The decision on what training method should be used is very important and can have a significant impact. When choosing which training method to utilize, it is important to take into consideration the type of training it is, who the trainees are, and where this training is taking place. Some examples of training methods are lectures, discussions, case studies, behavior modelling training, role play, simulation, games and action learning. Training methods fall under two main sub-categories –: on-the-job and off-the-job training methods. The main difference between the two is that on-the-job training methods are related to methods through on the job experiences, whereas off-the-job training involves more formal training methods.

On-the-job training methods involve performing an actual job in a real work setting. The training methods that fall under this category would be job rotation, coaching, job instruction/step- by-step training and committee assignments. These are all valuable training methods that are best utilized when the trainee is at their workstation (MBA Tuts, 2019).

Off-the-job training methods are mostly formal and take place outside the work area. These training methods include lectures, discussions, case studies, behavior modeling training, role play, simulation, games, and action learning (Haccoun, n.d.).

Both on-the-job and off-the-job training methods have benefits and when utilized correctly they can really have an impact. There are benefits to both; for example, on-the-job training is a cost-effective method as there is no need to bring in an external trainer. However, a significant advantage of off-the-job training is that the training will usually be provided by an expert, resulting in a strong knowledge transfer (Basariya, 2019). Choosing what training methods to use is an important decision when designing a training program. You first must analyze what the training is for, who the trainees are, and where the training is taking place. Once you have concluded those key points, choosing whether you want to incorporate on-the-job or off-the-job training, or a combination of both, is a big step in designing your training program.