Structured On-the-Job-Training

In our first two posts, we discussed the importance of targeting training investments on essential skills and the advantages of sequencing learning paths to expedite skill acquisition. This post will concentrate on integrating these elements through a structured On-the-Job-Training (OJT) methodology. 

Implementing effective OJT can present challenges, partly because it requires manufacturers to allocate one of their most precious resources: time. However, consider the following:  

• Employees acquire over 80% of their job skills through OJT. 
• Without structure, up to a quarter of a new employee’s first-year salary may be allocated to OJT. 
• Structured OJT can enhance employee productivity timing by as much as 50% compared to traditional OJT. 

We will delve into how modern OJT can be beneficial. 

Modern OJT emphasizes continuous learning, often referred to in the training industry as ‘Everboarding’, facilitating employees’ growth within the company. 

A validated approach involves implementing modern structured On-the-Job Training (OJT), where trainers and employee teams performing similar roles collaborate to create and enact advanced on-the-job training programs. For instance, a new operator might be paired with a dedicated trainer for one week to reach a ‘safe to operate’ level, then continue their training with the team. The success of this training model relies heavily on the time span between training sessions and the chance to apply the learned skills, as well as how closely the training and job settings align. 

• How to Implement Team-Driven Structured OJT 
• Develop a sequenced learning path broken down into manageable tasks for on-the-job training. 
• Define clear KPIs for task/skill validation. 
• Conduct an inventory of critical skills training content. Likely, you possess more applicable content than you realize. 
• Create missing critical SOPs aimed at learning and evaluation. 
• Select and appoint dedicated trainers. 
• Coach team leads on effective training methods using a standardized learning guide and SOPs.

Implement as You Go:  

• Test, evaluate, and adjust in real-time. This means testing learning paths before completion and making necessary adjustments. 
• The trainer demonstrates the task while the trainee observes, then coaches the trainee during their attempt, watches the trainee perform the task unaided, and provides feedback. 
• The team continues training, following the learning paths, with the trainer available for support if needed. 
• Commit to ongoing evaluation and feedback cycles. 

Feedback mechanisms should be established with employees, trainers, and supervisors. Open communication is encouraged for employees to voice concerns and for supervisors to affirm expectations. Regular feedback sessions offer valuable insights and foster a collaborative environment. 

Regular evaluations of the training program ensure it meets the evolving needs of employees and the company. This continual assessment identifies opportunities for skill and training improvements. 

This approach offers long-term advantages, enhancing your training capacity and outcomes. Ultimately, modern structured OJT reduces the time to reach employee productivity and boosts worker confidence in their tasks, contributing to your culture of continuous improvement. 

This is the last of our 3 part series on ways to improve manufacturing performance through training and skills. To read the first part, click here.  If you want to know more about our solution, feel free to contact me (Romain Gagnon) at rgagnon@axelleris.com.