As a business coach, I’ve seen one thing hold true… A business grows only when its people grow. That’s exactly why job training methods are essential.
So, what are these methods?
Job training methods are structured techniques used to help employees learn, upskill, and perform better at their jobs. They can be hands-on (like on-the-job training) or classroom-style (like off-the-job training).
These methods are designed to…
Whether it’s a small retail store training new hires or a manufacturing unit teaching machine safety, the right training techniques make a huge difference.
When it comes to developing employees, all job training methods fit into two main categories.
Let’s explore each in detail!
This is one of the most common training methods used by small and large businesses alike.
Here, employees learn directly at the workplace, by doing the job under the guidance of an experienced mentor or supervisor.
It’s hands-on, practical, and often more effective because employees see how their work impacts real outcomes.
Let’s look at the most popular OJT methods…
This method breaks down every task into small, easy-to-follow steps.
A supervisor teaches each step, observes the trainee, and provides feedback until the employee becomes confident.
Example – In a bakery, a senior baker teaches a new employee how to measure ingredients, mix dough, and bake consistently.
Best suited for technical or routine tasks, such as manufacturing, retail operations, or production.
In coaching, employees receive one-on-one mentoring from an experienced manager or leader. The coach observes, corrects mistakes, and helps set goals.
Example – A marketing manager mentors a new executive on writing ad copy and analysing campaign results.
This method is best suited for roles that require soft skills, leadership development, or personal growth.
This method involves moving employees across different roles or departments for short periods.
It helps them understand how each function connects to the business.
Example: In a small business, a team member might rotate between sales, customer service, and operations to gain a 360° understanding.
This method is best for building multitasking skills and reducing job monotony.
Apprenticeships are long-term training techniques where an employee learns a trade under an expert.
It combines hands-on experience with theoretical knowledge.
Example: Electricians, carpenters, and chefs often learn through apprenticeship programs.
This is best for skilled trades and technical fields that require mastery through experience.
Internships give students or new graduates exposure to real-world business environments. It helps both sides [businesses get fresh perspectives, and interns learn job-ready skills].
Example – A social media intern manages posts for a local café and learns about content marketing.
Internships are best for seasonal projects or building a hiring pipeline for entry-level roles.
Unlike OJT, this type of job training happens outside the actual work environment. Like in classrooms, online programs, or simulated spaces.
It focuses on learning without the stress of daily work.
Here are the most important ones…
Employees attend sessions led by industry experts. It’s ideal for leadership, communication, and management training.
Example: A small business owner attending a 3-day LIVE business workshop to upskill their business skills and knowledge.
This method is best for knowledge sharing and professional networking.
Participants analyse real or hypothetical business problems to find solutions. It encourages critical thinking and decision-making.
Example: Discussing how a small retail chain handled supply issues during the festive season rush.
This method is best for leadership or managerial development.
Employees train using computer-based virtual models that replicate real-world scenarios. This helps them practice without risks.
Example: A logistics company uses software simulations to train drivers on new delivery routes.
It’s best for technical, IT, aviation, or safety-related roles.
A training area replicates the workplace setup, with the same tools and machinery, but without actual job pressure.
It’s like a “safe rehearsal zone” before joining the production line.
Example – Factory workers learning to operate machines in a controlled training unit.
It’s best for manufacturing, hospitality, or service industries.
This involves self-learning through modules, manuals, or e-learning platforms. Your employees can move at their own pace and receive instant feedback after each module.
Example: A sales executive completing an online certification on negotiation skills.
This method of training is best for remote employees or companies using digital learning tools.
| Aspect | On-the-Job Training (OJT) | Off-the-Job Training |
| Learning Environment | Happens at the workplace with real tasks and real tools | Conducted outside the workplace (classroom, online, or workshops) |
| Learning Style | Practical and hands-on | Theoretical and conceptual |
| Cost | Low-cost as existing resources are used | Can be expensive (venue, trainers, materials) |
| Trainer Type | Supervisors, senior employees, or mentors | Professional trainers or external experts |
| Speed of Learning | Immediate | Gradual |
| Best For | Operational rolesTechnical jobsCustomer service | LeadershipManagementanalytical skill development |
| Engagement Level | High | Moderate |
| Flexibility | Easy to adapt and apply in daily workflow | Structured, with predefined modules or schedules |
| Example | Coaching, Job Instruction, Apprenticeship | Case Studies, Simulation, Conferences |
For most small businesses, a blend of both works best. Start with on-the-job training for immediate productivity and follow it up with off-the-job sessions for more in-depth skill development.
Training isn’t a one-time task. It’s an ongoing investment in your team’s growth and your business’s success.
When you choose the right training methods, you’re not just teaching skills. You’re building leaders.
Every session, whether on-the-job or off-the-job, adds to your team’s confidence, loyalty, and innovation.
Your business deserves to grow smarter, not harder. Head to our blog page for more proven strategies that actually work for small business owners.
On-the-job methods, such as coaching, job rotation, and apprenticeship, are ideal for small teams. Off-the-job methods, such as workshops and e-learning, help deepen skills.
OJT happens in the workplace during regular tasks. Off-the-job training occurs outside work (classroom, simulation, seminars).
A self-paced online module where employees complete lessons and quizzes with instant feedback is a typical programmed instruction technique.
None can destroy iron, but its own rust can! Likewise, none can destroy a person, but their own mindset can.
Former chairperson of the Tata Group
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