Compare and Contrast Essay: Off-The-Job Training vs. On-The-Job Training Methods

Introduction

Organizations use different training methods in equipping their employees with desirable skills that match their job operations. The use of off-the-job and on-the-job training methods continues to get adopted by different human resource managers for their workers despite the variations that define individual approaches. However, the effectiveness of either of the method can only get discerned from the standpoint of analyzing the advantages and disadvantages of each.

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The off-job-training method gets defined as continuous learning that occurs outside workstation through various avenues where employees get coached on the various skills attached to their job operations (Rummler & Brache, 2012). It is conducted through seminars and conferences among other means of coaching (De Grip & Sauermann, 2013). However, on-job training refers to that which is conducted on job site in which training contents and concepts are delivered by a senior experienced worker often supervisor or a superior worker. It involves imparting practical skills in which a new worker getting training is introduced to the tools and machines of the company and how they operate (Martin, Kolomitro & Lam, 2014).

Despite the existence of the two methods of training, their advantages and disadvantages inform the choice of using either of them. Off-the-job training method remains vital in a case where a large number of workers need training as it results in large amounts of delivery of instructional objectives (Dirani, 2012). However, it does not take into account individual difference that characterizes any kind of learning. The on-the-job-training method offers a variety of teaching methods other than its ability to train more trainees (Karim, Huda, & Khan, 2012). It offers a high level of environmental control of learning premises. However, it requires a relatively large amount of resources like trainers and equipment.

Conclusion

The comparisons made on the two types of job training methods points at on-the-job training method as more effective than off-the-job training method based on their advantages and disadvantages. For instance, the former offers practical experience to trainees as opposed to the latter.

References

De Grip, A., & Sauermann, J. (2013). The effect of Training on Productivity: The Transfer of on-the-job Training from the Perspective of Economics. Educational Research Review, 8, 28-36.

Dirani, K. M. (2012). Professional training as a strategy for staff development: A Study in Training Transfer in the Lebanese context. European Journal of Training and Development, 36(2/3), 158-178.

Karim, M. R., Huda, K. N., & Khan, R. S. (2012). The significance of Training and Post Training Evaluation for Employee Effectiveness: An Empirical Study on Sainsbury's Supermarket Ltd, UK. International Journal of Business and Management, 7(18), 141.

Martin, B. O., Kolomitro, K., & Lam, T. C. (2014). Training methods: A Review and Analysis. Human Resource Development Review, 13(1), 11-35.

Rummler, G. A., & Brache, A. P. (2012). Improving Performance: How to manage the White Space on the Organization chart. John Wiley & Sons.