What is on-the-job training?

On-the-job training introduction

Training new employees is one of the biggest operational challenges for growing companies. Managers must teach processes quickly, ensure employees understand their responsibilities, and maintain consistency across teams.

On-the-job training is one of the most widely used methods because employees learn while performing real work. However, without structure and reinforcement, this approach can lead to inconsistent training and knowledge gaps.

In this guide, we explain what on-the-job training is, its advantages and disadvantages, and how modern companies improve it with digital learning tools.

What is the definition of on-the-job training?

On-the-job training is an immersive method of delivering knowledge and teaching skills to new employees at the workplace to become competent. The learning process takes place where they will have to execute their duties later on. As a result, the employees feel more comfortable and can do their job effectively.

On-the-job training has gained popularity in many developed countries. It is highly practical and inexpensive, which makes it the perfect addition to the onboarding process. According to Gallup, companies gain 21% more profit when they invest in employee training.

Standardize on-the-job training across teams

Many companies support on-the-job training with short mobile lessons employees can access anytime. Instead of relying only on supervisors to explain procedures repeatedly, managers can share quick training videos and quizzes that reinforce key tasks.

Platforms like Bites allow teams to create short learning modules that employees can complete directly on their phones—helping organizations deliver consistent training across locations.

→ See how teams standardize on-the-job training with Bites

Why on-the-job training often fails

Although on-the-job training is highly practical, many companies struggle to implement it effectively. Training quality often depends on the individual supervisor, which can lead to inconsistent instructions across teams. New employees may receive different explanations of the same process depending on who trains them.

Another challenge is knowledge retention. Employees frequently receive instructions while working under time pressure, making it difficult to remember every step later. Without reinforcement, important knowledge can be lost quickly.

As organizations grow and hire across multiple locations, these challenges become even more noticeable. That’s why many companies now combine traditional on-the-job training with short digital learning modules that reinforce key tasks and ensure consistency.

How modern companies improve on-the-job training

Many organizations now complement traditional on-the-job training with microlearning, a method that delivers knowledge through short, focused lessons.

Instead of relying only on verbal instructions, managers can provide employees with short videos, quick quizzes, and step-by-step guides that explain tasks clearly. These materials help reinforce what employees learn during their daily work and allow them to revisit instructions when needed.

Mobile learning platforms like Bites make it easy to create these short lessons and distribute them across teams, helping companies maintain consistent training without repeating the same instructions every day.

Make on-the-job training easier to manage

Many companies now replace scattered training instructions with short mobile lessons employees can revisit anytime.

With Bites, managers can create quick training videos, reinforce tasks with quizzes, and track employee progress across teams.

👉 See how Bites works

On-the-job training advantages and disadvantages

On-the-job training has both advantages and disadvantages. Being familiar with both is important before going ahead with it.

When implemented properly, on-the-job training offers several important benefits for organizations and employees.

Advantages

1. On-the-job training allows employees to be a part of the real production process. They can learn through observations, which is more effective than a simulated learning process.
2. Employees who train in their workplace are more well-prepared and efficient as they already know their way around. There are no surprises.
3. On-the-job training enhances the onboarding process because the new hires get a chance to warm up to the company while understanding their role and duties in a structured manner.
4. It is cost-effective because there is no need to hire external trainers or book other locations.
5. The new employees interact with the team and get familiar with the company values during the training period itself.

Disadvantages

1. If the new employee requires longer training, the process will become more expensive.
2. In some cases, on-the-job training can distract other workers and lower their productivity.
3. Training can sometimes be rushed to wrap up the onboarding process sooner. As a result, the employees are less efficient.
4. It is important to train the trainers when it comes to on-the-job training. An experienced professional might not necessarily be a great teacher. The company must allocate resources to this initial training.

What is off-the-job training?

Off-the-job training usually takes place outside the actual workplace. It adopts a more theoretical approach which inevitably takes up more time. Off-the-job training is usually conducted by an outsourced trainer who replaces human interactions with simulations and tests. Off-the-job training is usually more expensive for this reason. Unlike on-the-job training that encourages learning by doing, the employees have to rely solely on acquiring information.

Which is better?

On-the-job training has an advantage between the two variants because it allows employees to observe different procedures and learn their work by shadowing. They receive hands-on training and learn how to fit into the company while learning.

Managers can train the employees based on their needs which leaves lesser room for error and misunderstanding. 68% of employees prefer to learn or train in the workplace, which speaks well in favor of on-the-job training.

Benefits of on-the-job training

On-the-job training must be helpful, relevant, and targeted in order to be effective. On-the-job training, coupled with microlearning, can be a great way to onboard new employees without pressure.

Gallup’s 2017 State of the Global Workplace report found that 85% of employees do not engage in work actively. On-the-job training can improve engagement since the new hires must interact and participate at all times.

Why is on-the-job training important?

• Easy to conduct

On-the-job training is usually designed to be specific, which means that it focuses on the needs of the employees. They can access information stored in training modules to aid their real-time learning process.

• More economical

Employee training is considered to be one of the most expensive steps of onboarding. Off-the-job training adds to the cost because the company has to hire external trainers and presenters as well as book locations. On-the-job training is more accessible and requires a lesser investment.

• Time-saving

On-the-job training occurs at the workplace which saves time because employees do not have to travel or get adjusted to their office later on. Incorporating microlearning during a regular workday is effective and allows the employees to use their time well.

• Flexible

On-the-job training allows you to change up the training method based on the current requirement. Experiment with different methods and choose the one that is best suited for your employees.

• Social training

Teamwork and collaboration are crucial for the success of a company. New employees can learn a lot from just communicating with their coworkers regularly. On-the-job training helps to build good employee relationships and lets new hires receive support through challenging tasks.

What are on-the-job training methods?

Finding the perfect on-the-job training method will require some experimentation.

Coaching and Mentoring:

Coaching and mentoring involve experienced professionals and managers teaching the new employees. The supervisors and employees can develop a one-to-one relationship during coaching. This ensures a continuous flow of guidance and feedback as the employees navigate their tasks.

89% of HR leaders understand that a constant cycle of employee feedback and training is essential. Executives who are willing to groom junior employees in similar work as theirs for an extended period become mentors.

Understudy:

Trainees become understudies when they are trained by a superior to fill the same position later on. The trainee inherits the same responsibilities as their superior and helps them be eligible for the role.

Job Rotation:

Job rotation refers to the practice of assigning different jobs to employees so that they can get familiar with the various functions and responsibilities within the organization. Job rotation also allows the new employees to come in contact with a large number of people.

They can cooperate better with the other departments. Companies benefit from a cross-trained workforce because it is versatile.

Committee Assignments:

A group of trainees is tasked to come up with solutions for an actual organizational problem. Committee assignments require trainees to collaborate. They develop a team spirit by working together towards a common goal.

E-Learning:

The increased availability of digital learning tools has made it easier for organizations to support on-the-job training with structured learning materials. Instead of relying solely on verbal instructions, managers can provide employees with video explanations, quick guides, and quizzes that reinforce important procedures.

For example, companies can create short training videos that employees watch before starting a task, ensuring everyone understands the correct process. Platforms such as Bites allow managers to build these training modules quickly and share them across teams, making training more consistent and easier to scale.

Example: extending on-the-job training with digital learning

Many companies now use digital learning platforms to reinforce workplace training. Managers may share short video explanations before a shift so employees arrive prepared, and then provide quick quizzes afterward to ensure key information was understood.

This approach helps standardize training across teams while still allowing employees to learn directly in the workplace. With Bites, managers can create short training lessons, distribute them to employees across locations, and track learning progress from a single dashboard.

On-the-job training vs microlearning

Traditional on-the-job training is valuable because employees learn by performing real tasks. However, it often depends heavily on supervisors repeating the same explanations. Microlearning complements this process by providing structured lessons employees can revisit anytime.

Traditional on-the-job training typically relies on observation and verbal guidance, while microlearning introduces short digital lessons that reinforce knowledge and standardize training across teams. When the two approaches are combined, companies can maintain the benefits of hands-on learning while improving consistency and retention.

Summary

On-the-job training remains one of the most effective ways for employees to learn new responsibilities because it combines instruction with real work experience. Employees gain practical knowledge while becoming familiar with their workplace environment and team.

However, many organizations now enhance on-the-job training with digital learning tools that reinforce knowledge and help standardize training across teams. Short training videos, quick quizzes, and mobile learning modules allow employees to revisit important procedures whenever needed.

Combining workplace training with structured learning materials helps companies improve knowledge retention and deliver more consistent onboarding experiences.

Improve on-the-job training with Bites

Modern training programs combine hands-on learning with short digital lessons that reinforce key procedures. This approach allows employees to learn in the workplace while still receiving consistent training across teams.

With Bites, companies can create short training videos, build quizzes to reinforce knowledge, and distribute learning modules directly to employees’ mobile devices. Managers can track engagement, monitor progress, and ensure every employee receives the same high-quality training.

👉 Book a demo to see how Bites helps teams scale employee training