Choose between on-the- job training and off-the-job training

According to Ivancevish (2007), there are various training methods including on-the-job training, off-the-job training, case studies, role playing and behavior modeling and so on. Based on the current situation of the sales people and programmers in Company XYZ, the approaches of on-the-job training and off-the-job training are adopted by this company. On-the–job training refers to the situation where training is given to working individuals while they perform their everyday jobs and the instructor is usually very professional or sometimes an experienced employee, which often includes useful information such as job orientation, job instruction training, job rotation and coaching. And off- the-job training is in the situation where employees often attend the training programs at the place away from the environment of their actual work including training techniques such as case studies, lectures, role playing and so on. (Ivancevish 2007)

Both the on-the- job training and off-the-job training have a variety of advantages while based on the job characteristics of sales people and programmers in Company XYZ, on-the-job training may be more suitable for sales people while off-the-job training may be more fit for the programmers, which will be explained in the following.

In terms of training for sales people, the purpose of such kind of training is to offer sales people with job related skills, knowledge, culture as well as attitude which may result in the improvement of the performance in the selling environment for the sales people, in which on-the-job training is superior to off-the-job training. (Millmore et al. 2007)

Compared to other kinds of training means, on-the-job training is cost-saving, because having someone working right away is much cheaper than paying them for the training. Especially for the sales job, which is really fit for the proverb that time is money, that is to say on-the –job training for sales people can not only save time and cost for Company XYZ but also give more chances for sales people to gain more including practical sales knowledge and sales volume. (Millmore et al. 2007)

At the same time, on-the-job training can also provide higher quality trainings for sales employees. Unlike several training approach may not able to act as the substitute for the market realities, on-the-job training present salesman a opportunity to find out fast what Company XYZ really need and how to attract more customers under the observing other salesman and guidance from their training instructors. Especially for the new salesperson, on-the-job training can expose them to the real-world environment of sales, in which the skills and techniques learned can be well practiced and tried. (Ivancevish 2007; Millmore et al. 2007)

And moreover as Nankervis et al. (2005) mentioned that the approach of on-the-job training for Company XYZ can be used as a means which may be helpful and effective to empower employees and improve the training effect. Company XYZ can give chances for some existing experienced staff that would prefer the opportunity to give guidance and training to newly recruited employees, which can build the confidence of these employees via the company recognition and empowerment and enhance their sense of belonging. And meanwhile, this kind of training approach may also be useful to build confidence and make trainees gain the leap of faith necessary so as to be successful in their sales job in sooner or later via the experience gaining in the training to remove the nervousness and disbelief in their abilities.

As for the programmers in Company XYZ, off-the-job training may be more suitable for those programmers in Company XYZ, compared with on-the-job training.

To begin with, off-the-job training will get programmers in Company XYZ away from the working environment to the place in which the frustrations and pressure of everyday work may be eliminated or at least be reduced. Under such more relaxed atmosphere, programmers may be able to concentrate more on learning and absorbing the professional knowledge such as design, development as well as administrating transactional and analytical data structures and so on due to they may feel less jib pressure. (Ivancevish 2007)

In addition, off-the-job training for Company XYZ’s programmers can provide them with more concentrated training with the latest data, current trend, techniques or skills such as the current technical standard, rules, principles, higher level program languages such as Java, C++, Python and so on, all of which do require time spending on learning and practice in order to be mastered and utilized in their future work. And meanwhile, the trainers of these off-the-job training is often very professional and experienced enough to train, which can make programmers to gain a systematically organized knowledge with a reasonable standard in their field. (Ivancevish 2007)

And then, offering the chances for these programmers to get training will make them feel more valued and recognized by the company, which can strengthen their self-confidence and working morale and at the same time can also associate them to get better performance in their future jobs since they have got such concentrated and targeted trainings. (Leopold, Harris & Watson 2005)

Generally speaking, on-the-job training and off-the-job training own their advantages respectively, while on the basis of different job characteristics, the former one may be more suitable for sales people and the latter one is fit for the programmers.

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