On-the-Job Training: How to Effectively Develop Employee Skills

On-the-job training (OJT) is the most effective method for employees to acquire real skills in the same environment where they will apply them. Unlike traditional theoretical training, OJT combines practice, context and immediate feedback to accelerate professional development.

What is on-the-job training and how does it work

On-the-job training is a practical methodology in which employees acquire skills and knowledge directly in the workplace, through experience and using the resources and tools they rely on every day to carry out their responsibilities.

Rather than depending on external or theoretical training programmes, employees learn from colleagues and managers, observe real-life situations and actively participate in them. This allows them to develop specific skills directly related to their job responsibilities.

According to LinkedIn Learning’s Workplace Learning Report 2024, 90% of organisations acknowledge that talent retention would improve with greater investment in learning and development. OJT is one of the most direct levers to achieve this.

When is this type of training most useful?

On-the-job training is ideal for learning specific processes or procedures, mastering tools or machinery, and preparing employees to fulfil their role within the company autonomously and without errors. It is also especially useful during new employee onboarding, internal promotions, or changes in work processes.

How the OJT cycle works

An effective OJT programme follows a four-phase cycle:

1. Prepare: the trainer explains the task and assesses the employee’s starting level.
2. Demonstrate: the trainer carries out the task while explaining each step.
3. Practise: the employee performs the task under supervision and receives immediate feedback.
4. Consolidate: the employee works independently; the trainer monitors and adjusts as needed.

On-the-job training vs. off-the-job training

This method has been recognised for decades and continues to grow in popularity due to its effectiveness in acquiring the skills, knowledge and competencies needed to perform specific job tasks. However, it has particular characteristics that set it apart from other methods such as off-the-job learning. Here are some key differences:

Benefits of on-the-job training for organisations and employees

On-the-job training benefits both employees and organisations, providing hands-on experience and rapid learning opportunities that drive productivity and, in turn, business competitiveness. Here are the benefits for both parties:

For employees:

• Agile, real-world adaptation: employees integrate into their role quickly by facing real situations, reducing the likelihood of making mistakes.
• Building confidence and competence: training in their own work environment makes employees feel more capable and confident, improving both performance and professional self-esteem.
• Increased job satisfaction: constant contact with colleagues from day one fosters a sense of belonging and improves the overall working environment.
• Continuous professional growth: learning through daily work supports the progressive and sustainable development of new skills.

For organisations:

• Reduced ramp-up time: employees become productive faster, which translates into lower onboarding costs.
• Lower turnover rate: well-structured onboarding training improves retention, especially in the first months of employment.
• Internal knowledge transfer: OJT preserves and disseminates organisational know-how without relying on external trainers.
• Better alignment with real processes: training is directly applicable to the company’s context, with no gap between what is learned and what is needed on the job.

Types of on-the-job training

There are various on-the-job training methods that can be applied in practice, both for new employees and for teams undergoing reskilling:

• Mentoring, coaching and shadowing: the employee works alongside an experienced mentor or colleague who guides them through specific tasks, provides real-time feedback and shares best practices.
• Job rotation: employees move between different roles or departments, gaining varied skills and a broader understanding of how the organisation works.
• Practical projects: allow employees to apply learned skills in real situations, tackling challenges and developing concrete solutions.
• Learning-by-doing: employees are assigned specific tasks that require the application of new skills, promoting active learning. You can expand on this approach with the concept of learning in the flow of work, which integrates learning directly into everyday tasks.
• Simulations: recreate workplace scenarios (such as customer service or emergency situations) where employees can practice responses and improve their skills in a safe environment, either virtually or with the help of colleagues.

If you’re looking for more concrete ideas to structure these dynamics, check out our guide on employee training activities.

How to implement on-the-job training step by step

One of the main differences between an OJT programme that works and one that doesn’t is prior planning. These are the four steps we recommend at isEazy to structure an effective on-the-job training programme:

1. Training needs assessment

Before designing any programme, identify what skills or knowledge each employee or team needs to develop. This can be done through performance reviews, interviews with managers, or analysis of the most frequent errors in daily work. This assessment is the foundation for everything else.

2. OJT programme design

Define specific learning objectives, select internal trainers (mentors, supervisors or key colleagues), choose the most appropriate methodologies (mentoring, rotation, practical projects) and prepare the necessary supporting materials.

3. Implementation and follow-up

Roll out the programme while maintaining fluid communication between trainers and employees. Track progress, identify blockers and adjust the pace as needed. Using a training platform makes this follow-up significantly easier.

4. Evaluation and continuous improvement

At the end of the programme — and throughout its execution — measure results against the KPIs defined in advance. Use that data to improve future editions and justify the investment to senior management.

KPIs and metrics to measure the success of your on-the-job training

Measuring the impact of on-the-job training is one of the most common challenges for L&D teams. Without data, it is impossible to justify the investment to senior leadership or improve the programme systematically. These are the key KPIs you should monitor:

For a deeper analysis, we recommend applying the Kirkpatrick Model, which evaluates training across four levels: reaction (did the employee enjoy it?), learning (did they acquire knowledge?), behaviour (are they applying it at work?) and business impact. This approach helps you demonstrate the return on training investment to senior management.

How to maximise the effectiveness of your on-the-job training with a corporate app

To get the most out of this learning methodology, having the right tools in place is essential. A training app can be the perfect complement to boost and maximise your employees’ on-the-job training. Here is how this combination improves the effectiveness of your training:

Improves access to training content anytime, anywhere

A training app allows employees to access content whenever they need it, without depending on in-person sessions or fixed schedules. This is especially valuable in sectors with high turnover or teams spread across multiple locations.

Facilitates progress tracking and employee development

Staying on top of employees’ progress in their daily tasks is essential to support their professional growth and ensure business success. A training app makes task management easier by enabling detailed, personalised tracking of each employee’s progress.

Offers interactive and gamification elements

Gamification is a powerful technique for motivating employees and improving their engagement in the learning process. Integrating interactive and gamification elements into training can make learning far more engaging and enjoyable, through rankings, challenges and virtual rewards.

Integrates learning into the daily workflow

One of the strongest trends in L&D is learning in the flow of work: learning directly while working, without interrupting the flow of activity. Modern training apps deliver micro-content at the precise moment employees need it — whether before a meeting, during a new task, or right after making a mistake.

Facilitates communication and collaboration

A training app also serves as a communication and collaboration platform for employees. The best ones include discussion forums, chats and spaces where employees can share experiences and knowledge, fostering peer interaction and the exchange of ideas.

Clarel is a clear example of how on-the-job training can be scaled efficiently using mobile learning. With over 1,000 stores, the company implemented a simultaneous training solution that allowed its professionals to receive training directly on their mobile devices, improving performance and alignment with the company’s objectives. Discover how they did it in our case study →

Take your training strategy to the next level with isEazy Engage

Now that you know what on-the-job training is and how a training app can multiply its results, it’s time to discover isEazy Engage.

Supercharge on-the-job training with its powerful features: create personalised learning paths tailored to each employee’s needs, incorporate interactive content such as videos and quizzes to drive engagement, and keep employees motivated as they apply what they’ve learned in real situations.

Its analytics and tracking tools also allow you to monitor each employee’s performance and progress in real time, identify areas for improvement and adjust training to meet each worker’s evolving needs. If you want to extend this learning beyond the workplace, discover how to structure a continuous training plan for your organisation.

Don’t miss the opportunity to transform how your employees learn. Explore isEazy Engage and find out how we can help you achieve your goals.