On-The-Job-Learning
On-the-job learning refers to the process by which individuals gain new skills, knowledge, and competencies directly in their working environment, rather than through formal educational settings. It emphasises learning by doing, often under the guidance of more experienced colleagues.
Goal
The primary goal of on-the-job learning is to enhance the proficiency and effectiveness of individuals and teams within their roles, fostering a culture of continuous improvement and adaptation to new challenges and technologies.
Context
In cross-functional teams, specialisations are often isolated from their peers which can make learning difficult. It is critical that team members actively seek out opportunities to learn from one another, both in the Stream Team as well as across the Product as a whole, and share their knowledge and experiences.
Learning Modes
| Mode | Description |
|---|---|
| Apprenticeships | A structured training program where less experienced team members work alongside more experienced colleagues to learn new skills and techniques. |
| Pairing | A collaborative programming technique where two developers work together at one workstation, effectively sharing the task of coding, testing, and design. |
| Mentorship | A relationship in which a more experienced or knowledgeable person helps guide a less experienced or knowledgeable person. |
Inputs
| Artifact | Description |
|---|---|
| Learning Objectives | A document highlighting the areas of strength and improvement for individuals and teams. |
| Apprenticeship Learning Agreement | A document outlining the goals, expectations, and responsibilities of both the apprentice and mentor. |
| Individual Development Plans | Plans that outline each team member's goals and the learning resources or activities to achieve them. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Improved Individual Productivity | Documentation or certification of new skills acquired through funded training. | Keeps the team competitive and innovative. |
| Improved Product Outcomes | Investment in training can lead to higher quality deliverables and fewer defects. | Improved customer satisfaction and reduced rework costs. |
Anti-patterns
- Isolation: Failing to engage with the team or seek out learning opportunities.
- Hoarding Knowledge: Not sharing insights or learnings with the team, which can hinder collective growth.