Hrm Ojt Essay

1998 WordsMar 10, 20158 Pages
Chapter I Introduction A. Background of the Study On-the-job training (OJT) is the oldest form of training and 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. The new employee learns the job while doing the job and while earning his or her pay check. On the job training is also called hands on training. On-the-job training programs range from formal training with company supervisors to learning by watching. In this sense, the most formal types of on-the-job training are distinct from classroom training largely in that they take place within the firm. Training programs can be distinguished by the level of centralization at which they occur. Most on-the-job training in the United States is decentralized, occurring at or near the job itself. Centralized training departments generally play a more important role in larger firms, but even in these cases it is estimated that more than half of on-the-job training takes place at a decentralized level. The extent of decentralization depends also on the generality of knowledge that the firm desires in an employee, and this depends on whether the employee is among the managerial, technical, marketing, or production. According to Mary Polley-Berte, OJT is usually quite cost-effective, because it focuses on the tasks at hand, and requires no equipment beyond what the company already provides. It's also much less disruptive than other forms of training, because employees aren't removed from their duties, but are instead trained for their work while doing it.

More about Hrm Ojt Essay

Open Document