Question of the Month: What Type of On-the-Job Training Does Your Company Provide?

The first 90 days of a job are a crucial period for new employees. From adjusting to new schedules to meeting co-workers, there’s a lot on their plate. But, perhaps the most important activity that can make or break a new hire’s success is the type and quality of on the job training they receive.

So, for our October question of the month, we want to know what type of on the job training your company provides. Let us know by voting in our poll.

4 Responses to Question of the Month: What Type of On-the-Job Training Does Your Company Provide?

  1. chuck blouse September 29, 2018 at 7:25 am #

    In the HVAC industry, the number one answer of Managers/Supervisors train employees surprises me. With the baby boomer retirement upon us, many old school professionals are no longer around to do the training. This makes number 2, self guided teaching online as the number one answer for the HVAC industry. The internet abounds with training programs, tutorials, you tube videos, etc. No technician has any excuse to not being able to find the answer except for laziness and not being engaged in his/her career choice. Many technicians today won’t do the study or homework unless they are being paid to do so. And there are very few HVAC companies in the south-central PA area that will absorb the cost of daytime training where they have to pay for the class and the techs salary to attend a class and lose the 8 hours or so of billable revenue.

  2. Donald October 3, 2018 at 5:54 pm #

    My present employer (a temp agency, and its client) do not offer formal training for entry level work; my last employer provided intense training in both classroom and at work site.

  3. Philip Burchett October 18, 2018 at 11:06 am #

    Much of the repetitive assembly and secondary machining work is taught on site-employee-need initiated by a front-line supervisor. There is an intensified video training program for machine operation of primary component production equipment; but that is followed with closely monitored mentored apprenticeship on-the-job performance. The difficulty of both is finding motivation amidst the learning cycle. It has been determined that responsibility belongs to the student to learn, not the instructor to teach. It does create a self-revolving employment door and the one:twenty ratio has proven expensive but effective to sustaining the performance level of manufacturing. Growth expansion has been suspect at best and so the struggles continue.

  4. Rachel S. October 25, 2018 at 12:59 pm #

    For maximum impact, we offer various types of on-the-job training that range from online to in-person training. Our favorite thing to do is to pair self-directed training through our knowledge management systemwith in-person training, shadowing, and coaching. For example, our sales team receives monthly enablement lessons that they can access and review on-demand. Then, their manager or supervisor reinforces the content from the lesson during 1:1 meetings, coaching sessions, and practice exercises. We’ve found this blended training approach to be very effective and streamlined for our large team. Looking forward to seeing the results of the survey!

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