Strengths And Weaknesses Of Ojt

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

In the area of weaknesses, the biggest challenge was employee turnover. Even with the recession and the current job market good talent could and can be found, but it is hard to retain with the current compensation and benefit plans offered

The impact of inefficient training will cause the loss of clients and create reduction in work and loss of profits for the company.

What risks or failures are associated with an inadequate understanding or inappropriate application of the skill, concept, procedure, or tool?

When training students there are risks that surround the level of commitment that the student has to the course they are doing. If they are not enthusiastic about what they are learning, due to them potentially being forced into the learning environment could affect their level of work. This could then affect the whole

In this type of training, user learns the system working and details while the system is in operation. Live demonstrations with personal contact can be an extremely effective training method. User learns the system while they see it, hear it, and understand it. They have to pay more attention and verbal or written discussion can also be a part of the live demonstration. They can ask questions and clear doubts regarding the system. This type of training provides an opportunity to the user to gain confidence to use the system in future. The only critical point to be considered here is that demonstration must be given by an expert user who is capable of bringing the best out of the system and answer all the queries and doubts of the

1. Identify four possible consequences of inadequate training or training that does not meet an organisation’s needs or requirements.

Training for learning skills or facts should meet certain organizational goals and must be useful to both the employer and the employee. The employee should practice while performing the skills for the job. The employees should be given feedback of the results of their training to see what skills they need to improve upon. Effective methods of skill learning should consist of goal setting, behavior modeling, practice, and feedback. Ultimately, training should provide real skills that can be transferred from training to actual job situation. To achieve better results from training, CCC must work on the entire training-to-performance process and focus on whether the training produced skills actually get used in improving individual and business performance. (http://www.hfrp.org/evaluation/the-evaluation-exchange/issue-archive/reflecting-on-the-past-and-future-of-evaluation/the-success-case-method-finding-out-what-works).

Thesis: Lack of training and communication can cause employees to make simple, but crucial mistakes that jeopardize the success of the company and its current projects.

Additionally, many practical applications of the theory were developed from animal training to human education and in many cases such applications have been shown to be efficient in producing behavioral change (Hill, 2001).

I learned about him at his first interview joining our organization for volunteering and now an asset for Afghanistan. I am impressed and inspired by his works and efforts at this young age, I strongly recommend him for an interview before selection for this

There are several different skills that are important to have to have no matter what the job

The main feature of PALS is combining theory with practice. Learning by doing is one of the primary forces of evolution. Even the most primitive creatures like dinosaurs learn their living skills such as haunting and fighting from their own experience, let alone advanced creatures like human-beings (Mike, 2011). After loads of practices, we can carry on with good methods and refrain from bad methods. And that’s why PALS attach great importance on practice. Successful training must be generalized to the job condition and maintained for a period of time (James Coloma, 2010). The factors influencing the transfer of training include training design factors like whether it is didactic-oriented or experiential-oriented in the program, as well as work environment factors like supervisory and peer support, and constraints and chances of perform learned skills in the job context (Harvey, 2010). PALS did well in increase the rate of transfer of training, encouraging all members to put up with questions and present their studying. Students are greatly inspired in the process.

Furthermore, spoiled work, damages, and accidents to equipment and machinery can be kept to a minimum by well trained employees, continued training helps employees develop their ability to learn by adapting themselves to new work methods, learning to use new kinds of equipment, and adjusting to major changes in work relationships and job content, also, through training, new employees learn to measure up to standards for performance, thereby satisfying their human need for personal growth and increasing their value to the organisation (Pigors and Myers 1977).

There is a high importance in implementing commonly successful training procedures such as audiovisual methods, E-learning portal, and on the job experience. Remember, the main purpose of employee training is to develop the employee's skill which will eventually make the organization more profitable (Ameeq-ul-Ameeq, & Hanif, 2013).