2.3 Training
- Syllabus
- 2026
- Topic
- 2.3
- Level
- —
Learning objectives
Choose training by purpose, setting and trade-off
Training develops the knowledge, skills and safe working practices employees need to perform or progress. The method should fit the learner's stage, the task and the consequence of error.
| Type | Main purpose and setting | Benefits | Limitations |
|---|---|---|---|
| induction | introduces a new employee to the workplace, role, people, procedures, business expectations and health/safety | faster settling-in, clearer standards, belonging and safer early performance | takes staff/time; a generic programme may not teach the specific job deeply |
| on-the-job | employee learns while working, through demonstration, coaching, mentoring or shadowing an experienced worker | realistic business-specific skills, immediate practice/feedback and often lower external cost | trainer's time/productivity falls; mistakes can affect real work; poor habits may be copied |
| off-the-job | learning occurs away from normal work, such as at a course, college, training centre or dedicated session | specialist expertise, focused learning, new ideas/qualifications and safe practice away from operations | fees/travel and time away from work; content may be less specific or not transfer into performance |
Health-and-safety training identifies hazards, required procedures, equipment use, protective measures and emergency actions. It helps the business comply with applicable law and can reduce accidents, absence, disruption, claims and harm to employees/customers.
Training → greater skill/knowledge/confidence → fewer errors or better quality/service/productivity → possible higher sales, lower waste/cost and employee motivation/retention. These gains occur only if learning is relevant and applied.
Training has opportunity costs: fees, materials, trainer time and employee time away from output. Employees may leave after training, and inconsistent or outdated instruction can waste resources or spread poor practice.
Choose by task specificity, expertise available, safety risk, cost, employee experience and urgency. Methods can combine: induction establishes safe entry, on-the-job practice builds business-specific performance, and off-the-job learning adds specialist capability.
Induction is not a complete substitute for continuing job training. On-the-job means learning through real work, not merely being physically on the premises; off-the-job can occur in a dedicated training setting even if organised by the employer.