The debate over on-job training vs. education is one that has been raging for years with pundits pulling on different sides. The job market tends to favor on-job training as a way of ensuring that the employees have the right skills to accomplish specific tasks which they would otherwise not have gained through education. Life, in general favors education over on-job training as people require knowledge to deal with various life issues that emerge in their lives. Skilled individuals have demonstrated to have higher productivity than unskilled individuals on matters of task accomplishment. Organizations conduct regular training to ensure that their employees have the necessary skills for their respects jobs. Overall, on-the-job training is essential as it enhances one’s efficiency, productivity, and sense of fulfillment that comes with accomplishing a task.
Learning institutions have been accused over the years for imparting learners with general knowledge on a range of disciplines, some of which the learners might never put into use. Similarly, employees continue to find it increasingly difficult to assign tasks to graduates in their respective fields without providing them with specific training to equip them with the necessary skills to accomplish specific tasks at their job places ( Durkin & Gunn, 2016). Ideally, it was for that reason that on-job training became a routine practice in many firms. Education was perceived as inadequate as it focused on imparting theoretical knowledge at the expense of skills required to accomplish specific tasks. Due to that inadequacy, on-job training emerged as the solution to the problem.
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However, education, on the other hand, was considered necessary due to the fact that life was bigger than a particular set of skills required to accomplish a specific task. Proponents of education argue that a person requires general knowledge on how to handle life in general since life has many dimensions to it that cannot be met by training a particular set of skills. The proponents for education indicate that education prepares a person to live and not work. Jobs come and go, but life must continue, which implies that acquiring knowledge has more value than acquiring skills. Ideally, one can live without skills, but not without knowledge since life requires knowledge while jobs require skills ( Ball, 2017). Most significantly, education makes it easy for one to acquire skills. Ideally, an educated person grasps skills quicker than an uneducated person. Education provides one with knowledge and with the same knowledge, it becomes easy for one to incorporate skills. In essence, this explains why organizations do not train illiterate people.
Noteworthy, on-the-job training increases the efficiency of an employee as it provides one with a particular set of skills that enables the person to perform specific tasks quickly and effectively. In addition, on-job training provides one with practical skills that enable an individual to accomplish assigned tasks ( Durkin & Gunn, 2016). For instance, training a computer scientist using computers in the laboratory offers the person with practical skills that when left alone, the person can still get done using the skills they have mastered. Ideally, it is easy to apply skills that one has learned through training and practice than applying knowledge taught theoretically. Overall, on-the-job training provides a person with skills that enables the individual to accomplish specific tasks with high efficiency and even use the skills in solving problems in the outside world.
Moreover, on-job training enhances a person’s productivity. Skills enable a person to accomplish tasks efficiently and effectively — productivity increases when tasks are performed in the shortest time possible. A person with skills takes a shorter time to complete a job, and at the same time, the person can accomplish similar tasks within the same duration ( Durkin & Gunn, 2016). Skilled people also provide work which attracts demand and in the process, enhances sales or profits. Qualified employees understand what they are supposed to do and may not need supervision to accomplish tasks. Jobs require that people have particular skills applicable only to those jobs which cannot be acquired through education. Productivity can also take the form of quality in that high-quality work can be termed as high productivity. Thus, skilled workers provide high-quality output in the tasks that they undertake.
Most significantly, there is a feeling of fulfillment that comes with accomplishing tasks. On-the-job trained employees have skills that enable them to perform specific tasks effectively and efficiently. The individuals perform many tasks in a short time, which leaves them with a feeling of fulfillment. In essence, feeling fulfilled enables one to develop a positive attitude towards one’s job, which is crucial for a happy living ( Huang & Su, 2016) . Moreover, the sense of satisfaction motivates individuals to take on more demanding tasks, and they challenge themselves to higher goals. Individuals strive to take higher targets, having been motivated by previous accomplishments in specific tasks. Generally, on-the-job training facilitates the accomplishment of tasks, which in turn gives one a feeling of accomplishment that is important for a healthy and happy life.
It is imperative to indicate that new technology has changed and continues to change the workplace environment from time to time. On-job training provides an opportunity for employees to equip themselves with new skills that incorporate the latest technology. Notably, it would be difficult for individuals to work in their respective places without undergoing training on new technologies that keep emerging. The technologies are crucial in enhancing efficiency at the workplace, and every organization that intends to remain competitive and profitable must embrace the technologies as they arise ( Imran & Tanveer, 2015). Employees have no choice other than to take on-the-job training to keep themselves at par with technological advances. Overall, on-the-job training is better than education, as it offers individuals a chance to improve on their skills to match the skills needed to accomplish specific tasks, unlike education that appears to be rigid.
Remarkably, on-job training provides individuals with an opportunity to engage in self-development. Notably, individuals train on other skills other than the ones they have. For instance, an IT specialist can take on-the-job training for communication skills. Having several skills makes a person even more productive and reduces the need for hiring different employees for different tasks ( Tan, 2016) . An IT specialist can also double up as a communication officer and cut down on the wage bill, especially in the current economic hardships. Most importantly, gaining new skills by employees increases their chances of remaining employed, since when one set of skills is rendered redundant, one can easily remain relevant using other skills.
Similarly, tasks, in most cases, are skill-based and not knowledge-based. Theoretical knowledge equips one with knowledge, but one can still fail to accomplish a task with knowledge without the skills for practical application. Organizations offer on-the-job training to enable employees to acquire targeted skills for conducting particular tasks. On-the-job training targets to equip individuals with a specific skill set, which changes from one task to another ( Imran & Tanveer, 2015). The skills needed today for project management are different from the ones required ten years ago for the same job. Ideally, on-the-job training provides an opportunity for refresher training, which is better than education that is rigid and lifelong. Overall, on-job training has an element of flexibility, which makes it better than education.
Individuals can take on the job training and continue with their jobs, unlike education that, in most cases, demands one to set time aside and even take a leave from duty. On-job training saves time and minimizes disruption in one’s job. Employees train for new skills while maintaining their work routine, which reduces inconveniences to both the firm and the individual. Moreover, individuals do not need to relocate or to join certain institutions for training on particular skills, as most organizations organize for on-job training at the same place. People form bonds when they live in a specific area. In contrast, relocating from time to time in pursuit of education makes it difficult to establish strong relationships and living a settled life ( Tan, 2016). Education, in most cases, requires that a person leaves one’s work station and join an institution for a particular duration to acquire knowledge, which is not only costly but also causes many inconveniences. Therefore, it is for that reason that on-job training stands out as a better option in comparison to education.
In conclusion, both arguments raise essential points that require careful consideration regarding education and on-the-job training. For instance, proponents of education postulate that education prepares one for life, which is bigger and better, unlike on-job training that equips one with the skills to accomplish specific tasks. On the other hand, proponents for on-job training indicate that it provides one with skills that enhance productivity, efficiency, and gives the person a sense of fulfillment. On that basis, on-job training appears more relevant than education since life is all about personal satisfaction. Attaining self-fulfillment is better than anything else in the life of a person. Generally, on-job training equips one with the skills necessary to deal with changing environments and while enabling them to remain relevant.
References
Ball, S. J. (2017). The education debate . Policy Press.
Durkin, C., & Gunn, R. (Eds.). (2016). Social entrepreneurship: A skills approach . Policy Press.
Huang, W. R., & Su, C. H. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial and Commercial Training , 48 (1), 42-52.
Imran, M., & Tanveer, A. (2015). Impact of training & development on employees’ performance in banks of Pakistan. European journal of training and development studies , 3 (1), 22-44.
Tan, L. M. (2016). Employability skills required of accountants.
