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Unlock This CourseOff-the-job training is when employees learn new skills away from their normal workplace. Instead of learning whilst doing their regular job, they go somewhere else - like a training centre, college, or conference room - to develop their abilities. This type of training is planned and structured, giving workers focused time to learn without the distractions of their daily work.
Think of it like learning to drive. You don't just jump in a car and start driving on busy roads. First, you might sit in a classroom learning the Highway Code, then practice in a quiet car park before hitting the real roads. Off-the-job training works the same way for business skills.
Key Definitions:
Businesses use off-the-job training when they need employees to learn complex skills that require full concentration. It's perfect for learning new technology, understanding complicated procedures, or developing leadership skills that need proper explanation and practice.
There are several different ways businesses can provide off-the-job training. Each method has its own benefits and works better for different types of learning. Let's explore the main types:
This is the most traditional form of off-the-job training. Employees sit in a classroom with an instructor who teaches them new skills or knowledge. It's similar to being at school, but focused on work-related topics.
Instructors present information to groups of employees. Good for sharing lots of information quickly, like company policies or new regulations.
Employees talk about problems and solutions together. Helps develop teamwork and problem-solving skills.
Hands-on sessions where employees practice new skills in a controlled environment before using them at work.
With modern technology, many businesses now use computers and the internet for training. Employees can learn at their own pace using online courses, videos and interactive programs.
McDonald's runs its own training university where managers learn leadership skills, customer service and business operations. Students come from all over the world to attend courses lasting several weeks. This off-the-job training ensures all McDonald's managers meet the same high standards, no matter which country they work in.
Many businesses don't have the expertise to train their employees in specialist skills, so they send them to external training providers. These might be colleges, universities, or specialist training companies.
Employees might study for qualifications like NVQs, degrees, or professional certificates. The business often pays the fees and gives employees time off to attend lectures.
These are short courses designed to improve specific skills. For example, a marketing team might attend a course on social media advertising, or managers might learn about employment law.
Learning new software or computer systems that the business plans to introduce.
Improving presentation skills, customer service, or team communication.
Developing leadership abilities and learning how to manage teams effectively.
Off-the-job training offers several benefits that make it attractive to businesses, even though it can be expensive and time-consuming.
When employees are away from their normal workplace, they can focus completely on learning without interruptions from phones, customers, or urgent tasks. This means they often learn faster and remember more.
External training providers often have specialist knowledge that the business doesn't have internally. This means employees learn from the best experts in their field.
All employees receive exactly the same training, which means everyone has the same level of knowledge and skills. This is particularly important for safety training or when introducing new procedures.
All British Airways cabin crew attend a six-week training course at their dedicated training centre near Heathrow Airport. They learn safety procedures, customer service and emergency responses using mock aircraft cabins. This off-the-job training ensures every crew member meets the same high safety standards before they fly with passengers.
Despite its benefits, off-the-job training also has some drawbacks that businesses need to consider.
Off-the-job training is usually more expensive than on-the-job training. Businesses have to pay for course fees, travel expenses and accommodation. They also lose productivity because employees aren't working while they're training.
Course fees, materials, travel and accommodation expenses.
Employees aren't doing their normal job, which might affect customer service or production.
The business misses out on the work that employees would have done if they hadn't been training.
Sometimes employees struggle to apply what they've learned in training to their actual job. The training environment might be very different from their real workplace, making it hard to use new skills effectively.
Businesses need to think carefully about when to use off-the-job training and which type would work best. The decision depends on several factors.
The complexity of skills being taught, the number of employees needing training, the budget available and how quickly the training is needed all influence the choice of training method.
Off-the-job training is most effective for complex skills that need concentrated learning, safety-critical procedures, or when introducing completely new systems or processes.
John Lewis sends new managers to their training centre in Berkshire for intensive leadership development programmes. The courses last several days and cover everything from financial management to staff motivation. Managers return to their stores with new skills and a better understanding of the company's values and methods.
Training methods are constantly evolving as technology advances and businesses find new ways to develop their employees' skills.
Many businesses now combine different training methods. For example, employees might start with online learning, then attend a workshop and finish with practical exercises back at work. This approach gets the benefits of both off-the-job and on-the-job training.
Employees can now access training materials on their smartphones and tablets, making it easier to learn during commutes or breaks.
Businesses need to know whether their training investment is worthwhile. They measure success by looking at employee performance, customer satisfaction and business results after training is completed.
Companies calculate whether the benefits of training (like increased sales or fewer mistakes) are worth more than the costs of providing the training. This helps them decide which training methods give the best value for money.