On the job learning vs. facilitated training: Which is needed in 2024?

It’s a question of street smarts vs book smarts. Which is more important? The debate continues regarding degrees, certifications and courses. In the fast-paced world of marketing, staying ahead requires a dynamic approach to learning. While facilitated training provides structured insights, on the job learning offers invaluable real-world experiences.

Let's dive in.

On-the-job learning (OTJL)

They say the fastest way to learn is by being thrown into the deep end. Right? As we all know, starting a new job can be daunting.

For many new starters, its completely normal to take a new role and new tasks one step at a time. You will get assigned a task and tackle it by asking around for help or by accumulating feedback. Having to complete tasks up to a certain standard with time constraints can be stressful, but invariably you learn quickly.
With on-the-job training, new employees learn exactly what their job entails and ask any questions that arise while shadowing coworkers. 

It’s informal learning and is something most people have experienced.
So let’s look at on the job training a bit more closely.

Benefits: 

• A fast hands-on experience: People learn quickly when they are thrown into the fray. OTJL tends to result in quick onboarding.

• An easy setup: OTJL is a simple process, usually only requiring a few people to be shadowed. For this reason, it can also be very cost-effective.

• Team building: OTJL typically involves mentorship from senior employees. Teaching a new employee can help bring the team together.

• Assurance: New starters can demonstrate their capability during their first few weeks on the job. This helps ensure the new hire is has potential (and the right attitude) and can fulfill their role.

Drawbacks:

• Improper training: Recent research from LMS Provider states that around 30-40% of employees feel they haven’t been properly trained to do their job. This may be the result of a lack of standard practice or guidance during the learning process.

• Turnover: People want personal development and they may leave their job if they aren’t getting enough support. This is more apparent in younger employees, with Harvard Business Review revealing 3 in 5 (60%) 16-24-year-olds admitted that they have left a job due to lack of training opportunities.

• Lack of or untrained mentors: Harvard Business Review shows 59% of managers who oversee one to two employees report having no training at all; 41% of managers who oversee three to five employees claim the same.

• Out of date: Harvard Business Review has also revealed that 1 in 3 employees say their work organisation’s ‘training’ is out-of-date.

What can be done?

Clearly, some best practice could be implemented by companies to improve their OTJL experiences for new starters.

• Train a mentor: Ensure proper training is provided to potential mentors so they feel more confident training a new starter. This also ensures they teach the new employee all the necessary aspects of their new role

• Make a plan: Structure a learning schedule and implement a training plan. On the job learning can be more efficient if structure is added to the new employees’ development

• Communication: Regular check-ins can ensure the new employee isn’t too overwhelmed with their tasks and is receiving proper support

• Resources: If the company has available training resources e.g. online modules, they should be put to good use. Companies should look into expanding their training resources and keeping them updated.

Facilitated training: What is it?

Facilitated training encompasses additional courses, certifications or training that an employee can pursue to improve their skills and knowledge aka, upskilling. Naturally, there are many benefits to focusing on ongoing personal development.

Benefits:

• Professional development: The Lorman Blog states 74% of surveyed employees feel they aren’t reaching their full potential at work due to lack of development opportunities. Facilitated learning can provide targeted training to address gaps.

• Flexible: Courses can be run online or on-site. Some courses only take 1 day to complete, while others run for months. There is freedom of choice!

• Costs: Many organisations have training budgets which cover the cost of relevant training for employees.

• Revision: Rusty? Brush up on your skills with a refresher course.

• Resume advancement: A shiny new certificate would look great on any resume and may help you negotiate a more senior role, a pay rise or navigate your next move.

Drawbacks

• Cost: Employees looking to upskill may be required to foot the bill. Some courses are cheaper than others, but most come at a cost.

• Time: Employees will need to take time out of their busy days to complete their courses in addition to their work.

Why is facilitated training so important?

The Australian Productivity Commission states that in 2024, 87% of people believe that they will need to supplement their official qualifications and OTJL with extra facilitated training.

Why?

Futurists predict that even highly skilled marketing professionals may face a major career makeover in coming years. Yes, the skills you've honed for years might not be enough to keep up with the ever-changing job market. Globalisation, regulation, and technology are causing this shift.

There are other reasons the job market is fluctuating:

• Decline in internal expertise: The baby boomers are retiring, leaving behind valuable knowledge and expertise. Consequently, significant gaps are being left in corporate capabilities

• Increased turnover among new generations: Younger employees are more inclined to explore new opportunities more often, causing higher turnover rates within organisations. Their departure not only disrupts the workforce but also leaves companies in search of replacements

• Shortened skill relevance: The world bank indicates that a massive 1.4 billion individuals will require reskilling in the next three years due to the rapid advancements in artificial intelligence. The swift pace of technological progress has shortened the lifespan of skills, rendering previous expertise obsolete quicker than ever.

The bottom line is that both on-the-job learning and facilitated learning are both important. On-the-job training gives you practical skills to get up and running quickly. It is tailored to your organisations systems and processes and is extremely relevant however, you're at the whim of your trainer. You are only learning as much as they know, and it may mean you never really understand your limitations. 

Facilitated training provides you with an opportunity to learn a skill or discipline from a subject matter expert (and often from other people attending the same learning). They generally stay up to date on the latest trends and technologies and can help you see things from a different perspective. So, they both have a role to play. The more important thing is that you keep learning.