Off-the-job Training: A Comprehensive Review
Training is an important part of organizational development and performance. Off-the-job training, in particular, has been shown to have a number of benefits for organizations and their employees. Off-the-job training is a form of training that takes place away from the workplace, and is often used to develop skills that are not related to an employee’s current job. This article provides an overview of off-the-job training, its advantages and disadvantages, and its various forms.
Definition and Overview
Off-the-job training is a form of training that takes place outside of the workplace. This type of training is used to develop skills that are not related to an employee’s current job. Off-the-job training can include classroom-based learning, seminars, workshops, and other forms of instruction (Mullins, 2017). This type of training is often used to help employees develop skills and knowledge that are required for a new job, or to supplement existing skills.
Advantages
Off-the-job training has a number of advantages. One of the main advantages is that it allows employees to focus solely on the training, without having to worry about their regular job duties. This can lead to better learning outcomes, as employees can be more engaged and focused on the training. Additionally, off-the-job training can be more cost-effective than on-the-job training, as it does not require employees to take time away from their regular job duties (Mullins, 2017).
Another advantage of off-the-job training is that it provides employees with an opportunity to develop a broader knowledge base. This can be beneficial for both the employee and the organization, as employees can gain new insights and skills that can be applied to their current job, and the organization can benefit from having a more diverse workforce.
Disadvantages
While off-the-job training can be beneficial, there are also some disadvantages to consider. One of the main disadvantages is that it can be difficult to monitor the progress of learners. Additionally, off-the-job training can be more time-consuming than on-the-job training, as employees have to take time away from their regular job duties to attend the training (Mullins, 2017).
Types of Off-the-Job Training
There are a number of different types of off-the-job training that can be used in organizations. These include:
Classroom-Based Learning: This type of training involves a trainer providing instruction to a group of learners in a classroom setting.
Seminars: Seminars are short training sessions that are often used to provide employees with an overview of a particular topic.
Workshops: Workshops are longer training sessions that are often used to provide more in-depth instruction on a particular topic.
Online Courses: Online courses are becoming increasingly popular as they allow learners to access training materials from anywhere with an internet connection.
Conclusion
Off-the-job training can be a valuable tool for organizations looking to develop their employees’ skills. This type of training has a number of advantages, including allowing employees to focus solely on the training and providing them with an opportunity to develop a broader knowledge base. However, there are also some disadvantages to consider, such as the difficulty of monitoring progress and the time commitment. Organizations should carefully consider the advantages and disadvantages of off-the-job training when deciding if it is the right training option for them.
References
Mullins, L. J. (2017). Management & organizational behaviour. Harlow, England: Pearson Education Limited.