On the job Training
On the job training, commonly abbreviated as OJT, is the teaching of knowledge, competencies, and skills that are needed by an employee to perform a certain job within the work environment, or simply the workplace. The training method uses the existing machines, tools, skills, knowledge, and equipment that are required for an employee to effectively execute their duties (Phillips & Phillips, 2016). The method best serves service employees and production workers. Teaching might be done as the employee performs the actual task, or elsewhere in the workplace. Metrics for evaluating this method include employee performance and evidence of application of the newly gained skills in the workplace.
The advantage of this method is that it is cheap to implement since you do not need external teachers to train the new skills since other employees will train the new ones. Also, the method gives immediate productivity since the organization easily gets new trainers onboard. A disadvantage of this method is that the organization might experience low productivity since the new trainees won’t just adapt to the job immediately. Lastly, there will be many disturbances in the workplace as new employees come in to learn and get fixed in their roles (Phillips & Phillips, 2016).
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Online Training
Online training, also called e-training, is defined as providing information to employees about a certain job operation on an online environment. E-training is mostly done through the aid of recorded speeches, videos, demonstrations, audio and other material that can be relevant. The method works best for managers and leaders of an organization. In this training method, employees are able to embrace a philosophy of continuous training. Employees can regularly improve their skills and develop new skills anytime they get a chance to do so. Through online training sessions, employees are able to acquire the tools that they need to effectively perform their primary tasks (Phillips & Phillips, 2016). Metrics for evaluating this method include increased user satisfaction, as the trainees should feel the material or knowledge passed was valuable, and better retention of trainees since they feel that the material or information passed in relevant in their careers.
The advantage of this method is that it is cheaper since one does not incur travel costs in going to the training center. Another advantage is that it is flexible. An employee can decide to learn in sections so as to fit in their busy schedules since the method does not have a structured schedule. The disadvantage of this method is that due to lack of a structure, trainees with low motivation are usually left behind in the course. Some people find it difficult to meet specific goals or deadlines. Lastly, computer proficiency is an issue in this method as some learners are not comfortable using computers, despite the software used being user-friendly (Phillips & Phillips, 2016).
Computer Simulation Training
The training experience involves the use of computer software or basic equipment in modeling a real-world scenario. The method is more participatory than listening since students are involved in the learning. The method best serves computer experts in an organization. During this type of training, the learners are usually taught how they can perform certain tasks in various scenarios in the real world so that they can be prepared in case the event actually occurs (Keep, 2014). According to Keep, simulation focuses on specific activities and not a whole broad range of different tasks. The training can be easily customized. In summary, simulation involves students interacting with technology. The metrics for evaluating this method is the error score that was computed from quantitative analysis of the errors made during training and the completion time. The advantage of this method is that employees are able to improve their skills and learn from their mistakes through analysis of their errors. Also, learners in this method undertake high-risk activities in an environment that is safe without dangerous implications. The disadvantage of this method is that sometimes simulation cannot recreate some real-life situations and therefore it is a limited area. The method is also expensive as learners need to be taught how to use software and hardware and this is expensive and takes a lot of time (2014).
References
Phillips, J. J., & Phillips P. P. (2016). Handbook for training evaluation and measurement methods . Routledge.
Keep, E. (2014). Corporate training strategies: the vital component? New perspectives , 109-125
