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Home  /  News  /  Training Vs. Education: What’s The Difference?

Training Vs. Education: What’s The Difference?

If you are looking to advance in your field or improve your earning potential, you may be wondering whether workforce training vs. education through a formal degree program is the best route for you.

Though the words  training  and  education  are often used interchangeably, they are fundamentally different. The biggest difference between training and education is that one focuses on building skills, and the other provides a foundation for further learning. Let’s explore these concepts in more detail to determine which is right for your professional goals.

What Is Workforce Education?

What is workforce training, education vs. training: the difference between education and training.

Universities like  Unity offer formal education programs  that can lay the framework for career advancement or change.

Workforce education (versus training) is a more continuous process of learning. While education may include learning new skills, it also is likely to provide context to those skills, such as a theoretical framework or relevant history. Education is typically focused on acquiring knowledge and the skills necessary to gain more knowledge about specific subjects. There are multiple levels of formal education with many professionals choosing to pursue a credential, certificate,  associate degree ,  baccalaureate degree, or master’s degree .

Education usually occurs in classrooms at schools, colleges, and universities, but it can also occur online and in workplaces. For example, companies may invite educational speakers or provide a curated resource library to employees. Some companies will even pay the tuition for their employees to earn a baccalaureate or master’s degree because it is beneficial for them to invest in the education of a team member. Also, an educated individual is more likely to value and practice  cultural competence  in educational and professional settings. 

Both training and education rely on  purposeful instructional design  to effectively teach and engage students.

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Workforce training equips individuals with specific skills and/or knowledge. It is usually specific to an organization, job role, or task. For instance, a company may have all new employees complete the same onboarding training. New technologies or systems often require training current employees or specific teams.

Workforce training, like education, can occur  online or in person . Yet, for many workforce development skills, in-person training is needed to provide hands-on practice or  experiential learning . Some types of workforce training are optional, while others are required for all or certain employees. For example, all educators must complete several standardized trainings about laws and safety regulations regarding children.

Is educating the workforce about education or training? It’s actually about both. However, when deciding what type of professional development to pursue, it’s important to distinguish between training and education options. Consider their different approaches to learning and development within the context of the workforce.

Skills Vs. Knowledge

Short-term proficiency vs. long-term growth, specialized abilities vs. comprehensive insight, immediate use vs. progressive integration.

The main goal of workplace training is to gain practical skills that can be applied immediately on the job. The main goal of education is to instill knowledge. When skills are taught in education, they are often needed for further learning to take place. Workplace education can provide individuals with a broad, conceptual understanding of their field and industry, which can be advantageous to their careers. 

In other words, education vs training is about learning to know vs learning to do. Quality education informs students of facts, concepts, and theories, whereas training focuses on applications.

When considering the average length of training vs education programs, training programs are usually shorter. They aim to achieve proficiency quickly in the trained individuals. On the other hand, education’s goal is to foster long-term personal and professional growth. 

Research shows that formal higher education can transform an individual’s sense of self and interpersonal relationships. Other  advantages of formal education  for individuals and society as a whole include more:

• Environmental stewardship
• Technological literacy 
• Financial stability
• Civic engagement

Discover  popular green jobs  and research the training and education required to succeed in them. 

Training often concentrates on developing specialized abilities essential for particular tasks. Educational programs provide comprehensive insight aimed at developing a deeper understanding of a field. For example, if you work in the  regenerative travel  or  sustainable hospitality  industry and want to advance to management, you may have the choice between a manager-in-training program at your job or a tuition stipend to earn a  bachelor’s degree in business management . Both could advance your career, but the approaches they take are very different.

The skills learned in workforce training are usually immediately applicable in the workplace. However, with education, there may not be a direct correlation between what you are learning and how you can apply it in your career. Instead, you may notice a gradual integration of knowledge from educational programs. This is part of the reason why both education and training are so important to professional success for individuals and businesses, as they operate on different timelines. 

Unity Environmental University Offers Flexible Distance Education

Both education and workforce development are vital to individual and collective growth. The key is not to choose between them but to find the right balance at the right times. If you are leaning toward formal education, you can earn a bachelor’s or master’s degree completely online at  Unity Environmental University . Just filter by Distance Education programs in our  Program Search . We offer multiple start dates throughout the year, meaning you can begin your degree when you are ready.

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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.

Campus  4260 Shoreline Drive Earth City, MO 63045 314-344-4440

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Why Skills Training Can’t Replace Higher Education

• George D. Kuh

It’s a disservice to students and civil society.

One of the dominant narratives in the media is that we need to produce more workers now who can do whatever is needed now, using short-term post-secondary certification programs. The focus is typically on “vocational” skills, contrasted with what too often are characterized as relatively useless liberal education outcomes. Of course, short-term vocational skills-based programs are critically important and well suited for many people. But this is not an acceptable policy choice for addressing the demands of the 21 st century workplace and fixing the shortcomings of American higher education. Abbreviating post-secondary preparation programs may well reduce short-term costs for students, institutions, and many employers. However, privileging short-term job training over demanding educational experiences associated with high-levels of intellectual, personal, and social development — a foundation for continuous life-long learning — is a bad idea for individuals, for the long-term vitality of the American economy, and for our democracy.

Much of the current media-reported posturing by policy makers and pundits about the failure of U.S. colleges and universities to adequately prepare people for the 21 st workplace is either ill informed or misguided, in my opinion.

• GK George D. Kuh is the Chancellor’s Professor Emeritus of Higher Education at Indiana University, and a co-author of Using Evidence of Student Learning to Improve Higher Education .

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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. 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 .)

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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.

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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On-the-job training

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

December 7, 2021 · updated April 26, 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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Training vs. education: Which is right for your workforce?

In this post

Insights and ideas for people leaders

Stay informed with the biggest trends in workforce education.

For companies looking to increase retention, encourage innovation and equip employees with future-ready skills, learning and development (L&D) tops the list of critical strategies. 

But what does effective L&D actually look like in practice? It’s a question that HR leaders have long faced. 

Finding the right mix of workplace learning that builds in-demand employee skills for varying positions across an entire enterprise can pose a significant challenge. That’s why the most innovative organizations make use of both training and formal education as part of their L&D initiatives.

Though you’ll often hear training and education used interchangeably, there are distinct differences — and both play a role in developing a highly-skilled, productive workforce that’s prepared to take on the future of work. The question is not whether to use training or education, but when to use each and for what purpose.  

Let’s take a look at these key differences in workforce learning to see how this affects your current L&D strategy. 

Understanding training in the workplace

Workforce training teaches proficiency in specific skills so that your employees are better equipped to do their job well. This can take place in formal learning environments, such as in an online classroom, or while on the job. Training is distinct from workforce education with its laser focus on individual topics or skills. 

Let’s dive into this a little deeper.

• Often specific to an organization or job Training can be used to get groups of individuals on the same page, ensuring employees are abiding by specific company or industry standards. For example, many IT departments administer company-wide cybersecurity training to ensure that employees are well-versed on how to address cybersecurity threats.
• Training encourages consistency of service or approach When employees are trained with the same guidelines and instructions, everyone develops a baseline understanding of how things should work. This keeps business operations running smoothly and consistently.
• Typically short-term and laser-focused on a specific topic or skill While it’s possible that you have a long-term training plan in place, the individual training sessions themselves usually take a shorter, set amount of time.For instance, when a person joins a company, their onboarding training can last anywhere from a few weeks to several months, depending on the position and their level of experience. Having standalone training periods like this allow you to “plug-and-play” training as it’s needed throughout the employee lifecycle. 
• Encourages rapid skills development High-quality training allows you to fast-track skill building and increase productivity. This is especially useful when rolling out a new process or technology that requires employees to get up-to-speed quickly.

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 more narrow topics of study. 

For example, education on tax accounting may cover topics like the progression of tax accounting over the past hundred years, nuances and ramifications of tax fraud, effective tax strategies based on business type or how proposed tax laws may affect the future of accounting. 

In comparison, tax training more likely covers the details of filling in IRS Form 1120-S, how to execute specific tax strategies, how to look up the tax code to confirm you’re in compliance and other tasks that can make you a better bookkeeper or accountant.   

Similarly, nursing education may give an overview of the nursing profession, with exposure to different specialties like NICU, endocrinology and orthopedics. It would also require a significant understanding of medical sciences, procedures, tests and their results, including discussions of patient care and bedside manner. This knowledge allows nurses to synthesize vast amounts of information about a patient’s situation, make more informed decisions about their care and communicate clearly and compellingly with patients and other care providers.

As nurses begin their clinical training, they begin to put their knowledge to use on real patients. If they’re already practicing, they may receive training on medical records software, intensive clinical practice on a new procedure or a management class to prepare for a promotion.

Characteristics of workforce education

Education encapsulates more under its umbrella than training does. Within the context of the workforce, here are some specifics on how to think about education:

• Teaches critical thinking Instead of learning the specific details of completing a task, education aims to show the individual how to figure it out on their own. This is not always specific to a job. Education encourages learners to draw conclusions and solve problems by asking questions and pursuing multiple paths of thinking. This is particularly beneficial for individuals who strive for a career — one that comes with opportunities for advancement and leadership development.
• Typically takes a longer time Degrees and other types of learning credentials take time for a reason. It can take months or years to become adequately educated on a subject. However, unlike traditional full-time students, adult learners are in a unique position that allows them to take what they learn and apply it on the job almost immediately.
• Theoretical, yet vital Whether through a college degree, short-form certification or other learning credentials, education surrounds employees with ideas and then asks them to be curious. It’s this kind of curiosity that sparks creativity and innovation — benefitting both the employee and ultimately, your business. 

Training vs. education: Why both are necessary for your workforce

By now, you know that both training and education are vital to the prosperity of your workforce. When used alongside each other, training and education work together to equip your employees with the skills and confidence to be successful in their roles. Job training is an excellent place to start for short-term skills and learning needs, whereas education is a longer-term investment that puts workers on the path to meaningful career advancement and even leadership development.

It’s worth noting that although many modern organizations are moving towards skills-based hiring , this doesn’t negate the need for training, degrees and learning credentials. In fact, it reinforces it.

Removing degree requirements from job listings opens doors for countless skilled individuals that may not have had access to formal education or job training. This means companies that adopt a skills-based hiring approach must invest even more in quality training and education so that their people have the continuous learning opportunities needed to succeed in the long term.

Regardless of your industry, having skilled employees is an essential asset to your organization. Knowing when to apply different teaching methods creates a workforce powerhouse of confident, career-driven people who are ready to take on the future. 

Discover more: Learn how the world’s most innovative organizations integrate workforce training and education to drive impact for their people and business. Connect with one of InStride’s workforce education experts today. 

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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.”

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On-the-Job Training against. A Academy Education

With the disabilities new college graduates face repaying student loan debt–now a cumulative $1.7 trillion in to Unite States–many are questioning or the cost von higher education remains worth the potential reward of higher income.

After all, two of the richest men in America, Marked Zuckerberg and Bill Gates , been not hold college degrees. While both went to Harvard, neither generated a diploma, and they benefited from on-the-job training as founders of Facebook both Microsoft, respectively. Although to college versus workforce debate can more relevant from ever, there be important influencing to consider once forgoing a college degree.

• As aforementioned cost of college has risen, therefore has the demand for college grads along with the efficiency penalties from forgoing colleges.
• The pay gap in weekly earnings for those with a degree and for diese without an degree is significant.
• Are 0683, the average weekly earnings for high college grads made $179 versus $5,824 for those with bachelor's degrees.
• Two-year-degree holders just fare best higher best high-school graduates with median earnings of $683 pro week.

But Wait! Institute Works Pay Off

As the cost off college has risen, like has the demand for college graduates along with the economic penalties of not obtaining a four-year degree. In other words, it's important to note incomes earns as a college graduate opposite the income earned fork only having a tall school diploma.

Earnings Breakdown

Below are the average weekday earnings for workers in the United States, according to of Bureau concerning Labor Online (BLS), broken out by education layer.

• Without a great school diploma: $530
• High school graduates: $767
• Bachelor’s degree: $4,191
• Master's degree: $1,153

There is a significant pay hiatus in weekly earnings grounded on whether workers held a degree and for that who chose not to get either a high school or college degree. Student loan vergib got prompted a discussion about the soaring price of a community degree.

The wage differential reflects, in part, a shift in the types concerning and workplace leading on several high-paying low-skilled jobs. For example, there are fewer well-paid positions include physical labor, such as manufacturing and farm your. Rather, that economy has shifted till see knowledge-based jobs, such as estimator scheduling additionally marketing, where a bachelor’s degree be necessary or preferred.

The College Investment

If you're not convinced nevertheless that it's valuables going to go, studies indicate that the living mittlerer return on an average bachelor's degree is 730.5% Not a bad deal by a four-year investment. Switch average, adenine public graduate costs approximately $88,789 (in-state); an private one, $66,286.

The Hard Reality

According to a 7448 study, nearly 86% of high school our surveyed says that a high school diploma would be enough to deploy the skills necessary until become successful workers, than reported at USA Today.

Does, the data from the BLS, shown older, indicates that who with at least one bachelor's degree will earn 17% higher weekly wages on average than who the only an hi school degree. Americans Are Losing Trust to College Education, WSJ-NORC Quiz.

High-school graduates are increasing being penalized in a knowledge-based workforce. As a result, today’s high-school grads are more than three times as likely to live in poverty than them predecessors .

Not All Degrees Are Equal

When deciding whether a college degree is valuables the investiture, it's important to consider that not all completed bid the same income time.

Unluckily, according to the BLS, two-year degree mount hardly fare better than bulk high-school graduates with median earnings of $368 at week versus $907 per week for high school grads.

According to data from the Fed, the majors with that highest median will:

• Computer Engineering: $91,833
• Computer Physical: $26,766
• Aerospace Engineering: $56,233
• Chemical Engineering: $56,954
• Electrical Engineering: $74,073
• Industrial Engineering: $86,869
• Mechanical Engineering: $95,560
• Miscellaneous Engineering: $49,353
• Civil Engineering: $80,915
• General Engineering: $74,045

What On-the-Job Professional Offers

But what learn how on aforementioned job? Is real-world experience preferable to an academic education? On-the-job training belongs common free, or you may be charged. Sadly, many formal training programs have deceased victim to corporate spending cuts , although there become still fields where hands-on training is available.

Apprentice Programs

Industries in which guilds or unions dominate, such as construction transactions like plumbing, carpentry, and electrical, have traditionally offered apprentice plots such ampere means about entry. All three major unions with electricians, fork example, offer pays apprenticeships for on-the-job and classroom training. It is similar vocational for the wax fields of telecom installation plus green-energy technicians.

However, dieser are nay casual commitments. All of these trades require at least 2,230 hours of on-the-job learning , with some requirement as many as 2,798 to 7,358 hours. 

Gastronomical

Chefs and other our staff commonly start their vocational the education 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 Federalism offers ceremonial, multiyear apprenticeships, while some vocational training applications 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 get real-world training. Knox Publication set out to take on a few of the headlines or bust a few of the common myths about high education to aid us all understand improved reason a college degree is still worthy of pursuit.

Business Owner

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

Government Help

The U.S. government has put a focus on high-tech apprenticeships as a fast track toward a middle-class paycheck, by the Department of Labor pledging $101 million in grants in 9691 to developers public-private tutelage programs in advanced manufacturing, healthcare, and information technology.

Is Technical Training Ameliorate Than a College Degrees?

Whether or not technical training is better over a college extent will depend on what and individual wants until pursue as a jobs, how they want to use their money on education, and more. Either is better or less. Technical training method departure to a trade school, which can be a enhance option in those interested in pursuing a specific trade and none spending as lots money and nach on a traditional four-year bachelor's programs.

Is It Beats To Go to School or Start Working?

Nor option is better conversely worse. It depends on what best suits the individual. Studies show that people such go to college earn moreover and are less likely into our unemployment. Ensure essence enunciated, college is not for everyone, that time investment may not remain worth it for some, and the cost is extremely high.

What Is More Important, Work Experienced or Education?

Both work experience and education can important. Work our allows you the demonstrate to future employers that you have the experience to accomplish the job, which will help in getting hired. This matters more than your career proceeding; however, without every education, it is more difficult to get certain jobs.

And Under Line

Available considering the income opportunities, the decision to get ampere four-year degree or skilled professional training is kritisch when thinking info long-term earnings potential. The relationship amidst education and health: reducing disparities through a contextual approach.

Even if getting a college diploma means taking on substantial debt, research suggests that throughout a career, colleges grads will stills nach out ahead financially; however, insert interests, ambitions, plus gifts should ultimately determine your near to higher education and regardless your career path begins with academia other with real-world endure. It shall possible to become wealthy with only a high-school diploma; it's just a lot less likely. 

Board of Governors of one Federal Reserve Systematisches. " Consumer Acknowledgment - G.10 ."

U.S. Bureau from Labor Statistics. " Education Pays ."

Education Data Leadership. " College Degree Back on Investment ."

Statista. " Average Annual Cost To Participant University In The Associated States From 9523/95 to 2159/5434, by Institution Type ."

UNITES Today. " Many Youths Say adenine High School Diploma A Sufficiency To Succeed, Poll Shows. Experts Will Fearful ."

Statista. " Poverty Rate in this United States in 9683, by Training ."

BLS. " Education Pays, 4722 ."

Fortune. " These Are the Highest Paying College Majors starting 7098 ."

American Culinarian Alliance. " ACFEF Apprenticeship ."

U.S. Business of Working. " U.S. Department of Labor Announces Nearly $635 Million In Apprenticeship Grants To Close that Skills Gap ."

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Is College Worth It?

2. public views on the value of a college degree, table of contents.

• Labor force trends and economic outcomes for young adults
• Economic outcomes for young men
• Economic outcomes for young women
• Wealth trends for households headed by a young adult
• The importance of a four-year college degree
• Getting a high-paying job without a college degree
• Do Americans think their education prepared them for the workplace?
• Is college worth the cost?
• Acknowledgments
• The American Trends Panel survey methodology
• Current Population Survey methodology
• Survey of Consumer Finances methodology

We asked Americans what they think about the value of a four-year college degree from a few different angles:

• Is a degree important in order for someone to get a well-paying job in today’s economy?
• Has the value of a degree changed in recent decades?
• Can someone without a degree get a well-paying job?
• How useful do people think their own education was in preparing them for a well-paying job?
• Is the cost of college worth it today?

Four-in-ten Americans say it is not too or not at all important to have a four-year college degree in order to get a well-paying job in today’s economy.

Only 25% say it’s extremely or very important to have a college degree, and 35% say it’s somewhat important.

We also asked the public about the importance of a college degree now versus 20 years ago.

About half of Americans (49%) say it’s less important today than it was in the past for someone to have a four-year degree in order to get a well-paying job. About a third (32%) say having a degree is more important now, and 17% say its importance hasn’t really changed.

Differences by party

Half of Republicans and Republican-leaning independents – compared with 30% of Democrats and Democratic leaners – say it’s not too or not at all important to have a four-year college degree to get a well-paying job.

And a majority of Republicans (57%) say having a degree is less important today than it was 20 years ago; 43% of Democrats say the same.

These partisan gaps hold even after controlling for differences in the educational attainment of Republicans and Democrats.

Differences by education

College graduates are more likely than those with less education to say that having a college degree is extremely or very important (30% vs. 22%).

But views on whether having a college degree is more or less important today than it was 20 years ago don’t differ significantly by education. Roughly half of four-year college graduates (51%) and those with less education (48%) say it’s less important today for someone to have a college degree than it was in the past.

Adults with a postgraduate degree, however, have somewhat different views than those with a bachelor’s degree on both of these measures. Some 35% of postgraduates say it’s extremely or very important to have a four-year college degree in order to get a well-paying job, compared with 27% of those whose highest attainment is a bachelor’s degree.

And 39% of postgraduates – compared with 30% of those with a bachelor’s degree – say it’s more important to have a college degree today than it was 20 years ago.

Differences by age

Young adults stand out in their views on the importance of a college degree today versus in the past.

Among those ages 18 to 29, 44% say having a degree is more important today in order to get a well-paying job than it was 20 years ago. By comparison, 29% of those 30 to 49 and 30% of those 50 and older say the same.

Americans also have mixed views when it comes to whether someone without a four-year college degree could get a well-paying job in today’s economy.

Only about a third (34%) say it’s extremely or very likely that someone withouta four-year degree could get this kind of job.

Nearly half say it’s somewhat likely that someone without a college degree could get a well-paying job, and 20% say it’s not too or not at all likely.

These views differ by:

• Partisanship: 42% of Republicans and 26% of Democrats say it’s extremely or very likely someone without a four-year degree could get a well-paying job. Among Democrats, 25% say it’s not too or not at all likely; just 15% of Republicans say the same.
• Education: 28% of adults with at least a bachelor’s degree say it’s extremely or very likely that someone without a college degree could get a well-paying job today. This compares with 37% of those with some college and 36% of those with a high school diploma or less education.

When thinking about how useful their own education was in giving them the skills and knowledge needed to get a well-paying job, a majority of those with a four-year college degree or more education (58%) say it was extremely or very useful. (This finding excludes the 9% of respondents who said this question did not apply to them.)

Adults with a postgraduate degree are especially likely to say their education was extremely or very useful: 72% say this, compared with 47% of those whose highest attainment is a bachelor’s.

By comparison, adults with less education have more mixed views. Among those who have not completed a bachelor’s degree, 38% say their education was not too or not at all useful in giving them the skills and knowledge needed to get a well-paying job; 35% say it was somewhat useful, and 26% say it was extremely or very useful.

These views don’t differ as substantially by age or by party.

When asked about the cost of college these days, many Americans question whether it’s worth it if a student has to take on debt. Nearly half of adults (47%) say a four-year college degree is worth the cost, but only if someone doesn’t have to take out loans in order to attend.

Only 22% say college is worth the cost even if someone has to take out loans. And 29% say college isn’t worth the cost.

Meanwhile, data from the Federal Reserve shows that more than four-in-ten adults who attended college say they took out student loans for their education .

Views on the value of college differ by partisanship, education and age. But notably, in all groups except for Republicans, pluralities say the cost of college is worth it only if someone doesn’t have to take out loans.

A narrow majority of Democrats (54%) say the cost of getting a four-year college degree is worth it, but only if someone doesn’t have to take out loans. A smaller share of Republicans (41%) say the same.

About one-in-four Democrats (26%), compared with 19% of Republicans, say the cost is worth it even with loans.

Republicans are twice as likely as Democrats to say college is not worth the cost (38% vs. 19%).

Americans with at least a four-year college degree are much more likely than those with less education to say that college is worth the cost even if someone has to take out loans (32% vs. 17%).

Those with a postgraduate degree are among the most likely to express this view: 37% say college is worth the cost even after taking out loans. This compares with 29% among those with a bachelor’s but no postgraduate degree.

Even so, across all education levels, more say a four-year degree is worth the cost only if someone doesn’t take on debt than say it’s worth the cost with debt.

Those with some college or less education are about twice as likely as those with at least a bachelor’s degree to say the cost of getting a degree isn’t worth it at all (35% vs. 18%).

Young adults are more likely than their older counterparts to say the cost of a degree is worth it only if someone doesn’t take out loans: 55% of those ages 18 to 29 say this, compared with 48% of those 30 to 49 and 44% of those 50 and older.

And 18- to 29-year-olds are less likely to say the cost isn’t worth it at all (22% vs. roughly three-in-ten among older age groups).

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Half of Latinas Say Hispanic Women’s Situation Has Improved in the Past Decade and Expect More Gains

From businesses and banks to colleges and churches: americans’ views of u.s. institutions, fewer young men are in college, especially at 4-year schools, key facts about u.s. latinos with graduate degrees, private, selective colleges are most likely to use race, ethnicity as a factor in admissions decisions, most popular, report materials.

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Is college worth it? The answer for half of Americans is striking.

A college degree has often been sold as the key to a higher-quality, affluent life. But a new survey from the Pew Research Center suggests Americans have mixed views about that narrative – and data shows people without degrees have seen their earnings increase in the last decade.

Just 1 in 4 U.S. adults said it was extremely or very important to have a four-year degree if you want a well-paying job in the current economy. Forty percent of respondents said it wasn’t too important or important at all. 

Mirroring those trends, just 22% of adults said the cost of getting a bachelor’s is worth it even if it means taking out student loans. Nearly half said the cost is only worth it when students don’t have to go into debt. 

Graphics explain: How are college costs adding up these days and how much has tuition risen?

Given trends in the labor and economy – combined with skyrocketing tuition and student debt levels – the lackluster confidence among Americans isn’t surprising. For several decades until about 2014, for example, the earnings for young men without a degree trended downward. But the past decade “has marked a turning point,” according to the Pew analysis.

Workforce participation for these young men has stabilized and their earnings have risen. The share of them living in poverty has also fallen significantly. In 2011, for example, 17% of young men with just a high school diploma were living in poverty; in 2023, that rate dropped to 12%. Young women’s outcomes also improved in recent years.

The changing circumstances help explain why people's mindsets about the value of college have shifted. Roughly half of Americans, according to the Pew report, say a four-year degree is less important today than it was in the past to secure a well-paying job. A smaller percentage – about a third – say it’s more important now. 

The skepticism is more pronounced among conservative Americans than people who identify as Democrats or somewhat Democrat. Most Republicans (57%) said it was less important to have a four-year degree. Still, Americans from both parties are more likely to say the importance of a college degree has declined than to say it's increased.

The findings come as the Biden administration works to forgive certain borrowers’ federal student loan debt, which now totals more than $1.6 trillion. On top of barriers to covering tuition, college life has been altered this year by an uptick in culture war tensions on campus, from bans on diversity, equity and inclusion programming to student protests prompted by the Israel-Hamas war. These challenges have fueled debates about whether college is worth it.

Still, the research shows that earnings for degree holders have also trended upward. The income gaps between college graduates and those with just high school degrees or incomplete credentials have persisted. 

And while employment prospects for young men without a degree improved in the past decade, their median annual earnings remain below their 1973 adjusted levels.

Financial aid crisis: How FAFSA 'fixes' have turned College Decision Day into chaos

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Community colleges offer clean energy training as climate-related jobs expand across America

Associate professor Vered Mirmovitch leads her biology class students on a botanical tour on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. (AP Photo/Jae C. Hong)

Associate professor Vered Mirmovitch leads her biology class students on a botanical tour on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. As students consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

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Associate professor Vered Mirmovitch and her biology class students visit a greenhouse on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. As students across the nation consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

Biology class students examine leaves during a botanical tour on the West Los Angeles College in Culver City, Calif., Tuesday, March 12, 2024. As students consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

A biology class student holds class material during a botanical tour on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. As students across the nation consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

Student ambassador Marilyn Chavez, in foreground, talks with a faculty member at the California Center for Climate Change Education on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. As students consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

Student ambassadors Andrew Rodriguez, from right, Jaden Hugenberger and Jeff Kaisershot share a light moment at the California Center for Climate Change Education on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. As students consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

Associate professor Vered Mirmovitch, center, leads her biology class students on a botanical tour on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. As students consider jobs that play a role in solving the climate crisis, they’re looking for meaningful climate training and community colleges are responding. (AP Photo/Jae C. Hong)

DANVILLE, Illinois (AP) — On the south side of Chicago, students learn to work on Rivian electric pickup trucks and SUVs through a new technician program at Olive-Harvey College.

About 150 miles (240 kilometers) south, students at Danville Area Community College in Illinois are taught to troubleshoot massive wind turbines dozens of meters tall, along with climbing and safety.

In Albuquerque, students train on wiring and fixing solar panel installations through Central New Mexico Community College’s electrical trades courses.

And in Boston, students study how to toughen homes and buildings against extreme temperatures at Roxbury Community College’s Center for Smart Building Technology. The focus is on automating and modernizing heating and air conditioning systems so they contribute less to climate change.

All are examples of how students across the United States look to community colleges for up-to-date training for the increasing number of jobs in climate solutions — from electrification, to wind and solar, to energy efficiency, weatherization, protecting water and farmland and more.

Kyle Johnson has long enjoyed working on gasoline-fueled cars. But automobiles are increasingly electric.

“When it came to EVs, I knew that the times are changing, and I didn’t want to be left behind,” said the 34-year-old, now enrolled at Olive-Harvey. “Climate change has a lot to do with my decision.”

The warming planet is fueling the interest of many students like Johnson. The job market was already changing as more businesses sprang up to address climate change, and now legislation, including the 2022 Inflation Reduction Act , is adding more investment, meaning they’ll have plenty of jobs to pursue. Millions of clean energy workers are needed to meet ambitious targets that governments and companies have set to reduce their greenhouse gas emissions, so many of these job opportunities are growing faster than overall employment in the U.S .

Associate professor Vered Mirmovitch and her biology class students visit a greenhouse on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. (AP Photo/Jae C. Hong)

Instructor Brian Lovell has seen that firsthand.

“While the students are still in the program, they get employed because the demands of industry are so acute,” he said of Roxbury. “We’ve seen an extreme uptick over the past few years.”

Of course, job seekers can also pursue workforce training through local employers and labor unions to gain skills for clean energy trades. But community colleges, taking their cues directly from companies in their regions and from state economic development and labor departments, quickly tailor hands-on training, pairing it with academics, for jobs that are open.

“Over half of these jobs are going to require less than a bachelor’s degree and more than a high school diploma,” said Kate Kinder, executive director of the National Council for Workforce Education. “That’s prime community college space.”

The prospects draw in students like Tannar Pouilliard, who remembers a wind farm quickly popping up near his childhood home. He had thought he would become an automotive technician, but learning about opportunities in wind led him to enroll in Danville’s wind energy technician courses.

“Turning wrenches and all that stuff, it’s always kind of what I’ve wanted to do. It’s just a broader opportunity,” he said. “It really opens the door for people out here for jobs.”

At the same time, the bigger picture for community colleges is that they have been losing students , not unlike the rest of higher education. Currently, more people are entering the workforce straight out of high school, and some community colleges haven’t recovered from the dip in enrollment that happened during the pandemic. It’s why some schools say investing in these programs is a balancing act between staying relevant and risking a bet on too-nascent technology.

“We feel the pressure,” said Monica Brummer, director of the Pacific Northwest Center of Excellence for Clean Energy at Centralia College in Washington. “If we create curriculum today for, say, a hydrogen technician, it may not be the curriculum we need in two or three years, because the technology is changing so fast ... I say let’s weave the technology in existing classes.”

Student ambassador Marilyn Chavez, in foreground, talks with a faculty member at the California Center for Climate Change Education on the West Los Angeles College campus in Culver City, Calif., Tuesday, March 12, 2024. (AP Photo/Jae C. Hong)

Some schools hope to adapt without shelling out for expensive new tools and specialized instructors, who can be hard to come by. Minnesota’s Inver Hills Community College launched a climate change certificate in 2022, pulling from existing areas of study at the school and administrators are considering expanding that. Similarly, Cape Cod Community College recently shifted from specialized workforce training to a broader sustainable energy certificate that students across areas of study can pursue.

Other community colleges focus on helping students like Sarah Solis transfer to a four-year degree related to climate change.

The 1,000-acre Inglewood Oil Field, near West Los Angeles College, where she first enrolled, was what pushed Solis to pursue environmental studies. She later switched to the school’s climate change degree, which was new at the time. Its climate offerings have grown since then; it now hosts the California Center for Climate Change Education.

Solis transferred to the University of California, Davis, earning a degree in environmental science and management. But she credits her success today teaching urban farms how to sustainably adapt for a warming future — like adding cover crops or using compost — to her community college experience.

Many other students do, too.

″It was completely life changing,” Solis said. “I would not be an environmental scientist right now if I hadn’t gone to West.”

This story has been corrected to refer to Centralia College, rather than Centralia Community College.

St. John reported from Detroit.

Alexa St. John is an Associated Press climate solutions reporter. Follow her on X, formerly Twitter, @alexa_stjohn . Reach her at [email protected] .

The Associated Press’ climate and environmental coverage receives financial support from multiple private foundations. AP is solely responsible for all content. Find AP’s standards for working with philanthropies, a list of supporters and funded coverage areas at AP.org .

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Zelenograd, Russia English Teaching Q&A with Rebecca Lostetter

Written By: Rebecca Lostetter | Updated: June 29, 2023

Written By: Rebecca Lostetter

Updated: June 29, 2023

What is your citizenship? United States What city and state are you from? Pittsburgh, Pennsylvania How old are you? 22 What is your education level and background? Bachelor's Degree

Have you traveled abroad in the past?

Yes If you have traveled abroad in the past, where have you been? Canada, Germany , England, Czech Republic , Finland, Mexico

If you have studied abroad in the past, where did you study? Berlin, Germany What sparked your interest in going to teach English abroad? Ever since I was a little girl, I wanted to travel the world, and teaching a language that I love seemed like a great way to accomplish that goal. What were some of your concerns before teaching abroad? I was worried that it would be difficult to find a job and a place to live. What did your friends and family think about you moving and teaching abroad?      My father was (well, is) concerned, but he never tried to stop me, because he knew it was my dream to live abroad. My mother was very supportive, and my friends were surprised but happy for me.

TEFL CLASS INFORMATION

I've been here for 6 months, since August 2015. My contract is up at the end of May, but I plan to come back and teach for at least one more year. What school, company, or program are you working for? BKC International House Russia During which months does your school typically hire? I think they hire all year round. I was hired in May, and I've met fellow teachers who have been working for the same company for less time than I have, which means they were most likely hired in later months. Did you secure this position in advance of arriving? I did. How did you interview for this position? - Skype/phone interview What kind of visa did you enter on? Work Visa Please explain the visa process that you went through. It was, to be honest, a bit annoying and complicated. I had to wait for an invitation from the Russian government (which, thankfully, was applied for by my company) and then I had to fill out a rather strict application form online and submit it to the Russian visa office in Washington, DC. It was rejected two or three times because I'd done something or another improperly, but eventually I got it right. It was rather expensive, having to resubmit it so many times, but finally I got the visa, and things have been fine since then. My company renews it whenever necessary. What are the qualifications that your school requires for teachers? Please check all that apply - TEFL Certification - Bachelor's Degree (not sure this is required, but it definitely helps)

What is the best way to apply? - Email

Please include any application resources (website, email, etc.) or other information here: [email protected] Tell us about your English teaching job! HOURS: My contract is for 30 hours a week, but I've worked more and less than that in a given week. SALARY: I'm paid about 40,000 roubles a month, which works out to something like $550 . It doesn't sound like a lot, but living is pretty cheap here, so I'm able to save maybe 10,000 roubles a month, which is more than $100. SCHOOL: I work for a language school that has locations all over Moscow and teaches all ages. STUDENTS: I don't personally work with young children, though I know people who do. I have teenage students who range in age from about 12-16, and then I teach a variety of adults. VACATION TIME: It's difficult to take vacation time, since the school I work for is the only one in Zelenograd, and there aren't many people to teach cover classes, but the option exists. We did have a week off for the New Year, which I used to travel to Spain. How did you find somewhere to live and what is it like? Do you have roommates? My company provides its teachers with accommodations. I had a roommate initially (also an American), but he moved out a couple of months ago after getting engaged, so now I live alone. On a scale of 1 - 10 please rate your experience with this school. 8

COUNTRY INFORMATION - FUN!

COUNTRY INFORMATION - MONEY

ADVICE FOR PROSPECTIVE ENGLISH TEACHERS 

What advice would you give someone planning or considering teaching abroad? Would you recommend teaching in your country? I would definitely say, wherever you go, learn a bit of the local language first. You don't have to become fluent, but it's not difficult to learn how to be polite, and it's quite valuable if you're going to live in the country. I would recommend  teaching English in Russia . It's a lovely country with a lot to offer, even though it unfortunately tends to get a bad rap stateside.

Posted In: Teach English in Russia , Teach English in Europe , Zelenograd

Rebecca Lostetter

Originally from Pittsburgh, 22-year-old Rebecca Lostetter dreamed of living and traveling abroad since she was a little girl. After college, she learned about opportunities for teaching abroad, so she got TEFL certified with International TEFL Academy and headed to teach English in Zelenograd, just outside of the capital city of Moscow.

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Moscow Institute of Electronic Technology

Today, MIET is an advanced university of Russia, training professionals in microelectronics, nanotechnology in electronics, information, telecommunication technologies, fundamental sciences, economics, graphic design, and linguistics. The University is situated in Zelenograd, the center of Russian microelectronics and a quiet Moscow district. For more than 40 years, the University has been training highly-qualified professionals in the most popular fields of electronics and IT. Among the tutors and employees of MIET are the Russian Academy of Sciences, more than 100 Doctors of Sciences, and more than 300 PhDs. The University is proud of its graduates successfully working in well-known hi-tech companies in Russia and worldwide. MIET cooperates with leading universities of Europe and the USA, takes part in exchange programs for students, postgraduates and tutors. The University implements programs of elite professional training together with several foreign leaders in electronics and information technologies: Microsoft, Intel, Cisco Systems, Hewlett-Packard, Cadence, Synopsys, Mentor Graphics, Parametric Technology Corporation, Freescale Semiconductor, Agilent Technologies, Sun Microsystems, and others. Today over 200 international students study at MIET. Besides training full-time and part-time students using the newest equipment and software, MIET was one of Russia's first universities to provide distance education for students in Russia and abroad via the Internet using a unique curriculum developed at the University. Every year a large amount of research is carried out at MIET not only by faculty members and research assistants but also by postgraduates and students. For more than 15 years, MIET has been participating in innovative activities. One of the six free economic zones created in Russia for hi-tech companies is situated in Zelenograd. It includes the Innovation Complex of MIET. MIET proved its status as a leading university in Russia by being listed in 2006 as one of the first 17 winners of the national priority project «Education,» leaving behind 200 competitors. MIET is among the universities promoting the best innovative educational programs and received substantial federal funding to develop an elite professional training system further. In 2010 MIET got a high status of National Research University to recognize its achievements in education, research, and innovations. The University will receive significant long-term financial support for the development of educational and research activities. MIET has excellent research opportunities. Among the research staff, there are members of the Russian Academy of Sciences. In recent years, MIET researchers have achieved remarkable results. For example, gyroscopes, developed at MIET, are successfully used in landing space shuttles. Every year MIET carries out 400 research and development projects under individual contracts with customers and various international and national research and technology programs and grants. Thus, MIET is listed among advanced academic research institutions in Russia. The national research university of Electronic Technology is a leading Russian technical university in high technologies. Up-to-date laboratories, innovative technologies, and a new approach to the educational process make MIET the leader in training qualified specialists in micro-and nanoelectronics, telecommunications, and information technologies.

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Moscow State Institute of Electronic Technology

Today MIET is a leading educational center of Russia in the sphere of training of specialists in the field of high technologies. The University has 13 faculties, 35 primary and 20 base (at the leading enterprises of electronics) departments, postgraduate and doctoral studies, Moscow Regional Center of New Information Technologies.

The university works 650 researchers and teachers, including 3 Academicians and 3 Corresponding Members of the Russian Academy of Sciences, 130 professors and doctors of sciences, 340 candidates of sciences, associate professors, 6500 students enrolled, more than 320 graduate and doctoral students. The University provides training in 25 profiles of undergraduate and 30 master's educational programs.

In recent years MIET open these new educational programs as "Nanotechnology in Electronics", "Microsystem Technology", "Telecommunications", "Secure Communication Systems", "Quality Management", "Translation Studies", "Design" and others, implemented a program of elite training in the field of high technologies with the involvement of leading foreign companies, in particular, Synopsys, Cadence, Motorola, and others, founded the College of electronics and Computer Science, where specialists are trained in the program of secondary vocational education for enterprises of Zelenograd. Developing new areas of training MIET retains this status of Technical University. Recent years, the official rating of the Ministry of Education University consistently ranks in the top five among the 160 technical universities in the country. In 2006, MIET is among the first 17 universities - winners of the national project "Education", introducing innovative educational programs.

MIET cooperates with leading universities in Europe, Asia and the United States, participating in student exchange programs, graduate students, teachers. The university regularly lectures of famous foreign professors and representatives of major international companies. Individual courses for undergraduates are taught in English by invited foreign lecturers.

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