How to Provide On-the-Job Training to Reinforce Learning

firefighters on site to show On-the-Job Training to Reinforce Learning

On-the-Job Training to Reinforce Learning
On-the-job training to reinforce learning has significant advantages over the kind of old-school training that occurs in a classroom environment.  But it, too, can be a waste of time unless it’s done right.

Most training gurus agree that on-the-job training is the most effective way to learn the skills, knowledge and competencies required for a specific job.  It’s real-time practice and learning as opposed to just hearing about or role playing your way through theoretical workplace situations.  However, like any training, if it is not targeted to specific and relevant skills, measured for effective application, and continually encouraged, it will have little effect on improving overall performance.

Structure Is Needed
Just having a less experienced employee shadow a more experienced employee does not ensure that the best learning is being passed along in the most effective way.  Training or observation “by itself” will not drive tangible change or lasting business results.  In fact, after measuring over 800 training programs, we know that only 1-in-5 people will change their behavior and performance on-the-job from training alone.  For training to work, you need careful planning and structure.

4 Critical Factors of Effective On-the-job training

1. Identifying what success looks like for a specific role

2. Determining what competencies are needed to be successful for a specific role

3. Knowing what opportunities are needed for learning those competencies

4. Measuring that the competencies have been learned and successfully applied on-the-job

Profile of Success
What makes someone successful in the role?  Define what would constitute undeniably high performance and then look carefully at your star performers to define what they do – their responsibilities, their activities, their results.  What competencies do they demonstrate that account for their job proficiency and high performance?  These, then, are the competencies toward which you need to train, practice, coach, measure, and reinforce.

More than Exposure
It is not enough to simply expose a learner to the job.  You need to create opportunities for hands-on learning and feedback.  The learner needs to experience the actual challenges of the job and absorb how to perform required tasks reliably.  Provide frequent and relevant opportunities to use real work and to get real work done while learning.

Proof of Capability
Is the learner competent to complete the job activities at the required level of proficiency?  This is where the rubber meets the road in terms of performance and accountability.

The learner needs to perform the job consistently at an acceptable level.  This is a key aspect of their ongoing performance management.  Without metrics, how can you know if more training or coaching is needed?

The only way to ensure that participants learn the skills and knowledge is to require them to demonstrate proficiency when it counts.  Then as the learner demonstrates performance, they can opt out of practice on a specific competency and progress to the next level.

The Bottom Line
We know that training “by itself” will not drive tangible change or lasting business results.  Be sure you plan to train to the right competencies, provide meaningful opportunities for learning, and measure accountability for execution.

To learn more about how to improve your training outcomes, download the Top 10 Training Best Practices not to Miss

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The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

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FRDP Leader

Intuit

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

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Blackhawk Network

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Kim Silva, CFO

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Intuit

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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Chief People Officer

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Human Resources Manager

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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Director of HR

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

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Vice President, Worldwide Human Resources

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VP Human Resources

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Director, Business Planning & Analysis

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Vice President Human Resources

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