What is On-the-Job Training (OJT)?
What do a new retail hire, a logistics worker learning a new system, and a technician mastering a 3D printer have in common? They’re all likely undergoing on-the-job training (OJT) to build the skills needed to perform effectively.
OJT has been around since the Middle Ages, when apprentices learned directly from experienced craftsmen. Today, it remains a core part of initiatives like Singapore’s Work-Study Programmes and Career Conversion Programmes. Countries like Switzerland and Germany also offer structured, hands-on On-the-Job Training (OJT) models that we can learn from.
In essence, OJT involves experienced employees training newcomers in real work environments. Unlike off-site courses, it ensures learning is directly relevant to the job and easily applied in day-to-day responsibilities, making it a staple in many companies’ learning strategies.
Why structured OJT is worth the investment
Although many companies acknowledge the value of OJT, it’s often carried out informally — through casual explanations, impromptu demonstrations, or simply assigning a buddy to answer questions. This approach can overlook important details, pass on bad habits, or create confusion.
Worse still, it may lead to mistakes that require significant time and effort to rectify later.
In some cases, experienced team members — despite knowing the job inside out — may struggle to teach in a way that’s easy for newcomers to understand. That’s why a more structured approach is essential for better learning outcomes and smoother operations.
From chaos to clarity: Building blocks for an effective OJT
So, how can companies ensure their OJT efforts are effective and structured to meet both learner and business needs? Here are the key elements to consider:
1. Break down the tasks clearly
Start by identifying the core tasks a trainee needs to learn. Then, break each task down into manageable steps. To avoid missing critical details, such as legal or safety requirements, ensure they’re documented in the training materials.
2. Define clear performance standards
Set standards for how well each task should be carried out. These standards help ensure consistency across trainees and trainers, especially when multiple people are involved in the training process.
3. Pinpoint the competencies required
Think beyond knowledge — focus also on the practical skills and right attitudes needed for success. Competency-based learning ensures trainees are work-ready, not just familiar with theory.
4. Offer trainers clear instructional guidelines
With standardised instructions, all trainers will be aligned on what to cover and how to deliver it, leading to a more consistent and effective learning experience.
5. Allocate the right resources and time
Identify the necessary tools, equipment, and materials, and estimate the duration required to conduct the training properly. This could include items like PPE, digital systems, or reference guides.
All of the above should be captured in an OJT blueprint that serves as a go-to resource for trainers. This blueprint should also be updated periodically to reflect changes in processes, technologies, or job scopes.
Get support to unlock the full potential of your workforce
Building a structured OJT system shouldn’t be a solo journey. Companies in Singapore can tap into several support avenues to strengthen their workplace learning efforts and uplift employee capabilities. Together, these programmes make it easier for employers to invest meaningfully in their people and turn learning into long-term business value.
The National Centre of Excellence for Workplace Learning (NACE Led by NYP)
Led by Nanyang Polytechnic, the organisation works with businesses to build sustainable learning structures within the workplace. From advisory services and tailored training to overseas learning journeys, NACE Led by NYP helps organisations establish effective on-the-job training systems that meet their operational needs.
WSG’s Career Conversion Programmes (CCPs) for Employers
Employers can also explore Workforce Singapore’s Career Conversion Programmes (CCPs), which support businesses in reskilling new hires or existing employees for redesigned roles through structured on-the-job training (OJT) and course-based training.
WSG’s Capability Transfer Programme
For more specialised skills, the Capability Transfer Programme helps companies bring in global expertise and transfer capabilities to the local workforce, enabling firms to stay competitive while uplifting talent from within.
This article was done in collaboration with NACE Led by NYP.
