How to Create an On-The-Job Training Program?

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According to recent data, 40% of employees leave the organization in the first year if they don’t get the right training.

When these employees resign, your costs increase.

It is not just about this 40% but also about your other employees. Even if your employees won’t leave for proper on-the-job training, they may not be able to nurture their skills. The lack of growth opportunities reduces the productivity and engagement of employees, which automatically impacts the organization negatively.

Hence, in this article, we will discuss why on-the-job training is necessary and how you can provide it.

How to Create an On-The-Job Training Program?

When you are developing an on-the-job training program for the first time, here are the steps you should follow:


The first step to creating a training program is to analyze. You first need to analyze the following questions:

  • What is the productivity scale of your employees?
  • What skills your employees need?
  • What type of details you need about employees?
  • What type of work culture you want to involve your employees in?
  • What are the training needs of your employees?
  • Are your employees interested in a particular type of training?

Once you have evaluated these questions, you need to analyze the following:

  1. The long-term growth of the organization.
  2. Understand the requirements for specific job roles.
  3. Identify the methods and tools needed for training.


You need to understand the difference between your employees. It may be best for one team to receive classroom training for a personalized experience. But, another team may want a totally different experience through online material.

So depending upon the needs of your audience, you need to decide a structure that may or may not work for every employee or team.

For example, you can give new employees a choice from personal interviews and questionnaires. Based on the requirements, offer them a fair chance to show their knowledge.


In this step, you need to actually get to work and gather your material.

This also depends on your employees and the environment. If you are choosing an online training method, then you can create a repository of data online which can be accessed by any employee at any time.

You can personalize this training a bit by including both online and classroom training simultaneously. Employees can attend the class and then access the material online later. This will help them have all-time access to data and clear their doubts almost immediately in the classroom.


When you implement your training program, just ensure that you have the best resources or trainers you can gather. If you are implementing a classroom program, then your trainers should be apt as per the requirements of your business.

For example, if you are upskilling your graphics team to help them understand animation, then you need an expert mentor. You can’t settle for anything less because that would mean compromising with the efficiency of the training.

Contrary to this, if you are just making some important tips available to designers, you can use a mentor who has some but not expert-level experience in the industry.


Lastly, evaluate what you have implemented.

The easiest way is to send a survey to all your employees and evaluate the answers. You can also monitor the performance, productivity, and retention of the workplace to understand the long-term impact of proper training.

However, it is suggested to utilize appropriate KPIs according to the particular office environment at your workplace.


On-the-job training programs can allow your employees to improve their skill-set and achieve personal goals. When your employees are correctly nurtured at the workplace in terms of job-related knowledge, they more likely to stay with your organization and improve their productivity.

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HR Connect In house Author

HR Connect In house Author

Our inhouse authors have expertise in several areas of HR and Payroll. Their content contributions have been published in leading blogs, websites and print publications.
HR Connect In house Author

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