2.1.2 (HR) Training
Training On-the-job training
• the acquisition or improvement of knowledge and • conducted while the employee is performing work activities without leaving
competences as a result of learning the workplace, for example, induction training. Forms of on the job training:
• Reasons for a well trained work force coaching, mentoring, job rotation, apprenticeship, in house courses, e-
• productivity learning
• workers can replace each other when
reorganisation in the business occurs
• training makes introduction to new technologies Form of Advantages Disadvantages
faster on-the-job
• helps reduce accidents training
• improve employee confidence
• good for motivation Coaching • supervisor offers • new employees lack freedom to
• chance of promotion increase feedback and express own ideas
• competitive advantage is employees are trained suggestions for • supervisor taken away from main
The need for training improvement duties
• organisational level - change in organisation of • improves efficiency
practises or procedures require training quickly
• department level - identify a need for training from
leave records, absences, production levels and Mentoring • training is personalised • mentor distracted from main
customer complaints • advice always available responsibility
• individual level - appraisal procedure can highlight
need for training or employee may request training to Job • reduces boredom • employee morale may reduce if
improve themselves rotation • increases skills and job they like their own routine
• Cost of training satisfaction • disrupt work flow whilst learning
• if training does not occur on business premises • opens new new skills
• accommodation if training is overnight professional
• disruption of normal operation to consider opportunities
• supervision of trainees delays production
Apprentice • opportunity to acquire • takes longer and is expensive
• Cognitive methods - theoretical learning and include
the following: lectures, demonstrations, describing -ship expert skills • no guarantee apprentice will
how to do the task, discussions around a specific continue working for the same
context provided by the trainer, computer-based company
training. In-house • own employees can be • employee may be dissatisfied if
• Behavioural methods - more about giving employees used they have to stay after hours for
practical experience. They include simulations,
• improves motivation of training
business games, computer-based simulations, case people used as trainers
studies and role plays.
E-learning cheaper lack of face-to-face interaction
employees can learn may be a delay in getting answers
from home when they
have free time
Off-the-job training
• training that takes place away from the
employee’s normal work place
• main weakness is that it may not provide
employees with skills that are as closely related Type of
to their jobs as in on-the-job training training Advantages Disadvantages
• Lectures and conferences
• verbal presentations
• must be interesting enough to motivate
audience On-the- It is conducted at the It disrupts the
• vestibule training job workplace. workflow.
• employees trained in a prototype environment training It is more affordable. It takes time away
near the work place It is directly related to the from work for
• replicates working conditions as close as performance of the work. supervisors and
possible It is conducted under the mentors.
• Simulations supervision of more It may be
• involves specialist equipment that stimulates experienced employees. conducted after
working environment working hours,
• trainee is asked to make decisions and which can cause
feedback is given dissatisfaction.
• Case studies
• presented with a case study and related
questions
• follow up is a discussion with group and the Off-the- It is usually conducted by It is not directly
instructor job experts in the field. related to the job
• good for promoting decision-making abilities training It is professionally context.
• Role-playing organised. It is expensive.
• some of the trainees in a group are given role The training programme may
to play add value for employees if
• trainees must react to different situations well organised.
Training On-the-job training
• the acquisition or improvement of knowledge and • conducted while the employee is performing work activities without leaving
competences as a result of learning the workplace, for example, induction training. Forms of on the job training:
• Reasons for a well trained work force coaching, mentoring, job rotation, apprenticeship, in house courses, e-
• productivity learning
• workers can replace each other when
reorganisation in the business occurs
• training makes introduction to new technologies Form of Advantages Disadvantages
faster on-the-job
• helps reduce accidents training
• improve employee confidence
• good for motivation Coaching • supervisor offers • new employees lack freedom to
• chance of promotion increase feedback and express own ideas
• competitive advantage is employees are trained suggestions for • supervisor taken away from main
The need for training improvement duties
• organisational level - change in organisation of • improves efficiency
practises or procedures require training quickly
• department level - identify a need for training from
leave records, absences, production levels and Mentoring • training is personalised • mentor distracted from main
customer complaints • advice always available responsibility
• individual level - appraisal procedure can highlight
need for training or employee may request training to Job • reduces boredom • employee morale may reduce if
improve themselves rotation • increases skills and job they like their own routine
• Cost of training satisfaction • disrupt work flow whilst learning
• if training does not occur on business premises • opens new new skills
• accommodation if training is overnight professional
• disruption of normal operation to consider opportunities
• supervision of trainees delays production
Apprentice • opportunity to acquire • takes longer and is expensive
• Cognitive methods - theoretical learning and include
the following: lectures, demonstrations, describing -ship expert skills • no guarantee apprentice will
how to do the task, discussions around a specific continue working for the same
context provided by the trainer, computer-based company
training. In-house • own employees can be • employee may be dissatisfied if
• Behavioural methods - more about giving employees used they have to stay after hours for
practical experience. They include simulations,
• improves motivation of training
business games, computer-based simulations, case people used as trainers
studies and role plays.
E-learning cheaper lack of face-to-face interaction
employees can learn may be a delay in getting answers
from home when they
have free time
Off-the-job training
• training that takes place away from the
employee’s normal work place
• main weakness is that it may not provide
employees with skills that are as closely related Type of
to their jobs as in on-the-job training training Advantages Disadvantages
• Lectures and conferences
• verbal presentations
• must be interesting enough to motivate
audience On-the- It is conducted at the It disrupts the
• vestibule training job workplace. workflow.
• employees trained in a prototype environment training It is more affordable. It takes time away
near the work place It is directly related to the from work for
• replicates working conditions as close as performance of the work. supervisors and
possible It is conducted under the mentors.
• Simulations supervision of more It may be
• involves specialist equipment that stimulates experienced employees. conducted after
working environment working hours,
• trainee is asked to make decisions and which can cause
feedback is given dissatisfaction.
• Case studies
• presented with a case study and related
questions
• follow up is a discussion with group and the Off-the- It is usually conducted by It is not directly
instructor job experts in the field. related to the job
• good for promoting decision-making abilities training It is professionally context.
• Role-playing organised. It is expensive.
• some of the trainees in a group are given role The training programme may
to play add value for employees if
• trainees must react to different situations well organised.
