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On the Job and Off The Job Training Differences


The training and the approaches in the same organizations can be different. These training approaches are known as on the job training methods and off the job training methods. The on the job training methods are used for the employees that are inexperienced and there working styles are to be molded as per the working style of the seniors. In case of the on the job training the learning experience of the employee is alongside the salary. Some of the measures used for on the job training includes, coaching the employees so that the competitiveness is increased (Armstrong, 2001). The other training method is the mentoring of the employee, which is adopted for the person who is of the manager background. The other option is the rotation of the job where the employees are given various kind of training by changing the jobs assigned to them.

In case of the off the job training methods, the training is given separate from the job and the person is given written and assigned materials. The concentration of these training methods is to improve the learning of the person rather than giving him practical training (COX, 2000). The options that is available for off the job training methods is lecture and conferences, vestibule training is also used in many cases by creating a prototype environment. Various simulation exercises are also used in the case of off the job trainings to create the rich learning experience.

Motivation by Managers for Training Employees


Training should be done in a systematic manner so that the objectives of the organizations are achieved (Achor & Achor, 2000). The preconditions of learning in case product development is the clear understanding of the goals that are to be achieved, and the commitment of the project teams that are involved in the product development (Robert, 1989). In case of a company that has perishable products, it is important the employees are motivated so that the supply chain of such products remains strong and the goods are transported to the destination without significant delays in the supply at goods to the destination. This is possible when the employees are given off and on the job training by the manager. The on the job training will include the employees learning from the managers on how these goods are produced, while off the job training can be given by providing supporting material so that the employees are aware of the nitigrities of the work. The employees can be motivated for training with the help of good relations with them so that they are easily communicated when required.

The work environment should be safe and secure and the employee should be recognized for the work they do. This also eases the pressure on the company when the employees are motivated and they are given training. The motivation to the employees in regards to the proper working environment paves way for the organization to achieve the desired goals. Training should be given for the achievement of well defined and set objectives that require necessary skills.


1. Achor, J R & Achor D 2000, Developing Effective Teams, Journal of Construction Education; 5(3): p, 219-226.
2. Armstrong, M 2001, A Handbook of Human Resource Management Practice, Kogan Page, 8th Editon.
3. Cox, R F 2000, Project Manager Skills College, High Performance Management Techniques, Section 10, Raleigh (NC): FMI, pp. 7, 31.
4. Hall, M I 1997, Motivation: Dispelling Some Management Myths, An Analytical Critique,
5. Journal of Construction Education; 2(2): pp. 91-98.
6. Robert W H 1989, Motivation and Productivity in the Construction Industry, New York (NY): Van Nostrand Reinhold, pp. 2-4.
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