On-the-job training as a key to performance optimization

Introduction

Currently, the work environment is characterized by: a decline in the traditional paradigm of employment in a single company, changes in the structural configuration of organizations and hierarchical arrangement of work, demand for digital skills and requirements for highly specialized jobs.

Within this dynamic, where competitiveness and innovation are key elements for business success, on-the-job training is a fundamental support for the achievement and optimization of results. In this article, we will explore the transformative role that on-the-job training plays in professional development and business growth.

On-the-job training

On-the-job training, also called job coaching or corporate education, refers to the process by which employees acquire and improve the skills, knowledge and competencies necessary to effectively perform their job functions. In the opinion of García (1999), on-the-job training is considered as a generator of professional qualifications that the worker will use to develop his or her task.

This training can be divided into two categories: general and specific. General training is beneficial for both the company providing the training and the individual, as the skills acquired can be applied in different work environments. On the other hand, specific training focuses on the development of specific skills and competencies that are relevant within a particular company. In this case, the value of the training is closely related to the specific needs and context of the organization offering it.

Over the years, many organizations have not viewed training as a beneficial investment, but rather as an obligation. They questioned the usefulness of job training because employees might leave employment in the future. However, this perception has evolved: from being a mere business obligation, training has become a strategic tool to enhance talent and improve organizational performance; in addition, the conceptualization of work-based learning in the education-work relationship has been rethought, as expressed by Alarcon (2002).

In the current context, where technology is advancing by leaps and bounds and changes in the labor market are increasingly rapid and disruptive, on-the-job training is an imperative need for both employees and organizations.

Benefits of on-the-job training for professional development and organizational success

On-the-job training offers a variety of benefits that directly impact the professional development of employees and contribute to the growth of the organization. The following are some of the most outstanding benefits:

1. Improving labor competencies: By providing the opportunity to acquire and improve their technical and soft skills, from training and mastery of specific tools and technologies to the development of leadership and communication skills, the company is able to offer a wide range of services, including job training enables human talent to improve their performance in their current roles and prepare for future responsibilities.
2. Acquisition of new skills: Learning new techniques, methods, tools and approaches to work not only increases workers’ versatility, but also gives them the confidence to face development opportunities and adapt to change.
3. Career progression development plans: The implementation of continuous training plans promotes employees’ career advancement, which positively impacts their motivation, job retention and professional development.
4. Corporate education plays a key role in enabling organizations to design and organize training programs tailored to their specific needs. This is achieved through the creation of strategic alliances with educational institutions or by setting up internal departments dedicated exclusively to the development of these training programs.
5. Improved satisfaction and commitment: The possibility of growth and learning within the organization can be equated with self-fulfillment, a need according to Maslow’s pyramid hierarchy. This training process positively affects an increase in job satisfaction and, as a consequence, higher levels of commitment.
6. Adaptation to change and innovation: Continuous learning is associated with change, flexibility to be open to new knowledge and permanent evolution, therefore, training human talent encourages these activities as part of the corporate culture.
7. Improved quality: By improving their skills and capabilities, employees can perform their tasks with greater quality and precision, avoiding waste and rework, which translates into cost reduction and the generation of products and services in accordance with established standards.

The importance of job competencies in corporate training

According to Quintero (2010), work competency is defined as the integral capacity of a person to perform effectively in specific situations at work. It is also conceived as the construction of meaningful and useful learning for productive performance in a real work situation, which is obtained not only through instruction, but also through experiential learning in concrete work situations.

Achieving a work competency is a process under construction, which combines and complements: knowledge, its application through doing, skills, environmental resources as facilitators of the functions and tasks, as well as the culture of the organization; all of which intervene in the performance of the job.

It is important that the organization clearly identifies the competencies required to perform the job, so that competency-based training can be carried out on the basis of this, and the competency demonstrated by the employee can be recognized and certified. It should be remembered that the ultimate goal is satisfactory performance at work, which contributes to optimizing results for both the organization and the employee.

The distinction between competence and skill can be confusing. Skills can be acquired and developed, they focus on practical and specific abilities (technical or interpersonal); while competencies encompass a broader set of attributes that include abilities, knowledge, attitudes and aptitudes that guarantee the effective execution of an activity.

Several studies show the complementarity of technical skills and behavioral skills, many companies value at the same level the attitudes and personal qualities of employees and technical skills. Corporate training can help develop skills and competencies by providing opportunities to acquire up-to-date knowledge and develop adaptability.

On the other hand, organizations, by offering programs designed to improve and update competencies, keep employees up to date with the latest technologies and industry practices. For example, training in technical skills such as the mastery of software, equipment or specific processes relevant to a job are necessary.

Preparing for the competencies of the future is essential for organizations, in this sense, they must have human talent open to new knowledge; competencies will allow people to move towards growth, are professionals prepared for the demands of the future? I invite you to review the video of TEDX Cordoba referred to “Three basic competencies for the future” by Pablo Heinig.

Tres competencias básicas para el futuro | Pablo Heinig | TEDxCordoba

Within the competencies, some classifications group them as basic competencies, generic competencies and specific competencies. Among the most demanded competencies today are: teamwork, decision making, assertive communication, resilience, adaptability, among others.

How can you train for the future? Find out how on-the-job training can boost your results! Explore our training offerings at the Inspenet Academy and take your skills in the energy and industrial sector to the next level. Don’t wait any longer to boost your career! Visit our website and discover all the growth opportunities we have for you.

Strategies for implementing a corporate training culture

Evolving paradigms in training and work mentality pose new challenges for organizations, which must adapt to attract, retain and develop young talent in an ever-changing work environment.

A collaborative report by the World Bank, the International Labor Organization (ILO) and the United Nations Educational, Scientific and Cultural Organization (UNESCO), published in 2023, highlights the need to adjust technical and vocational education and training (TVET) to the advances of globalization, technological progress, demographic changes and the challenges arising from climate change.

It is therefore imperative to develop effective strategies to address these challenges. The young population must adapt to the transformations to ensure the least possible setbacks in terms of role changes, work dynamics and responsibilities. If you want to know more about this topic we recommend you to review this report from the World Bank, ILO and UNESCO: Building Better Formal TVET Systems: Principles and Practice in Low- and Middle-Income Countries. .

According to the above, the implementation of an effective corporate training culture requires a strategic and proactive approach on the part of the organization. Here are some tips on key strategies to encourage and promote training within organizations:

1. Senior management commitment
2. Identification of training needs
3. Development of customized programs
4. Use of educational technology
5. Promoting a culture of continuous learning
6. Evaluation and follow-up

By implementing these strategies, organizations can create a strong corporate training culture that promotes the professional development of their employees and contributes to the overall success of the company.

Conclusions

On-the-job training is a fundamental pillar in today’s work environment, where competitiveness and innovation are essential for business success. Throughout this article, we have explored how on-the-job training contributes to the professional development of workers and the growth of organizations.

From the improvement of labor competencies to the importance of corporate education and the development of labor competencies, it is clear that investing in the training and development of human talent is a key strategy to optimize organizational results. By implementing training programs tailored to specific business needs and fostering a culture where continuous learning is common practice, organizations can stay ahead of the curve and prepare for the challenges of the future.

References

1. Alarcon, R. (2002). Job training and the competency-based training paradigm. Home / Archives / No. 16 (2002): Calidad en la Educación magazine: higher education and the world of work. DOI: https://doi.org/10.31619/caledu.n16.434
2. World Bank & ILO & UNESCO (2023). Building Better Formal TVET Systems: Principles and Practice in Low- and Middle-Income Countries. https://unesdoc.unesco.org/ark:/48223/pf0000386135
3. García, I. (1999). On-the-job training and labor mobility. Research Gate. https://www.researchgate.net/publication/28051329_Formacion_en_el_trabajo_y_movilidad_laboral
4. Quintero, Johana (2010). Labor competencies. Approximation to the state of the art and its concept. Duazary, vol. 7, no. 2, July-December, 2010, pp. 274-281. Colombia.