Some of the major advantages of off-the-job training are that it is well-organized and usually imparts a wide range of skills to trainees. Companies provide such orientation for large groups of people, reducing the costs of training new hires. Disadvantages include a lack of feedback, few opportunities to practice new skills, and low employee interest.
Off-the-job training usually involves trainers with adequate experience. As such, trainees stand to gain much needed, new information about their jobs. This form of training is systematically organized and well-suited to meet expectations. Efficiently devised programs may add great value to the trainees' overall knowledge base. However, off-the-job training may not yield the desired outcome for the trainees since it happens away from the workstation. Employees may still need hands-on practice with actual machines and equipment. This method of training is costly in terms of expenses related to reimbursing trainees for travel expenses, payment owed to trainers, and charges for the venues--overhead costs which do not yield any production for the company itself.
Off-the-job training is conducted in a variety of settings. It may be at a formal training center, either near or far from the actual address of the employer. The company may organize the training in a resort, where there are no distractions, ensuring that trainees are fully committed to the instructions delivered.
Off-the-job training is conducted using various formats--such as lectures, audio-visual presentations, simulations and case studies. Other methods trainers use include role-playing, programmed instruction, and administrative scenarios with computerized management games.