Commerce · Ch 12 — Employee Training Method
Comparing On-the-Job and Off-the-Job Training
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Comparing On-the-Job and Off-the-Job Training
Although both groups of methods aim at the same outcome — a more capable employee — they differ in several practical respects that decide which one an organisation should choose for a given situation.
| Basis | On-the-Job Training | Off-the-Job Training |
|---|---|---|
| Location | At the actual place of work, using real equipment | Away from the actual workplace, in a separate room, simulated area, or external venue |
| Cost | Generally lower — no separate facility/venue is needed | Generally higher — a separate venue, trainer, or simulation equipment adds cost |
| Realism | Very high — the trainee works with the real job, real materials and real pace | Lower — even a well-designed simulation is not identical to the real job |
| Risk of disrupting production | Higher — a trainee's mistake can slow down or damage actual work/output | Lower — mistakes made in a training room or simulator do not affect live production |
| Suitability | Best for skill-based, hands-on, repeatable jobs (machine operation, a defined procedure) | Best for conceptual/theoretical content, interpersonal skills, or situations too risky/costly to practise live (e.g. handling a breakdown, flying an aircraft) |
| Examples | Job rotation, coaching, understudy, job instruction training, committee assignments | Vestibule training, classroom lectures, case study, role playing, programmed instruction, conferences/seminars, simulation exercises |