If you’re considering on-the-job training for your employees, you should look into the benefits of this option. In this article, we’ll look at the advantages of microlearning, personal mentoring, and group discussions. Which one is the right choice for your employees? Which corporate training method is most effective? Read on to learn more. And don’t forget to share your experiences and opinions about each type.

On-the-job training

In the workplace, on-the-job training is an essential component of employee retention. When employees are unclear about their job duties, they are less productive and may leave the company. A high turnover rate is a major reason, so on-the-job training is a crucial component of employee retention. During on-the-job training, new employees are shown their duties and practical training to carry out these tasks. The training includes step-by-step instructions, practice tasks, and detailed information on processes and procedures.

Group discussions

One of the most effective ways to motivate your team is group discussions. Group discussions allow people to identify their skills, personalities, and teamwork skills. They also create a more positive work environment. Group discussions can promote a more productive and enjoyable work environment when used appropriately. Here are some ways to utilize group discussions in corporate training for employees. Listed below are some ideas for a fun and creative corporate training session.

Microlearning

While traditional training focuses on longer courses that require more attention, microlearning focuses on short courses that are more digestible. Employees lose interest in lengthy courses quickly and can’t recall the lessons learned on the job. By breaking down information into short modules, microlearning fosters self-management and encourages employees to take action. A microlearning course is a great way to increase employee engagement and retention.

Personal mentoring

If you’re considering using personal mentoring as a form of corporate training for your employees, you’ll have to make sure your mentor matches the needs of the program’s mentee. A good mentor will understand the challenges that mentees face and be sensitive to their environment. They should be knowledgeable about their job responsibilities and be willing to take on responsibility. In addition, your mentor should be trustworthy, understand the mentee’s learning style, and provide constructive feedback without derailing the relationship.