Topics: Training, Skill, Rizal Pages: 16 (3317 words) Published: March 3, 2013
Chapter 1


On-the-job training (OJT) is a type of skill development where an worker learns how to do the work through hands-on experience. This is in contrast to skill formation that is purely cognitive or perceptual. OJT generally gives the trainee the opportunity to work in the same place and with the same equipment that will be used regularly which can make it an efficient approach to learning new things. On the job training has many advantages, but it can also have a few disadvantages if the OJT is not properly planned and executed.

The goal of the OJT program is to place participants in occupations that will enhance their prospects for long-term employment and will ultimately permit them to become self-sufficient. OJT involves the acquisition of specific skills and employment competencies, through exposure in an actual work setting, to the processes, work tasks, tools and methods of a specific job or group of jobs.

It is the responsibility of supervisors and managers to utilize available resources to train, qualify, and develop their employees. On-the-job training (OJT) is one of the best training methods because it is planned, organized, and conducted at the employee's worksite. OJT will generally be the primary method used for broadening employee skills and increasing productivity. It is particularly appropriate for developing proficiency skills unique to an employee's job - especially jobs that are relatively easy to learn and require locally-owned equipment and facilities. OJT training is often cost-effective for a business because no outside teachers or programs are needed, and the training is typically conducted as part of the actual work shifts. There is no need for the new worker to travel for the training, which could require paying for transportation. No extra equipment is needed either, as the new worker learns by using the tools that he or she will be using for the job. One major drawback of on the job training can be finding the right time for it. The person responsible for giving and evaluating the training has to be sure that his or her other job responsibilities are being met. Another disadvantage of OJT is that it can be difficult to find the right person to conduct it. The person doing the training must have the knowledge and skills with the same equipment that the learner will be working with. Care must also be given not to pass on sloppy work habits or unintentionally teach irrelevant or inefficient work methods to the new worker/learner. If these disadvantages are eliminated, however, on the job training can be beneficial for both the company and the new employee. OJT can be cost-effective for the business since a separate training program isn't required and the training is part of the actual work shifts. No extra equipment is needed as the new worker learns on the equipment needed for the job anyway. On the job training often works out really well for the new employee since traditional training periods tend to have a training allowance that may be lower than the regular pay scale for the job

The Binangonan Catholic College supports the on-the-job training programs of the College of IT to uplift the morale, productivity and professionalism of the aspiring employees under the Information Technology Program of this university.

Historical Background of the Company

According to the records of Huerta Cavada, Binangonan, originally a visita of Morong, was separated and became independent parish in 1621. Another version stated, however,  that Binangonan was separated from Morong  in 1737. Binangonan was first under the ecclesiastical administration of the Franciscans. A treaty between the Franciscans and the Jesuits in 1679 assigned Binangonan to the latter  in exchange of the former dominion over  Baras.   After 18 years, the Jesuits transferred their power over Binangonan to the Calced Augustinians in 1697.   Forty years...
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