Virtual training

The Critical Role of Hands-On Learning in Engineering Onboarding

Chris Swinney

Dec 31, 2024 - 3 min read

Engineering is a pretty hands-on profession. Especially in smaller organizations where an engineer will often wear multiple hats, shifting between roles and responsibilities as required. A computer engineer, for instance, might start by designing a board before building and programming it.

It should go without saying that hands-on learning needs to be a part of the onboarding experience for an engineer. But let’s unpack the concept and take a close look at all the nuts and bolts.

What is Hands-On Learning?

Hands-on learning, also known as hands-on training, is an approach built around the practical application of knowledge and skills. Hands-on training tends to be both interactive and immersive, often replicating real-world scenarios in a controlled environment. It essentially provides trainees with the opportunity to ‘learn by doing’ rather than expecting them to learn through theory and rote memorization.

What Are the Benefits of Hands-On Learning?

Hands-on-training outshines passive learning in several ways.

Experiential Learning is More Engaging

Here’s a quick thought exercise: which of these two scenarios sounds more compelling?

1. An electrical engineer is learning what he’ll be doing in his new role. He’s given a stack of manuals to read about the different equipment he’ll be using. His employer also provides him with a short tutorial video explaining their design software.
2. Another electrical engineer is being onboarded by a different employer. Rather than a stack of books, she’s given an interactive simulation that lets her take apart and examine the various components. The simulation provides instruction where necessary, but she’s otherwise left to explore and experiment.

Which of those onboarding experiences is more engaging? Which engineer is most likely to retain the knowledge they’ve been exposed to? And which engineer will likely end up with a better understanding of their role?

Experimentation is Part of the Hands-On Learning Experience

The second engineer was free to explore and experiment, with zero risk. That’s a critical component of hands-on training. It provides employees with the opportunity to try new things in a controlled setting.

Should they fail, no damage will be done. They can learn from their mistakes without those mistakes setting them back or compromising company systems and data. In a highly risk-averse profession, that freedom to fail is a game-changer, enabling trainees to explore territory where they would otherwise fear to tread.

Smoother Onboarding

When transitioning into the workplace after a traditional, passive onboarding process, an employee still has a great deal to learn. They may have memorized the basics of their role and responsibilities. But they’ve not had the chance to put any of that theory into practice, meaning they have no idea how they’ll actually perform under pressure.

A hands-on approach to onboarding provides new hires with a ton of valuable experience that they’d otherwise have to get on-the-job. They’re able to hit the ground running.

Best Practices for Hands-On Learning

To maximize the effectiveness of your onboarding process, there are several considerations you’ll want to keep in mind.

Define the Essentials

What core competencies will engineers working at your company require? What technologies will they be working with? What tools will they need to get to grips with?

You’ll want to answer all these questions when developing your training, then revisit them frequently to make sure nothing’s changed.

Measure, Monitor, and Iterate

One of the greatest benefits of training software is that it gives you access to a wealth of information about how people interact with your content. Use that information. Whenever a new engineer goes through onboarding, review their behavioral data and any other key performance indicators you’ve defined.

Survey the engineer, as well — find out if there’s anything they struggled with or anything they’d prefer you had done differently.

Don’t Treat Onboarding as a Separate Entity

Too many employers make the mistake of treating their onboarding process as though it exists on the periphery of their organization. They don’t give much thought as to how they might ensure a smooth transition from training into the workforce. Don’t make the same mistake. Onboarding content should be developed in close collaboration with your product and marketing teams and should dovetail neatly with your ongoing professional training courses.

Next: Learn About Other Applications for Hands-On Training

Hands-on learning for engineering makes sense from every angle.And there’s plenty more to discuss. Check out Top 5 Benefits of Developing Hands-On Methods for Employee Training Programs and The Benefits of Active Learning in Product Training for additional perspectives on the hottest topic in the training industry.