Methods of Training (AQA GCSE Business)

Revision Note

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Written by: Lisa Eades

Reviewed by: Steve Vorster

Induction Training

Induction training is usually delivered as soon as possible after new workers join a business
It introduces employees to the organisation, its culture, policies, procedures and their job roles and responsibilities
- E.g. Induction training for new employee at Marks & Spencer covers customer service procedures, product knowledge, store policies and safety procedures

Diagram: Common Elements of Induction Training

Induction training usually includes a tour of the premises, meeting key colleagues and instruction on key business policies

Some aspects of induction training need to be revisited by employees regularly
- Health and safety training needs to be carried out regularly, especially when new regulations come into effect
- When business policies change, employees need to understand the implications for their job role

Evaluation of Induction Training

Advantages	Disadvantages
It helps new employees understand their job roles and responsibilities Improves employee confidence and motivation Reduces time for new employees to become productive	It can be time-consuming and expensive to organise May not cover all aspects of the job role May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

On the job Training

On-the-job training takes place while employees are working in their job roles
- Employees learn skills and knowledge from colleagues while performing their job duties
- It can involve work shadowing, in-house training sessions or IT-based training programmes
  - E.g. A sous chef at The Ivy Restaurant in York receives on-the-job training from the Head Chef to learn how to prepare new dishes, use equipment and improve cooking techniques

An Evaluation of On-the-Job Training

Advantages	Disadvantages
Employees learn new skills and knowledge while performing their job duties Training is tailored to the business and the employee's specific job role and responsibilities Training is often practical and relevant to the employee's job duties Can be low-cost as it takes place during working hours	Employees may make mistakes while learning or trainers could pass on bad habits which may impact productivity and quality Can be disruptive to the workplace as it requires the trainer to devote time to training the employee May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

Off the job Training

Off-the-job training takes place away from or outside of the workplace
It can be in the form of college/university courses, workshops, seminars, conferences or online courses
- E.g. Teachers attend exam board training days, where they learn how to deliver the syllabus and help students prepare for exams

An Evaluation of Off-the-Job Training

Advantages	Disadvantages
Employees learn new skills and knowledge outside of the workplace, which can bring fresh ideas and perspectives to the workplace Training can be tailored to the employee's specific needs and interests Training can be used as a reward or incentive for high-performing employees Can be cost-effective if training is provided online or through webinars	Can be expensive to organise, especially if travel and accommodation are required Employees may miss work while attending training, which can impact productivity The training may not be directly applicable to the employee's job role or the needs of the firm

Examiner Tips and Tricks

Make sure that you can accurately distinguish between on the job and off the job training, and understand their key benefits and drawbacks of each. Analysis of training methods is a common focus for longer answers.

Last updated: 17 April 2024

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