On the job and off the job Training

Advantages & Disadvantages

by Sravani Published May 30, 2016 Updated June 1, 2016
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 in 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. 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
this particular method of employee assessment has.

Advantages of Off the Job Training:

This method is practiced usually in a hub that is exclusively dedicated for 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 center or a special training area which is solely dedicated for this purpose by the
appropriate company itself. Nevertheless, the training center 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 companys needs and
problems.
1. More like a 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 companys necessities can be easily
broken down and could be assimilated in an easy and a thorough manner. The audio visual
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 companys 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 companys 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 the 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 an highly experienced employee will assist a new comer in learning the tactics that are
needed in the field required. Also, more 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 by the company. The
employee is given specific job based instructions and manuals and they need to practice these
under the able direction of a more experienced and qualified staff. By this way, the new comers
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 a 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 being further self-motivated and talented From a monetary
perspective of the company, its an extremely cost effectual method of imparting knowledge and
also skills that are according to the companys 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 doesnt 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 is cost beneficial and saves the time of teaching the employees.
3. The workplace is the learning center: As first hand experiences are being doled out in the
workplace itself, the working center itself serves as the learning center.
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, the 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 companys 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 the skilled trainers will be of qualitative nature.
3. Costly both monetarily and physically: On-the-Job Training method is expensive in the
sense that the workers are distressed by the onging training activities; the goods produced by the
learning trainees will be of considerable 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 equipments and resources. Hence, the possibility of accidents survive and loom as a
huge threat in the work station.
Not every method followed in this world is absolutely flawless and clearly the methods of job
training is 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 trainings 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 clinets. Hence, it is the decision
of the company solely to determine whether an onsite or an offsite course is needed and act
accordingly.
Compare Internal to External Coaching

There are many consistent criteria as to what makes a successful coach that are true of either
external or internal coaches. Strong coaches focus on results, are good listeners, offer useful hint

of recommendations, and help the leader stay on track. Keep the coachee committed and
accountable for his goal. Whether the coach is internal or external doesnt impact these qualities.
So what are the benefits or differences between the two categories of coaches.
INTERNAL COACHES BENEFITS
Lower cost
More control and consistency over methods
Greater understanding organizational culture
Additional exposure/ knowledge of leader
Scheduling flexibility
May be able to spend more time observing leaders in action.
DRAWBACKS

Managing time can be challenging

Perception of less confidentiality
Perceived as less credible
Having the qualificationsnot always with advanced degrees,experience, or certification as
coach
Limited exposure to different organizations and best practices in the field.

EXTERNAL COACHES BENEFITS

Higher credibility

 Greater objectivity
Experience in many organizations, industries, and business environments
Higher level of confidentiality
Bring fresh perspective
As their main profession, dependent on being successful at every coaching assignment
Broadened variety of coaching skills
May be specialized in fields of practice which provides more powerful insight.
Greater exposure and current to other coaches and best practices in the field.
DRAWBACKS

Could entail higher cost and expenses

Less familiar with companys culture and politics ( which could be better, it depend how you
look at it)
Inconsistent methods across pool of coaches
Less availability without earlier notice
At the end, coach will always work by your side, and help you to be the best you can be.
Raja