Give the meaning of training.
Answers
Training is teaching, or developing in oneself or others, any skills and knowledge or fitness that relate to specific useful competencies.
Training is provided to the employees of a business. 3 types of training can be provided. These include - Induction training, on the job training & off the job training. All 3 serve their varied purpose and reside with advantages and disadvantages. This in detail is provided below...
Induction Training:
What?
The Induction Training is also called an orientation program, wherein the new employees are introduced to the rules and regulations of an organization with the objective of making them accustomed to the working environment, where they will be working.
Advantages:
Employees will settle quickly into the job
Employees will be made aware of important health and safety issues before starting the job
Employees will understand who the main personnel in the organisation are
Disadvantages:
No output produced but salary/wage counted
On the job training:
What?
On-the-job training is a hands-on training technique that teaches employees the vocational skills required to excel in their job. Employees work together with a more experienced staff member under regular working conditions in the workplace.
Advantages:
Cost-efficiency is one of the most important advantages of on-the-job training.
Quicker learning. Employees get to put into practice the theoretical knowledge they gain each day from their seniors, rapidly picking up job-specific skills.
A structured on-the-job training program assesses training needs to set up a training schedule with assignments and targets. Employees get a clear picture of the step-by-step execution of a project.
Disadvantages:
On-the-job training can sometimes be conducted hastily. Organizations often want the majority of their employees—including new hires—to contribute to their everyday workload and rush through the training process.
When new employees are made to perform complex tasks during on-the-job training, there remains a possibility of error. This is because such employees are still learning the ropes of the job and haven’t yet picked up all the required skills to excel in their roles.
During on-the-job training, new hires undergo the hands-on experience, handling new equipment, tools and machinery. This increases the risk of accidents because they don’t have the required skill and knowledge to operate certain equipment.
Off the job:
What?
Off-the-job training involves any form of supplementary learning that’s arranged by an organization to boost their employees’ skills or help address their weaknesses. Off-the-job training takes place outside the work environment but is included within the working hours of employees, as stipulated in their contracts. Any separate learning that employees undertake on their own outside working hours is not included as part of off-the-job training.
Advantages:
One of the main purposes of off-the-job training is to optimize employee performance and provide clarity on their role in an organization.
Even if employees mess up during off-the-job training, there are no tangible costs that the organization has to bear. This makes off-the-job training a suitable training ground where participants can push their limits and experiment with their working styles.
One of the biggest advantages of off-the-job training is that it provides employees with insights and knowledge by simulating real-time scenarios. Research has proved that what employees learn during off-the-job training, both in terms of theory and practical application, prepares them well to deal with a variety of scenarios as part of their jobs.
Most off-the-job training exercises involve working in a collective environment, with many techniques requiring active collaboration and teamwork.
Disadvantages:
While a well-constructed off-the-job training program is generally profitable in the long run, organizations have to make a considerable investment initially. This investment, both in terms of financial resources as well as time and personnel, may not always pay off. There’s always the possibility that some employees will not take off-the-job training seriously or cannot juggle its requirements alongside their primary responsibilities.
If an employee excels during off-the-job training, they can be under the impression that they are bound to ace the same challenges on the job. This is a naive approach as the pressures of real-time scenarios may prove harder than the simulation.
The way in which most off-the-job training programs are designed leaves little room for feedback or engagement from employees about what works for them and what doesn’t. On the surface, this may seem easy to fix, but in practice, it can be hard to provide a proper feedback mechanism for off-the-job training.
Hope that helps!