There are many ways to approach the training needs of any organization. Why is on-the-job training the most popular and most often used technique?

On-the-job
training allows the new employee to gain practical experience as to how the business is run. It
is more effective to show the employee real-world scenarios and to train the employee in company
policies than it is to watch an endless series of training videos that are soon forgotten if not
put into practice.

On-the-job training also allows the employee to form
professional relationships with his/her coworkers. The employee is given a mentor that can show
him/her how to successfully complete tasks. One gets work from the employee from Day 1 rather
than having the employee perform tasks that have no immediate impact on the business. The
employee may also feel as though he/she is part of a team from the first day of employment. The
employee who feels as though their work is valued from the first day is more likely to be
retained. This saves money and time.

On-the-job training also allows
management and other employees to evaluate the work habits of the new employee. If the new
employee does not appear trainable or willing to work, it is easier to terminate the new
employee within days of hire than it is after the employee has gained some responsibilities. One
can also see areas where the new employee excels and where the new employee can improve by
observing him/her during job-related training.

On-the-job training can be
viewed as both a team building exercise and a way to maximize the amount of work done by new
employees who may not be familiar with company procedures. By pairing him/her with a mentor, one
can evaluate the new hire as well as create unit cohesiveness within an
organization.