A second delivery method is "On The Job Training" (OJT). Specific jobs require training so the employee can perform the job or task. OJT is great for training employees on the details of their specific job. OJT is usually provided in very small and even one on one formats. In OJT an experienced employee acts as the instructor. OJT often follows a concept called :Competency Based Learning (CBL). During CBL the learner is given information by the instructor, shown how to do the job and then offered an opportunity to practice by doing the task or job while being observed by the instructor. When ready the learner then must demonstrate competency by performing task or job elements on their own. When they can demonstrate competency they are considered trained and ready to work. OJT is very effective if the person doing the teaching is capable of following good adult learning strategies. OJT is very costly in terms of the instructor because it involves one on one or one instructor to a very small group of employees. The instructors receive a salary and benefits so the costs can be high, The location for OJT is usually in the work place.

The third delivery method is the use of technology that can include e-learning, on line learning, videos, webinars and computer based to name a few options. Technology training seldom includes a live instructor. That can be a disadvantage since students have no one to address questions or clarify points. Another cost to technology learning is equipment. But once purchased the only cost is to upgrade equipment as it changes. Another serious drawback is the question of the effectiveness of the training. Unless technology training is well designed it can lead to attendance but not learning. But there are also advantages to technology for training. the main is the flexibility for the learner. Training can occur when the learner has time around their normal job responsibilities. Facilities are seldom needed because the training can be done at a work desk. Once the equipment or software programs are purchased they can be use many times at no additional costs.

How can an organization balance the need for training with the resource availability to maximize learning opportunities?

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