Training and development help a company meet its competitive advantages because employees’ ability to work well will be a major factor in determining whether a company can meet its business. Customers demand high-quality products and services and therefore it is imperative that employees must be able to understand how to monitor and bring high-quality goods or services in order to meet customers’ requirements. This can be achieved through ongoing training and development designed by the company to help employees bring better results. This research paper examines the importance of on-the-job training and off-the-job training practices and outlines the advantages of both of these methods. This paper also details the differences between these two types of training and analyses the circumstances in which each of the on-the-job training or off-the-job training is more appropriate.
Learning occurs not only while people are in the classroom, but also while performing a particular job or while getting in to specific incidents or experiences. On-the-job training refers to the training offered to the employees at their workplace. Skilled and experienced employers or experts guide trainees in practicing specific job skills in workplace environments.
Lawson (1997) defined on-the-job training as “a structured process conducted at employee’s work-area to provide the employee with the knowledge and skills to perform job tasks” (p. 2). It is described as a process that helps employees gain increased competencies and high performing skills.
On-the-job training is a method of learning by doing in which trainees are requested to perform a task on a machine, workshop or a laboratory so that his performance can be well measured and evaluated by the trainer so as to help him correct it and develop himself further. The success of this training depends on the availability of experts and the suitability of the work as well as the workplace.
Bohlander and Snell (2007) described that on-the-job is one of the most poorly implemented training method even though it is used by almost all types of organizations worldwide.