Premium Essay

Effectiveness of on the Job Training in the Working Skills

In: Social Issues

Submitted By ABNO
Words 2953
Pages 12
CHAPTER I
INTRODUCTION
Background of the Study
Education is a form of learning in which the knowledge, skills, and habits of a group of people are transferred from one generation to the next through teaching, training, or research.
On-the-job training, also known as OJT, is teaching the skills, knowledge, and competencies that are needed to perform a specific job within the workplace and work environment. On-the-job training uses the regular or existing workplace tools, machines, documents, equipment, knowledge and skills necessary for an employee to learn to effectively perform his or her job.
It occurs within the normal working environment an employee will experience on the job. It may occur as the employee performs actual work or it may occur elsewhere within the workplace using training rooms, training work stations, or training equipment. On-the-job training is most frequently supplied by another employee who can competently perform the job that he or she is teaching.
On-the-job training is occasionally performed by an external provider as in the case of specialized equipment. In another example, a vendor trains a marketing system a group of employees is adapting to their own work procedures.
While the goal of OJT is often to teach basic workplace skills, it also instills aspects of the workplace culture and performance expectations in the new employee. OJT is also the approach organizations use to provide new employee on boarding information.
On-the-job training is normally the most effective approach to training employees. Here are your 12 best opportunities and methods for providing on-the-job training to employees.

Statement of the Problem The purpose of this study is to determine the effects of social media on the behavior of the Bachelor of Science in Information Technology third year students of Iloilo State College of Fisheries- Barotac...

Similar Documents

Free Essay

Hotel and Restaurant Management

...                            1 of 87 * ------------------------------------------------- Recommended -------------------------------------------------   * ------------------------------------------------- More from User * Factors that affect the on the-job training ofSunjay Taladtad35,054 views * Narrative report in ojtFate Capa157,951 views * Factors that affect the on the-job training ofSunjay Taladtad4,407 views * On the-job-trainee (NARRATiVE REPORT) Sheenbie PaladoSheenbie Palado20,403 views * My thesis proposalPolytechnic University of the Philippines137,851 views * Ojt final documentationAr-jay de Guzman15,180 views * Thesis elaineCarie Justine Estrellado15,613 views * Final na final thesisjennilynbalbalosa90,807 views * Ojt narrative report - an exampleRenz Aldaine Engada2,453 views * Ojt report final2Rajen Biswa5,744 views * Kalipayan narrative report so hrapetsus5,308 views * It narrative report part1My School18,823 views * Narrative report dannaMa.Danna Inigo12,605 views * A THESIS - Assessment of the Levels of Study Skills of Computer Engineering Stu……Ange Alcantara8,787 views * Thesis rizaCarie Justine Estrellado9,606 views *...

Words: 11209 - Pages: 45

Premium Essay

Aldi Stakeholders Analysis

...Human Resource Management Topic on Training and Development in the Organization Submitted by: ID: 15901410 Submission Date: 17th of November, 2015 Majan College Faculty of Business Management 1.0 Introduction According to the Raymond (2013). Training is a process or activities that provided by an organization to its employees aimed to improve employee’s performance and to help them to gain a skills and knowledge at their level of job. The goal of training for employees is to master the knowledge, skills and behaviours and to be emphasized in training and apply them to their day to day activities. Development is an ongoing set of activities provided by the organization to its employees aimed to develop and improve their skills, knowledge and their performance and to prepare them to be a professional on their job. The comparison between Training and Development: training focuses on helping employees’ performance, skills and behavior which they need to do their current job with low experience that mean in its current form with its current level of responsibility, while the development focus on growth to prepare the employees for future by using high of work experiences and it targets the employees to prepare for changes in their positions that may because of new technology, job design, new staff or new products. There are mainly three aspects of training and development which include: knowledge, skill and attitude. All this are important......

Words: 2534 - Pages: 11

Premium Essay

Training Methods

...method of training for a wide diverse employees can be a vast challenge for Clapton Construction Commercial. These methods can be higher cost effective than somewhat others methods. Although, making the right decision to best prepare employees will benefit them with a transferable skill including accommodates wide varieties of knowledge of their new duties and positions. The team listed different types of training methods below to be knowledgeable about the type of media, learning principles, training for learning skills or facts, including effectiveness of methods. Training Methods Types of Media Web Seminar Web seminar training employees can be an option to set their objectives including measure their learning abilities. Trainers can design a type of webinar to be interactive by using all the resources availability of the web software. Furthermore, webinar can show features of visuals including some considerations among contributors with software capable of screen chat otherwise video conversation. Classroom Training Classroom training is another effort to keep costs down by appointing one trainer including minimal training materials. The consulting team recommends perhaps one coach or trainer to handle a class of 15 to 25 employee trainee’s presence interactive including materials uses. Classroom training will provide feedback to management to what they have learned and possibly enhancing pre and post valuation training. Off-the-Job Training Off-the-job......

Words: 891 - Pages: 4

Premium Essay

Employee Training and Development

...TRANSFER OF TRAINING Transfer of training communicates to how trainees successfully and often they apply what they learned from training (skills, knowledge, cognitive strategies, behaviors) and how well they apply those competencies back to their current positions. The employee working environment and their characteristics plays an important role in their ability to self-motivate themselves, their peers and management to take what they have learned and transfer those techniques whether they are generalization skills such as verbal knowledge, motor skills or maintaining newly acquired skills, employer must insist or ensure that training takes place and transfer of training happens and it is constantly (Noe, 2010, p. 187, par.1). Transfer of training is often influenced by its designed, in fact researchers believe transfer of training is only effective if employees are self-motivated and has the desire to improve their current skills. According to Pham, Segers and Gijselears, they believe enhanced training programs for MBA professionals should offer reinforcement to the trainees self effectiveness and motivation to transfer, as well as to support trainees in the development of their own learning transfer strategies. They also believe these strategies leads to an increase in trainee’s job performance and can contribute to the organization success (Pham, Segers and Gijselears, 2010, p. 1, par. 1-4). However, it is important that transfer of training and their outcomes for......

Words: 1199 - Pages: 5

Premium Essay

Hrm in Bank

...9 13 20 20 20 21 1.2 Characteristics of Human Resource Management 1.3 Need and Development of Human resource management 2 2.0 2.1 2.2 2.3 3 3.0 3.1 3.2 4 4.0 4.1 4.2 4.3 Human Resource Management in Banking What is a Bank HRM Background and Practices HR Practices and Methods Job analysis, Job design, and Job evolution Job analysis Job design Human Resource Planning Recruitment Selection Placement -2- 4.4 5.0 5.1 5.2 5.3 6.0 6 6.1 6.2 Induction & Orientation Human Resource Development Management Development Career Planning & Development Organizational Development Compensations Management Compensation Compensations and Benefits 21 23 23 23 24 25 25 26 7 8 7.0 8.0 8.1 8.2 8.3 8.4 8.5 Human Relations Human Resource Management in Bank HRM in Cooperative Banks HRM in Regional Rural Banks (RRBs) HRM in Public Sector Banks HRM in Private Banks & Foreign Banks HRM in Public Sector Unit Banks (PSU Banks) 27 28 28 28 28 29 29 31 31 31 32 9 9.0 Responsibilities of the Human Resource Management Department in Banks 9.1 9.2 Role Responsibilities 10 10.0 Employee Relation in Banks -3- 11 12 Current Challenges Faced by banks in HRM 12.0 Development in Banks 12.1 Training and Development 12.2 Recruitment 12.3 Selections 33 35 35 39 40 45...

Words: 15622 - Pages: 63

Premium Essay

Hrd Climate Survey

...INDEX Contents Introduction 5 1.0 Introduction 6 1.1 Purpose of HRD 7 1.2 HRD Planning 8 1.3 Training Need Identification 10 About the Company 16 2.0 Introduction to the company 17 2.1 HRD Philosophy 17 Products & Services 19 2.2. Development Plan Template 21 2.3 Sample Training Calender: 22 Methodology 23 3.0 Report Methodology 24 Findings & Recommendations 26 4.0 Recommendations based on Findings 27 4.1 Proposed Improvement in Training Policy 28 4.2 Proposed Process for Training: 28 Annexure 30 Annexure 1: Proposed Training Process for Employees 31 Annexure 2: Proposed Feedback Questionnaire 32 REFERENCE 36 1.0 Introduction HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people-oriented concept. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD is… “a process of developing and/or unleashing human expertise through organization development and personnel training and development for the purpose of improving performance.” HRD from organizational point of view is a continuous process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human......

Words: 1687 - Pages: 7

Premium Essay

Cipd 3hrc

...well-founded recruitment and selection process to employ the “Right people with the right skills.” Both internal and external factors, such as economics, skill shortages, and the organisations short term and future goals have to be considered. Workforce planning is implemented and constantly reviewed to keep the company up to date and competitive within a changing economy. CIPD Factsheet (Workforce Planning, revised Oct 2015). Recruitment is a huge cost to the Organisation so it’s crucial it is managed effectively and legislation adhered to. HR has specialised knowledge and supports the Organisation by delivering the following activities by a fair non-discriminatory process • Job analysis – Determining if the job is still a genuine vacancy. Reviewing the job description and person specification to fit the role and the company culture. • Selection Methods – Identifying and utilising the correct resources to determine the most suitable candidate. E.g. Psychometric testing, Assessment Centres. Shortlisting candidates. • Advertising – Internal and External. Adopting the relevant medium and style of advert to appeal to the target candidates. • Interviewing – Structured and behavioural interviews used to assess the candidates’ communication skills, personality and experience and matching them against a benchmark. • References – Requesting and recording information about and employment history. • Job offers and Induction –...

Words: 1349 - Pages: 6

Premium Essay

Human Resource Development

...use of training and development, organization development, and career development so the individuals, groups, can improve organizational effectiveness and achieve the best performing result. The organisational strategy of Novotel has anticipated its expectations of clients for environmental matters and corporate social responsibility. Human resource development requires the employees within the Novotel to obtain their skills during the training session to provide a better service to the clients to meet their expectations, which is closely connected with the organisational strategy. Different organisations have different goals and strategies, specific human resource development activities are planned and implemented by the organisations based on their strategies (Carole Tansley and Sue Newell, 2007). Strategic human resource development (SHRD) focuses on integrating HRD activities with organizational goals and values to develop core capabilities that enhance firm competitive advantage (Jia Wang, Holly M. Hutchins and Thomas N. Garavan, January 2009). It is necessary for us to consider the integration challenges of organisational strategy and human resource development. Even if the organisation planned very well, it still has some gaps for organisation to effectively integrating and matching their human resource development with organisational strategy, how to design the training program that can fix the real problem of the trainee and how to deliver the knowledge and skills to......

Words: 2531 - Pages: 11

Premium Essay

Industrial Relation

...CONTENT 1. Acknowledgement …………………………………………………………… 0 2. Executive Summary…………………………………………………………… 0 3. Case study 01 – Georgia apparels…………………………………………… 0 4. Case study 02 – the skill factory……………………………………………… 0 5. Case study 03 – care - link…………………………………………………… 0 ACKNOWLEDMENT I take this opportunity express my deepest gratitude to each and every people who have contributed their effort on behalf of me, in order to successfully complete this project. Also I would like offer my deepest and heartiest gratitude to lecture Mr. C H Liyanageand IPM for sharing their valuable knowledge with us and the fullest cooperation to successful commencement of this module And also need to thank my parents, and all other batch mates who encouraged and gave heartiest support in this regard. EXECUTIVE SUMMERY Case study 01 Georgia Apparels is a garment factory producing and exporting finished ladies and gents garments to some leading and reputed buyers in the region. There are over 500 employees working. Company does ladies and gents casual wear and has earned a good reputation for producing quality garments based on client needs. There are 3 main heads of departments. Such as 1 manager HR and Trg 2 Factory manager (Under factory manager there are 5 production supervisors) 3 Manager procumbent& Admin Georagia Apparels are faced with a whole new challenge since November 2008,their main buyers have been placing......

Words: 3123 - Pages: 13

Premium Essay

Human Resource Management

...| The reasons for human resource planning in organization | 10 | 2.2 | Stages involved in planning human resource requirements | 11 | 2.3 | The recruitment and selection process of two companies | 12 | 2.4 | Effectiveness of the recruitment and selection process of two organizations | 16 | 3.1 | Link between motivational theory and reward | 18 | 3.2 | Process of job evaluation and other factors determining the pay | 19 | 3.3 | Effectiveness of reward systems in different contexts | 21 | | References | 22 | Task 1: Understand the difference between personnel management and human resource management. 1.1 Distinguish between personnel management and human resource management. Answer: Personnel management and human resource management both are the important term used to manage people in organization. Generally they imply similar meaning of managing people to achieve predetermined objectives. But these two differ from each other sharply. Simply Human Resource Management is the process of managing people in organizations in a structured and thorough manner. In broader sense, human resource management is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations...

Words: 6049 - Pages: 25

Premium Essay

Business

...application form, job description, person specification and how it helps in recruiting staff and also the skill required and how it will help me to do the selected job. Arsenal is popularly known as a football club but apart from that they offer other roles in the community. Arsenal in the community is dedicated to improving the lives of our local community through the delivery of various programmes across sports, education, health and social inclusion. These programmes embrace a wide variety of community involvement and they are delivered and received with the same energy and commitment today as when they started 30 years ago. THIS IS THE JOB ADVERT This is a paid announcement in a newspaper or other medium about a job vacancy. The main purpose of a job advertisement is to attract suitable candidates for the position. THIS IS THE JOB ADVERT This is a paid announcement in a newspaper or other medium about a job vacancy. The main purpose of a job advertisement is to attract suitable candidates for the position. http://www.arsenaljobs.com/search 17/09/14 The purpose of job description is to help human resource planning and it also provide suitable candidates explanation of specific job and expectation. The purpose of job description is to help human resource planning and it also provide suitable candidates explanation of specific job and expectation. THIS IS THE JOB DESCRIPTION This is written statement of a specific job, to find a job analysis. It......

Words: 1807 - Pages: 8

Free Essay

Learning and Development Design

...| Learning and Developing Design | Trisco Foods | | | Contents Executive Summary 3 Recommendations 3 1. Introduction 4 2. Learning Objectives 4 3. On or Off The Job Approach 5 4. On The Job Process 6 5. Off The Job Process 7 6. Program Schedule 8 Conclusion 8 Reference List 9 Appendix A Hierarchy of Need and Learning Objectives 10 Appendix B Learning Contract 11 Appendix C Session Plan Coversheet 13 Appendix D Program Schedule 16 Executive Summary Trisco Foods has a performance gap between the actual performance of syrup makers and the expectations of management to these makers. This kind of performance gap leads to a growth reduction over the last few years with the percentage of 10, which is a big organizational problem to this company. This report intends to design a learning and developing program in order to fill the gap and achieve better performance. This program will include on the job approach and off the job approach. During the design, both on the job method and off the job methods are taken into account and generate a combination to receive a better influence. It is important to evaluate the learning program and guarantee the designed program is applied to the reality, which are considered in the recommendations. Recommendations After the learning and development design program has been designed, it was designed on the basis of meeting the learning need of compliance because they do not have a good......

Words: 2836 - Pages: 12

Premium Essay

Unit 6

... | |BTEC Level5 HND Diploma in Business |Unit 14: Working With and Leading People | | |Level 5 | |Student name and ID number |Assessor name | | |Urmila Chooramun | | | | |Date issued |Completion date |Submitted on | |22nd September 2014 |12th December 2014 before 12.00 midday | | | | | |Assignment title |Working With and Leading People ...

Words: 10654 - Pages: 43

Premium Essay

Bal Report

...[pic] 1.0. BRIEF IDEA ABOUT BANK Alfalah Bank Alfalah Limited was incorporated on June 21st, 1997 as a public limited company, under the Companies Ordinance 1984. Its banking operations commenced from November 1st, 1997. The bank is engaged in Islamic banking, commercial banking and related services as defined in the Banking Companies Ordinance, 1962. The Bank is currently operating through 195 branches in 74 cities. Management of Bank Alfalah accepted the challenge to transform this bank into a highly professional, most efficient & service oriented institution. The management has been successful in fulfilling the undertaken challenge. It has been successful in making a significant contribution to both corporate and retail banking in Bangladesh. Over the years, its emphasis on growth has resulted in a strong entity capable of offering high quality services to a wide spectrum of clients, in a highly challenging business environment. Its strategy is to maximize the synergies of branch network through an optimal allocation of financial resources in the face of dynamic challenges of present financial environment. Strengthened with the banking of the Abu Dhabi Group and driven by the strategic goals set out by its board of management, the Bank has invested in revolutionary technology to have an extensive range of products and services. This facilitates their commitment to a culture of innovation and seeks out synergies with clients and service providers to ensure......

Words: 11487 - Pages: 46

Premium Essay

Carter

... TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training ...

Words: 5074 - Pages: 21