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Training Implementation
Training is the pillar of success in an organization. Training implementation involves putting the training plan into real-life action. The training plan includes the organization of the relevant resources, tools, and equipment primarily, as well as scheduling of training activities .implementation of a concrete employee training plan, will see the company grow, resulting in efficiency, profitability, and improve productivity.
To have significant results on the training to implement, you must have well-defined goals of the organization and identifying the best-qualified personnel who are better suited for the training. Moreover, a good employee training plan will provide numerous benefits for both the employees and the organization at large, characterized by increased productivity, proper time management, proper money accountability, and increased morale among employees.
Clear definition of goals, engagement of employees in the planning process, identification of skill gaps, selection of the proper training method, proper timing of implementation process are the major factors to consider before engaging in implementing any training program. Additionally, effective training will facilitate developing more confident and knowledgeable employees who are more effective, productive and efficient.
There are various job training methods, but my emphasis will be on the two major ones, such as on-the-job training and off-job training. On-the-job training (OJT) is an effective method of teaching the skills, knowledge and competencies needed for employees to perform a specific job within the workplace. This training occurs in a normal job environment where employees perform their actual work and be required to practice the skill acquired during their training. This training may not be necessary in the employees’ actual place but is limited to the working environment, perhaps train using allocated training rooms or workstations. The on-job training can be provided by a co-worker who has adequate skills and experience in a certain field over others, managers, or an external trainer with the organization’s required skills. This form of training is also used to provide new employees with `on the team’ information and further instills performance expectations in the new employees as well and aspects of the workplace culture.
On-the job training has its own advantages and disadvantages. Its advantages include; it is a relatively cheap form of training because little or no expenses are incurred, its geared to identified gaps or needs of the organization, is time bound as it is easy to organize and can be done in a short time. However, the on-job training has its own limitations, which include; the employee providing the training may be ineffective, use of a co-worker may result to limited knowledge and skill and no new ideas may be drawn, the training may lower productivity levels because it is conducted by other employees which reduces number of personnel at work.
Off job training is a training that is conducted in a location specifically designated for training which may be near the workplace or away from work. This training is sited away from the actual work environment and usually involves a wide range of methods that include; classroom lectures, audio-visuals, simulation, case studies, vestibule training as well as role playing.
This form of training which is done away from workplace helps minimize distractions and allows trainees or employees devote their full attention to the training at hand. The most common off-the-job training include; distance learning, sandwich courses, self-study, block release courses as well as day release .The off-the-job training has its own advantages and disadvantages as well. The advantages of off-job training include; employees can learn from outside experts, confidence building among employees, a wide range of skills can be obtained, bringing of new ideas into the organization, development of employee morale, off-job training eliminates stress, frustration and activity of day-to-day job, high quality training is done. However, off-job training has its own limitations that include; off-job training is more expensive in terms of transport and accommodation compared to on-job training, new employees may still require some induction training, loss of working time and potential output from employee, increase in employee turnover because with the new skills, some employees will opt to leave the organization for better jobs; the training might be outside the key focus of the organization thus resulting to loss of productivity when the employees are away from their jobs.
There are major differences between on-job and off-job training, which include; on-job training is the training method used to instill training to employees while at the workplace while off-the job training involves training employees outside the job location; on-job training involves the hands-on experience of the trainees unlike the off-job training; in on-job training, there is no work disruption as the training and production go hand in hand while off job training involves work disruption because training is done then followed by actual performance; on-job raining can be done by the experienced employees while off-job training is mainly done by experts from outside; on-job training is less expensive than off-job training; on-job training is appropriate for manufacturing entities while off-job training is suitable for non-manufacturing entities; on the job training has practical approach while off job training involves learning by acquiring knowledge.
Implementation of both on job and off job training should be evaluated in terms of employee needs for improvement, learning plans and growth, organizational objectives, various job requirements, gaps, frequency of the training, strong focus and investment in training has a significant in the performance of employees as well as the overall performance of the organization
In conclusion, training has significant value in an organization. The on job training is seemingly of more significant value as it promotes the technical practical skills of the employees as compared to off job training which only provides theoretical knowledge to employees. However, they both promote motivation and boosting of morale of employees. Monitoring and evaluation of employees is necessary after training is done to measure their performance against the skills imparted on them.