Proper onboarding, or induction, is an example of Workplace Learning. 

• Prepare your new hire’s work area and get any necessary equipment ready before he/she starts work.
• Make time to properly welcome the new hire, and introduce to his/her immediate team & colleagues.
• Provide your new hire with a basic orientation & training plan.
• Properly introduce the company (vision, mission etc.) and his/her job responsibilities.
• Properly communicate goals, any necessary training and milestones for check-in

A digital onboarding guide can be useful to convey key information to your new hire before he/she starts work. Your 1st-day onboarding session can then be spent more efficiently.

Workplace demonstration is a useful method of learning – used in industries from Food Services, to Construction, to Logistics, to Office work.

• Gather trainees and position everyone so they can see the demonstrator clearly.
• Demonstrate once at normal pace, to show the complete process.
• Repeat the demonstration. This time, slow down and explain each step of the process.
• Ask questions to trainees on the process, and reasons for doing each step.
• One more time – demonstrate 1-3 steps of the process.
• Ask learner to try these 1-3 steps, and provide feedback along the way.

Demonstrations are great for visual learners, who learn best by watching an expert perform the task.

Kinesthetic learners also benefit because they are able to use their hands, to follow what the instructor has just demonstrated and put the task to practice..

In summary, Workplace Demonstrations are excellent for procedure-based training, and can be supplemented with a digital guide.

Job Shadowing is a form of on-the-job training (“OJT”) through observing. It can help employees to develop skills, knowledge and experience.

• Discuss with the employee on the work they have interest to find out more about.
• Guide the worker to research this work area
• Support the worker by confirming on the work task and colleague he/she would shadow.
• Have the worker shadow his/her senior colleague perform the job’s tasks, encouraging questions to be asked & notes to be taken.
• Spend time with the employee – reflect on their learnings through the job shadowing and how they can apply it when they perform the tasks themselves.
• Answer questions from the employee and clarify doubts, if any. 

Job Shadowing can help employees to absorb the values & norms of the job by observing an experienced / senior worker perform the job’s tasks regularly.

Job rotation can take two possible forms: Cross-functional (Position) rotation, or Task rotation.

Cross-functional rotations (also known as position rotation) are useful to expose staff to different roles and can be an important tool in developing the organisation’s key personnel and career advancement.

Task rotations are used for cross-training workers. It can be useful to upskill workers, and reduce job fatigue and monotony.

Some pointers:

• Make Job rotations part of employees’ personal development.
• Ensure both employee and organisation benefit from a properly defined end-goal
• Plan the job rotation (only for higher-performing employees)
• Mentally and physically prepare the employee for the rotation
• Check-in with the employee during the rotation
• If possible, plan the job rotation alongside mentoring & coaching.