Essays on On-the-Job Training and off-the-Job Training Literature review

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The paper "On-the-Job Training and off-the-Job Training" is an outstanding example of a management literature review. Training is an essential element of the success or the failure of modern organizations, in terms of the fact that modern organizations often have to compete with each other on the basis of their capabilities. (Bohlander and Snell, 2009) state that the core sets of knowledge and expertise that give them an edge over their competitors, training is crucial in this respect because of the fact that it plays a central role in nurturing and strengthening the competencies of a firm and in this way has become part of the backbone of strategic management.

In addition to this, there are rapidly changing technological advancements that companies would have to deal with on a day-to-day basis, which would require employees to continuously hone their knowledge, skills and abilities (KSAs) through the process of continuous learning. The following report seeks to understand the various aspects of the training variable and its importance in a world that is increasingly competitive. Abstract Lawson (! 997) defines training as a structured process that is conducted at the employee’ s work area to provide the employee with the knowledge and skills to perform tasks.

It has been found that in the absence of structured training programs, employees consulted their coworkers and procedure to learn what they needed to do. Without a planned approach, instructions and procedures are not standardized, and trainees often pick up bad practices from the seniors. This haphazard approach often results in a greater number of errors, lower productivity and increased employee frustration. The following report will identify the key areas of interest in the training process, its importance, significance, phases and process of training evaluation so that one can arrive at an overview of the entire process. On-the-job training and off-the-job training Training can be classified into two essential formats: On the job training and off-the-job training.

On the job training is a structured process conducted at the employee’ s work area to provide the employee with the knowledge and skills aimed at the performance of job tasks, It is an ongoing process that is designed mostly to help the employee in gaining greater competence and overcome barriers to the improvement of performances.

Reference

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Lawson, K., (1997). Improving on-the-job training and coaching. ASTD Publications. p3

Bohlander, G., W., and Snell S., (2009). Managing human resources. Cengage Brain. P336

Charvatova, D., and Veer, C., G., (2006). Communication and Human Resource Management and its Compliance with Culture. International Journal of Social Science. 1(1). pp14-18

Jackson, S., E., Schuller, R., S., and Werner, S, (2008). Managing Human Resources. Cengage Brain, p276

Beckerman, A., (!992). Training for what?: labour perspectives on job training. Ourselves Education Foundation. P6

Raab, R. T., Swanson, B. E., Wentling, T. L., & dark, C. D. (Eds.). (1987). A trainer's guide to evaluation. Rome: FAO.

Halim, A., and Ali, M., M., (2008). Training and professional development. Retrived February 10, 2010, < http://www.fao.org/DOCREP/W5830E/w5830e0h.htm>

Peterson, R., (1998). Training needs assessment: meeting the training needs for quality performance. Kogan page. p78

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