It’s likely that at some point every business will have to train their employees
to develop their knowledge and skills with the aim of improving their performance
and capabilities in the workplace. However, they have several options to choose from.
This video investigates the key differences between a variety of on-the-job
and off-the-job training methods to help you select the most effective one.
When a business is looking to develop the knowledge and skills of its employees
they often turn to training. However, a business can choose
to train their employees on-the-job
or off the job
but which one is better? Well, it all depends on the
scenario, the type of employee who needs the training, and the skills or knowledge which
need developing to support the business. Let have a look into the key differences
between on-the-job and off-the-job training with On-the-job training is
a practical training method which happens in the workplace for almost every employee
when they first start working for a business, typically to train them on how to use equipment,
machinery or even how to complete a process from start to finish.
Alternatively, it is a very common method used to upskill or reskill employees, especially if
they are changing job roles within the business. A very common example of on-the-job training
would be in retail, where employees are trained on a variety of workplace processes, including:
How to process a sale on the till systems. How to visually merchandise on the shopfloor.
How to receive a delivery in the warehouse. There are several popular options for
training employees on the job, these include: Mentoring which is when a more experienced or
senior employee is given the responsibility to provide ongoing support to another employee and
is often a longer term process which offers more than just training for the individual in question.
For example, it is likely that the mentor will conduct progress checks, whilst offering help
and advice on an ad hoc basis along the way. Put simply, a mentor is the go to person for
the employee who is being trained, acting as a trusted advisor, and supporting their ‘mentee’.
Another method of on-the-job training is Coaching which is typically a short term solution
to meet the skills requirements and training needs within a business.
It is a formal and structured process which focuses on identifying and
prioritising goals for the employee to achieve. These goals could be set by the business and
provided to the coach and employees collectively. Alternatively, a coach will be tasked with
comprehensively analysing a business and its employees to identify the strengths
and areas for improvement before developing an effective strategy.
It’s not uncommon for a coach to challenge the status quo, providing critical analysis of the
business with a fresh perspective and providing potential solutions to drive the business forward
e.g. identifying employees who are lacking vital skills and providing a coaching or
training plan to develop these said skills. Demonstrations are a very simple, quick,
and effective training method for developing new skills and demonstrating processes to employees.
Demonstrations can be carried out by anyone in the organisation
but are often carried out by experienced employees in the same role as it is typically a quick fire
one off method of training employees. Often, demonstrations form part of
a holistic training process but they can also happen informally on an ad hoc basis
as and when an employee needs it. For example, it could be an employee demonstrating
the process of putting a sale through the business’ till system in a retail store as
part of the formal induction process. Alternatively, an experienced employee might see
one of their colleagues struggling with a process such as visually merchandising a section on the
shop floor and decides to go and demonstrate how to complete the process effectively.
Job shadowing is one of the simplest methods of on-the-job training.
Essentially, an employee follows another employee whilst they do their job
with the aim of developing an understanding of the role.
It’s a very common method used in business whenever a new employee starts,
or a current employee takes on a different role within the business.
For example, a new employee starts working in the bakery at a supermarket,
therefore they shadow the current employees who work in the bakery to gain an understanding
of the role, how to use the equipment, whilst observing the technical processes
required to perform in the role effectively. A final example of on-the-job training is job
rotation which is when employees change roles within a business with the aim of developing
a team of ‘all-rounders’ which can complete most tasks in the business should they be required to.
This helps the business to cover staff shortages which occur through sickness or if demand
increases and it is essential to help businesses adapt to change and meet skills requirements.
For example, in a supermarket, employees from the warehouse and shop floor departments
maybe asked to work on the checkouts for a period of time to develop their skills and
knowledge so they are able to support the business if they experience high volumes of
traffic at the checkouts during peak periods or have a shortage of staff due to sickness.
Benefits vs drawbacks of on-the-job training
Now we’ve looked at some of the common methods of on-the-job training, it’s important to be
aware of the key benefits and drawbacks of utilising on-the-job training in business.
Key benefits of on-the-job training include: Employees learn first-hand how to use the
business’ equipment, machinery, or carry out processes from experienced and skilled colleagues.
It can be delivered at almost any time, even if it meant the employee observing
a colleague completing the process whilst customers where present.
On-the-job training is specific to the employees’ role and the business’ needs.
However, some key drawbacks of on-the-job training include:
Workplace distractions can cause the training to be ineffective,
rushed, or have to stop completely. Employees who deliver the on-the-job training
may get frustrated if they are forced to do the training or their efforts are not recognised,
for example they don’t get their own workload reduced if the training colleagues impacts
their own productivity, so they then have to work even hard to catch up
or they don’t get paid for the additional responsibility.
And just because employees know how to use equipment or machinery does not mean they
will be good at training others, which could lead to a poor standard or bad habits being taught.
Off-the-job training occurs when an employee receives training away from their
usual workspace and job role, but this does not necessarily mean it has to be conducted offsite.
For example, some businesses have a training room onsite for training their employees.
Training conducted from this room would still classify as off-the-job
as employees are removed from their usual role and workspace to undertake the training.
However, off-the-job training comes in a variety of formats
and can take place in various locations. Often, off-the-job training is more formal
and often theoretical in nature in comparison to on-the-job which tends to be more practical.
There are several popular options for training employees on the job, these include:
Computer-based training which involves an employee undertaking training on a computer,
typically involving training software to support the employee to learn a new skill,
develop knowledge about a process or even complete an online qualification.
With the rise of technology, computer based training is becoming more popular
and is utilised by many businesses to initially train new employees during induction but to also
complete annual refresher training such as manual handling and fire safety via eLearning modules.
Dependent on the nature of the skills and knowledge required,
the business may choose to send their employee to undertake off-site training.
This provides the employee with a formal setting away from the distractions of the workplace
and is very common for employees who are studying an external qualification to develop competency in
their role such as first aid training or a degree. Outside trainers are often deemed as specialists
or experts in their subject and are used to enhance the training process.
Outside trainers can deliver training either on site or off site and in theory they should
have more knowledge and experience than anyone within the business for
the particular focus of the training. Outside trainers come from a range of
external organisations such as professional bodies and suppliers of the business.
For example, the outside trainer could be someone from a software company whose software has been
installed on the business’ computer systems, so they run a training course to demonstrate
how to use the software to the employees of the business to ensure it is used correctly
and to its full potential. The use of sandwich courses
is common for businesses where the employee requires high levels of skills, knowledge, and
competencies to carry out their role effectively. Essentially, the employee will spend a longer
period of time away from the workplace to focus solely on their training which could
be anything from a couple of weeks to a year and would usually be in the form of studying
a qualification via a local college or university before returning to work.
The aim is for the employee to return to work with a meaningful qualification and equipped with
knowledge to help them to perform in their role and support the business to progress.
Now we’ve looked at some of the common methods of off-the-job training, it’s important to be
aware of the key benefits and drawbacks of utilising off-the-job training in business.
Key benefits of off-the-job training include: Employees are away from workplace distractions,
meaning the training is usefully delivered in a set time and without interruption.
The person delivering the training is likely to be an expert,
not only should they have the skills and knowledge about the subject of the training, but they will
also have the ability to teach it effectively. There are more opportunities for employees to
ask questions to the trainer and develop their knowledge further as the environment
is less pressured and designed for learning. Which also provides trainees with the potential
to collaborate and learn from other people during the training process, for example with
co-workers and employees of other businesses which can support innovation and progress.
However, some key drawbacks of off-the-job training include:
The equipment, machinery, or software etc. that employees are trained on may
not be the same as what they will use in the workplace. Meaning on-the-job training
is still required afterwards to support competency as the training isn’t bespoke.
Employees are away from their usual workspace,
so are completely unproductive whilst undertaking training in comparison to on-the-job training.
And importantly, off-the-job training often costs more money as it typically delivered
by an external training provider and the business might have to cover additional
expenses alongside the cost of the course such as food, travel, and accommodation.
So that’s it, the key differences between on-the-job and off-the-job training explained.
I hope that’s helped and if you want to learn more about business, don’t forget
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Thank you for listening and all the best.