Results show that the effectiveness of the off-the-job training methods depends on four significant factors such as, acquiring knowledge and skills, logistics support, invitation of comments by the trainers and participation of the trainees, and participation of the trainees in Training Needs Assessment (TNA). This form helps particularly to develop the occupational skills. Factor Analysis was used to identify the factors related to the effectiveness of off-the-job training methods while Multiple Regression was used to identify the relationships between the overall effectiveness of the training and the effectiveness factors related to off-the-job training. On-the-job training involve learning by doing, relies on demonstration and coaching. Eight leading private and public commercial banks were included in the survey. On-the-job training (OJT) is one of the best training methods because it is planned, organized, and conducted at the employees worksite. A total of 300 bank officers at different levels of the banks were interviewed. A survey was conducted among the bank officers who received off-the-job training with structured questionnaire. This study used both qualitative and quantitative research methods. Hence, this paper aims at identifying the factors that can improve the effectiveness of the off-the-job training methods in commercial banks of Bangladesh. To make the employees more attractive to training programs, interactive and value adding training methods can increase the effectiveness of the training.

But the effectiveness of these training methods is often questioned due to traditional lecture-based training sessions. A lion’s share of training budget is usually used for off-the-job training purposes that add value for the development of knowledge, skills and abilities (KSA) of the employees’. along with on-the-job training methods to improve the performance of the employees. These institutions usually train their employees by using off-the-job training methods like seminars, workshops, lectures, etc. But whether this investment is effective or not is a question often asked by the policymakers of these institutions. Benefits: The Key to Obtaining Buy-In From Stakeholders. Banks and financial institutions of Bangladesh invest a large amount of money for training purposes in building and enhancing capacity of their human resources.

On the job training methods