Ravi joins the HR team of a reputed media organization right after his graduation. While Ravi is hard-working and knows how to build relationships with associates and clients, he gets cold feet when faced with a conflict or crisis. During his first year, Ravi is provided with off-the-job training for seven hours every week, involving multiple off-the-job training techniques that simulate real-world scenarios.
In his second year, the organization faces a corruption scandal. Having learned the skills to handle crisis situations during the off-the-job training sessions, Ravi plays a vital role in solving the problem. His skills no longer desert him under pressure.
Ravi’s ability to handle the crisis speaks volumes of how off-the-job training can nurture professionals in dealing with different aspects of their job and addressing their weaknesses. Without a proper off-the-job training course, Ravi wouldn’t have the ability to tackle the crisis with assurance or efficiency.
What Is Off-the-Job Training?
Off-the-job training refers to any training that’s undertaken outside the general work environment to supplement skills that’ll be required by employees to discharge their responsibilities. The purpose of off-the-job training methods is to provide clarity to participants on the nature of their jobs, their role in the organization and the ways in which they can self-evaluate and improve their performance in different capacities. Different types of off-the-job training are conducted by different kinds of experts, ranging from senior employees in an organization to academicians and industry stalwarts.
Off-the-job training must be counted as part of employee working hours. Any voluntary training that individuals may undertake separately or in their personal capacity to boost their skills doesn’t count as off-the-job training.
What Are The Different Off-the-Job Training Methods?
There are various types of off-the-job training, with each method meant to amplify a particular range of skills—from improving communication and public speaking to handling conflicts and working in groups. Some examples of off-the-job training methods that your organization can undertake are explained below:
Of all the off-the-job methods, role-playing is arguably the most efficient when it comes to ensuring active participation. Role-playing sessions involve throwing participants into the middle of a hypothetical situation where they have to deal with an organizational crisis or persuade clients in the middle of a conflict. These sessions can either be structured or spontaneous. As one of the most exciting off-the-job training methods, role-playing can be used to enhance interpersonal skills, polish sales techniques and above all, make participants comfortable in dealing with hostile scenarios that demand composure and quick thinking.
One of the most traditional off-the-job methods involves lectures and seminars. Lectures are a useful way of clarifying concepts, resolving doubts and engaging in moderated discussions about ideas and theories concerning one’s role. All off-the-job training methods must include lectures or seminars that promote critical thinking and allow participants to track their knowledge growth over time. These sessions may or may not be followed by assessment exercises.
Cases are generally structured around one or more problems or issues faced by organizations in the past or likely to be faced by them in the future. Case studies do not involve success stories but detail a tricky situation so that participants can study precedents and apply the experience from case studies into their own jobs. Of the several types of off-the-job training, case studies are perceived to require the most rigorous attention as well as the strongest language and communication skills.
Management Or Business Games
One of the main reasons behind having several types of off-the-job training is to keep participants fresh and engaged with a variety of challenges. Among the off-the-job methods that usually see the highest levels of participation and engagement, management or business games involve dividing participants into groups and facilitating discussions. Participants are required to team up and share insights on various subjects like product conception, production, promotion, pricing etc. Usually, these discussions are shaped in a competitive format to promote teamwork as well as healthy and fair competition. Research has shown that management or business games play an important role in boosting cooperative decision-making.
An innovative exercise among the examples of off-the-job training methods includes in-basket training, where employees are supplied with information about an imaginary organization, its activities and products, its HR department and other necessary data. The participant is asked to make notes, delegate and distribute responsibilities and prepare schedules in accordance with a definite timeline and blueprint.
As the name implies, simulation, arguably the most popular among off-the-job methods, is based on the reproduction of a real workplace scenario. Simulation sessions are designed to enhance cognitive skills, particularly decision-making and collaboration. For a simulation session to be successful, organizations must take care to ensure that the sessions are life-like, both physically and psychologically. The physical environment and tools available to the participants must mirror those expected in real life, while the mood of the simulated scenario must reflect what’s generally encountered in actual jobs.
Off-the-job training methods demand considerable investment on part of organizations in terms of time, personnel and resources. Harappa Education’s 10 on 10 program is here to meet that demand with tailor-made programs that allows your employees to:
Boost their potential and reach peak levels of performance
Activate, cultivate and elevate their profile and skill-set
Drive high-performance behaviors at scale
Several organizations like Infosys, NASSCOM and ITC Limited have already helped boost the performance of their teams through off-the-job training methods featured in Harappa’s 10 on 10 program. Why wait? Sign up now and maximize the potential of your employees!
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