Advantages and Disadvantages of Off-the-Job Training at UNICEF

This report analyzes the advantages and disadvantages of off-the-job training methods, specifically within the context of UNICEF London's fundraising staff. The report highlights the benefits of off-the-job training, such as providing in-depth knowledge, reducing errors, and training large groups efficiently. It also notes that this method can boost employee confidence. However, the report also acknowledges the drawbacks, including the lack of practical learning in a real working environment, potential for employees to seek new jobs after training, and the artificial nature of the training. It also discusses the lack of individual feedback, which may demotivate workers. The report references several sources to support its findings, including books and journals, and concludes with a discussion of the overall impact of off-the-job training on employee skill development and organizational performance.

TASK 4

Table of Contents
TASK 4............................................................................................................................................1
Advantage and disadvantage of off the job skill training in organization..................................1
REFERENCES................................................................................................................................2

TASK 4
Advantage and disadvantage of off the job skill training in organization
Off the job training is the method in which companies provides training to its staff
members at outside of actual work environment. In such type of training methods trainers takes
support of lectures, case studies, role play etc. It is beneficial for the fundraising staff of Unicef
London because people can get in-depth information about their responsibilities. This assists in
reducing production errors to great extent (Martin, Kolomitro and Lam, 2014). It is beneficial in
term of economy because by adopting this method cited firm can train large group
simultaneously at a time. As in this training method Unicef London involve experts for giving
training to new candidates. It encourages trainees and motivate them to retain in the organization
for longer duration. Fundraising staff feel confident when they get such type of training from
specialist of the field (Posavac, 2015).
On other hand Off the job skill training method has some drawbacks as well. In such type
of training schedule people do not get practical learning. Employees can get theoretical
knowledge but it is different from real working environment. After getting training people may
move towards new jobs (Milhem, Abushamsieh and Pérez Aróstegui, 2014). Off the job skill
training is artificial in nature thus, employees do not get practical knowledge about operations. In
such type of training method Unicef London do not ask for feedback from each person because
large number of people present in the training method. Some times lack of feedback demotivate
the workers (Off-the-job training methods, 2017).
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REFERENCES
Books and Journals
Martin, B. O., Kolomitro, K. and Lam, T. C., 2014. Training methods: A review and
analysis. Human Resource Development Review. 13(1). pp.11-35.
Milhem, W., Abushamsieh, K. and Pérez Aróstegui, M. N., 2014. Training Strategies, Theories
and Types. Journal of Accounting, Business & Management. 21(1).
Posavac, E., 2015. Program evaluation: Methods and case studies. Routledge.
Online
Off-the-job training methods, 2017. [Online]. Available through
<http://www.whatishumanresource.com/off-the-job-methods>
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