Job-Based Training

Job-based training is essential for new employees. All employees, whether high- or mid-level workers, applying for any type of position you must learn how to perform the tasks well to advance and succeed.

Job training can also help employers effectively communicate their expectations to their employees before they start working for them. Although job-based training can come with some risks for a company that invests time and money into a candidate that may not succeed, without proper training, employers cannot guarantee that their new employees will know how to properly accomplish all their tasks. Potential and current employees should be familiar with job-based training methods and how those methods can help determine if a job is suitable for them or not. To learn more about the different types of job training that you can potentially undergo in a new job or completely new career, continue reading the sections below.

What is job-based training?

According to the U.S. Department of Labor, most training in the country takes place in the workplace. However, the amount of training employers offer employees may differ depending on the company. As opposed to skill-based training–which focuses on teaching potential employees the skills necessary to complete certain tasks–job-based training emphasizes the importance of having formal job training from fellow employers after employees are hired. While both types of job training are designed to help familiarize employees with their new responsibilities, skill-based training may utilize online learning courses whereas job-based training tends to occur directly in the workplace as a form of on-the-job training. However, some job-based training also occurs online, as technology has become a more prevalent tool in all types of training. Additionally, skills-based training may be used as part of the screening process for applicants, but workers who are offered job-based training typically have already been offered the position.

Basically, job-based training is not as generalized as skills-based training and gives employees a comprehensive look into the structure of a company and where their roll lies. The more common types of job-based training available involve the following:

  • Company procedures and policies
  • How to use certain software
  • What equipment they will be using (and how to use it)
  • Workplace safety laws
  • Diversity training
  • Ethics training
  • Sexual harassment training
  • Substance abuse training
  • Workplace violence training

Organizations such as the Occupational Safety and Health Administration, which is under the U.S. Department of Labor, regulate training requirements to ensure that employees receive the information they need to succeed in a new job. This information is meant to bridge the gap between employers and employees and provide employees with resources that can help them navigate the workplace safely and confidently. After completing effective workplace training, employees should feel that they have the support of management, and employers should feel that their new employees can perform their duties well and maintain a safe and secure work environment.

Many public policies have been implemented that seek to fund and improve workplace training such as Publicly Subsidized On-The-Job Training (OJT), registered apprenticeships and transitional employment. These policies can help companies pay employees’ wages and company expenses to counteract the costs of training. As a result, more employees are receiving job-based training throughout the country, which gives more workers the opportunity to enter new fields.

Benefits of Job-Based Training

With job-based training, employees receive a better understanding of job functions because the training is firm-specific, meaning that employees will be taught more than technical skills like carpentry, computer coding or accounting. In addition to industry-specific skills, employees participating in job-based training may learn valuable information about the work environment, their daily roles and what is expected of them at work. For example, through job-based training, employees may discover how well they cooperate with their coworkers and what an average day at work will be like in terms of their responsibilities. Consequently, this type of training is essential for employees trying to gauge their interest in a position and determine if the workplace is the right fit for them.

Another benefit of job-based training is that employees have the opportunity to ask questions. Through the hands-on training employers provide, new-hires can ask other employees about their work and what it is like to work at the company. This line of direct communication ensures that the new-hires know what they should be doing and how to get help when necessary.

Not only can job-based training help employees reach their job goals but it can also benefit employers. For instance, job-based training has been proven to reduce worker turnover and the associated costs. Since new-hires are fully integrated into a company by being told the company’s expectations and given the chance to inquire about any aspect of the position during job-based training, they are more likely to be satisfied by their positions following the training process. Employers can also benefit from the increase in worker productivity they may experience as a result of job-based training. This is also why internships and similar programs help both interns and employers, as job-based training helps boost productivity and overall job satisfaction.

Finally, workplace training is said to lead to increases in a business’s profit and success. Some evidence suggests that job-based training raises a positive return to shareholders, making the investment in employee training worthwhile. Although not all evidence of this is conclusive, it is clear that workplace training can significantly benefit employees and their employers.

Risks of Job-Based Training

Job-based training does not exist without risks. Occasionally, employees participating in job-based training may not have had sufficient industry training, making additional workplace training a moot point. Although job-based training is necessary for all new employees, it should not outweigh the importance of basic knowledge or industry training in a given field. For example, when someone is hired to code for a company, job-based training is not meant to teach them how to code, but rather how their coding skills will be used for the benefit of the company.

Because of these risks, employers often choose to use a combination of skill-based and job-based training to ensure their employees are comfortable and well-adjusted to their role in the company. Job shadowing is a good example of both a job and skill-based training method, as a new employee will be directly following and learning from someone who does the same job they have been hired to do. Like job shadowing, many other training programs have been implemented to help reduce training-related risks for a company and for potential employees.

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