[0:00]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.
[0:30]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 you need developing to support the business. Let's have a look into the key differences between on the job and off the job training methods with some examples alongside the benefits and drawbacks of both methods. 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. Alternately, it's a very common method used to up skill or re-skill 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 in players are trained on a variety of workplace processes which include. How to process a sale on the tills, how to visually merchandise on the shop floor, or 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 question. For example, it's likely that the mentor will conduct progress checks whilst offering help and advice on an ad hoc basis along the way. But simply, a mentor is a go-to person for the employee who has been 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's a formal structured process which focuses on identifying and prioritizing goals for the employee to achieve. These goals could be set by the business and provided to the coach and employees collectively. Alternately, a coach will be tasked with comprehensively analyzing 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. For example, 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 organization, but are often carried out by experienced employees who are in the same role, is 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 the employee needs it. For example, it could be an employee demonstrating the process of putting a sale through the business's till system as part of the formal induction process. Alternatively, an experienced employee might see one of their new colleagues struggling with a process, such as visually merchandising a section on the shop floor, and therefore 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 the 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. The final example of on the job training is job rotation, which is when employees change roles within the business with the aim of developing a team of all-rounders, which can complete most tasks should they be required to. This helps a business to cover staff shortages which occur through sickness, or if demand increases, and it's essential to help the business adapt to change and meet skills requirements. For example, in a supermarket, employees from the warehouse and shop floor departments may be asked to work on the checkout for a period of time to develop their skills and knowledge so they are able to support the business if it experiences high volumes of traffic at the checkouts during peak periods, or they have a shortage of staff due to sickness. 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 utilizing on the job training in business. Key benefits of on the job training include, employees learn first-hand how to use the business's equipment, machinery, or carry out processes from experienced and skilled colleagues. Also, on the job training can be delivered almost any time, even if it meant the employee observing a colleague completing the process while customers were present. And finally, on the job training is specific to the employee's role and the business's 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 on the job training may get frustrated if they're forced to do the training, or their efforts are not recognized. For example, they don't get their own workload reduced if the training of colleagues impacts their own productivity. So they then have to carry out even more work and work even harder to catch up, or they don't get paid for the additional responsibility. And just because employees know how to use the equipment or machinery, does not mean that 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 mean that it has to be conducted off-site. For example, some businesses have a training room on site specifically 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 format and can take place in various locations. Off the job training is more formal and often theoretical in nature. In comparison to on the job training which tends to be much 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 utilized 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 e-learning 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 a first aid training qualification, or a degree. Outside trainers are often deemed as specialist or experts in their subject, and they're 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 organizations, such as professional bodies and suppliers of the business. For example, the outside trainer could be someone from a software company whose software has just been installed on the business's 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 also 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 by 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 utilizing off the job training in business. Some of the key benefits of off the job training include, employees are away from workplace distractions. This means that the training is usually delivered in a set time and without interruption. Also, 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 also 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 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, there are some key drawbacks of off the job training, which include the equipment, machinery, or software 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 competence as the training isn't bespoke. Also, employees are away from their workplace, so they are completely unproductive whilst undertaking training in comparison to on the job training, but the employer is still paying their wage, which means off the job training often costs more money. Is it's 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 help. And if you want to learn more about business, don't forget to subscribe to Two Teachers on YouTube to see our weekly video uploads on key business topics. Thank you for listening and all the best.
