You might be hearing this abbreviation quite often nowadays, but on-the-job training(OJT) isn’t a new concept.
Have you heard the story of Richard and Maurice?
McDonald’s, the renowned name associated with burgers and french fries, is the brainchild of Richard and Maurice. The McDonald’s brothers surpassed their competitors by training their employees to offer speedy service and high quality. They kept a close eye on each employee’s performance and provided on-the-job inputs to ensure optimum quality for gaining a competitive edge.
In the 1940s, they didn’t have the privilege of leveraging modern technologies to upskill and reskill the employees. However, the advancements in 2022’s learning technologies give current L&D professionals the opportunities to take on-the-job training to the next level.
Sadly many miss out on lucrative opportunities by making the wrong choices.
Most companies still cling to traditional LMS for providing on-the-job training. LMS has been an effective training tool for decades.
However, is it an effective tool for on-the-job training, or is it time to welcome its successor? We’ll find that out soon but before that, let’s dive into understanding all aspects of on-the-job training. Here is a snippet of what you will read in this blog.
- What is on-the-job training?
- What are the benefits of on-the-job training?
- What are the challenges of on-the-job training?
- What is LMS – How a traditional LMS is holding you back from providing better on-the-job training experiences?
- Limitations of a traditional LMS
- The emergence of LXP: What difference can an LXP make in on-the-job training
- What is LXP?
- LMS VS LXP: Reasons to use an LXP over an LMS for providing engaging on-the-job-experiences
- LXP key features for driving impactful on-the-job learning experiences
What is on-the-job training?
On-the-job training is a practical L&D approach that focuses on disseminating knowledge and skills to employees at the workplace in real-time.
On-the-job training provides hands-on experiences in the situations that employees face regularly. It gives employees the opportunities to expand their skill sets while focusing on their work. It is one of the best ways to make learning and skill-building a part of employees’ daily routine.
What are the benefits of on-the-job training?
On-the-job training has become popular in many parts of the world like the Middle East, the USA, the UK, India, Southeast Asia, etc. Moreover, digital acceleration has propelled L&D professionals to build impactful on-the-job training programs. To stay competitive in this digital-first world, even employees willingly take sincere steps towards on-the-job learning.
Just-in-time learning has become the need of the hour as employees need to keep pace with changing business and industry trends.
Training employees in the workplace not only helps in providing just-in-time learning but also has many other benefits like:
1. Save time and create a culture of continuous learning
The obsolete conventional in-person training is time-consuming and a lengthy process for both L&D professionals and learners. Providing learning opportunities online while working helps save time and keeps employees actively involved through continuous learning. Employees can turn their idle time into productive learning hours.
On-the-job training provides instant access to valuable resources. Employees can conveniently dig into personal interests through online learning and improve their job skills.
Digital learning has taken a central stage in several countries. One of Oman’s leading banks made a big switch to online training to provide just-in-time learning, leading to uninterrupted and faster knowledge dissemination. Moreover, they experienced a 30%reduction in L&D costs.
2. Retain the best talent amidst the great reshuffle
Due to the wild wave of “The Great Resignation,” several industries saw a higher than normal quit rate last year. This year the harsh reality has received a subtle name – The Great Reshuffle. Instead of just quitting jobs, employees claim to move ahead in their careers for better flexibility, opportunities and perks. Retention has become a pressing issue for companies in every industry across the world. The only way to curb employee burnout and attrition is by providing employees with skill enhancement and growth opportunities within the company.
Hence, through effective on-the-job digital learning initiatives, it is possible to prevent employee turnover. When a company prioritises workforce development, employees feel valued and reciprocate with optimum performance.
3. Overcome the forgetting curve with the instant application
Information is decayed in a human mind over time. For instance, you invited a sales expert on Friday evening to provide training to your sales representatives on “How to follow up after a sales presentation and close deals successfully”. By the time the employee reaches the office on Monday, most of them will forget half of the information as, on average, a human has 6,200 thoughts in a day.
If the same information was shared on a learning platform, the employees could easily refer to the tips before writing a follow-up email and increase their chances of getting a positive response. Hence through on-the-job training, employees can easily apply what they’ve learned and break the forgetting curve.
4. Unlock the full potential of the existing talent
Skilled employees are a valuable asset for any organisation. So it is crucial to create an environment where employees’ full potential is recognised and nurtured.
An advanced learning and development system at work can help identify skill gaps and develop competencies to perform various tasks efficiently. By taking proactive steps toward employee skilling and aligning it with the company’s goals, it is possible to achieve desired outcomes that can positively impact the business’s bottom line.
What are the Challenges of on-the-job training
On-the-job training is a propulsion fuel to drive a business to higher orbits of overall excellence. However, a few wrong turns can block the path to success. Here are a few on-the-job challenges that make the process ineffective.
1. Ineffective training approaches that don’t scale
OJT is resource-heavy. It is important to ensure every team member gets the right information at the right time. A lean L&D team can ensure this for a handful of people. But accomplishing this at scale by providing the same consistent experience throughout the organization is a cumbersome task, that too when your employees are situated in different regions (office, home, different parts of the world).
Moreover, the L&D program has a direct correlation with the overall performance of the organisation. Hence it is important to have a scalable learning platform powered by automation that makes available updated information in real-time. This helps ensure the employees have the right skills for today and tomorrow to provide optimum performance consistently.
2. Lack of employee engagement due to irrelevant L&D that doesn’t adapt based on employee expectations
Today it’s imperative to tap into the interest of employees and understand what they want to learn.
Relevant L&D is crucial for driving engagement. We can take a lesson from Netflix. They try to suggest the movies that the viewers want to watch to ensure daily engagement on the app. The same strategy needs to be applied to learning and development. Employees want to learn things that impact their daily work routine and help them do their job better.
The training sessions should have real-world applications and use cases that the employee can relate to and apply to their work. The employees’ learning requirements and expectations are changing; hence it is pivotal to develop an agile learning environment that adapts to changing needs.
3. Balancing OJT experience in a hybrid work atmosphere
Whether it is India, Southeast Asia or the USA, companies across the globe are adopting the hybrid work model that combines in-office and remote work to offer more flexibility. However, companies are facing a challenge in balancing the on-the-job training experience with a hybrid work model.
A cutting-edge learning platform can help provide an effective OJT experience regardless of where the employees are working. It enables L&D professionals to effortlessly create and assign the courses to ensure real-time learning, even in a hybrid work environment.
However, implementing the right learning solution is no walk in the park for an L&D professional as businesses are not willing to move beyond their existing learning system. Most companies have found their comfort zone in an LMS.
Is the L&D not making the most of an LMS, or is the LMS short of capabilities that limit the on-the-job experience.
Let’s find it out.
What is LMS – How a traditional LMS is holding you back from providing better on-the-job training experiences?
The traditional LMS is a learning system that admins drive to manage various aspects of learning. The administrator lays out a learning path, and the learners follow the path, complete each milestone and take assessments. The learners are then given certificates based on their performance.
Sounds simple? Not really, as most employees might don’t enrol in the courses, and many might not complete the courses if they are not compelling.
Traditional LMS might be ideal for compliance training but challenging for providing skill-based training to provide a better on-the-job experience.
Here are a few limitations of a traditional LMS(Learning Management System):
1. Unable to meet modern learner needs due to a one size fits all approach
Modern employees are determined toward career advancement; hence they try to take every step possible to climb the stairs of growth. So they seek personalised workplace learning that focuses on individual career advancement goals. Sadly a traditional LMS fails to meet this requirement and results in low employee engagement due to a one-size-fits-all approach.
2. Focuses on content management rather than skill management
In On-the-job training delivering the right content is crucial but making sure the employees have the right skills to be job-ready is another important requirement. Platforms like LMS enables content to be hosted and shared with employees but do not have a mechanism to recommend content based on different skill levels to fill the skill gaps.
3. Lack of flexibility due to high emphasis on push-based learning
An LMS is predominantly push-based, where the L&D professional decide what the employees want to learn. Employees don’t get the flexibility to learn as per their interests as there is someone to define the journey and pull the strings. On-the-job is all about addressing the learning needs of employees on-demand. Modern learners want to gain control over their learning and provide knowledge on-demand, which, unfortunately, a traditional LMS doesn’t offer.
4. Inability to measure learning ROI due to analytics limitations
Deep analytics is crucial to improving and strengthening digital learning initiatives. However, traditional LMS just provides basic insights like enrolment and completion rate. It doesn’t give you the flexibility to slice and dice information for digging deep into various learning patterns.
Josh Bersin, the L&D industry analyst and human resource expert, says, “Learning Management System was actually designed to manage the process of learning; it wasn’t designed to deliver learning. The presumption of the LMS was that the learning was going to be embedded in the piece of SCORM based content that somebody else built that would stick in the LMS and do its thing. So the LXP is developed; It is a step towards an experience of a learner that was never designed to be in LMS.”
There are advanced LMS+, but even they cannot touch the corners that LXP does to provide a satisfactory on-the-job learning experience.
The emergence of LXP: What difference can an LXP make in on-the-job training
Today smart technologies are revolutionising our lives. Smartwatches, smartphones, smart TV, smart cars, smart thermostats etc., have replaced the traditional technologies. So, when it comes to learning and development, why cling to a traditional LMS when a smart LXP provides advanced functionalities to take the on-the-job training to the next level.
Most forward-thinking companies are jumping on the LXP bandwagon and leaving LMS behind. Hence the LXP market is growing exponentially.
What is LXP (Learning Experience Platform)?
LXP is an employee-centric learning platform that helps provide interactive and personalised learning experiences. This AI-powered platform focuses on skill-based learning to unlock employees’ full potential across the different colours of collars. Using the next-gen technology, employees can conveniently move on their preferred learning path to develop important business skills at their own pace.
LMS VS LXP: Reasons to use an LXP over an LMS for providing engaging on-the-job-experiences
As a CLO or an L&D professional, it is crucial to know – “why switch from an existing system to an advanced LXP”? Transitioning from one system to another is surely not an easy task. However, what is the point of holding on to a learning system that is not providing the best ROI? After all, during the end of the year, the L&D professional has to provide an ROI for the L&D budget allotted by the management. An LXP helps make an OJT program successful and provides in-depth analytics to measure and show the learning ROI to the management. With an advanced LXP, L&D professionals can manage everything from employee onboarding to helping them upskill themselves to step up in their careers.
Here are a few reasons to use LXP over an LMS:
1. More flexibility – Switch between interest-based and push-based as per the requirement
In the L&D space, push-based learning seems compulsive, but it has its perks that cannot be overlooked. However, creating a personalised and on-demand learning culture is equally important where employees can explore the subject that interests them or access important learning materials when they get stuck during work.
An LMS can be an expert in the former, but an LXP provides the best of both worlds. The trainer can create a learning/onboarding journey for the employees and expect them to complete it within a stipulated time frame. While through interest-based learning, employees can take ownership of their learning and development. They can enrol in desired courses to acquire the skills they need for fulfilling their professional goals.
2. Latest skill-based content – Get the latest relevant content fetched by AI
The top publications of the industry like Mckinsey, TED and Forbes keep publishing insightful articles/videos regularly for different job roles, use cases and industries. They provide tips and strategies to address various pain points. Why not leverage the knowledge to address several hurdles employees face while working.
With an LMS, the L&D professional might miss out on the latest information as they have to invest time in research to find relevant information, and they have too much on their plate. Well, with an LXP, the L&D professionals don’t even need to do the hard work of searching and sharing relevant content. Based on the skills defined in the LXP, the AI directly fetches the latest information from various resources and recommends it to the learners.
3. In-depth analytics – Beyond completion, measure learning progress and engagement
Course completion is an important learning metric that an LMS offers but is not enough to measure the effectiveness of OJT programs. LXP focuses on the learner; hence it amasses data that can help understand what the learner wants, and accordingly, the L&D leader can tweak the learning programs. It provides necessary metrics that help identify early indicators of success or failure to take real-time actions.
LXP key features for driving impactful on-the-job learning experiences
An LXP is loaded with rich features that play a pivotal role in creating a positive learning ecosystem.
Here are the key features of an LXP:
1. Skill driven learning
During on-the-job training, it is critical to focus on overall skill development as employees need to have the right skill to do their job better. An LXP helps in end-to-end skilling, from skill identification ( role-based skilling) to skill assessment and skill-building.
Skill identification focuses on identifying and benchmarking skills for each role(hence it is called role-based skilling). For instance, a sales manager needs to have budgeting, negotiation, networking, communication, active listening skills, etc. While a customer success manager needs to have account management, customer orientation, stakeholder management, and conflict resolution skills. Similarly, based on the business objectives and designation, a catalogue of skills is created for different roles in the company.
Once the skills are defined, the proficiency level box is ticked within each team. Through manager assessment or self-assessment, the employees are rated to find out their proficiency level for each skill.
For instance, a pre-sales rep is asked on a scale of one to 5, where do you rate yourself for prospecting? The pre-sales rep rates himself as 3, and if the manager also thinks he is at three, his skill score for that specific skill will be 3. This will help a learner understand where he stands.
The skill score gives a clear picture to the L&D professional to create a more personalised learning journey on-the-job to fill the skill gap. This is the part will skill development begins. Even the employees can self enrol in different courses to enhance their skillsets and improve their scores. Skilling through an LXP helps employees understand what their current proficiency level is and what skills they need to develop to move to the next level.
2. AI-based personalisation
To make the on-the-job training successful, it is crucial to add a pinch of personalization. Employees will be motivated to self-enrol in a course when they find it relevant. LXP can help in offering personalised learning experiences to employees.
“AI-based personalisation” is one of the most powerful features of an LXP that has captured the attention of various industry leaders across the globe.
For instance, An Indian leading pharmacy retail chain in India provided micro-learning personalisation and increased engagement. LXP recommended content on how to stock up on medicines, prescribe the right drugs etc.
One of Malaysia’s largest oil and gas companies also leveraged the personalisation feature of an LXP to provide timely AI-based recommendations to its C-suite executives. This helped them increase their adoption; they witnessed 90% active users regularly.
One of Myanmar’s renowned banks also amplified productivity by personalising learning with an LXP. They tailored learning to each knowledge worker’s unique needs and created hyper-personalized learning journeys. They experience a 5X increase in their average learning hour.
Personalised learning helps support each employee’s learning goals, making it effective, efficient and engaging. Based on the employee’s interest and skill scores, AI recommends relevant content to the learners and helps personalise the workplace learning experience.
3. Deep skilling analytics
Is the on-the-job training successful? Well, you can measure the effectiveness of the learning programs through LXP’s analytics feature. It provides insights into what’s working and what needs to be changed to get desired results. An LXP provides a unified view of all the important metrics that matter for on-the-job training through a visually appealing analytics dashboard.
LXP provide critical data on digital learning like-
- How a specific user is using the platform
- What is the login frequency
- How many courses is a learner completing in a week
- Which programs are getting the highest clicks
- How many employees are taking the assessments
- Which courses have midway dropouts
- What type of content do you learners complete quickly(what are they most interested in)
- How long does it take for a learner to complete the onboarding process
- What are the role scores
- How well-versed your employees are with respect to the skills they need to do their job better
- What do managers/peers feel about the employee’s on-the-job performance (360-degree assessment)
- Managers’ score on employees’ learning progress
Most advanced LXP gives you the freedom to customise. So you can see the data in the format you want, like a piechart, graphs or diagrams.
4. Blended learning pathways (70:20:10 model)
Have you heard about the 70-20-10 model for learning and development? Well, it is a model developed by Morgan McCall, Robert Eichinger and Michael Lombardo at the Center for Creative Leadership in North Carolina.
According to this model, employees obtain 70 of their knowledge from job-related experience, 20 from interactions and 10 from formal educational events.
Using an LXP, it is possible to enhance the 70-20-10 learning model and make it more effective by giving the most relevant information when needed on the job. Moreover, it also helps streamline what is being learnt.
Unwavering determination is pivotal for experiential learning to happen, as 70 % is self-directed learning. The learner needs to take the initiative, interact with the right personnel and enrol in relevant learning programs to address challenges and improve performance. However, access to the right information is also equally important that they can easily get on an LXP.
20% of learning happens through social learning. The best LXP offers a social wall where employees can collaborate and learn from their peers. Employees can share relevant resources and documents that can be helpful in skill-building. Moreover, employees can share the tips and techniques that work. For instance, a negotiation technique worked for one executive, so s/he can share the same with others to get the best deal.
10% of learning happens through structured learning aligned with business objectives. Here the trainer assigns the courses, and the learners need to complete them in a stipulated time frame, take assessments and improve their skill set to contribute toward the company’s common goals.
All set to run an effective on-the-job training
On-the-job training is a smart approach to providing training with real experiences. Whether it’s a new hire or an experienced professional, a well-planned OJT program can help enhance skills, boost professional development, and improve retention. An LMS(learning management system) is surely an effective learning platform but might not be enough to make the on-the-job experience impactful. A more advanced learning platform like a cutting-edge LXP is crucial for workforce development.
Disprz is the best example of the LXP platform. It is a powerful complete skilling suite that L&D professionals can leverage to make any on-the-job learning initiative successful. This powerful AI-based platform provides personalised and intelligent learning recommendations based on roles, interests, and the employees’ learning preferences. disprz LXP provides the perfect platform that empowers L&D professionals/ trainers to make available a host of digital content, in-house content, and micro-gigs to make skilling all the more holistic. Through periodic assessments and feedback, managers can assess current skill levels and guide the employees on the right path. It helps in creating a continuous learning culture and even empowers the L&D team to track learning analytics with business-linked dashboards.
Help your employees take the big leap with an LXP that takes learning to the next level. Request a demo now