Getting into a training package to know a lot about our concerned job has become an inevitable norm these days. All the employees’, those who currently work in a firm and those who have recently joined the firm are being made to undergo rigorous training for a specific period of time as a part of their job requirements as the concerned company strongly believes in having someone who knows well and executes well, all the job requirements and specifications. These employees’ training package is usually of two types, namely, On the job and off the job training.
On the Job and Off the Job Training:
On the job off the job training, both of these employee packages are rigorously utilized by at least 90% of the globally placed companies which has, in turn, made these practices a hot cake amidst the interview appearing candidates and through this article, we are going to look out the merits and demerits of this particular method of employee assessment has.
Training Methods: On Job Training and off the Job Training Methods
Even though the employees possess the best of skills and abilities, the training methods provided by the employers help the employees get that extra refining for effective performance at work.
The organization development is a process of growth and improvement of not only the techniques or strategies used but also of their workforce.
The training methods are mainly of 2 types, they are
1. On the Job training:
In the on the job training method, the employees are given training regarding the job roles and responsibilities and also instructed at the job site itself. Here employees not only learn but also perform the tasks under the supervision of professionals and experts.
2. Off the Job training:
Off the job training is a type in which the employees training is conducted at a different location away from the actual work site. Here employees are trained mainly using a theoretical approach unlike on the job training.
Every organization uses different types of training methods for its employees. Some of the top on the job training methods are
Types of Training Methods:
On-the-job training methods:
- Job Rotation
- Job Instruction Technology
- Committee assignments
- Internship training
- Orientation training
Off-the-Job Training Methods:
- Lectures and Conferences
- Vestibule Training
- Simulation Exercises
- Sensitivity Training
- Transactional Training
- Case study method
- Incident method
- Grid training
- In-basket method
- Business games
- Management education
- Laboratory training
Advantages of ‘Off the Job’ Training:
“Off the Job” Training method is practiced usually in a hub that is exclusively dedicated to training. It can be a place which is very near to the workplace or can be very far from the workplace. It can be a resort centre or a special training area which is solely dedicated for this purpose by the appropriate company itself. Nevertheless, the training centre should be placed external to the job place.
The main reason for keeping the training area at a distance is that the job-related troubles will not disturb the employees if they are in a place that is detached completely from the company and they will be able to devote their entire concentration to the course itself.
Thus, an offsite training course will consist of a series of lectures, PowerPoint presentations, group discussions along with brainstorming sessions that adhere to a particular company’s needs and problems.
1. More like classroom teaching:
This method is mostly confined to teaching the tactics followed by the higher echelons of the management. That is, it teaches the trainees the problems that are faced in executing managerial level decisions and performing white-collar jobs in an organization. The setup resembles that of a formal classroom with the trainers acting as teachers who teach different subjects in a class.
In this method, all the needs and pot shots are bifurcated into various segments and like a school period, each of the discussion is allotted certain hour. This is mainly selected by those employees who are going to enter into the management divisions and executive director divisions of a company.
Hence, the main advantage of this method is that it can be used for a large number of people and the cost of training per person will be very low. The same materials can be used for consecutive batches also.
2. Audio-Visual method aids the visual medium of a brain:
Many of the companies opt for AV training (Audio-Visual training) to teach their employees as a part of job requirements. Thus, this method utilizes short films, footages, video clippings, PowerPoint presentations and so on. Apart from the companies, many of the schools also use this AV method to teach the specific curriculum.
By this method, it is strongly believed that the company’s necessities can be easily broken down and could be assimilated in an easy and thorough manner. The audiovisual materials can also be given to the employees’ as a part of the package so that they can also practice themselves by training at home.
Hence, the main advantage of this method is that a wide range of examples and quality control case studies can be given for various aspects and dimensions.
3. Error-free production rates:
As the considered employees are trained outside the work station and even in the usual company hours, these employees are not involved in the everyday company chores. As a result, these employees are free from everyday work tension and when they arrive back to the original place, they produce high work rates with no error.
Also, during the absence of the trainees, the production rate is not going to be hindered as their jobs will be shared by the other colleagues.
4. The method is economical:
As a huge number of employees are trained during a single phase, the method is economically viable to the company in the long run.
5. The method is highly time-saving:
During the training phase, a huge amount of information is processed and encapsulated over a short period of time and the company’s all aspects in various dimensions are covered completely.
6. High productivity rates are maintained:
As the trained employees are going to be placed back in the original sponsored company, the high productivity rates are always maintained.
Disadvantages of ‘Off the Job’ Training:
1. The method is completely detached from the workplace:
As the entire course duration happens in a place that is entirely external to the workplace, when the actual job starts running, the employees may find it difficult to adjust themselves to the company’s requirements and practical needs.
Also, the training is artificial in nature and does not impart any practical experience which will serve as an efficient guide when it comes to solving everyday problems.
2. It may become non-effective in the actual context:
When it comes to reality, the training may or may not be effective. The artificial classroom may appear redundant in those cases and the practical set-up of the company can pose certain threats and will sound quite unfamiliar to the employees if any changes had happened during their absence.
Also, if the training is expensive and costs dearly to the company in an unfair manner, there is no use in prolonging one.
3. Quality may become deteriorated:
If the training company and the trainers present are inept to adapt to modern practices and current scenario or if there is a lack of motivation from the trainers’ side, then the resultant quality will be that of an inferior one, thereby making the money and the time spent on the whole course, a huge waste.
4. Production may hinder:
Though the production during a certain number of employees’ absence will not be stopped, the rate of production will certainly be affected as the original work of the training undergoing employees will be shared amongst the others which mean there is an extra load of work for them, which will lead to a stunted production.
Advantages of ‘On the Job’ Training:
Before discussing about the on the job method, let us know what it is first. Basically, on the job training means teaching the employees about the key factors that are needed in a job after they have got placed in a company and that too within the company premises itself.
It can be best described as the implementation of new services and the experience gained from it by an employee during his or her period of tenure in the company. Both the learner and the teacher, in this case, are the employees themselves.
The training that is involved with this method can either be formal or informal. Also, in certain cases, a highly experienced employee will assist a newcomer in learning the tactics that are needed in the field required.
Also, a number of prescriptive and precise working program courses are available that teaches the needs in a concise manner. A typical ‘on the method’ training involved demonstration which will be followed by coaching and learning the alternative job rotation methods along with the projects that are currently outsourced to the company. The employee is given specific job-based instructions and manuals and they need to practice these under the able direction of more experienced and qualified staff.
By this way, the newcomers can gain more confidence in terms of their work. The trainer (skilled employee) directs them not only how to carry out the task properly but also, gives proper advice without delay by pointing out any blunders. This allows a new trainee to get themselves included purely and rapidly into the company, as well as the job training being customized to suit the needs of the company.
Besides, on-the-job training makes sure that the employee is both working and learning simultaneously. This leads them to be further self-motivated and talented from a monetary perspective of the company, it’s an extremely cost effectual method of imparting knowledge and also skills that are according to the company’s wants and desires.
1. It is quite simple in nature:
Yes, the training process that is involved with this method is quite simple to understand as it particularly only focuses on the company. It can be learned through experimentation process itself and doesn’t need a formal classroom structure coupled with teachers for training.
2. The method is economical:
As there are no formal training companies and trainees needed, the most are cost beneficial and save the time of teaching the employees.
3. The workplace is the learning centre:
As first-hand experiences are being doled out in the workplace itself, the working centre itself serves as the learning centre.
4. Real-time practice:
This point is obviously true as an employee not only gets an opportunity to learn but also can rectify any mistakes committed during the due course of time and can ensure to prevent these mistakes in the future.
This point is proved by Walter, the father of managerial studies, who introduced the Task analytical training system (TATS) model and defined it as, “a performance-based approach to develop, implement, and evaluate a structured on-the-job training program that can be applied to a variety of manufacturing settings.”
Disadvantages of ‘On the Job’ Training:
1. Low Productivity rates will occur:
As the trainees or the employees are actually taken to the real work station for the training process, they will only be in the progression of acquiring and learning the necessary skills. As a result, organizational productivity as one single unit will be lowered considerably.
2. Errors On Production will also occur:
Since the concerned employees are not mixed up with any of the company’s day to day production activities, there will be a huge possibility of the occurrence of errors on the overall production activities. On the other hand, the goods that were produced by skilled trainers will be of a qualitative nature.
3. Costly both monetarily and physically:
The on-the-job training method is expensive in the sense that the workers are distressed by the ongoing training activities; the goods produced by the learning trainees will be of considerably less quality and there will be huge chances of damaging the goods permanently. These all will result only in the higher cost of production rates.
4. Disturbance arises:
A large commotion may happen during the everyday work process as the trainees are still in their learning phase only. The existing and experienced workers may feel troubled due to the interruption of both the trainees and the supervising members.
5. Possibility Of Accidents:
Beneath OJT, the learners are straight away involved with the real production process, and they do not have the sufficient knowledge and dexterity of working with the known equipment and resources. Hence, the possibility of accidents survives and loom as a huge threat in the work station.
Difference between on the job and off the job training:
Both types of training methods are provided to the employees by their employers for the betterment of their performance and work.
Some of the differences between on the job training and off the job training are,
Not every method followed in this world is absolutely flawless and clearly, the methods of job training are also no exception. Though we have listed down all the pros and cons of both the methods, it is not an exaggeration if we say that both the methods are highly economical and affordable within their circles.
In this digital age where everything is being digitalized and modernized, these types of training have become a standard norm. There are cases when conducting an onsite training will not suffice for the requirements of the job wherein there is no other go, rather than opting for a crash course.
For instance, the recruitment of persons for those jobs which need a heavy amount of correlating with the external clients. Hence, it is the decision of the company solely to determine whether an onsite or an offsite course is needed and act accordingly.