In an era of rapid technological advancements, shifting economic demands, and evolving trade policies, the need for a skilled workforce in America has never been more critical. On-the-job training (OJT) stands out as a powerful tool to bridge the skills gap, empower workers, and drive economic growth, particularly in light of the recent Trump tariffs. By combining hands-on experience with structured learning, OJT equips individuals with the practical skills and knowledge needed to thrive in today’s dynamic job market while supporting America’s push for self-reliance in skilled labor.
On-the-job training is a method of workforce development where employees learn the skills required for their roles directly within the workplace. Unlike traditional classroom-based education, OJT immerses workers in real-world tasks under the guidance of experienced mentors or supervisors. It can take various forms, including apprenticeships, mentorship programs, job shadowing, or structured training modules integrated into daily work routines.
OJT is highly customizable and adaptable, catering to industries as diverse as manufacturing, healthcare, technology, and construction. It emphasizes practical, job-specific skills while fostering adaptability and problem-solving, qualities essential for long-term career success, especially as industries adapt to new economic realities shaped by trade policies.
In 2025, President Trump implemented a series of tariffs. The administration argues these tariffs will encourage domestic production, protect American jobs, and address national security concerns by reducing reliance on foreign supply chains. For example, a 2024 study cited by the White House found that first-term tariffs led to significant reshoring in manufacturing and steel production, with over $10 billion committed to new mills.
However, these tariffs also present challenges for the U.S. workforce. While they aim to boost domestic manufacturing, they have sparked concerns about labor shortages. A CNBC survey noted that 21% of companies cited finding skilled labor as a top challenge in reshoring supply chains, with nearly 500,000 manufacturing jobs currently unfilled and projections of 2.1 million more by 2030 due to an aging workforce and skills gaps. The tariffs’ push for reshoring requires a robust, skilled labor pool to meet the demands of new factories and industries, particularly in sectors like steel, automotive, and technology. Without sufficient skilled workers, the economic benefits of tariffs may be limited, as companies struggle to scale production domestically. This is particularly true in my industry, cybersecurity, where the skills gap is even more pronounced. According to the "2024 Cybersecurity Workforce Study" from ISC2, the cybersecurity workforce must grow by 3.4 million professionals to meet demand.
Why On-the-Job Training Matters
1. Addressing the Skills Gap
The U.S. faces a persistent skills gap, exacerbated by the demands of tariff-driven reshoring. A 2023 report by the U.S. Chamber of Commerce noted that 74% of businesses struggled to fill open positions due to a lack of qualified candidates. OJT directly addresses this by tailoring training to the specific needs of employers, ensuring workers are prepared for roles in high-demand sectors where tariffs aim to spur growth. For instance, the need for advanced skills in ceramics for semiconductor packaging or magnet production for batteries highlights the urgency of developing specialized expertise domestically.
2. Boosting Productivity and Innovation
Well-trained employees are more productive and capable of contributing to organizational goals. OJT fosters a culture of continuous learning, enabling workers to adapt to new technologies and processes driven by tariff-induced shifts in production. For example, companies like Hyundai Steel are considering building new plants in the U.S., spurred by tariffs, but require skilled workers to operate advanced manufacturing systems. OJT ensures workers stay ahead of the curve, driving innovation and competitiveness in industries like steel and automotive.
3. Strengthening Employer-Employee Relationships
OJT demonstrates an employer’s investment in their workforce, fostering loyalty and reducing turnover. Employees who receive training are more likely to feel valued and motivated, leading to higher job satisfaction. A 2024 study by the Society for Human Resource Management found that companies with robust training programs reported 24% lower turnover rates compared to those without. This is critical as tariffs may lead to temporary disruptions such as order cancellations or layoffs, making worker retention a priority.
Policymakers should incentivize businesses to adopt OJT, as outlined in the 2025 Executive Order on workforce modernization. Employers must commit to creating structured training opportunities that align with industry needs, particularly in tariff-impacted sectors.. Workers should seize these opportunities to upskill, ensuring they remain competitive in a rapidly evolving economy.
In practice, however, it can be difficult for employers to commit resources towards developing training programs as this is typically beyond their core focus. This partly explains why apprenticeships have been so difficult to implement at scale. As a new solution, employers should look to work with third party intermediaries that facilitate and implement this training.
Policymakers may also need to rethink minimum wage laws as part of encouraging employers to upskill their workers and invest in OJT without increasing their costs.
By investing in OJT, America can build a resilient, skilled workforce capable of meeting the challenges of tariff-driven reshoring and the broader demands of the 21st century. This approach not only empowers individuals but also strengthens industries and communities, paving the way for a more prosperous, self-reliant future where America holds a significant competitive advantage.
