On-the-job Training Research Articles

An Assessment of The Effect of Training Practices on Staff Performance: A Case of The University of The Gambia

The purpose of this paper is to assess the effect of training practices on the performance of the staffs of the University of the Gambia (UTG). A stratified sampling technique was used together with various other methods, including a mixed research approach, using both quantitative and qualitative research to assess the effect of training on staff performance. Primary data was collected from the UTG Human Resources Department and from the academic and administrative members of staff selected from all the Schools of the University, using semi-structured interviews and questionnaires. The quantitative data was gathered using the 5-point Likert scale items, and this was analyzed using Excel. The results of the study were presented together with its interpretation, using tables, pie charts and bar graphs. The findings of the study indicated that on-the job training is widely practised in the University of the Gambia. However, the process of staff training was found to be unplanned and unsystematic. It was further gathered that there is a lack of commitment from the senior management team regarding staff training. Overall, the findings of the study revealed that the training provided in University of the Gambia has not helped them realize any significant improvement in their work performance. These findings are contrary to the general consensus in the literature, which contend that training in fact does help improve staff performance. Nevertheless, taking these findings of the study into consideration, it is recommended that the University of the Gambia need to endeavor to set aside funds solely dedicated for training staffs on a continuous basis. The key recommendation will be to revise its current staff training and development policy to make training more effective.

PENGARUH PERSEPSI TERHADAP KESIAPAN KERJA MELALUI KEPUASAN PRAKTEK KERJA LAPANGAN MAHASISWA PERGURUAN TINGGI VOKASI PARIWISATA

On the Job Training (OJT) as part of the tourism vocational education curriculum is more than just a requirement to meet the adequacy of student graduation credits, OJT is required to provide student experience and competence to work after graduation. This study aims to determine work readiness which is determined by the perception and satisfaction of student OJT . This is a quantitative research utilizing the Structural Equation Model (SEM) as an analysis method. Utilizing the Work Readiness Scale (WRS) to quantify the level of student work readiness, the research results revealed that student perceptions did not significantly affect student OJT satisfaction, student OJT perception and satisfaction had a positive and significant effect on work readiness, while an indirect relationship between student perceptions of work readiness through OJT satisfaction showed insignificant results. These results conclude that factors that affect job satisfaction during the implementation of OJT have a significant impact on student work readiness. In the end, tourism vocational universities are required to be able to manage OJT well as an effort to create graduates who have competence and are ready to work and are highly competitive in the business world.

On-the-Job Training (Practicum) and Academic Performance of the BSBA Students of the College of Business, Systems Plus College Foundation

On-the-job training (OJT) program is one of the most crucial programs in higher education and is an integral part of the educational system in the Philippines, specifically in tertiary. The study determined the relationship between the academic performance and practicum performance of 59 BSBA Marketing Management students at the College of Business, Systems Plus College Foundation, who had taken their practicum in 23 organizations. The research method used in this study was the descriptive-correlation method. Data was based on the Practicum Evaluation Report where student trainees were evaluated on 5 performance key area of assessment. It includes personal characteristics, attitude towards the job, job performance, adherence to company policy, and competence breakdown into 22 items. Findings showed that the student trainees got the highest rating on adherence to company policies rated as very good, followed by job performance, attitude towards, competence, and personal characteristics. The students were rated low in oral and written communication skills as an area for evaluation with a rating of good. Thereby creating an impression that this area should be improved by strengthening the communication skills in all courses by integrating interactive teaching-learning methods like presentations, role plays, debates, cases, written reports, portfolios, and reaction/ term papers to further their communication skills.

A Manual-based Knowledge Externalization Pattern using ArchiMate

According to a survey [1] conducted in 2021 by the Japan Institute for Labour Policy and Training (JILPT), 80 percent of companies place emphasis on OJT (On the Job Training) as a method of teaching business operations within their organization. However, OJT cannot clarify the knowledge of what and how people think when conducting operations. In order to resolve these issues, Tahara proposes the use of KW Lists that clarify thought processes according to the business process and the on-site knowledge required to perform operations. In this paper, we structure KW Lists in terms of thought processes and diagram them using ArchiMate. Through this method, the architecture of the KW (Knowledge &Wisdom) List becomes clear, enabling the visualization of the relationships among elements of the KW list, which had not been possible until now.

Career Development Opportunities for Outsourced Employees in Selected Banks in Nigeria

"Many organisations depend on the services of outsourced employees to meet their needs at relatively low costs but this practice has exposed outsourced employees to discrimination and setbacks in the areas of career development. The use of outsourced employees to carry out some functions is a common practice in the banking industry and some other industries in Nigeria. This article therefore examined career development opportunities for outsourced employees in selected banks in Nigeria, from the perspectives of work adjustment and equity theories. This article was based on a cross-sectional research design including secondary and primary data. The secondary data were derived from a systematic review of the literature, while the primary data were obtained via a structured questionnaire, which was filled and returned by 336 outsourced employees in selected banks in Lagos State. The primary data were subjected to descriptive and inferential statistics, including frequency distribution and multiple regression. The findings revealed that 95.1 % of the respondents confirmed lack of equal benefits for all employees in the banks. Moreover, 95.1 % and 90.3 % confirmed their access to on-the-job learning and on-the job training. However, 82.5 % of the respondents confirmed their lack of access to career development training. Also, 77.7 % of the respondents confirmed lack of opportunities for promotion of contract staff in the selected banks. Involvement in outsourced employment significantly affected career development opportunities for outsourced employees in selected banks. Many outsourced employees are yet to achieve their aspirations for career development in the banking industry in Nigeria."

National Apprenticeship Training Scheme: A Study of BOPT(ER) Performance

The National Apprenticeship Training Scheme (NATS), established under the Apprentices Act of 1961 amended in 1973 and 2014, provides practical On-the-Job-Training (OJT) opportunities for graduates, diploma holders in engineering and technology, as well as graduates in general streams such as B.A, B.Sc., B.Com etc. The duration of apprenticeship training varies from 6 months to 3 years, aiming to equip apprentices with valuable industry experience. Serving as a bridge between theoretical education and practical application, the scheme enhances participants' employability while contributing to industrial growth. This work focuses on evaluating the NATS within the Eastern Region of the country. The evaluation comprises two key aspects: physical achievement and financial expenditure by the Government of India on this scheme. Over the chosen period of 10 years from 2013-14 to 2023-24, this study has highlighted the increasing significance of the NATS as a socially relevant initiative by the Government of India.

On-the-Job Training in Vocational College: Issue and Improvement Plan

This study was conducted to identify the issues and problems which arise from the perceptions of students, lecturers, supervisors and the industry towards the on-the-job training (OJT) program, which was implemented in Malaysian Vocational College (KV) for 6 months in selected industries. This study is also looking for potential suggestions for the improvement of OJT within Vocational College. This study was carried out using a qualitative research design through a multiple-embedded case study approach. The context of this study includes the challenges faced in the implementation of Vocational College OJT involving students (Case A), OJT supervisor lecturers (Case B) and organizational supervisors (Case C). The sample involved in this study was selected using the purposive sampling method. This study uses the thematic analysis method, using NVIVO12 software as well as content analysis using the matrix method and pattern matching for the cases involved. This study has identified several challenges and issues in Vocational College OJT involving the suitability of the training ground, OJT supervision, the evaluation process and the allowance which affects the implementation of OJT. An important suggestion for future best practise, is to come up with a database of local industries that offer OJT places. This is necessary to avoid the placement of students outside the skill area.

Generasi milenial dan pengembangan museum Geopark Batur pada era adaptasi kebiasaan baru pandemi Covid-19

<span lang="EN-US">Behind the COVID-19 pandemic that has hit the whole world, there are blessings in disguises. One of them is millennial students can utilize the museum as a means of developing values of their characters. The purpose of this study is to examine the contribution of millennials to the development of Batur Geopark Museum. By applying a qualitative research method, the primary data were collected through observations and interviews. Secondary data was obtained from relevant authorities, news, and literature reviews. The results of the study explain the mutual benefits between students and the Batur Geopark Museum. For millennial students, they benefit in the form of visual references and experiences of past historical events. On the other hand, the Batur Geopark Museum get leverage from the millenials’ visits through on the job training (OJT) programs and student industrial visits. This will be followed by information exchange, social media activities and enhanced electronic word-of-mouth (EWOM).</span>

Use of OJT (on the Job Training) as English Tour Guide in Teaching Speaking Ability in Pang Pang Tanjung Pasir

The purpose of this study is to describe how the use of OJT (On Job Training) as an English tour guide to improving students' speaking skills in Pang Pang Tanjung Pasir tour at Usaha Jasa Wisata of LKP ALOHA Tegaldlimo. It is hoped that OJT (On the Job Training) as an English tour guide can improve students' English speaking skills. The method used in this research is descriptive qualitative research. Instruments for collecting data are observation, interviews, and documentation. The researcher analyzed the data using descriptive qualitative research. From the results of the study, researchers found answers to research problems, including 1) OJT (On the Job Training) as a tour becomes an effective speaking teaching to be applied by LKP Aloha EDU teachers in the tourism service business class. Moreover, the ojt method could enhance speaking skills. 2) With OJT (On The Job Training) as a tour guide, students can practice working as a tour guide and find out the challenge that exists in the field of work.3) The problems faced during the OJT (On Job Training) process as a tour guide are students who sometimes have difficulty understanding the accent of conversations with native tourists, pronunciation, content, and vocabulary, which caused a lack of confidence in students.

Praktik On The Job Training (OJT) II Pelatihan Calon Pengawas Madrasah

On The Job Training is one of the best methods for providing high skills or skills to employees because this method is planned, organized and carried out in the workplace and employees are trained on how they carry out their job duties. This article aims to (1) provide an overview of the implementation of each item of activity which is the main task of prospective school/madrasah supervisors along with various supporting and inhibiting factors in the implementation of each item of school/madrasah supervision; and (2) Provide an overview of the condition of the assisted school/madrasah based on the results of an assessment conducted by prospective school/madrasah supervisors. Based on the results and discussion of the practice of On The Job Training (OJT) II, the following conclusions can be drawn: (1) The understanding of prospective Madrasah supervisors on supervision regulations is very important so that prospective supervisors are not mistaken in making policies related to the supervisory program; and (2) To carry out the supervision program, it is necessary to build good synergy between teachers, madrasah heads, supervisors, and related agencies so that the supervision program is maximally successful.

Praktik On The Job Training (OJT) II Pelatihan Calon Pengawas Madrasah

On The Job Training is one of the best methods for providing high skills or skills to employees because this method is planned, organized and carried out in the workplace and employees are trained on how they carry out their job duties. This article aims to (1) provide an overview of the implementation of each item of activity which is the main task of prospective school/madrasah supervisors along with various supporting and inhibiting factors in the implementation of each item of school/madrasah supervision; and (2) Provide an overview of the condition of the assisted school/madrasah based on the results of an assessment conducted by prospective school/madrasah supervisors. Based on the results and discussion of the practice of On The Job Training (OJT) II, the following conclusions can be drawn: (1) The understanding of prospective Madrasah supervisors on supervision regulations is very important so that prospective supervisors are not mistaken in making policies related to the supervisory program; and (2) To carry out the supervision program, it is necessary to build good synergy between teachers, madrasah heads, supervisors, and related agencies so that the supervision program is maximally successful.

Effect of on-the-Job Training Technique on Job Performance at Murang’a University of Technology in Kenya

On-the-job training of employees is a big challenge to employees and specifically those working in universities in Kenya. The main purpose of this study therefore, was to explore the effect of on-the job training on employee job satisfaction at Murang’a University of Technology. The results showed that on-the job training techniques have a great impact on employee job satisfaction. The study, recommends that: Universities should have an effective job rotation programme for all employees as it greatly affects their job satisfaction; University management should ensure that mentorship programmes have clearly set policies to effectively guide them for effectiveness; Induction should be institutionalized at the University as new employees view it as an opportunity to fit into the system easily, and understand their duties and responsibilities at work; and finally, Universities should have a well thought out coaching programme that will add value to its employee’s job satisfaction

On-the-job training of the selected academic programs of the Pangasinan state university

This study dealt with the assessment of On-the-Job Training (OJT) of selected academic programs of the Pangasinan State University. It determined the extent of attainment of OJT objectives and the activities observed and practiced in the Host Training Establishments (HTEs) by OJT students, the extent of provisions of the required competencies the extent of compliance of the requirements of PSU and HTEs in each of the phases of OJT activity, the extent of adequacy and condition of the required facilities of the Host Training Establishment, and the extent of the seriousness of the problems encountered in the implementation of OJT. The descriptive correlation method was used in this study. The OJT Students believed that the extent of adequacy and condition of the required HTEs' facilities significantly affect the effectiveness of provisions of the required OJT competencies.

Hypothetical model for on-the-job training through case conferences of public health nurses.

Public health nurses (PHNs) face difficulties supporting vulnerable individuals and families. On-the-job training (OJT) is essential for improving nurses' competencies. However, PHN managers lack the knowledge to systematically implement OJT. The aim of this study was to develop a hypothetical model to systematically promote OJT for PHNs through case conferences (CC). Literature review, based on an integrative approach, has three stages: (1) theoretical framework development, (2) literature review, and (3) modeling. Literature review from five databases (MEDLINE, CINAHL, PsycInfo, Cochrane Central Register of Controlled Trials, Japan Medical Abstract Society) was conducted to identify the OJT process, its outcomes, and the conditions associated with OJT according to the theoretical framework. Based on 18 articles, this model progressed from "OJT process through CC," comprising the CC design, implementation, and evaluation to OJT produced "outcomes through CC." Outcomes included staff perception and behavior changes, improvements in client's condition, and staff turnover reductions. The OJT model involved "conditions for implementing CC as OJT" and "individual and organizational conditions." Future research should incorporate the social, political, and historical contexts of specific practice situations into the hypothetical model to help refine the model to be used in practice.

Using the National Teachers’ Standards to Assess the Influence of Induction Programmes on the Professional Growth and Development of Newly Qualified Teachers in Ghana’s Senior High Schools

The connection between theoretical knowledge gained at teacher education institutions and practical skills on field can only be completed by offering NQTs with effective training in the form of induction to help them develop professional knowledge, skills and understanding to confront the expectations of the profession. The absence of formal policy to guide induction in Ghana has resulted in inconsistencies and difficulties in assessing the effect of the programme on NQTs’ professional growth. The study sought to assess the influence of school-based induction programmes on the professional growth and development of NQTs using the National Teachers’ Standards as the assessment yardstick. Descriptive case study design was employed for the study using questionnaire, interview, observation and document analysis as instruments to gather data from forty-two NQTs in three sampled Senior High Schools in Ashanti-Mampong Municipality in the Ashanti Region, Ghana. Data obtained were analysed using inductive and deductive analysis where similar themes and patterns where identified and analysed. The findings of the study show that, professional values and attitudes was the main skill acquired by NQTs attributing to the fact that the induction programme focused on orienting NQTs to understand the general ethics and culture of the profession, rather than serving as a training programme to equip them with on-the job training. Hence, induction had little influence on NQTs’ professional knowledge and professional practices. Even though the training programme was rated as effective in orienting NQTs, it had no influence on their decision to remain in the teaching profession because it was less effective in helping them acquire and utilize professional skills and knowledge. Improving on quality and standards of practice, stakeholders of induction programmes should give NQTs the opportunity to explicitly express what they require as professional support and work towards improving that skill to ensure total growth and development, and survival in the teaching profession. Keywords: Teacher induction programmes, National Teachers’ Standards, Newly Qualified Teachers, Professional growth and development DOI: 10.7176/JEP/13-21-06 Publication date: June 30 th 2022

PENGARUH PENGALAMAN ON THE JOB TRAINING (OJT), KEMAMPUAN MEMASUKI DUNIA KERJA, INFORMASI MEMASUKI DUNIA KERJA TERHADAP KESIAPAN DUNIA KERJA (STUDI KASUS SISWA KELAS XII SMK MUHAMMADIYAH ULUJAMI PEMALANG JURUSAN OTOMOTIF TKR )

This study aims to examine the effect of On The Job Training (OJT) experience, motivation to enter the workforce and work world information on workforce readiness. The research was conducted at the Nusa Mandiri Vocational School, Automotive Department (TBSM) Pemalang.
 population taken was all students of class X11 of Muhammadiyah Vocational School of Automotive (TKR) Pemalang, totaling 120 students using the saturated sample method. Data collection was done by interview and questionnaire. The analysis technique used in this study is multiple linear regression using SPSS (Statistical Product and Service Solutions) version 20 program used to analyze data.
 Based on the results of this study indicate that, (1) the experience of On The Job Training (OJT) significantly influences the readiness of the workforce. (2) motivation to enter the workforce does not have a significant effect on workforce readiness. (3) ability about the world of work has a significant effect on the readiness of the world of work. (4) On the Job Training (OJT) experience, motivation to enter the workforce and simultaneous workforce information have a significant effect on workforce readiness.

On the job training in the dissection room: from physical therapy graduates to junior anatomy instructors

Background The training of near-peer (NP) teachers and junior faculty instructors received major attention as a possible solution for the shortage of experienced anatomy instructors in faculties of medicine and health professions. Several studies described the training of NP teachers and junior instructors (≤ 2 years of teaching experience) using various methods. However, few publications include On the Job Training (OJT), which enables reflection and performance evaluation and encourages professionals to cope with their blind spots. Previous publications describing OJT did not include formal observation of the NP teacher or junior instructor. Therefore, this study aimed to present a novel approach to OJT inclusion during prosection laboratories based on the Lewinian experiential model.Methods Eight physical therapy (PT) graduates were recruited as junior anatomy instructors into the prosection laboratories. All participated in a unique training program during two consecutive academic years (2017, 2018) and received OJT during the teaching sessions. Two questionnaires were filled out to evaluate the educational impact of the training program. Eighty-three first-year PT students participated in prosection laboratories in anatomy taught by junior instructors, and filled out a questionnaire evaluating the performance of both junior and senior instructors. In addition, we compared the final grades in anatomy obtained by students taught by senior instructors to the grades of those taught by junior instructors.Results Each junior anatomy instructor participated in four OJT sessions. Based on self-reported measures, all professional and didactic aspects of the training program received a median score of 4.5 or higher on a five-point Likert scale. Students obtained similar grades in anatomy when taught by junior instructors compared with senior ones, and were similarly satisfied from the teaching performance of both senior and junior anatomy instructors.Conclusions OJT is applicable in a small-sized PT program facing a shortage of anatomy instructors. Including junior anatomy instructors in prosection laboratories for PT students is a viable solution to the shortage of experienced anatomy instructors. Further study, involving a larger cohort with a longer follow up will strengthen the preliminary results presented here.

Automotive technology students’ OJT performance: A reflection of the programme’s kind of graduates

The aim of this study is to evaluate the on-the-job training (OJT) performance of the automotive technology students for the years 2016, 2017 and 2018 based on their appraisal ratings from partner industries. The evaluation focused on the students’ job knowledge, job attitude and interpersonal relationship as evaluated by their respective supervisors using the standardised appraisal instrument. Research objectives were achieved using the mixed method research design. It combines the quantitative approach and the documentary analysis. There were 74 student trainees involved in this study in which their respective supervisors served as the respondents. Achieving the research objectives was carried out by collecting data from their performance appraisal reports and subjecting them to statistical analysis. The findings revealed that the student trainees performed well in their OJT based on job knowledge, attitude and interpersonal relationship. The study concludes that their consistently good performance in their OJT reflects the kind of graduates they will be. Keywords: Automotive technology, industry immersion, interpersonal relationship, job attitude, job knowledge, kind of graduates, OJT performance

Assessment of Training and Development of Library Staff in Federal University Libraries in Nigeria

The study assessed the training and development strategies employed in federal university libraries. The survey method was adopted for this study using questionnaire as instrument for data collection. The stratified random sampling technique was used to come up with the six federal universities selected from each of the six geopolitical zones in Nigeria. The responses were analysed descriptively using frequency distribution and percentages table, while the inferential statistics were analysed using ANOVA. The result of the study showed that the training strategies most employed by the federal university libraries are on-the job training and skills training. It is recommended that federal university libraries should adopt best practices, by encouraging university library staff to go for training outside the university or abroad to acquire technical skills which can increase their technical abilities and improve their job related competencies

IT Employees Training Methods and Job Performance - An Empirical Investigation

With the growing body of research in the field of human resource functions this study intends to find the impact of employee’s training methods towards their job performance. The data were gathered from 576 employees working in IT companies at Bangalore. The middle level employees were chosen as the samples. The PLS based approach is used to test the proposed hypotheses. The training methods is categorized in two forms as On-the Job training (OJT) and specialized training and its influence towards the job performance is assessed. Based the research framework formulated the findings of the study claimed that both the training methods showed a positive influence towards the employee’s job performance. Specifically, the specialize training shows greater impact on performance of the employees than that of other training methods. Further the study also suggests managerial implications by helping the management in realizing the importance of specialized training and makes them to formulate plans in identifying the training methods that suits to the individual employee capabilities