'Advantage and Disadvantage of Ojt Essay\r'

'What is OJT ?\r\n* OJT (On-the-Job genteelness), sometimes called direct instruction, is one of the earliest forms of fostering (observational l pull togethering is probably the earliest,). It is a private training located at the business organisation site, where someone who be intimates how to do a line of elaborate shows a nonher how to perform it. In antiquity, the grade of work that people did was mainly hopeless or semiskilled work that did not require specialized knowledge. Pargonnts or other(a) community members, who knew how to do a business organization necessary for survival, passed their knowledge on to the children through with(predicate) direct instruction.\r\nAdvantages :\r\n* Trainees be provided with job experience, an priceless asset for achieving gainful employment. * Trainees are open(a) to the numerous advantages that are associated with being employed. They earn an income through a stipend except they also become more familiar with interpersonal r elationships, networking, responsibility and the importance of mutualness within the working environment. * Trainees get an opportunity to prove themselves to an employer and, establish on their work performance and the existence of va loafercies within the organization, they whitethorn eventually be employed on a more permanent basis. * Training time is reduced when compared to traditional complete site learning.\r\n* From an employer’s prospective, OJT can be an advantage in that it can increase the productivity of workers. Well-trained employees will be cleanse at performing their jobs no subject area what type of job they hold. Even though it is expensive to train employees, the investment can pay off in the forthcoming as workers employ their new skills. employ that is low quality or performed improperly can also be costly; training can help legislate these issues.\r\nDisadvantage:\r\n* Traditional OJT relies heavily on an experienced employee to provide the ins truction base on what they feel are the closely measurable topics. What is important to one employee whitethorn not be important to another. The head is what is learned may vary greatly, depending on who is assigned as the trainer. * Without a integrated lesson guide, OJT trainers often forget to cover important information. What is learned is likely to be based on what happened that day rather than on what a new employee needs to know to be safe and productive.\r\n* While the hands-on aspect of OJT may appeal to the realistic learner, often the underlying theories of operation are not covered in adequate detail or accuracy. Without this foundation of knowledge, trainees often learn what to do, not why they are doing it, resulting in poor decision making when things don’t go only right. * The trainee observes and may adopt the trainer’s habits and attitudes about all aspects of the job including safety, quality, customer service, and relationship with managemen t. Poorly selected trainers can ease up many unintended consequences. * More given to errors and risk .\r\n'