Difference Between 'Training on a Job' and 'Training in the Job'

The phrases 'training on a job' and 'training in the job' are often used in human resources and organizational settings to describe different approaches to employee development. Understanding the difference is crucial for effective workforce management and training design. This article explores these differences and explains the benefits of both methods.

What is 'Training on a Job'?

'Training on a job' refers to the process of gaining job-specific skills through daily work activities and on-the-spot learning. This approach is characterized by: Implied Lack of Formal Training: Employers believe that the employee will learn the necessary skills and knowledge as they perform the job tasks. Real-Time Learning: Knowledge and skills are acquired through observation, interaction with coworkers, and problem-solving in real-world scenarios. No Formal Training Period: Employees start working immediately and gradually learn the tasks required for their role. Operational Focus: Training is closely tied to actual job functions and is contextually relevant, helping employees understand the 'dos and don’ts' in specific situations. Adaptive Learning: Training is flexible and evolves as employees face new challenges or learn from their mistakes.

What is 'Training in the Job'?

'Training in the job' implies a preparation phase before taking on the job responsibilities. This approach involves: Pre-emptive Knowledge Acquisition: Employees receive training before starting their job, ensuring they are prepared for the tasks and challenges they will face. Structured Learning Environment: Training materials such as manuals, simulations, and video tutorials are used to provide a comprehensive understanding of the job role. Supervised Learning Environment: Experienced supervisors or managers guide employees through the learning process. Focus on Skills and Knowledge: Training focuses on developing the necessary skills, including error detection, prevention, and management. Skill Development: Practical skills are honed in a real-time context, mirroring the actual job environment. Combined with Probation Period: Many organizations combine this training with the probation period to assess and develop employees thoroughly.

Key Differences and Uses of Each Method

While both methods aim to equip employees with the necessary skills for their roles, they differ in their approach and application:

Difference 1: Learning Phase

Training on a Job: Learning occurs dynamically and is closely tied to actual work tasks. Employees learn by doing, trial, and error.

Training in the Job: Learning is more structured and preparatory, with a focus on acquiring comprehensive knowledge before starting the job.

Difference 2: Training Timing

Training on a Job: Training begins simultaneously with the start of the job role.

Training in the Job: Training is provided before the start of the job role.

Difference 3: Learning Method

Training on a Job: Learning is often informal, reactive, and based on immediate needs.

Training in the Job: Learning is more formal, structured, and anticipatory.

Difference 4: Organizational Benefits

Training on a Job: Supports flexibility, adaptability, and ethical decision-making in dynamic work environments.

Training in the Job: Ensures consistency, thorough knowledge transfer, and better preparedness for specific job roles.

Conclusion

Both 'training on a job' and 'training in the job' have their merits. Organizations often use a combination of both methods, depending on their needs, the nature of the job, and their training goals. Understanding the differences enhances the effectiveness of workforce development, leading to more skilled and capable employees.

Further Reading

For more information on training methods and best practices, consider reading up on the following topics:

On-the-Job Training: This technique involves direct instructions and hands-on learning while performing job tasks. In-the-Job Training: Comprises a structured and preparatory approach to learning before taking on a job role. Job Rotation: Allows employees to experience different job functions, reducing monotony and broadening skillsets.