Q.OR — Describe methods of off-the-job training (any six).
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🔒 Start your 14-day free trial to unlock the full solution →Concept understanding — Training Needs Analysis
Training Needs Analysis (TNA)
Think of this as the diagnostic phase of training — exactly like a doctor checking symptoms before prescribing medicine. You wouldn't take cough syrup for a broken leg, and an organisation shouldn't run a communication skills workshop when the real problem is outdated software.
The Everyday Intuition
Imagine your friend struggles with mathematics. Before you suggest a tutor, you'd ask: Which topic? Algebra or geometry? Is the problem understanding concepts, or solving problems under time pressure? That simple questioning is a mini-TNA.
In an organisation, the same logic applies. A company notices falling sales. The knee-jerk reaction might be: "Let's train the sales team." But a TNA asks: Is it a skill gap (they don't know how to sell), a motivation gap (they don't want to), or a resource gap (they have no leads to call)? Training only fixes the first.
The Precise Meaning
Training Needs Analysis is the systematic process of identifying the gap between current performance and desired performance, and then determining whether training is the right solution to close that gap. It answers three core questions:
- Where is the gap? (What should people be doing vs. what they actually do)
- Why does the gap exist? (Is it lack of knowledge/skill, or something else like poor tools or low motivation?)
- What training is needed? (Exactly which knowledge, skills, or attitudes must be developed)
TNA is not about listing random training topics. It is about linking training to organisational goals. If training doesn't solve a real business problem, it's a waste of time and money.
Why It Matters (The "So What?")
Without TNA, training becomes guesswork. The NCERT textbook (Class 12 Business Studies, Chapter 6 — Staffing) emphasises that training is a systematic process, and TNA is its foundation. Here's why it's non-negotiable:
- Avoids wasted resources — No point training employees in Excel if they already know it, or if the real issue is a slow computer.
- Targets the real problem — A drop in customer satisfaction might be due to poor product quality (not poor service skills). Training won't fix that.
- Increases training effectiveness — When training matches the exact need, employees see its relevance and apply it on the job.
- Supports performance appraisal — TNA often follows from appraisal findings, creating a continuous improvement loop.
The Three Levels of TNA
The NCERT framework (and most standard textbooks) breaks TNA into three levels. Think of them as zooming in from the big picture to the individual.
1. Organisational Analysis
Examines the organisation as a whole. Questions asked:
- What are the company's strategic goals? (e.g., expand into rural markets)
- Where are the performance shortfalls? (e.g., low rural sales)
- Is training the right solution, or do we need better distribution channels?
2. Task Analysis
Examines specific jobs or roles. Questions asked:
- What tasks must be performed to achieve the goal? (e.g., visiting rural retailers, explaining product benefits in local language)
- What knowledge/skills are required for each task?
- Which of these are currently missing?
3. Individual Analysis
Examines specific employees. Questions asked:
- Who needs training? (Not everyone — some may already be competent)
- What is each person's current skill level?
- Are they ready and willing to learn? …
Off-the-job training is given away from the workplace. Its methods include lectures, conferences, vestibule training, case studies, role-play and films. …
Off-the-job training methods: lectures, conferences, vestibule training, case studies, role-play, and films.
Off-the-job training is given away from the actual workplace, usually in a classroom or training centre. Six methods:
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Lectures/classroom teaching — Theoretical knowledge is given through talks and lessons to many trainees at once.
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Conferences and seminars — Trainees discuss problems and exchange ideas under a leader, which develops understanding.
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Vestibule training — Workers are trained on duplicate machines and equipment in a setting similar to the real workplace, before being put on the actual job.
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Case study method — Trainees analyse real or imaginary business situations (cases) and suggest solutions, which develops their decision-making ability.
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- CBSE 2026Set ANNUAL1 markQ.Why training is needed?
›Reveal solutionSolution
Training is needed because it improves employees' skills, raises efficiency and productivity, reduces mistakes, and helps the organisation adapt to change.
Training is required for several reasons in an organisation:
- It increases the knowledge and skills of employees so they can perform their jobs better.
- It improves efficiency and productivity, which benefits the organisation.
- It reduces errors, accidents and wastage of materials.
- It helps employees adapt to new technology, methods and changing job requirements.
- It improves employee morale, confidence and job satisfaction, and prepares them for higher responsibilities. …
- CBSE 2026Set ANNUAL1 markQ.Write answer in one word/sentence: Where is 'On the job training' imparted?
›Reveal solutionSolution
On-the-job training is given at the workplace, while doing the real job.
On-the-job training means the employee is trained at the actual place of work while performing the real job, under the guidance of a superior or experienced worker (through methods such as apprenticeship, coaching, internship and job rotation). It is practical and eco …
- CBSE 2025Set ANNUAL1 markMCQQ.Method(s) of training is/are (A) Job rotation training (B) On the job training (C) Apprenticeship training (D) All of these
›Reveal solutionSolution
Job rotation, on-the-job and apprenticeship training are all methods of training.
Training imparts job-specific skills to employees. Common on-the-job methods include job rotation training (moving the trainee through different jobs), on-the-job training (learning while actually doing the work under guidance) and apprenticeship training (a longer period of supervised learning under a skilled worker). Since e …
- CBSE 2025Set ANNUAL1 markMCQQ.Training of employees is (A) Necessary (B) Unnecessary (C) Compulsory (D) Wastage of money
›Reveal solutionSolution
Training of employees is necessary — option (A).
Training is the process of increasing the knowledge, skills and efficiency of employees for doing a particular job. It is treated as necessary, not wasteful, because it:
- improves performance and productivity by removing skill gaps;
- reduces wastage, errors and accidents at work;
- helps employees adapt to new methods, machines and technology;
- raises employee morale and confidence and prepares them for higher responsibilities. …
- CBSE 2024Set ANNUAL1 markMCQQ.Which of the following is not important in training? (A) Increase in production (B) Proper utilisation of resources (C) Increase in accidents (D) Decrease in labour problem
›Reveal solutionSolution
Training should reduce accidents, so 'increase in accidents' is not an importance of training — answer (C).
Training improves employees' skills and knowledge, which leads to higher production, better/proper utilisation of resources, fewer labour problems and, importantly, fewer accidents because workers handle tasks more safely. An increase in accidents is a negative result and clearly not a benefit, so it does not belong among the reasons training is important.
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- CBSE 2024Set ANNUAL1 markMCQQ.Employees' training is (A) Necessary (B) Unnecessary (C) Compulsory (D) Wastage of money
›Reveal solutionSolution
Training improves skills and performance, so it is necessary — answer (A).
Training is the process of increasing the knowledge and skills of employees for a specific job. It raises efficiency and productivity, reduces wastage and accidents, improves morale and prepares employees for better roles. Because of these benefits, training is necessary (essential) rather than optional or wasteful.
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- CBSE 2023Set ANNUAL1 markMCQQ.Training of employees is (A) Unnecessary (B) Necessary (C) Compulsory (D) Luxury
›Reveal solutionSolution
In BSEB Class-12 Business Studies, training is treated as a necessary function because no employee can perform well without the right skills; the correct option is (B).
Under the staffing function, training is the process of increasing the knowledge and skills of an employee for doing a particular job. Even a carefully selected person usually lacks full, job-specific competence on day one, and technology, methods and customer expectations keep changing. Training closes this gap.
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- CBSE 2023Set ANNUAL1 markQ.Fill in the blank: ________ increases skills and abilities of employees.
›Reveal solutionSolution
Training increases employees' skills and abilities.
Training is the process of increasing the knowledge and skills of an employee for doing a particular job. It improves their performance, confidence and efficiency, and reduces errors and accidents …
- CBSE 2022Set ANNUAL1 markQ.Explain the 'film' in off the job method of training.
›Reveal solutionSolution
'Films' is an off-the-job method where trainees are taught by watching instructional films/videos.
In the staffing chapter of Class-12 Business Studies, off-the-job training takes place away from the job, in a classroom-like setting. In the films method, films, videos or slides are shown to the trainees to present information, demonstrate skills and illustrate procedures that cannot easily be explained verbally or on paper. Their effectiveness is greatest when the screening is followed by a discussion that lets trainees cl …
- CBSE 2022Set ANNUAL1 markMCQQ.Training gives emphasis on -(a) Theoretical knowledge(b) All round knowledge(c) General knowledge(d) Practical knowledge
›Reveal solutionSolution
Training emphasises practical knowledge.
Training is the process of increasing the knowledge and skills of an employee for a specific job. Its focus is on 'how to do the job', i.e. practical, applied skills, rather than only theoretical or general knowledge. (Development, in contr …
- CBSE 2020Set MARCH1 markMCQQ.Which of the following is off-the-job training method?(a) Coaching(b) Films(c) Job rotation(d) Internship training
›Reveal solutionSolution
Correct option: (b) Films.
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