human resource management
The major differences between these two training methodologies have been listed here:
1. On the job training involves imparting training in the real work environment i.e. it believes in learning by doing; while off the job training involves imparting training outside the real work environment i.e. the principle of learning by acquiring knowledge is adopted.
2. Under on the job training the training and performance goes simultaneously so production is not hindered at the time of training; while under off the job training methods first training is imparted and then the real performance follows and therefore does not add anything to actual production during training.
3. On the job training aims at developing the best practices for a specific job and getting the job done; while off the job training methods aim at learning basic facts and skills and is more general in nature.
4. On the job training is usually imparted by experienced workers and first line supervisors at the workplace; while‘off the job training is imparted usually by the academicians and professionals at any place other than the real workplace.
5. ‘On the job’ training methods are suitable when the trainees are limited in numbers and the job is not hazardous in nature; while off the job training methods can be utilized to train any numbers of employees and for jobs that involve risks.
6. ‘On the job’ training methods are simple and less-expensive because they utilize the actual workplace and firm’s supervisors for imparting training; while off the job training methods are quite expensive as they need a complete different set-up. Training here is imparted in an artificial set-up and outside experts are hired for the purpose.
7. Most popular on the job training methods include job rotation and apprenticeship training; while the popular off the job training methods include classroom lectures and simulation exercises.
8. On the job training is generally imparted in case of manufacturing firms for
1. On the job training involves imparting training in the real work environment i.e. it believes in learning by doing; while off the job training involves imparting training outside the real work environment i.e. the principle of learning by acquiring knowledge is adopted.
2. Under on the job training the training and performance goes simultaneously so production is not hindered at the time of training; while under off the job training methods first training is imparted and then the real performance follows and therefore does not add anything to actual production during training.
3. On the job training aims at developing the best practices for a specific job and getting the job done; while off the job training methods aim at learning basic facts and skills and is more general in nature.
4. On the job training is usually imparted by experienced workers and first line supervisors at the workplace; while‘off the job training is imparted usually by the academicians and professionals at any place other than the real workplace.
5. ‘On the job’ training methods are suitable when the trainees are limited in numbers and the job is not hazardous in nature; while off the job training methods can be utilized to train any numbers of employees and for jobs that involve risks.
6. ‘On the job’ training methods are simple and less-expensive because they utilize the actual workplace and firm’s supervisors for imparting training; while off the job training methods are quite expensive as they need a complete different set-up. Training here is imparted in an artificial set-up and outside experts are hired for the purpose.
7. Most popular on the job training methods include job rotation and apprenticeship training; while the popular off the job training methods include classroom lectures and simulation exercises.
8. On the job training is generally imparted in case of manufacturing firms for