Welcome to the World of Training!
In this chapter, we are looking at Training, which is a vital part of "The Workforce" section of your OCR AS Level Business course. Think of a business as a sports team; even the most talented players need practice and coaching to win the league. In business, training is that "practice." It’s how organizations ensure their employees have the skills to do their jobs well, stay safe, and help the business grow.
Don't worry if some of these terms seem like "office-speak" at first—we’ll break them down using examples you see every day!
What exactly is Training?
Training is the process of increasing the knowledge and skills of workers so they can perform their jobs more effectively. It isn't just a one-time event; it's an ongoing investment in a business's most valuable asset: its people.
Quick Review: Why do businesses train staff?
- To improve productivity (doing more in less time).
- To improve quality (making fewer mistakes).
- To help workers handle technological changes.
- To improve safety (reducing accidents).
- To increase employee motivation (workers feel valued).
Key Takeaway: Training turns a "new recruit" into a "skilled professional."
The Different Methods of Training
Businesses don't just have one way to teach. They choose methods based on the job, the cost, and the time available. Here are the types you need to know for your exam:
1. Induction Training
This is the training given to new employees when they first join a business.
Example: On your first day at a part-time job in a cafe, your manager shows you where the fire exits are, introduces you to the team, and explains how the till works.
- Purpose: To help the worker settle in quickly and feel comfortable.
- Benefit: Reduces the "first-day nerves" and prevents costly mistakes early on.
2. On-the-job Training
This happens at the place of work while the employee is actually doing the job. Often, a more experienced colleague watches and guides them ("shadowing").
- Pros: It’s cheap (no travel costs) and the worker is still being productive.
- Cons: The "teacher" might pass on bad habits, and it can be distracting for other workers.
3. Off-the-job Training
This happens away from the workplace. It could be at a college, a training center, or even in a separate room in the office.
Analogy: Learning to drive. Off-the-job is the theory test (studying the book); On-the-job is the actual driving lesson on the road.
- Pros: Taught by experts, fewer distractions, and workers can share ideas with people from other businesses.
- Cons: Very expensive (course fees + travel) and the worker isn't producing anything while they are away.
4. Academic, Vocational, and Apprenticeships
These are more formal pathways often supported by the government or educational institutions:
- Academic Training: Focuses on theoretical knowledge (like studying for your A Levels!).
- Vocational Training: Focuses on practical skills for a specific trade or job (like a course in plumbing or hairdressing).
- Apprenticeships: A mix of both! The person works a real job (and gets paid) while also studying for a qualification.
Memory Aid: The "IOVA" Mnemonic
Induction (New starters)
On-the-job (At the desk)
Vocational (Practical skills)
Academic (Theory/Classroom)
Evaluating Training: Is it worth it?
In your exam, you’ll often be asked to evaluate training. This means looking at both the "good" and the "bad" for different groups (stakeholders).
For the Business:
Benefits: Higher quality products and better customer service. This leads to a better reputation and more profit.
Costs: Training is expensive! There is also the risk that once a worker is highly trained, they might leave for a rival business who offers more money (this is called "poaching").
For the Employees (The Workers):
Benefits: They become more "employable" and may get a pay rise or promotion. It also boosts their confidence.
Costs: Some workers might find training stressful or feel they don't have enough time to do their actual job while training.
Common Mistake to Avoid:
Don't assume training always works! If the training is boring or irrelevant, it can actually decrease motivation because employees feel their time is being wasted.
Quick Review Box:
Best for low budget? On-the-job.
Best for high-risk jobs (e.g., Pilot)? Off-the-job/Simulators.
Best for brand new staff? Induction.
Training and Quality
There is a huge link between training and Productive Quality. When workers are well-trained, they understand the standards expected of them.
Did you know? Many modern businesses use Total Quality Management (TQM). This relies on every single worker being trained to spot mistakes. Without constant training, TQM simply doesn't work! Training ensures the product is "fit for purpose" every single time.
Summary: How to Recommend a Method
If an exam question asks you to recommend and justify a training method, consider these three "C's":
- Cost: Can the business afford a fancy off-the-job course?
- Complexity: Is the job hard to learn? If yes, they might need an expert (Off-the-job).
- Context: Is it a small shop or a massive factory? A small shop will likely stick to on-the-job training to save money.
Key Takeaway: There is no "perfect" training method. The best choice depends on the specific needs and budget of the business!