The concept behind training is for the trainee to acquire knowledge, skills, and competencies from the trainer as a result of being taught vocational or practical skills. The trainee gains knowledge that relates to specific useful competencies in his or her field. Training has specific goals of improving one's capability, capacity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). These activities are often focused upon, and evaluated against, the job that an individual currently holds.
Types of Training
One can generally categorize training as on-the-job or off-the-job:
On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use once they are fully trained. On-the-job training has a general reputation as being most effective for vocational work.
Off-the-job training takes place away from normal work situations—implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage in that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas .
An astronaut in training.
An Example of Training
A more recent development in job training is the On the Job Training Plan or OJT Plan. According to the United States Department of the Interior, a proper OJT plan should include:
- An overview of the subjects to be covered;
- The number of hours the training is expected to take, with an estimated completion date;
- A method by which the training will be evaluated.
The stakeholders in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resources management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others.