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Advantages 
Disadvantages 
Takes account of job context: high relevance and 
transfer of learning 
Undesirable aspects of job context (group norms, 
corner-cutting) also learned 
Suits 'hands-on' learning styles: offers 'learning by 
doing' 
Doesn't suit 'hands-off' learning styles 
No adjustment barriers (eg anti-climax after 
training) to application of learning on the job 
Trial and error may be threatening (if the 
organisation has low tolerance of error!) 
Develops working relationships as well as skills 
Risks of throwing people in at the deep end with 
real consequences of mistakes 
Distractions and pressures of the workplace may 
hamper learning focus 
QUESTION 
Training methods
 
Suggest a suitable training method for each of the following situations. 
(a) 
A worker is transferred onto a new machine and needs to learn its operation. 
(b) 
An accounts clerk wishes to work towards becoming qualified with the relevant professional body. 
(c) 
An organisation decides that its supervisors would benefit from ideas on participative 
management and democratic leadership. 
(d) 
A new member of staff is about to join the organisation. 
ANSWER 
Training methods for the various workers indicated are as follows. 
(a) 
Worker on a new machine: on the job training, coaching 
(b) 
Accounts clerk working for professional qualification: external course – evening class or day-
release 
(c) 
Supervisors wishing to benefit from participative management and democratic leadership: internal 
or external course. However, it is important that monitoring and evaluation takes place to ensure 
that the results of the course are subsequently applied in practice. 
(d) 
New staff: induction training 
 
BPP Tutor Toolkit Copy

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CHAPTER 16
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TRAINING AND DEVELOPMENT