Training is the acquisition of knowledge, skills, and competencies as a result of
the teaching of vocational or practical skills and knowledge that relate to specific
useful competencies. Training has specific goals of improving one's capability,
capacity, and performance. It forms the core of apprenticeships and provides the
backbone of content at institutes of technology
On-the-job training takes place in a normal working situation, using the actual
tools, equipment, documents or materials that trainees will use when fully trained.
On-the-job training has a general reputation as most effective for vocational work
Off-the-job training takes place away from normal work situations —
implying that the employee does not count as a directly productive worker while
such training takes place. Off-the-job training has the advantage that it allows
people to get away from work and concentrate more thoroughly on the training itself.
This type of training has proven more effective in inculcating concepts and ideas
By making new employees feel like part of the team from the first day onward, ensuring
that they understand how their efforts fit into the company’s operation, and
continuously soliciting feedback and improving training programs, companies can
gain a distinct competitive edge.
The fear for many companies is that they spend time and money developing people,
only to see them take those newly acquired skills to another company. However, training
actually can increase employee retention, when the training reinforces the value
of the employee. In addition, a well-designed training program plays a critical
part in nurturing associates’ psyches.
When it comes to the business of training, how do you make the business case for
1. Frame training budgets as an investment. That means spell out measurable returns
on investment to be expected in the short term, intermediate term, and long term.
2. Describe returns on investment in terms of specific positive business outcomes,
ideally a solution to a recognized problem.
Will productivity or quality increase? Error rates or waste go down? Safety record
improve? Efficiency or retention of high performers go up?
3. Explain how the positive business outcome will result from a change in the practices/behavior
of those who are trained. What exactly are they going to do that is new and different?
New thoughts? New words? New actions? Will they have new tasks and responsibilities,
or will they being doing the same work…but better? What is the timeline for
the training and the resulting behavior change?
4. Make the connection between the behavior change and specific pedagogy. What is
being taught? Is it knowledge, skill, or wisdom/insight? If the training is designed
to transfer information, learners are studying to build knowledge. If learners are
practicing techniques, they are building skills. Wisdom/insight is the goal of training
focused on teaching new ways of thinking. What new tools and techniques will learners
walk away ready to use? What new knowledge or understanding will they be ready to
5. Never lose focus on the deliverable—the training itself comes down to the
people who will create and deliver it. What is their claim to expertise? What is
their track record of effectiveness? Remember: You get what you pay for. So What
you are waiting for ?Contact