Opinion holder entrepreneur Contributors are their own.

Since the dawn of time, there have been ways to train employees to perform new and unfamiliar tasks. From facilitating mentorship between a highly qualified colleague and other employees, to creating her manual for users of technical skills, most companies have the resources they need to train their employees. I already have the resource.

But the question arises: Why are companies choosing to develop new-age OJT programs now?

Adaptability is very important in the modern business world. New platforms, markets, and technologies seem to emerge every quarter, and the environment can change at any time, making new ventures riskier.

The growing number of employees working remotely or through hybrid models has necessitated these rapid changes in workplaces and industries. Even if companies can adjust their goals and strategies to accommodate these changes, ensuring that their employees have the skills they need to adapt quickly is another challenge altogether. .

RELATED: 6 Ways to Keep Employees Learning at Work

How are companies leveraging technology to create innovative on-the-job training programs?

Companies are incorporating technology into their training programs in many ways. The three most innovative are:

Making future-oriented education open to all:

Providing free training via the Internet is part of a larger movement to make information readily available and enable individuals to determine their futures. From Khan Academy to YouTube tutorials, it’s clear that the internet is revolutionizing education, especially skill-based education.

Businesses are taking notice of this change. They began offering skills-based training programs to talented individuals outside the organization.

TheSoul Publishing is an example of a company that has previously launched an on-the-job training program to provide an educational experience for everyone. Transforming his Boost Academy in-house into his three future-focused public camps. This has enabled TheSoul to provide hands-on training methods to help individuals acquire skills in social media management, animation, video production, and more.

Immersive technology:

Immersive training harnesses the power of next-generation technology to develop human-centered, on-the-job training programs. They are individualized and do not assume that all employees will learn the same way and at the same rate.

Immersive technologies combine the physical and digital worlds, such as virtual reality (VR) and augmented reality (AR). This technology enhances elements of his most effective OJT, such as gamified online platforms and demonstrator videos targeted at specific skills.

Additionally, VR and AR experiences take employee engagement to new heights. Employees participate in a hands-on, practical way by manipulating objects in the digital environment. Thus, employees can perform tasks independently while being allowed to make mistakes that allow them to learn and improve their skills.

Remote onboarding:

A 700-page training manual with a mile of table of contents may be exhaustive, but it doesn’t appeal to employees.

Another complicating issue is that it’s becoming increasingly common for new hires to join the company without even setting foot in the company’s office (even if the company has physical office space). Companies are beginning to retrain their employees to keep up with the rapid technological change taking place in all industries and to ensure that they can take advantage of the new technologies they have implemented.

Companies can make training more engaging, stimulating and digestible by leveraging the dynamic and integrated nature of modern tools. By incorporating fun and informative videos and gamification into their programs, employers can help employees truly absorb and contextualize content.

RELATED: Gamified training: The foolproof method for employee engagement

How on-the-job training programs can benefit from new technology

Employees become more flexible.

New technology has made it possible to implement more effective training programs across the company. Digital methods of teaching employees skills are significantly cheaper than traditional pre-pandemic methods.

Employees can be more flexible to what the business world throws at them when training is facilitated at the individual employee and organization-wide level.

With well-trained employees, the “this isn’t part of my job” attitude goes away. You don’t have to train each employee to do everything, but training can extend an employee’s capabilities beyond the minimum requirements of their first role. When it comes to unfamiliar tasks, the “I can’t” philosophy disappears. Instead, employees ask, “Where can I learn how to do this?”

And then a new problem arises. Employees are thinking, “Will my boss get mad if I take the time to educate myself?” Companies should therefore foster an environment in which employees are encouraged and empowered to undertake additional on-the-job training so that they are comfortable learning new skills. Long-term benefits for both employers and employees.

Progress assessment is streamlined.

When it comes to ensuring that employees understand complex technical procedures, adhere to basic guidelines, and adhere to health and safety protocols, companies simply provide lengthy documentation and ensure that employees understand all You must do more than just assume that you hold the information.

This information should be thoroughly absorbed. Businesses need to determine if their employees have a comprehensive understanding of the topic. Leveraging the adaptability of technology, companies can use multimedia tools such as games, quizzes, and videos to assess employee progress in real time. The company can then determine if the OJT was effective or if corrections are needed.

RELATED: A place to adopt innovative technology to create a more flexible and engaging organization

Employers should adopt a philosophy that if they continue to train, educate and develop their employees, they will always have the most qualified candidates for the role. This is especially beneficial if a company’s industry makes hiring skilled workers difficult.

On the one hand, this kind of philosophy is also attractive to potential employees who not only want to be paid but also want to develop their own skill sets through the on-the-job training opportunities offered by the company. Improving and expanding access to skills-based training always benefits both employers and employees.


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