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Off-the-job training

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The employee is sent to another location outside the business to learn a skill or acquire important knowledge. Off-the-job training may include (1) lectures and demonstrations; (2) simulations, role-plays and games; (3) self-study; (4) attending external courses, for example, on day-release; (5) secondment, which means that the employee is temporary taken away from his/her routine job in order to gain further experience elsewhere. The advantages of off-the-job training are: (1) specialists can be used to instruct the employees; (2) training can be more concentrated; (3) it is more suitable for theoretical instruction; (4) it can be less stressful. The disadvantages of off-the-job training are: (1) there may be no direct link between the training and the job; (2) it can be artificial; (3) trainers may not know the specific conditions of the employment; (4) it is usually more expensive; (5) employees cannot work whilst they are being trained.
Contents of

1 Training
2 On-the-job training
3 Off-the-job training
4 Employee Development
5 Performance appraisal
6 Corporate Culture and the Psychological Contract, Edgar Schein

Related articles: (1) Workforce Planning, (2)