Here’s how to make training on the job a success

In the rapidly changing world of work, training on the job is an important trend in Learning and Development (L&D). Link knowledge to practice: this way you combine learning with daily work activities, allowing employees to gain new skills and knowledge. Despite obvious advantages, this approach also brings challenges. In this story, you will read why employers and employees are often tempted to park learning AND how to turn training on the job into a success.

Five reasons why we often park learning

Why is learning on the job so difficult? Why does it often linger, despite the fact that it can yield a lot?
These are the five arguments we hear most often:

  • No Time
    In your busy schedule still find time to learn? Many employees find that difficult. Learning is often seen as an extra task that must be fitted into an already full day.

  • Content does not match work
    What exactly do you want to learn? Finding learning content relevant to an employee’s specific needs and tasks is a challenge.

  • No motivation
    Without a clear goal or reward, it is sometimes difficult to motivate yourself – or another person.

  • The system does not cooperate
    The accessibility and usability of learning technologies can vary.

  • You don’t feel progress
    Crucial to your motivation is noticing that you are making progress. It can be difficult to measure the impact of learning on job performance. Let alone that you notice anything.

How do you make training on the job a success?

All understandable reasons. Yet at TTA International, we like to turn these reasons around. Because there are plenty of reasons why learning does happen, right on the job. When you tackle challenges and know what to do, you make learning on the job a success. These tips will help you:

  • Link knowledge to practice
    This is the essence of learning on the job. Encourage employees to apply new knowledge directly to their work. This leads to hands-on learning and improved performance.

  • Make learning part of daily tasks
    For example, by offering microlearning that employees can complete during short breaks.

  • Make learning personal
    Use data and feedback to tailor learning content to individual employees’ needs and interests.

  • Motivate with goals and rewards
    Encourage employees by setting clear learning goals and rewarding them for their learning achievements.

  • Make it technically easy
    For example, with user-friendly mobile apps and online platforms.

Customized for you: videos and e-learning

At TTA International, we help several companies with training on the job. For example, we create videos that connect to real-world practice and develop e-learning that employees can scan via a QR code to ‘just learn something’. That, of course, is always customized.

Want to know more? Get in touch with us!

4 April 2024 |

TTA International

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