Business and Technology · Learning and training at work

On the Job vs Off the Job Training Methods

Updated 11 October 2026 · Fact-checked

On-the-job training happens in the workplace while the person does real work, such as coaching, mentoring, job rotation and shadowing. Off-the-job training happens away from the work, such as courses, e-learning and seminars. To answer exam questions, identify where the learning takes place, then match the method's advantages and disadvantages to the scenario.

Understand Training Methods and Delivery Options

Organisations train people so they can do their jobs well and take on new duties. Training methods fall into two groups, based on where the learning takes place.

On-the-job training happens at the workplace, while the employee does real work. Common methods are coaching, mentoring, job rotation, shadowing (also called observation or sitting with Nellie) and secondment to another role or department. It is usually cheap, relevant and quick to start. Its weaknesses are that the trainer may pass on bad habits, may lack teaching skills, and that mistakes happen on real work in front of real customers.

Off-the-job training takes place away from the normal work, either inside the organisation in a training room or outside with a provider. Common methods are classroom courses, seminars and workshops, university or professional study, and e-learning. It can bring in expert knowledge and new ideas, and it removes the pressure of the job. Its weaknesses are higher cost, time away from work, and the risk that learning is not applied back at work.

Coaching vs mentoring is a favourite exam point. Coaching is usually short term and task focused. A coach, often the line manager or a specialist, helps you improve a specific skill or performance. Mentoring is longer term and relationship focused. A mentor, usually a more experienced person outside your direct reporting line, gives career guidance, advice and support, and helps your wider development.

E-learning means learning delivered through technology, such as online modules, videos, quizzes and virtual classrooms. Strictly it is off-the-job because you are away from real work tasks, though you may do it at your desk. Its advantages are flexibility, consistent content, low cost per learner when numbers are large, and self-paced study. Its disadvantages are high set-up cost, little personal interaction, the need for self-discipline, lower completion rates, and the need for suitable IT equipment and skills.

Key formulas to remember

On-the-job training: Learning at the workplace while doing real work; Examples: coaching, mentoring, job rotation, shadowing, secondment.
Off-the-job training: Learning away from normal work tasks; Examples: courses, seminars, workshops, e-learning, external study.
Coaching vs mentoring: Coaching = short term, task and skill focused; Mentoring = longer term, career and development focused; A coach is often the line manager; a mentor is usually a senior person outside the reporting line.
Key trade-off: On-the-job = cheap and relevant but risk of errors and bad habits; Off-the-job = expert and low risk but costly and may not transfer to work; Use this as the skeleton for any advantages and disadvantages answer.

How to solve Training Methods and Delivery Options questions

Use this method for any objective test question on training methods.

1Read the scenario and note the learner, the skill needed, the number of people, the budget and the time available.
2Decide where the learning happens: at the workplace or away from it. That gives on-the-job or off-the-job.
3Identify the exact method from the clues: a task-focused short-term helper suggests coaching; a long-term career guide suggests mentoring; online and self-paced suggests e-learning; observing a colleague suggests shadowing.
4Check the question wording: is it asking for an advantage, a disadvantage, a definition or the best method?
5Eliminate options that describe a different method or the wrong location of learning.
6Match the remaining option to the scenario facts, such as large numbers favouring e-learning or a need for hands-on skill favouring on-the-job.

Quickest way: Where, who, how long

When to use it: Use this when you have about two minutes or less on a one- or two-mark question.

Where: at work means on-the-job; away from work means off-the-job.
Who: a line manager helping with a task is coaching; a senior outside adviser for career growth is mentoring.
Scale: many learners in many places points to e-learning; a new specialist topic points to an external course.
Pick the option that fits all three clues and drop the rest.

Common mistakes in Training Methods and Delivery Options

Treating coaching and mentoring as the same thing.
Both involve an experienced person helping a learner, so they look alike.
Fix: Link coaching to short-term, specific skills and performance, and mentoring to long-term career and personal development.
Classing e-learning as on-the-job because the employee is at their desk.
Students focus on the physical location rather than whether the learning is part of real work.
Fix: Treat e-learning as off-the-job unless the question clearly says it is built into live work tasks.
Saying on-the-job training is always cheaper and always better.
It looks cheap because there are no course fees.
Fix: Remember the hidden costs: the trainer's time, lower output, errors and the risk of passing on bad habits.
Listing a disadvantage when the question asks for an advantage.
Rushing and not reading the final line of the question.
Fix: Underline the key word, advantage or disadvantage, before you look at the options.
Choosing a course for a large, spread-out workforce needing the same basic content.
Courses feel more formal and therefore better.
Fix: Where numbers are large and content is standard, e-learning is usually the best fit because of flexibility and consistency.
Ignoring the transfer of learning for off-the-job methods.
Students remember the expert input but forget the weakness.
Fix: Always consider whether the learner can apply the training back at work.

Worked examples

Example 1

A junior accountant is paired with a senior manager from another department who gives advice on career choices and professional development over several years. Which method is this?

A. Coaching
B. Mentoring
C. Job rotation
D. E-learning

Show the solution

The help is long term, covering several years.
The focus is career and development, not one specific task.
The adviser is from another department, outside the reporting line.
These clues describe mentoring, not task-focused coaching.

Answer: B. Mentoring

Example 2

A company with staff in twelve countries needs all of them to learn the same new data protection rules quickly at low cost per person. Which is the most suitable method and why?

A. External classroom course in the head office city
B. Shadowing a senior colleague
C. E-learning modules
D. Job rotation

Show the solution

Numbers are large and the staff are spread across countries.
The content is the same for everyone, so consistency matters.
Classroom courses would need travel and time away, which is costly.
Shadowing and job rotation are on-the-job and slow to reach twelve countries.
E-learning is delivered online, is self-paced and is low cost per learner once built.

Answer: C. E-learning modules, because they reach many learners consistently and flexibly at low cost per person.

Exam tips

Always decide first whether the method is on-the-job or off-the-job; many questions are solved by that alone.
Learn one-line definitions of coaching and mentoring and use the words short term, task and career to separate them.
For advantages and disadvantages, think cost, time, relevance, expertise, flexibility and transfer of learning.
Read multiple response questions carefully and select exactly the stated number of answers.
Use the scenario facts, such as number of learners, budget and location, to justify the best method.

Practice questions from Learning and training at work

Training Methods and Delivery Options: frequently asked questions

What is the difference between on the job and off the job training?

On-the-job training takes place at the workplace while you do real work, for example coaching or job rotation. Off-the-job training takes place away from normal work, for example a course or e-learning. The first is usually cheaper and more relevant, while the second often brings in expert knowledge.

What is the difference between coaching and mentoring?

Coaching is usually short term and focused on improving a specific skill or task, often led by a line manager. Mentoring is longer term and focuses on career and personal development, often with a senior person outside the reporting line.

What are the advantages and disadvantages of e-learning?

Advantages include flexibility, self-paced study, consistent content and low cost per learner for large groups. Disadvantages include high set-up cost, limited personal interaction, the need for self-discipline and the need for suitable technology.

Is e-learning on the job or off the job?

It is normally treated as off-the-job because the learning is separate from real work tasks, even if you do it at your desk. Answer this way unless the question says otherwise.