With the plethora of training options available to organizations, there are many on-the-job training examples you can take inspiration from to build your own on-the-job program. With the right mix of strategies, you can deliver well-rounded on-the-job programs that effectively prepare employees for their new roles. This article will walk you through some notable on-the-job training examples to implement in your training programs.

Table of Contents

What is On-the-Job Training?

On-the-job training is hands-on training delivered to learners while they work. It is unlike traditional learning programs and has a few notable features:

  • It is practical and hands-on
  • It is delivered in real or simulated working environments, giving learners ample job context
  • It involves receiving guidance, demonstrations, and mentorship from supervisors, managers, trainers, or more experienced employees

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On-the-job training gives learners an approximate picture of how their daily work looks like. It also prepares them for situations and tasks they are likely to encounter while working.

On-the-Job Training Examples to Use in Your Training Programs

Let’s look at some on-the-job training examples.

Workplace coaching

In workplace coaching, a more experienced employee like a manager or team-lead transfers job skills to a new hire over time. The coach provides information, assigns tasks, and troubleshoots with the new hire to help them build a well-rounded skillset for the position.

With the right coach, the interpersonal element of coaching gives it an edge over other on-the-job training examples. Having a mentor to look to for direction, information, and feedback gives learners a greater sense of support, allowing them to try more things and develop more competencies in a shorter period of time.

Induction Training

Induction training occurs in the first few days of joining. Its goal is to educate employees about role-specific information, organizational processes, and learning and development opportunities within a short period of time.

Induction training is crucial for helping new employees situate themselves within the organization and develop a general idea of standard protocol.

This type of on-the-job training can be delivered one-on-one or within a group. It typically uses a blend of verbal and digital/print mediums to transfer knowledge. Induction training is generally facilitated by an organization’s HR department.

Since induction training is an employee’s first time receiving any information about their new job and workplace, it should be well-structured and thoroughly organized.

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Process Training

All organizations have certain procedures for doing things, known as standard operating procedures (SOPs). These processes need to be uniform across departments, branches, and locations. Process training is a form of on-the-job training specifically meant for educating employees about these standard procedures.

Process training is crucial for maintaining uniformity in organizations, streamlining operations for maximum efficiency. Without process training, organizations run the risk of poor-quality products and services, decreased output, safety risks, and more.

Process training can be delivered using eLearning or via live sessions, depending on the training context.

Just-in-Time Training

Just-in-time training is a microlearning-based training medium that enables flexibility and the quick resolution of learning needs. Learners access just-in-time training at the point of need on the job.

The provision of just-in-time training enables shorter onboarding periods by eliminating the need for excessively detailed training programs.

As a result, employees can become productive contributors to the business quicker and fill any knowledge gaps with just-in-time training as and when the need arises.

Just-in-time training is widely used in the service and retail industries where learners require fewer technical skills and the products/services offered change regularly.

Typically, learners access this type of on-the-job training via digital devices such as mobiles and tablets.

Skill Demonstration

Skill demonstration utilizes observational learning to impart practical knowledge to learners. It allows for the quick transfer of knowledge that can be applied immediately.

Skill demonstration is a flexible training medium that can be delivered in many different formats, such as:

  • Live and virtual real-time demos
  • Video demos
  • Step-by-step instructional infographics
  • Posters and stickers

Skill demonstrations combine audio and visual information, using narration, written instructions, and pictographic or video-based depictions to transfer a skill.

Practice Simulations

Practice simulations incorporate simulation-based learning into on-the-job training. Simulations refer to virtual environments that mimic real-world environments. Simulations give learners the opportunity to carry out real-world tasks in a safe and controlled environment, allowing them to develop mastery over their skills.

Simulations are a highly immersive form of on-the-job training and help build employees’ confidence in their work, leading to quicker performance and fewer mistakes.

Job Aids

The last on-the-job training example on this list is job aids. Job aids are short digital or physical content pieces that let learners quickly brush up on crucial job-related information.

Job aids provide clear, succinct, and well-organized summaries of training topics to help learners fill gaps and revise content when the need arises.

How to Pick the Right On-the-Job Training Mediums

This article mentions multiple on-the-job training examples. However, each medium has its pros and cons. To ensure the efficacy of on-the-job training programs, it is crucial to pick the right training options.

To do so, you will need to consider the following factors:

  • Training areas and topics
  • Training budget
  • Learner needs
  • Whether the training will be re-used or not
  • Possibility and frequency of future updates
  • Batch size
  • L&D resources available
  • Training equipment and tools available

Depending on these factors, you can pick a blend of training strategies that best fits your on-the-job training program’s requirements.

On-the-Job Training Best Practices

Here are some on-the-job training best practices to help you develop a robust and effective program:

Structure the Training Process

Before developing the content and assigning trainers, structure each step of the training program with SMEs, managers, and supervisors. Make sure the training progressively builds on acquired knowledge and skills and has a logical flow.

Develop a Tracking System

Establish a way to track learner progress throughout the training program. This can be automated in LMSs or done via employee logs. Monitor the progress learners are making and ensure they are able to independently achieve all necessary job-tasks by the end of the training period.

Collect Learner Feedback

Collect regular feedback from learners about the training program to evaluate and improve it. Laying down a feedback system will also help learners report course-related issues.


On-the-Job Training Examples - Infographic

On-the-Job Training Examples – Infographic

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Frequently Asked Questions (FAQs)

What is on-the-job training?

On-the-job training is hands-on training delivered to learners while they work.

What are on-the-job training examples?

Some on-the-job training examples are:

  • Workplace coaching
  • Induction training
  • Process training
  • Just-in-time training
  • Skill demonstration
  • Practice simulations
  • Job aids
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