

Much better is to discuss the training with both staff separately and together. The experienced employee needs to understand that they are being chosen to share their practice, knowledge and skills because they are good at what they do. The learner needs to understand that this is a great chance to quickly pick up experience and expertise.

Set boundaries and objectives

You need to set boundaries, so that the training isn't happening all the time and so it is clear what the mentor should be covering... and what they shouldn't. You also need to set targets so that the pair work through aspects in a logical manner, and so that you can regularly discuss how they are getting on and what has been achieved. Be careful not to overload either party, and make sure that the pace is well suited to both the trainer and the trainee.

Back-up with materials

Backing the training up with written materials, notes and even short question and answer type tests can give the whole exercise credibility and give the trainee something to take away and consider.

As with all training, take feedback - from both parties. What could be improved?