Why do businesses train their staff, and what are the main methods of training?
Training: induction, on-the-job and off-the-job training, the benefits of training to the business and the employee, and the costs and drawbacks of training.
A CCEA GCSE Business and Communication Systems answer on training. Covers induction training, on-the-job and off-the-job training, the benefits of training to both the business and the employee, and the costs and drawbacks a business must weigh.
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What this dot point is asking
Once a business has recruited staff, it usually trains them, and Unit 2 expects you to explain induction, on-the-job and off-the-job training, and to weigh the benefits of training (to the business and the employee) against the costs and drawbacks. The most common question is a discussion of whether training is worthwhile, so you need both sides and a judgement.
Induction training
When someone first starts a job, they need to settle in.
On-the-job and off-the-job training
The two main types describe where the training happens.
Benefits of training
Training benefits both the business and the employee, and the exam wants both viewpoints.
- For the business: staff are more skilled and productive, work to a higher quality with fewer mistakes, are safer, and are often more motivated and loyal, which can reduce staff turnover.
- For the employee: they gain new skills and qualifications, more confidence, better job prospects and often higher pay, and feel valued.
Costs and drawbacks of training
Training is not free, and a business must weigh the downsides.
The drawbacks are the cost of providing training (courses, trainers, materials), the time it takes, lost output while staff are being trained rather than working, and the risk that trained staff leave for a better-paid job elsewhere, taking their new skills with them. This last point, paying to train someone who then goes to a competitor, is a classic exam argument against training.
Worked example: deciding whether to train
Why this matters
Skilled, motivated staff are central to quality, productivity and safety, so training is a key way a business improves performance, and it links to recruitment (developing the people it hires) and to motivation and stakeholders. The exam reward is to argue both sides, the gains in skill, quality and loyalty against the costs and the risk of staff leaving, and reach a supported conclusion rather than just listing benefits.
Try this
Q1. State what is meant by induction training. [2 marks]
- Cue. Training given to new employees when they start, to introduce them to the job, workplace and its rules.
Q2. Give one benefit of training to the employee. [1 mark]
- Cue. Any one: new skills or qualifications, more confidence, better job prospects, higher pay, feeling valued.
Q3. Explain one drawback to a business of training its staff. [2 marks]
- Cue. Training costs money and time and reduces output while it happens; or trained staff may leave for a better-paid job, taking their skills.
Exam-style practice questions
Practice questions written in the style of CCEA exam questions on this dot point, with worked answer explainers. The year tag is the paper they imitate, not the source.
CCEA Unit 2 (style)4 marksExplain the difference between on-the-job and off-the-job training, giving one example of each.Show worked answer →
A 4-mark explain question testing AO1 and AO2.
On-the-job training takes place at work while doing the actual job, learning by doing under guidance (1 mark), for example a new shop assistant being shown how to use the till by an experienced colleague (1 mark).
Off-the-job training takes place away from the normal workplace (1 mark), for example attending a college course, a training centre or an external workshop to gain a qualification (1 mark). A strong answer makes the contrast clear: on-the-job is at the workplace doing the role, off-the-job is away from it.
CCEA Unit 2 (style)6 marksDiscuss the benefits and drawbacks to a business of training its staff.Show worked answer →
A 6-mark discuss question testing AO2 and AO3, needing two sides and a judgement.
Benefits: staff become more skilled and productive, work to a higher quality with fewer mistakes, are safer, and are often more motivated and loyal because the business invests in them, which can reduce staff turnover (up to 3 marks).
Drawbacks: training costs money and time, output may fall while staff are being trained, and there is a risk that trained staff then leave for a better-paid job elsewhere, taking their new skills with them (up to 3 marks).
Judgement: training is usually worthwhile because skilled, motivated staff improve quality, productivity and safety, which outweighs the cost, provided the business keeps staff by treating them well; if money is very tight or turnover is high, the business must weigh the risk of paying to train people who then leave. Top marks need a supported conclusion.
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