on the job training vs college education

Job Training vs. College Degree: Which One Is Right for Me?

When getting ready to graduate high school or leave military duty, you are faced with the difficult decision regarding what to do next. Your parents may be pushing you to go to college, but that isn’t your only option when it comes to higher education. A four-year undergraduate program at a university will earn you a bachelor’s degree, but if you are interested in a career that doesn’t require one, you may be able to go to a trade school and earn an associate’s degree or get a certification that allows you to start working sooner.

The choice to attend a trade school or college depends on the type of person and learner you are and what you want to achieve in the future. There are several factors to consider. Cost, time in school, desired job, needed flexibility, and future salary once in a job will all play into which option is right for you. Those working to become doctors, lawyers, or any other position in which grad school is also required to get licensed will need to complete an undergraduate program before attending the next level of education for that specialty. For many other careers, trade school is a viable option.

Deciding which course of training and education is right for you requires an understanding of the differences between trade school and bachelor’s programs. Below you will find details on both, as well as answers to common questions that arise when comparing the two education options.

The Differences Between Trade School Programs and College

Aside from the length of the programs, job training and bachelor’s degrees have several key differences. A four-year undergraduate education usually includes general education courses and those specific to your major. If you aren’t certain what job you want to get after school, a bachelor’s program allows you to take a variety of classes to see where your interests and skills lie. This is a great choice for those who know what subjects they like, but aren’t sure how it will translate to their career.

Trade school programs, on the other hand, have tailored and focused education that prepares students for a particular job. People who know exactly what career they want to pursue (and it doesn’t require a bachelor’s degree) can save time and money by doing job training instead of a four-year college program. Once you determine that an occupation is the right one for you, trade schools will teach you how to perform that specific position with customized education and on-the-job training. Additionally, trade school is the perfect option for those who are looking to enter the workforce as quickly as possible to start making a decent living.

Drawbacks of Getting a College Degree

While some jobs consider a bachelor’s degree a basic required qualification needed to get hired, there are plenty of opportunities these days for those who attend trade school. In certain situations, spending four years in an undergraduate program can actually come with serious drawbacks. Here are a few:

Many students have to get loans to even attend a college or university, which can leave them with tens of thousands of dollars of debt their new career won’t earn them for several years
The degree that is earned may not directly correlate to a specific job (e.g., communications), so beginning your career may take longer than if you were trained for one specific position
Because of the high cost and lack of focus of many bachelor’s programs, ProCon.org notes , 19 percent of students who start a college program do not continue their education after the first year
The somewhat general education may not adequately prepare students for the career they get after graduation, as real-world experience and on-the-job training is limited in college
Tuition rates for colleges and universities is steadily rising at a faster pace (271.2 percent) than income for the careers that require a bachelor’s degree (10 percent), reports ProCon.org

If you have access to the money and the time necessary to get a bachelor’s degree, or want the opportunity to explore different career paths, you may want to consider going to college. Unfortunately, even those who want to attend a four-year program don’t always have the means to do so, which results in acquiring an exceptional amount of debt with very slow returns. According to ProCon.org, the average amount of debt owed by college students in 2015 was $28,950, and as of June of 2016, 10 percent of graduates left school with more than $40,000 in loans. This is a big reason why trade schools and job training programs are becoming increasingly appealing to higher-education seekers.

The Benefits of Job Training Programs at Trade Schools

When you know what career you want to pursue and don’t feel it’s necessary to waste time studying subjects that are unrelated to your job of choice, consider getting a degree or certification from a trade school program. In addition to less time in school, the key benefits of job training include:

Hands-on experience/learning specific job functions you will perform in your career
Much lower tuition costs and school expenses (fees, books, room and board, etc.)
The potential to begin your career and start making money in just a couple years
Smaller classes and more relevant, personalized education that develops skills that directly translate to the job
Above-average wages and trade professions that will always be needed, particularly in the medical field

Getting a trade school education may not earn you as much money as a bachelor’s degree in the long run, as those with a college degree can generally attain higher-paying jobs. According to the Bureau of Labor Statistics , on average, those with a bachelor’s degree earned $1,305 per week in 2020, while those with only an associate’s degree earned $938 per week. However, the ability to start working two years earlier and the reduced student loans that come with a two-year degree help level the playing field.

The shorter program also may be a benefit if you ever want to change your career path, as going back to school becomes more feasible, and many trade schools will offer flexible scheduling that allows you to work while doing new job training. If you like your field but want to move into a higher position, trade schools will also often provide advanced certifications for you to earn as you grow in your career.

Is Trade School or College Right for You?

While each has its advantages and drawbacks, trade school and college are both viable options for higher education. However, the high costs of college are leaving many people to look for alternative forms of education and training, making trade careers the better choice. They get you working faster in job that will always be in demand, without leaving you in unsurmountable debt.

If you are ready to set your career on the fast track and start enjoying the benefits of job training, consider Midwest Institute in St. Louis. MI offers career certification and degree programs in the healthcare field. We have two campuses to serve you, as well as options for online courses for certain careers. For more information about the trade school program that interests you, contact us , and we will get back to you as soon as possible with admission requirements.

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Why on-the-job training is becoming the new college degree

Apprenticeships, once considered an “old-fashioned” training pathway limited to very specific trades, are gaining ground today as a highly effective and efficient route to a rewarding career . According to a recent survey, 62 percent of Americans believe apprenticeships and other on-the-job training programs make workers more employable than a college degree.

About seven in 10 U.S. adults say learning a specific trade is better for finding a job than a bachelor’s degree (68 percent) and that college degrees aren’t worth as much as they used to be (69 percent). A majority disagree that completing an apprenticeship will limit one’s future employment options (71 percent) and that earn-while-learning programs generally lead to a lower salary than occupations requiring a college degree (60 percent).

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Today, the apprenticeship model is expanding to include a much wider range of career pathways. Structured coaching relationships and mentorships in many corporate businesses embody the spirit of apprenticeship: an experienced worker passing on his or her knowledge, skills, and expertise to a worker new to the field.

What apprenticeships bring to workers—and companies

Most people would prefer to learn by actively doing something rather than by passively hearing it. (This is one shortcoming of the current learning model prevalent in America’s college culture, where 75-minute lectures and copious note-taking are often the order of the day.)

Today’s younger generations, whom I call the Why Generation due to their innately inquisitive nature, live for experiences. To them, experience is everything. A learning-by-doing model plays to this strength and can engage Generations Y and Z at a much deeper level than lecture-driven methods.

Learning by doing isn’t a new concept. A quote sometimes attributed to Benjamin Franklin (himself once an apprentice to his brother in the printing trade) says: “Tell me and I forget. Teach me and I remember. Involve me and I learn.”

According to educator Edgar Dale, over a two-week period we remember only:

10 percent of what we read,
20 percent of what we hear,
30 percent of what we see,
50 percent of what we hear and see,
70 percent of what we say and write, and
90 percent of what we actually participate in.

Workers who don’t just learn, but actually experience their field will be infinitely better equipped to succeed in the work they’ve chosen. They will also benefit by completing their training at a fraction of the cost of many other postsecondary training pathways.

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Businesses that invest in apprenticeship training programs stand to reap the incalculable advantage of a carefully trained, skilled workforce that can deliver exactly what their ever-evolving market requires. Apprenticeships also give firms the opportunity to start building a foundation of employee trust and loyalty in a world where 43 percent of millennial and 61 percent of Gen Z workers plan to leave their jobs within two years.

Making apprenticeship a path to the future

While recent survey results are encouraging, there is still much work to be done in high school guidance offices, in public awareness, and in legislative action to promote apprenticeships.

Apprenticeships are for anyone who wants to learn by doing, avoid significant educational debt, and get started in a rewarding, high-demand career. And with an increasing number of companies joining the apprenticeship movement, this once-old-fashioned training pathway is fast becoming a route to the future.

Mark C. Perna is the CEO of TFS and has over 20 years of experience in coaching educational organizations and businesses on today’s unique intergenerational workforce and the hiring, training and retention of the newest generations. The father of two millennials, Mark is also the best-selling author of "Answering Why" and has worked with countless young people to unleash their greatest potential.

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on the job training vs college education

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On-the-job training: building a program that works

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What do we mean by on-the-job training?

Is on-the-job training effective, the benefits of on-the-job training, 5 types of on-the-job training.

How to create an OJT training program

Also known as OJT, on-the-job training is pretty much exactly what it sounds like — learning how to do the job (or do the job better) while in the role.

Through hands-on teaching and coaching, employees learn the practical skills and knowledge they need to perform their job. Th e man takes place in a normal work environment rather than outside the workplace in a classroom or virtual setting.

Hiring the right, qualified, person for a job is just the beginning of setting them up for success at work. They’re going to have to learn hands-on the ins and outs of your company and its unique practices and processes.

And jobs today rarely stay the same. There's learning what you need to know when you start the job, and there's learning all the ways other people have figured out to do the job better. The tools or systems you use often change, and you have to learn how to do the job in a new way.

For employees and employers, on-the-job training is one of the best ways to deliver this type of specific and continuous learning.

Here’s how to develop a successful on-the-job training program to onboard new employees and the importance of OJT for your business.

Both off-the-job training and on-the-job training help employees develop certain skills they need for their job. But OJT focuses on integrating new employees into their everyday work environment.

Rather than hiring a person from outside the organization, OJT is typically a type of internal training. It might be set up as a program, with defined expectations and a set beginning and end, but often it is far less formal. Experienced colleagues, managers, and members of HR take responsibility for helping the individual develop professional skills and capabilities. They tend to focus on "how work gets done here."

A peer or manager might give a mini-lecture or demonstration of how to do something or the steps of a process. Much of OJT comes through side-by-side mentoring, modeling, and coaching where an employee passes their skills and knowledge on to a new or less-skilled employee.

This type of participatory training has several benefits for an organization and its employees. It is an especially useful form of training for onboarding, so try adding it to your new hire checklist .

What is on-the-job training used for?

There’s an additional level of familiarity and certain competencies that employees gain from hands-on training. This experience is difficult to replicate in a classroom or more traditional learning environment or training method. So some roles, such as an aircraft pilot, would use on-the-job training over instructor-lead training environments to get the most value out of the training period.

Training on the job is a cost-effective form of onboarding that encourages employee confidence. By helping new employees adapt faster to their job, you're developing their skills and encouraging career progression . You're also contributing to a more effective, productive, and satisfied workforce.

On-the-job training can have many benefits for new employees and your organization as a whole. Onboarding employees into their new job or role is an in-depth process. Training is just one part of the equation. Getting new workers into a training plan that involves shadowing or on-the-job training can help support your existing teams from the get-go.

How OJT benefits employers

Improved productivity and work motivation.

Have you ever had that feeling that you don’t really know what you’re doing at your job? That you don’t even know how you got the job in the first place?

Even if you’ve never experienced imposter syndrome , you can imagine how intimidating and distressing it can be.

On-the-job training prevents new employees from feeling lost and out of their depth. By providing training opportunities that are packed with useful information, you're setting them up for success.

They’ll learn the ins and outs of the business, making them more productive employees who are motivated to take their careers to the next level.

Increased job satisfaction

How can you do a good job if you don’t know what it is you’re supposed to be doing?

Explicitly showing employees exactly what is expected of them allows them to fulfill their roles at work better.

They naturally feel more equipped to excel in the workplace when given the skills and knowledge needed to complete their job. They also foster new-hire socialization and boost social capital.

By creating a culture of shared learning, both new and experienced employees feel a sense of belonging . This, in turn, lends itself to increased job satisfaction.

Higher employee retention

Brandon Hall Group researched the value of proper onboarding training. They found that organizations with a strong onboarding process improve new-hire retention by 82% . It also increases productivity by 70%.

Companies with weak onboarding programs lose the confidence of their candidates. Because of this, they're more likely to lose these employees in the first year.

By using on-the-job training as part of your onboarding program, you can prevent a high employee turnover .

Cost-effective form of training

From a financial point of view, the importance of on-the-job training is clear.

Off-the-job or corporate training often paying for things like a training facility and educational materials and hiring a presenter.

With on-the-job training, these costs aren’t usually relevant. Peer training in the workplace means spending less on those expensive onboarding programs. Higher employee retention from OJT also makes this form of training a sound financial investment.

Tailored to the business and new employee

OJT is generally just more effective for improving someone's ability to do their actual job in a specific work environment.

Combined with organizational training , OJT supports your business’s specific needs at a moment in time. It meets the employee's need to learn how to do something right when they encounter it, so it is relevant, and they are motivated to learn it.

Contrast that with waiting months for a class to be scheduled (or maybe even developed) and getting approval to take it. Training new recruits on the job can help you get business needs met more quickly.

How OJT benefits employees

Faster learning.

As humans, we learn better by doing. Training new employees while they work in the role helps them learn the necessary skills faster and in a way that is more relevant to them.

The experiential nature of OJT creates an opportunity for valuable and memorable personal learning.

Training is paid

Some jobs do not pay employees for the time they spend in training. Rather than having to complete a training program before receiving a paycheck, OJT lets employees continue earning while getting up to speed on the job skills of their new role.

The training a new hire receives on the job grows their skillset in areas they may not otherwise be exposed to. The nuance of OJT lets new employees broaden their skillsets and strengthen the skills they already have.

Let’s take a look at five types of more formal OJT that you could use at your workplace:

1. Orientation

Workplace orientation provides new employees with basic information about their new roles. Most companies have some form of orientation in place, even if they don’t consider it on-the-job training.

Through this popular type of OJT, a supervisor helps a recruit become familiar with the organization. They share information like workplace culture , employee benefits , and the company mission.

2. Internship

Whether paid or unpaid, an internship is a temporary position. They’re mostly sought out by students and graduates.

Rather than focusing on employment, the position focuses on career growth . The period of work experience gives exposure to the real-world working environment.

3. Apprenticeship

An apprenticeship program is typically for adult learners to earn money while they learn in a real job. While an internship focuses on experience, apprenticeships focus on training.

An apprentice should already know they want to work in that particular field. This type of on-the-job training is often used for highly skilled jobs that require a lot of practical training.

4. Job rotation

This technique involves moving employees between their assigned roles. It promotes experience and variety by switching a new employee around a range of positions.

This is a great way to give employees an overview of the entire process. It also gives team members a better sense of what their colleagues do for the organization.

5. Mentoring programs

Assigning a mentor to a new employee has many benefits, including learning on the job. The new hire gains practical advice, encouragement, and support.

This method of training also teaches the current experienced employee how to be a teacher.

businesspeople-in-orientation-training-on-the-job-training

How to create an OJT training program

The first step to creating an on-the-job training program is deciding on who’s doing the training. It should be someone who’s already part of the organization.

Most often, it’s a colleague or peer who can confidently perform the job being taught. But a people manager or member of HR can also be involved in getting a new employee properly up to speed.

Here are a few tips for employers on how to efficiently set up an OJT program:

Determine requirements . What does the new employee need to learn? Make a note of everything you think they need to know in order to competently perform their job. Prioritize it so it isn't too overwhelming. As they go through their training period, share the list with them and refer to the list of requirements to check their readiness.
Make the program employee-specific. Everyone has different learning styles. In order for the OJT program to be a success, ensure that the training is flexible to take people's differences into consideration. The training should also take into account what the new employee already knows and what they don’t need training on.
Identify trainers and set expectations. Because OJT is internal, existing employees (team members and supervisors) will be doing the training, coaching, and mentoring. Consider giving new employees a buddy or OJT "point person" who they can turn to with questions and who keeps track of whether any important training is falling through the cracks.
Select the right people within your organization to shape your new employees. Remember, they will have a huge influence on what the new employee understands about the work but also about the culture and work environment. Teaching managers and supervisors to act in a coaching mode will increase the effectiveness of this type of internal development.
Regularly evaluate the program . Here’s a scary statistic: only about one in 10 employees think their employer does a great job of onboarding new employees. To prevent this, get regular feedback from your employees through surveys or discussion groups. If the program isn’t working, identify what needs to change.
Create a safe environment. Employees must feel comfortable speaking up when unsure of what they are being taught. Create a workplace atmosphere that encourages new employees to ask questions.

Grow your company with on-the-job training

As Aristotle said, “For the things we have to learn before we can do them, we learn by doing them.”

On-the-job training is the perfect example of this. An effective training program lets employees learn from leaders, peers, and on-the-job.

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

In a tight labor market, don't overlook boomerang employees

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On-The-Job Training vs. A College Education

With the difficulties new college graduates face repaying student loan debt (now a cumulative $1.5 trillion in the United States), many are questioning whether the cost of higher education is worth the potential reward of a bigger income. After all, two of the richest men in America, Mark Zuckerberg and Bill Gates, do not hold college degrees. While both went to Harvard, neither earned a diploma, and they benefited from on-the-job training as founders of Facebook and Microsoft, respectively.

But Wait! College Does Pay Off

As the cost of college has risen, so has the demand for college graduates along with the economic penalties of not holding a four-year degree. According to 2016 data from the Bureau of Labor Statistics , weekly earnings for high school graduates were $692. Those with a bachelor’s degree earned $1,156, and those with a master's degree earned $1,380.

This is a huge wage gap, and the differential reflects a shift in the nature of the workplace: There are fewer positions involving physical labor like manufacturing and farm work and more knowledge-based jobs, like programming and marketing, where a bachelor’s degree is required or preferred. (For more, read: Are U.S. Colleges Still A Good Investment? )

Not convinced that making twice as much as someone without a degree is worth going to college? Consider the studythat MIT economist David Autor published in the journal Science back in 2014. Autor showed that, after all the costs associated with a college education were factored in, the holder of a degree over a lifetime of earnings came out $500,000 ahead . Not a bad deal for a four-year investment. On average, a public university costs approximately $26,000 (in-state); a private one, $51,000.

On the flip side, high-school graduates are increasingly being penalized in a knowledge-based workforce. According to CNBC reporting on findings by the Economic Policy Institute, college graduates earned 56% more than high school grads in 2015. This is the largest gap seen since 1973. Unsurprisingly, today’s high-school grads are more than three times more likely to live in poverty than their predecessors .

Not All Degrees Are Equal

But what about holders of two-year associate degrees or people like Zuckerberg and Gates who have some college? Unfortunately, according to the Pew study, two-year-degree holders hardly fare better than high-school graduates with median earnings of $819 per week.

Of those holding bachelor’s degrees, according to GetEducated.com , the most lucrative majors in terms of income for 2018 are Management Information Systems (average salary $158,000, expected growth 15%), Marketing (average salary $131,180, expected growth 9%), Economics (average salary $101,050, expected growth 6%), Business Management (average salary $97,230, expected growth 6%), Finance (average salary $81,760, expected growth 12%) and accounting (average salary $68,150, expected growth 11%)

What On-the-Job Training Offers

But what about learning on the job. Is real-world experience preferable to an academic education? On-the-job training is often free, or you may be paid. Unfortunately, many formal training programs have fallen victim to corporate spending cuts although there are still fields where hands-on training is available.

Industries in which guilds and unions dominate, such as construction trades like plumbing, carpentry and electrical, have traditionally offered apprentice programs as a means of entry. All three major unions for electricians, for example, offer paid apprenticeships with on-the-job and classroom training. There is similar training for the growth fields of telecommunications installers and green-energy technicians. However, these are not casual commitments. All of these industries require at least 2,000 hours of on-the-job learning, with some requiring as many as 4,000 to 6,000 hours.

The U.S. government has put a focus on high-tech apprenticeships as a fast track to a middle-class paycheck, with the Department of Labor pledging $175 million in grants in 2016 to develop public-private apprenticeship programs in biotech, healthcare, information technology and high-tech manufacturing. Programs resulting from that funding should start appearing over the next few years.

Chefs and other kitchen staff often start their careers by learning and earning through a combination of hands-on training and classroom work. Although culinary school is an option, it is not a requirement. The American Culinary Federation offers formal, multiyear apprenticeships , while some vocational training programs place students in internships.

Another option for on-the-job training for white-collar work is sales. Real-estate brokerages and telephone-sales operations typically offer real-world training. (See also Financial Careers Without A College Degree .)

Probably the most extreme form of on-the-job training is entrepreneurship where starting your own business teaches you how to manage employees, cash flow and inventory while simultaneously marketing your new business and negotiating with suppliers and customers.

The Bottom Line

Measured by statistics, the decision to get a four-year degree is clear. Even if getting a diploma means taking on substantial debt, research suggests that over throughout a career, you will still come out ahead financially even if you opt for the most expensive route such as a private college. However, you are an individual – not a statistic – and where your interests, ambitions and aptitudes lie should ultimately determine your approach to higher education and whether your career path begins with academia or with real-world experience. It is possible to become wealthy with only a high-school diploma; it is just a lot less likely. (See Investopedia’s tutorial, All About Student Loans – particularly Student Loans: Paying Off Your Debt Faster – if you decide to go the college route, or read: How To Ask Your Employer To Fund Your Education .)

5 ways to fund a college education, the costs of going back to school as an adult, job or internship: a guide for college students, deciding on going to college in europe, best part-time jobs for college students, how to land a wall street job out of college.

On-the-job training

Understand the benefits of on-the-job training for employees, and learn how to make it a success in your workplace.

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 7, 2021 · updated July 31, 2024

8 minute read

On-the-job training, though not universally standard, can enhance productivity and efficiency in certain industries. Moreover, it offers comprehensive benefits for the company, such as lowering training expenses and fostering a workforce that is both more competent and motivated.

This article will cover how to begin on-the-job training for employees and how it can benefit your company and workforce. Once you read this guide, you will understand the advantages of on-the-job training and how to implement it at your workplace successfully.

What is on-the-job training?

Benefits of on the job training, on the job training plan with best practices.

On-the-job training ( OJT ) is a practical approach to acquiring new competencies and skills needed for a job in a real, or close to real, working environment.

It is often used to learn how to use particular tools or equipment in a live-work practice, simulated, or training environment.

Imagine diving right into the actual work environment instead of just watching presentations or filling out worksheets. On-the-job training allows you to learn by doing, right at the workplace, guided by a supervisor, manager, or an experienced colleague.

When you undergo this type of training, you gain firsthand experience with the daily activities and operations you’ll encounter in your new role. You’ll learn about workplace expectations, how to operate essential equipment, and acquire other crucial skills needed to succeed in your job.

The duration of on-the-job training can vary, from just a few days to several weeks or more, depending on the complexity of the tasks. Typically, you might start by shadowing a seasoned employee to see how things are done, gradually moving on to perform these tasks yourself under watchful supervision. This approach not only boosts your confidence but also equips you with practical skills from the get-go.

The importance of on the job training

Everyone learns differently: some visually, some through hands-on experience, and others by reading instructions. Yet, in today’s workforce, on-the-job training holds a unique and critical value.

On-the-job training immerses you in real-world scenarios that closely mirror the daily challenges you’ll face.

You’ll use the same tools and equipment essential for your role, all under the guidance of an experienced trainer.

This approach allows you to learn and practice your job skills in a live setting, integrating learning directly with application.

In contrast, other training methods like online courses or seminars often provide only a theoretical understanding without the opportunity for practical application. On-the-job training gives you the invaluable benefit of actual experience, setting you up for success in your career.

“Experience is the teacher of all things.” – Julius Caesar

On-the-job training benefits employees and employers, and this next section will highlight some of the key benefits of on-the-job training.

1. Faster training with real experience

On-the-job training enables you to quickly grasp the essentials of your role and begin performing at a competent level much sooner.

Traditional training methods can be lengthy and sometimes ineffective, with employees often retaining little of what they’re taught. This can lead to mistakes and the need for further training down the line.

In contrast, on-the-job training immerses you directly in your work environment.

You learn exactly what your job requires in real-time, with the opportunity to ask questions and get immediate answers as you shadow experienced colleagues.

This direct learning path not only accelerates your training process but also enhances your retention and understanding of the job.

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2. Faster adaptation to a new job

This training method is crucial in sectors with high turnover rates, such as retail, the restaurant industry, customer service, and manufacturing.

On-the-job training accelerates onboarding , enabling new employees to reach an acceptable performance level quickly. It allows newcomers to learn organizational processes more efficiently and adapt faster to their roles.

3. In most cases, it is easy to set up

On-the-job training is among the easiest training programs to set up.

With a pool of knowledgeable existing employees, you have a built-in source of trainers.

There’s no need for complex presentations; simply select a high-performing employee to pass on their knowledge to new staff.

4. Immediate contribution from trainees

Trainees begin with simpler tasks and gradually take on more responsibilities.

For example, they might start by answering phones or guiding customers, which allows them to contribute even during the training phase.

This immediate involvement can help alleviate workflow bottlenecks, especially during busy periods.

5. Retain good employees

Knowing the specifics of their job reduces employees’ stress and confusion, which are often high in new work environments.

By clearly defining roles and responsibilities through on-the-job training, employees feel more confident and less likely to leave.

This clarity helps maintain a stable workforce.

6. Attract the right people

On-the-job training allows companies to find the right people for the job because they show capability during the training process. Also, by offering on-the-job training, companies become more attractive to potential employees.

These prospective employees know their time is well spent, and employers can assess skills during training.

7. Team building

With on-the-job training, new employees meet their new coworkers right away and start becoming part of the team.

This creates familiarity and opens up opportunities for new employees to ask questions, even if their training is complete.

Additionally, trainees become more familiar with various workplace departments and can expand their skill set over time.

8. Elementary knowledge management

When experienced employees train new hires, they pass on essential knowledge that might otherwise be lost when they leave the company.

Many employers refer to this as “ knowledge management ”. Essentially, by having more experienced employees transfer their job knowledge, you retain those skills and knowledge within the company.

9. Cost-effective

On-the-job training is conducted during regular work hours and often requires less time than traditional training methods, which may involve separate sessions or offsite seminars.

This approach not only saves money on training costs but also allows employees to be productive during their learning, contributing to the company’s output and profitability.

These tips and best practices will help you bring on-the-job training into your workplace.

1. Identify potential trainers

Selecting the right trainers is crucial.

Look for employees who not only perform exceptionally but are also capable and knowledgeable.

These individuals should view training as a recognition of their skills and a step towards potential promotion.

Consider third-party trainers if your internal resources are limited or if specialized knowledge is required.

Additional reading: Employee performance management .

2. Structure training process

Begin with a detailed plan that outlines regular tasks and the specific policies and procedures trainees need to know.

Since job requirements vary, tailor each plan to the individual role.

A well-structured program ensures that all necessary skills are covered systematically.

3. Automate the learning process

If possible, provide digital training materials to complement hands-on learning.

This not only saves time but also enhances trainees’ ability to retain information.

Having a go-to resource for refreshing knowledge or practicing skills can also prevent unnecessary disruption of other employees’ work.

If you have access to a Learning Management System (LMS), utilize it to centralize and streamline training materials.

An LMS can cover various aspects of the job and is especially useful for automating the delivery of standardized content. This not only saves trainers time but also enhances trainees’ ability to retain information.

Additionally, trainees can use the LMS to access materials after training to refresh their knowledge or practice skills.

Having a go-to digital resource prevents disruptions to other employees’ tasks and ensures consistent learning experiences across the organization.

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4. Allow trainees to practice their skills

Practical application is key.

After learning from their trainer, allow new employees to practice their skills under supervision.

This is a crucial step where trainers can identify any areas needing improvement and provide immediate correction, ensuring trainees are adequately prepared for their roles.

5. Check-in during and after training

Regular assessments throughout the training process help monitor progress and ensure that trainees are on track.

Evaluations should continue even after training concludes to confirm that new employees are capable of performing their jobs independently.

6. Get feedback and improve

After employees complete on-the-job training, get feedback from both trainer and trainee. This provides you several insights into how your on-the-job training program is working.

First, you can see how effective on-the-job training is for your company. Next, you can assess areas that may need improvement or skills that may need more time for training.

You can also get insight into how both the trainer and trainee performed. This allows you to determine whether the trainer is effective, or if another employee is better suited to the task.

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You Don’t Need a College Degree to Land a Great Job

Four social media strategies you can use to stand out.

Not having a college degree shouldn’t diminish your chances of securing a good job. One of the best ways to move forward is to create a strong social media presence. It will help you stand out, get noticed by potential employers, and find a job you want.

Start by auditing your social media profiles. Make sure your profile picture looks professional and real. When you share your work experiences, ensure that they match your résumé. Don’t hesitate to include any additional details about your jobs (such as additional responsibilities, awards, etc.) that you couldn’t fit on your résumé.
Pay attention to the people you follow. Connect with industry leaders and potential employers, especially on platforms like LinkedIn. Like, share, and respond to their updates.
Prove your passion. Follow hashtags and discussions and stay abreast with the latest industry news. Focus on the content you share, write, and post. When you see an interesting topic, repost the articles and share your commentary or thoughts.
Finally, learn new skills and show them off on social platforms. Did you just learn Adobe Illustrator? Share a certification or a new project you completed as part of the course. Know that you don’t have to be an expert to share your skills. If you’re a self-taught baker, you can create interesting video content using Instagram Reels and TikTok to share your knowledge.

In the 19th century, Horace Mann, a pioneer of American public schools, famously called education the “ great equalizer of the conditions of men .” But for decades now, the education system has revealed — and amplified — existing social inequalities.

JM Jeff Mazur is the executive director for LaunchCode , a nonprofit aiming to fill the gap in tech talent by matching companies with trained individuals. As one of the winners of the 2017 MIT Inclusive Innovation Challenge , LaunchCode has been recognized for expanding “the tech workforce by providing free coding education to disadvantaged job seekers.” Jeff lives in St. Louis with his wife and twin girls.

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What is The Difference Between a Vocational School and On-The-Job Training? – An Important Choice!

Connor Cook

December 11, 2023

Difference Between a Vocational School and On-The-Job Training

Embarking on a career path or seeking to enhance your professional skills involves making crucial decisions about your education and training. Two popular routes to gaining the expertise needed for success in various fields are vocational schools and on-the-job training (OJT).

While both offer valuable experiences and learning opportunities, they differ significantly in their approach, structure, and outcomes.

This post delves into the distinct worlds of vocational schools and OJT, breaking down their definitions, focus areas, curriculum styles, and overall goals. By contrasting these two methods of skill acquisition, we aim to provide a clearer understanding of what each path entails and how they cater to different learning styles and career objectives.

Whether you’re a fresh high school graduate, a career switcher, or someone looking to upskill , this comparison will help you make an informed decision about the next step in your professional journey. Join us as we explore the ins and outs of vocational education and on-the-job training, shedding light on these pivotal steps toward a fulfilling career.


	Educational institutions focusing on skills and knowledge for specific trades or careers.	Training method occurring in a working environment, provided by employers to new employees.
	Specialized training in fields like healthcare, technology, culinary arts, automotive repair, and construction.	Practical learning tailored to the specific role and needs of the job and organization.
	Combination of classroom instruction and hands-on experience.	Highly practical, learning by doing under supervision.
	To prepare students for specific jobs in their chosen field.	To enable employees to gain necessary skills to perform their job effectively.
	A student in a culinary program learning kitchen techniques and recipes before applying them in a kitchen.	A new hire at a tech company receiving training in a specific programming language or software used by the com

On-the-Job Training Defined

On-the-job training (OJT), on the other hand, is a method of learning that takes place in a normal working environment. This training is provided by employers to new employees to help them understand the ins and outs of their specific role within the company. OJT is highly practical and allows employees to learn by doing, often under the supervision of a more experienced colleague.

The main focus of OJT is to enable employees to gain the skills necessary to perform their job effectively. It’s tailored to the specific needs of the job and the organization. For instance, a new hire in a tech company might receive OJT in a specific programming language or software that the company uses.

Comparison of Curriculum and Learning Approach

Vocational schools offer a structured curriculum designed to cover all aspects of a trade or profession. This often includes both theoretical knowledge and practical skills. Students typically follow a set course of study that leads to a certification or diploma.

In contrast, OJT is more flexible and less formalized. The training is specific to the job and the company, focusing on the immediate skills needed for the role. There’s usually no standardized curriculum, and the learning pace can vary based on the individual’s role and the trainer’s approach.

Duration and Certification

The length of programs in vocational schools can vary, often ranging from a few months to two years, depending on the field of study. Upon completion, students usually receive a diploma, certificate, or, in some cases, an associate degree , which certifies their expertise in the specific field.

OJT duration is typically shorter and varies greatly depending on the complexity of the job and the skills of the trainee. There’s usually no formal certification provided at the end of OJT. However, the employee gains practical experience and skills that are directly applicable to their job.

Cost and Financial Implications

Attending a vocational school often requires paying tuition, although financial aid and scholarships may be available. The cost can be a significant factor for many students, but the investment is often justified by the potential for higher earning potential and job security.

OJT is usually provided at no cost to the employee, as it’s considered part of the job. In fact, employees are typically paid during their training period. This makes OJT an economically attractive option for many, as they can earn while they learn.

Job Readiness and Employment Opportunities

Graduates from vocational schools are often seen as job-ready , having received comprehensive training in their field. This can make them attractive to employers who are looking for skilled workers who can contribute immediately without extensive additional training.

With OJT, employees are trained specifically for their current position within their company. This means they may need additional training if they switch jobs or roles, especially if moving to a different industry. However, the experience gained through OJT is valuable and can enhance an employee’s resume.

Choosing the Right Path

Deciding between vocational school and on-the-job training depends on individual circumstances and career goals. Vocational schools are ideal for those who wish to gain comprehensive knowledge and skills in a specific trade or profession. They are particularly beneficial for individuals looking to enter a field that requires a certain level of certification or technical skill.

On-the-job training is more suited for individuals who have an opportunity to start working immediately in a particular company or industry. It is beneficial for those who prefer a more hands-on approach to learning and who are looking to quickly apply their skills in a real-world setting.

Can vocational school credits be transferred to a traditional college or university?

It depends on the institution. Some vocational school credits, especially from accredited institutions, can be transferred to colleges or universities. However, it’s important to check with both the vocational school and the receiving institution, as transfer policies vary.

How do employers typically view vocational school degrees compared to four-year college degrees?

Employers often value vocational school degrees for positions requiring specific technical skills. In fields like healthcare, technology, and skilled trades, a vocational degree can be highly regarded. However, some employers might prefer a four-year college degree for roles that require a broader educational background.

Is on-the-job training paid or unpaid?

On-the-job training is typically paid, as it’s part of an employee’s job. However, the pay rate might be different from that of a fully trained employee, and this can vary across different companies and industries.

Can I switch careers easily after completing a vocational school program?

Switching careers after completing a vocational school program can be challenging if the new field is unrelated, as vocational training is highly specialized. However, the core skills learned, like problem-solving and technical aptitude, can be transferable to different careers.

Are there online options for vocational training?

Yes, many vocational schools offer online training programs, especially for theoretical components of the curriculum. However, practical skills often require in-person training, so many programs are hybrid, combining online and hands-on learning.

Can I do on-the-job training if I already have a degree in a related field?

Yes, on-the-job training can be beneficial even if you have a related degree. It provides practical, real-world experience and helps bridge the gap between academic knowledge and practical application in a specific job role.

Final Words

In conclusion, both vocational schools and on-the-job training offer valuable pathways to acquiring skills and knowledge for career advancement. The choice between them should be based on an individual’s career aspirations, learning preferences, financial considerations, and the specific requirements of their desired industry or profession.

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Advantages And Disadvantages Of On-The-Job Training

In business, no two days are the same. Organizations continue to evolve, adopting new practices and setting new work goals….

In business, no two days are the same. Organizations continue to evolve, adopting new practices and setting new work goals. To help employees keep up the pace, think on their feet and deliver their best, many organizations resort to on-the-job training programs.

On-the-job training is a hands-on training technique that teaches employees the vocational skills required to excel in their job. Employees work together with a more experienced staff member under regular working conditions in the workplace. They learn the ins and outs of the job by observing their trainers and gain practical experience by performing assignments under supervision. The feedback received in the process helps employees become efficient and productive members of the organization.

However, every rose has its thorns. There are both advantages and disadvantages of on-the-job training. Here we explore some of the merits and demerits of on-the-job training.

Advantages Of On-The-Job Training

Disadvantages of on-the-job training, workplace-ready.

Experts highlight the hands-on nature of on-the-job training as its highpoint. Employees know what’s expected of them and deliver accordingly. Let’s look at a few other advantages of on-the-job training:

Simplified Learning

On-the-job training offers a simplified learning experience where juniors learn by shadowing seniors. A new employee finds it much easier to execute a complex assignment once they’ve seen a senior work at it. They have the required project information at their fingertips and become well-equipped to deal with setbacks.

Cost-Efficiency

Cost-efficiency is one of the most important advantages of on-the-job training. A recent HR Onboard study showed that the average cost of onboarding a new employee can go up to US$40,000. On-the-job training helps organizations cut down on these costs. It’s easy to set up and use existing resources to achieve training goals. There’s no need to hire outside instructors or send new hires for expensive training programs.

Quicker Learning

On-the-job training integrates learning into everyday assignments. Employees get to put into practice the theoretical knowledge they gain each day from their seniors, rapidly picking up job-specific skills. This is one of the most significant merits of on-the-job training, where employees learn as they work and work as they learn.

Systematic Approach

Among the other merits of on-the-job training is its systematic approach. A structured on-the-job training program assesses training needs to set up a training schedule with assignments and targets. Employees get a clear picture of the step-by-step execution of a project. By working with experienced colleagues, they become well-versed with the organization’s methodology.

Instant Feedback

During on-the-job training, employees receive immediate feedback from their trainers after the execution of a task. This is a significant advantage because it allows employees to spot errors, identify their strengths and weaknesses and get a grasp on the right approaches and techniques. All of this results in confident, motivated employees.

From improving organizational productivity to promoting teamwork among employees, the advantages of on-the-job training are many. Studies show employees who are offered on-the-job training are 30% happier with their careers than those who receive no training.

Despite its advantages, on-the-job training does have some shortcomings. Let’s explore a few disadvantages of on-the-job training:

Lack Of Proper Trainers

The lack of qualified trainers is one of the disadvantages of on-the-job training. The best employees of an organization don’t always prove to be the best trainers. Skilled trainers have excellent communication skills. They’re patient and ready to answer any off-the-track question their trainee might have. In the absence of such trainers, on-the-job training can be counterproductive, leading to confusion among new hires, lost time and derailed projects.

Risk Of Accidents

During on-the-job training, new hires undergo hands-on experience, handling new equipment, tools and machinery. This increases the risk of accidents because they don’t have the required skill and knowledge to operate certain equipment. To ensure a safe training process, especially in industries that deal with dangerous machinery, new recruits must be given sufficient safety information about the tools they use.

Rushed Process

On-the-job training can sometimes be conducted hastily. Organizations often want the majority of their employees—including new hires—to contribute to everyday workload and rush through the training process. Without the solid foundation, they need to excel at their jobs, new employees are left confused and doubtful about their roles.

Possibility Of Errors

When new employees are made to perform complex tasks during on-the-job training, there remains a possibility of error. This is because such employees are still learning the ropes of the job and haven’t yet picked up all the required skills to excel in their role.

There are both merits and demerits of on-the-job training. However, organizations can minimize the disadvantages by rolling out a well-planned program with long-term goals and developing the training capacities of existing employees.

Recent studies show 10,000 baby boomers are retiring daily and millennials are expected to occupy 75% of the workforce by 2025. These stats highlight the importance of employee training in the days to come. Although there are both pros and cons of on-the-job training, it’s widely considered one of the most effective methods of training new recruits.

The Harappa 10 on 10 program helps organizations tap into their employees’ potential and drive peak performance. Conducted by multi-disciplinary faculty through India-first content, the program focuses on three stages: Activate, Cultivate and Elevate.

Activate involves learning needs analysis and skill benchmarking. Cultivate comprises self-paced online courses , live masterclasses, prompt-rich nudges and habit drills. Elevate offers observed feedback, meaningful milestones, a dynamic dashboard and behavior custodians.

With the Harappa 10 on 10 program, organizations can drive high-performance behaviors at scale. It has 10 effective levers to induce behavior change and 150 behaviors mapped to the workplace needs to help learners “Raise the Bar.”

Employees are critical to the success of any organization. Help your employees be workplace-ready with the Harappa 10 on 10 program.

Explore Harappa Diaries to learn more about topics such as What Is On-The-Job Training , On-The-Job Training Methods & Difference Between On-The-Job And Off-The-Job Training that will help organizations tap into their employee's potential

On-the-job Training: Importance, Types, and Methods

Home Blog others On-the-job Training: Importance, Types, and Methods

On-the-job training is essential for developing practical skills through real-time activities. This article discusses its importance, types, and methods.

Organizations use on-the-job training course to improve skills, tailored to job type, industry, and cost. This training focuses on practical knowledge, enhancing learning through experience. It helps employees understand the company's mission, goals, policies, and their job responsibilities.

Off-the-job training, in contrast, involves classroom methods like projects, presentations, and case studies. However, the hands-on nature of on-the-job training makes it vital for developing competent and well-integrated employees. Let’s learn more about it!

What is On-the-Job Training?

On-the-job training, often abbreviated as OJT training, is a hands-on method to obtain proficiency, knowledge, and skills required to ace a job in a real-life working environment. For example, an organization provides training on-the-job for new employees to get accustomed to specific devices, tools, or equipment needed in the work field. This is done with the help of practice sessions, simulations, or a fabricated training environment.

Unlike off-the-job training, which uses presentations and assignments to teach employees about the work scenario, on-the-job training methods guide them with practical application. Employees actually carry out tasks, complete responsibilities, and do their job. On-the-job training takes place at the workshop or manufactory under the supervision of a guide, manager, or senior employee of the same department.

The importance of on-the-job training for new employees is that they get a direct and unmediated experience of the work procedures. They get well-versed in potential challenges and responsibilities. Employees get to understand the manager's expectations from their role, how certain types of equipment and software work, and other necessary hard skills required to accomplish their tasks.

The duration of on-the-job training depends on the nature of the work and the task management. It may last from weeks to months. The most eminent form of on-the-job training is when new employees shadow old employees. After some time, they begin to carry out their tasks under the administration of a senior manager.

Importance of On-the-Job Training

To understand the importance of on-the-job training, you must first know what is meant by on-the-job training. On-the-job training has a lot of benefits in the workplace. It gives an immediate platform for gaining experience and learning new tools and features. It also establishes a routine and helps new employees to adapt to their surroundings. The following are the important features of on-the-job training:

1. Faster training with real-time experience

New employees can quickly understand the know-how of the office, their duties, and the supervisor's expectations to efficiently complete tasks and improve performance levels. Off-the-job training methods require a relatively long time, and not all employees will commit the knowledge to memory. It leads to carelessness and a need for rectification. But with on-the-job training, employees can get an accurate idea of their job roles. If they have any queries regarding the same, they may clarify them in their shadowing period.

2. An easier transition to a new job

Industries with substantial revenue and a large volume of business, like retain chains, the hospitality industry, the manufacturing industry, and customer service, often need on-the-job training. It assists with quick transition and achieving the right amount of work efficiency. Employees can comprehend the devices and procedures in the company quickly and proficiently.

3. Easily Applicable

On-the-job training is a smooth and befitting method of training individuals. It does not require any setup because the employees already have a rough idea of the role and organization they are collaborating with. Supervisors and managers don't have to create presentations or conduct seminars. All they need is an expert employee willing to train new employees.

4. Saves time

Off-the-job training lasts months on end. In contrast, on-the-job training requires less time to accomplish more significant goals. With the on-the-job training method, the company benefits from the new employee's dedication to their role and eagerness to learn. As a result, it saves time and utilizes the same to meet other common business goals.

5. Retain good employees

Every industry profits from employee retention. It is possible when employees are aware of their responsibilities and the expectations of their roles. If employees are uncertain about their job, they will bring negativity and stress into the workplace. This will result in poor management and inefficiency. Many on-the-job training methods with examples help employees encounter their roles in real time and give elaborate knowledge about their job. It requires all individuals to practice and work hard to finish their tasks, removing confusion from an otherwise thriving environment.

6. Attract the right candidate

On-the-job training also acts as a test to help companies filter out qualified candidates for a job. It assesses their abilities and encourages dedicated employees to work harder. The employees with greater potential can out their time to use and develop more skills during this training period.

7. Gives you flexibility

Besides benefiting the organization, OJT training also helps the employees learn skills like adaptability and flexibility. They learn to become dexterous in any situation and gain expertise in various domains. They also develop a positive approach toward inevitable changes that occur in the workplace.

8. Team building

On-the-job training places like-minded employees together from the very beginning. It allows them to enlighten themselves and develop loyalty toward a common goal. In addition, it allows them to become aware of different departments in the organization.

9. Financial benefit

A company does not need to take special time out for on-the-job training. It is economical and time savvy as it is a practical training mode. In addition, the employees increase the company's productivity by completing the tasks assigned to them during training.

Types of On-the-Job Training

The following are the various types of on-the-job training methods used in an organization:

1. Job Rotation

Job rotation refers to an employee switching back and forth to other jobs associated with their role and gaining expertise with various job profiles. This eliminates the feeling of mundanity and helps create interpersonal relationships with peers from different departments in the organization.

2. Coaching

As the term suggests, coaching is a type of on-the-job training that entails employee training under a supervisor or an experienced staff member. It is a direct training approach where workers can raise questions and receive illustrations and feedback about their responsibilities.

3. Job instruction Training

Here, a trainer frames a step-by-step training program for the employees. It consists of instructions and demonstrations for the trainee to carry out their tasks. It begins with an overview of job responsibilities and expected results and continues with a description of the skills required. Afterward, the trainee fulfills their duties and gains knowledge, followed by a question-and-answer session.

4. Mentoring

This type of on-the-job training is more prominent in managerial positions. A senior professional is responsible for guiding and mentoring subordinates to carry out daily operations. It is a direct training method that benefits the trainee as they learn firsthand skills.

5. Apprenticeship Training

Apprenticeship training involves long-term teaching and exercise in arts, crafts, trade, and technology. These industries demand expertise and proficiency, which cannot be gained in a classroom. Instead, it takes immediate attention and a learning process that lasts a couple of years. Some examples would be a mechanic, plumber, tool maker, or artisans disciplines.

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Various On-the-job Training Methods

1. induction.

Human resource management often uses an induction method of on-the-job training to give new employees a brief introduction to the organization.

2. Apprenticeship

An apprenticeship is a formal and immediate training method that uses a practical approach to art by undergoing the actual work process under the supervision of an expert.

3. Internship

It provides a professional environment to learn and gain fundamental experience in the employee's field of interest.

4. Coaching and counseling

Coaching and counseling involve a training method that uses a series of instructions to guide a group of individuals to obtain skills and knowledge that amplify their performance.

5. Delegation of authority

The on-the-job training method refers to a practical division of tasks among a group of employees. A manager is responsible for supervising the entire operation.

6. Promotions and Transfers

Promotions refer to switching a job profile and moving up in the hierarchy. In comparison, transfers involve employees' ability to transfer their acquired skills into their responsibilities at work.

7. Retaining

An effective OJT training method ensures the retention of knowledge and information. In addition, new employees regard the information obtained during training as facilitating their daily activities.

8. Vestibule

Vestibule training involves providing role-specific experience to employees. For example, workers who are expected to work with devices, equipment, or machinery in a manufacturing company undergo vestibule training.

Examples of On-the-Job Training

Some common and widely used examples of on-the-job training methods are:

Co-worker training: It is when an experienced employee trains a new employee. The experienced employee is usually someone who has been with the company for a while and knows the ins and outs of the job.
Shadowing: In shadowing, a new employee follows an experienced employee around and observes what they do. The new employee is not allowed to do the tasks; they are only there to learn and take notes.
Internship: An internship is when a student or recent graduate works at a company in their field in order to gain experience. Interns are usually not paid, but they may receive school credit.
Delegation: Here, a manager assigns tasks to their employees and trusts them to complete the task without much supervision.
Self-instructions: When an employee reads the instructions for a task and then completes it on their own, it is known as the self-instructions method of on-the-job training.
Refreshers: It is when an employee reviews the instructions for a task they already know how to do in order to refresh their memory.

Many students or freshers with no prior work experience look forward to on-the-job training. It helps them experiment and implement their educational knowledge to practical use. This type of training entails a properly structured program that teaches them the hang of the industry. It demands effort and efficiency.

On the other hand, employees receive on-the-job training as they move forward in their professional careers. It refers to the retention of old employees, managers, and supervisors. Employee training builds trust among both parties and encourages growth and development. It also enhances soft skills such as communication, teamwork, positive attitude, and dedication. KnowledgeHut training courses have an extensive commentary on OJT and its various methods. After all, any process that promotes the goodwill of an organization benefits the individuals working with it.

Frequently Asked Questions (FAQs)

On-the-job training makes new employees familiar with the organization's know-how and helps increase productivity and performance.

On-the-job training is highly effective for new employees to develop or sharpen their skills and gain real-time expertise and knowledge in their field of interest.

Organizations must understand the requirements of trainees, manage the training leaders, create a training framework, and evaluate the job roles before conducting on-the-job training.

Effective communication with employees and constant feedback on various procedures is an excellent way of improving on-the-job training.

On-the-job training is not entirely reliable. If a professional lacks skills and a desire to learn, they will execute their tasks incorrectly, leading to correction and clumsiness.

Abhresh Sugandhi

Abhresh is specialized as a corporate trainer, He has a decade of experience in technical training blended with virtual webinars and instructor-led session created courses, tutorials, and articles for organizations. He is also the founder of Nikasio.com, which offers multiple services in technical training, project consulting, content development, etc.

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CalWORKs Welfare-to-Work Program

The Welfare-to-Work (WTW) Program is a comprehensive Employment and Training Program designed to promote self-sufficiency. CalWORKs recipients are assessed to determine the best course of action, whether it is immediate placement into a job, placement into an education or training program, or both.

CalWORKs recipients who are not exempt must participate in the Welfare-to-Work Program. All Welfare-to-Work participants receive an orientation to the program and appraisal of their education and employment background, followed by the development of a WTW plan designed to assist individuals with obtaining employment. WTW participants may be eligible to supportive services such as child care and transportation services. .

Participation Requirements:

Unless exempt, CalWORKs recipients must participate in the WTW Program for a minimum number of hours each week:

Number of Work Eligible Adults in the Family Assistance Unit (AU)	Required Weekly Participation Hours (effective 1/1/13)
Single-adult with a child under 6 years old	20
Single-adult with no children under 6 years old	30
Two-parent families	35

Who is eligible for Welfare-to-Work services?

The CalWORKs Welfare-to-Work Program is open to anyone receiving CalWORKs cash aid. Anyone receiving CalWORKs cash aid must participate in the Welfare-to-Work program unless that person is exempt. Individuals are exempt when they have a good reason for not participating, such as being ill or incapacitated or are caring for an incapacitated person.

What do I have to do if I’m in the Welfare-to-Work Program?

When you apply for CalWORKs cash aid, we will determine if you meet a Welfare-to-Work requirement. If you do, then we will assess your education and work history. You may be scheduled for a two-week Job Club where you will learn basic job search skills, resume writing, Consumer Credit information, and other topics related to preparing you for the job market. If you do not have a job after completing Job Club, you will be scheduled for two weeks of Job Search. You may also have a more in-depth assessment to help you remove any barriers that may be preventing you from finding and keeping a job.

What if I need child care or transportation so I can go to work or just need help looking for a job?

Support services for placement into a job include training to uncover the “hidden” job market, preparation of a resume, and support in looking for a job. Most expenses, such as the cost of transportation, are paid by the Welfare-to-Work Program. Upon approval of CalWORKs, if you are required to participate in the Welfare-to-Work Program and have at least one child under 13 years of age, you will be authorized to choose a child care provider for your child(ren) and may be eligible to receive 12-months of child care. Expenses for child care can be paid unless you choose a provider that charges higher rates than we can pay. Once placed in a job, you will receive additional help with work supplies and continued help with transportation and child care.

What about education and training programs?

The Welfare-to-Work Program can assign you to, and pay for, an approved education or training program that prepares the participant to get a specific job. The Welfare-to-Work Program can pay for the cost of approved education or training program, books and supplies, transportation, and child care costs. Once the training is completed, additional support is made available to you to find a job in that field.

What happens after I get a job?

When you start working, you may still be eligible to receive CalWORKs cash aid. The first $550 of your gross earned income is not counted, and 50% of the remaining gross income is also exempt as income. If you continue to receive CalWORKs cash aid, you may also be eligible for transportation, child care and other supportive services to help you advance in your job. If you are otherwise eligible, child care supportive services can continue for 24 months and beyond. Contact your CalWORKs or Welfare-to-Work worker and they can provide resources available to help you achieve your employment goals. We want to provide you with the tools necessary to attain your goal – providing for your family.

What happens when I am working and no longer eligible for CalWORKs?

You may continue to be eligible for Job Retention services for up to four months each time you go off of aid due to being employed. Job retention services may include supportive services, mentoring, education services, adult basic education or English-as-a-second-language in addition to child care and transportation. You can also receive services through the One-Stop Centers .

For general information about Contra Costa County’s Welfare-to-Work program, please call: 1 ( 866) 663-3225

Certified Nursing Assistant Program

Program Overview: Students learn communication skills, patient care and emergency procedures through hands-on clinical work and are prepared for the California state exam for Certification as a Nurse Assistant. Graduates are qualified for employment in skilled nursing and extended care facilities.

8/21/2024 * to 11/1/2024

11/18/2024 to 2/7/2025

2/24/2025 to 5/9/2025

5/27/2025 to 8/8/2025

* This cohort begins on a Wednesday

Monday – Friday 8:00 am to 2:30 pm

11 weeks, plus state review and exam

Theory is taught virtually and hands-on in-person class.

If you have questions, please see our Frequently Asked Questions .

What you get from this program

Certifications.

State of California Certified Nurse Assistant
Home Health Aid Certification
CPR Basic Life Support-American Heart Association
JobTrain Certificate of Achievement

Career Opportunities

Certified Nurse Assistant
Reproductive Health Specialist
Employment in skilled nursing, extended care facilities, and home health care agencies and registries.
CNA’s are employed in acute hospital settings, though further training is required by most.

Entry Requirements

Must attend JobTrain’s information orientation and take the WONDERLIC assessment. Must have basic math skills and show evidence of good health.

Must live in the one of the following Counties – San Mateo, Santa Clara, Alameda, San Francisco, Contra Costa, or Santa Cruz. To find employment/training services in your area click here . Can only enroll in one JobTrain training program.

Background Check

A background check will be done during the first week of the program.

Vaccination Requirements

Please click here to view the Students’ Vaccination Requirement, Building Entrance Procedure, and Isolation & Quarantine Procedure .

Medical Background

Must pass a physical and a PPD/pr chest x-ray/immunizations – must be completed before first day of class. Updated immunizations including 2 Step TB skin test or Quantiferon, 3 series of Hepatitis B or Titer, 2 doses of MMR or Titer, 2 doses of Varicella or Titer, DTaP vaccine or titer, Flu, and complete Physical Examination to participate in Clinical Externship. Must complete and submit this Physical Examination Form .

Physical Requirements

Must be able to exert 20 – 50 lbs. of force occasionally, 10 – 25 lbs. of force frequently, and/or up to 10 lbs. of force constantly to move objects. Must pass a physical and a PPD/pr chest x-ray/immunizations – must be completed before first day of class.

During Program

Students must complete 100% of training hrs. in order to qualify for state exam. Must acquire CNA Liability Insurance before clinical portion.

About the Instructor

Training programs available in

San jose, ca.

CET provides you with trade school training for your future career. With year-round open enrollment, if you are ready to start, CET is ready to help you. With hands-on training, you learn the skills you need. A full-time schedule means you can complete programs in under a year.

Work Hard. Be Strong.

Administrative Hours

Day Program Schedule M-F: 8:00am - 3:00pm

(408) 534-5360

Training Programs Available

Automotive Specialist

Career training for a job in the automotive repair industry In this hands-on program, you’ll get the skills you need for an entry-level job in the rapidly growing field of automotive repair. You’ll le...

Electrician (Residential & General)

Career training for a job in the Electrician field In this electrical training program, you’ll learn residential and general electrical skills. The hands-on part of the class includes planning and ins...

building-maintenance-training-courses-cet-header2

Low Voltage Applications Technician

A cable and wireless installation technician is a highly skilled and technical position that requires a strong understanding of electrical, communications and digital...

Culinary Arts

Culinary job training program in San Jose In this hands-on culinary program, you’ll get the skills you need for entry-level employment. CET’s culinary school teaches you cooking and baking skills in a...

HVAC Technician & Green Technology

Career training in HVAC and Green Technology In this hands-on HVAC and green technology job training program, you’ll get the skills you need for a job installing or servicing air conditioning, ventila...

Medical Assistant

Career training for a job in the medical assistant field In this hands-on healthcare job training program, you’ll get the skills you need to start your career as a medical assistant. Learn in work set...

Early Childhood Care & Education

Start your career in Early Childhood Care & Education. The Early Childhood Care & Education job training program prepares you for a job in a childcare center. You can start your career as a teacher assistant ...

System-Administrator-Checking-Servers-856866278_847x302-header

IT Support Specialist

Career training for a job in IT support Offered at the San Jose, CA campus in the heart of Silicon Valley, this hands-on program will prepare students to perform the duties and responsibilities requir...

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Why Choose CET?

The difference is CET’s integrated model – we bring together all the elements needed for success. We are competency-based – you master the real-world skills without worrying about a letter grade. We teach you skills in a hands-on environment. We don’t just talk about helping you get a job, every CET student receives job placement assistance.

Mastering the job skills you need matters. Support along the way matters. We know it’s your future. We know it’s a commitment. We know it’s worth it.

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Consumer Information

Ready to come in for a Tour/Orientation?

CET San Jose has ample free parking and provides free transportation for students from Designated Areas. Public transportation via Light Rail or bus transit is close by. CET San Jose is Veteran Friendly !

For more information about our graduation rates, the median student debt, and other information visit Consumer Information - San Jose, CA

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IMAGES

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COMMENTS

On-the-Job Training vs. A College Education
The pay gap in weekly earnings for those with a degree and for those without a degree is significant. In 2021, the average weekly earnings for high school grads was $809 versus $1,334 for those ...
Job Training vs. College Degree: Which One Is Right for Me?
The somewhat general education may not adequately prepare students for the career they get after graduation, as real-world experience and on-the-job training is limited in college. Tuition rates for colleges and universities is steadily rising at a faster pace (271.2 percent) than income for the careers that require a bachelor's degree (10 ...
Young people value on-the-job training more than college: Study
On-the-job training seems to be more valuable to both high school students and non-enrolled graduates, with 83% of the former indicating it is excellent or good and 77% of the latter saying so ...
Why on-the-job training is becoming the new college degree
According to a recent survey, 62 percent of Americans believe apprenticeships and other on-the-job training programs make workers more employable than a college degree. About seven in 10 U.S ...
Why Skills Training Can't Replace Higher Education
However, privileging short-term job training over demanding educational experiences associated with high-levels of intellectual, personal, and social development — a foundation for continuous ...
Online Learning vs. On the-Job Training: Why Not Both?
Vital measurements commonly taken by CNAs include body temperature, blood pressure, pulse, respiration, and urine output. These important skills are generally learned early on once on the job. Online learning is a smart choice if you have the time available to complete studies that don't require in-person learning.
On the Job Training in 2024: OJT Meaning, Advantages & Types
On the Job Training in 2024: OJT Meaning, Advantages & ...
Training vs. education: Which is right for your workforce?
How education differs from training. While training builds specific skills, workforce education provides a broader foundation upon which more learning can take place. It provides context, promotes critical thinking and teaches individuals how to look at problems from multiple angles. Education implies broader, longer-term thinking behind the ...
OPINION: Training programs are welcome, but let's not overlook the
Training programs can be viable pathways to well-paying jobs, particularly in the short term. Nearly one in five good jobs go to workers without a bachelor's degree but with some education beyond high school, including a training-related certificate or certification, an associate degree or some college education.
On-the-Job Training: Examples, Benefits, and Best Practices
On-the-job training: building a program that works
On-The-Job Training vs. A College Education
With the difficulties new college graduates face repaying student loan debt (now a cumulative $1.5 trillion in the United States), many are questioning whether the cost of higher education is worth the potential reward of a bigger income. After all, two of the richest men in America, Mark Zuckerberg and Bill Gates, do not hold college degrees.
On-the-job training (OJT): What, Why and How [Best Practices]
On-the-job training (OJT)
What Is On-the-Job Training? (With Video)
On-the-job training is instruction for employees that takes place at work. OJT typically involves a combination of observing others and hands-on experience completing tasks under the supervision of a training manager, coworker or outsourced professional trainer. When undergoing OJT, you learn the processes and procedures your employer uses.
You Don't Need a College Degree to Land a Great Job
You Don't Need a College Degree to Land a Great Job
Education vs. Experience: Which One Gets the Job?
Education vs. Experience: Which One Gets the Job?
What is The Difference Between a Vocational School and On-The-Job
On-the-Job Training (OJT) Definition: Educational institutions focusing on skills and knowledge for specific trades or careers. Training method occurring in a working environment, provided by employers to new employees. Focus: Specialized training in fields like healthcare, technology, culinary arts, automotive repair, and construction.
Advantages And Disadvantages Of On-The-Job Training
Advantages And Disadvantages Of On-The-Job Training
On-the-job Training: Importance, Types, And Methods
On-the-job Training: Importance, Types, And Methods
Measures of education and training
Short-term on-the-job training: 1 month or less; None; In some cases, assigning education and training categories can be straightforward. Some occupations, such as physicians and lawyers, are governed by federal and state laws and regulations that give clear guidelines, regarding the education or training required for a given occupation.
CalFresh Employment and Training (E&T)
CalFresh Employment and Training (E&T)
CalWORKs Welfare-to-Work Program
The Welfare-to-Work (WTW) Program is a comprehensive Employment and Training Program designed to promote self-sufficiency. CalWORKs recipients are assessed to determine the best course of action, whether it is immediate placement into a job, placement into an education or training program, or both. CalWORKs recipients who are not exempt must ...
CNA Training Program
Students must complete 100% of training hrs. in order to qualify for state exam. Must acquire CNA Liability Insurance before clinical portion. To meet government requirements, JobTrain must state: The student will not be charged any fees for costs of class or needed equipment. All costs are covered by JobTrain which for this class equates to ...
San Jose, CA
San Jose, CA
Recreation Programs Manager in Dania Beach, FL for City of Dania Beach
Associate's degree in Recreation, Leisure Services, Education, or a related field. Additional qualifying experience may be substituted on a year-for-year basis for the required college education. A Minimum of four (4) years of full-time professional experience in organized recreation work at a significant supervisory level.

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On-the-job training: building a program that works

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What is on-the-job training used for?

How OJT benefits employers

Increased job satisfaction

Higher employee retention

Cost-effective form of training

Tailored to the business and new employee

How OJT benefits employees

Training is paid

1. Orientation

2. Internship

3. Apprenticeship

4. Job rotation

5. Mentoring programs

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The Bottom Line

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On-the-job training

What is on-the-job training?

The importance of on the job training

1. Faster training with real experience

The digital learning ecosystem workbook

2. Faster adaptation to a new job

3. In most cases, it is easy to set up

4. Immediate contribution from trainees

5. Retain good employees

6. Attract the right people

7. Team building

8. Elementary knowledge management

9. Cost-effective

1. Identify potential trainers

2. Structure training process

3. Automate the learning process

Try Valamis

4. Allow trainees to practice their skills

5. Check-in during and after training

6. Get feedback and improve

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Choosing the Right Path

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