- On-the-job training (OJT) 1
“ On-the-job training is a method of direct training right at the workplace of the employee. The learner will be imparted skills and work experience by more skilled and specialized people. They have a clear understanding of the work they are doing as well as the learner, so the employee will easily grasp and grasp it better. The cost for this form of training is very low, less expensive for the unit and organization. This group includes the following main methods: ”
On-the-job training
“ This is a popular method used to teach job skills to most workers and some management jobs. Training begins with the instructor’s detailed, step-by-step instructions and explanations of the job objectives, observing, discussing, learning, and trying things out until mastery is achieved under the close guidance of the instructor.
Apprenticeship training
This method of training begins with learning theoretical issues in class, then students will practice under the guidance of skilled staff for a period of time. Perform tasks in the field of study until all skills are mastered. The method is applied to teach a complete profession to employees.
This is a method of tutoring with skilled staff, commonly used in Vietnam.
Mentoring and instruction
This method is often used to help managers and supervisors acquire the knowledge and skills needed for current and future jobs through the mentoring and guidance of managers with higher professional qualifications .
1. Master Nguyen Van Diem & Associate Professor, Dr. Nguyen Ngoc Quan, Human Resource Management Textbook 2007, National Economics University Publishing House, page 155-157
There are three ways to mentor:
- Mentoring by direct supervisor
- Mentored by a mentor
- Mentoring by a more qualified manager.
Job rotation and transfer
Job rotation and transfer is a method of transferring managers from one job to another in order to equip them with more management experience, working in many different areas of the organization. That knowledge will help managers to be able to take on higher, more complex jobs in the future. We can rotate and transfer jobs in three ways: ”
- Transfer the trained person to a management position in another department within the same organization but with unchanged functions and authority.
- Transferring the trained person to take up a completely new job outside their area of expertise.
- Managers are assigned to rotate jobs within a specialized profession.
Advantages of on-the-job training:
- On-the-job training usually does not require special space or equipment.
- On-the-job training is meaningful because students can both work and learn a trade and earn an income.
- On-the-job training delivers rapid change in knowledge and practical skills, with little training time.
- On-the-job training allows trainees to practice what the organization expects upon completion of the training.
- On-the-job training enables students to work with future colleagues and learn from their work experiences.
- Training meets the needs of the organization and the right target, at low cost. Disadvantages of on-the-job training methods:
- The theory is equipped with a lack of system.
- Students can learn from the experiences or mistakes of the instructor.
- Communication is difficult when knowledge is in a specialized field. The conditions for effective on-the-job training are:
- Vocational teachers must be carefully selected and meet the requirements of the training program in terms of professional qualifications, proficiency and especially good communication skills.
- Training programs must be organized and planned closely.
Off-the-Job Training (Off.JT) 2
“ Off-the-job training is a training method in which the trainee is separated from performing actual work. Methods of off-the-job training:
- Organize classes next to the unit
For complex occupations or highly specialized jobs, training in the form of poor training cannot meet the requirements of quantity and quality. Units can organize training classes with means and equipment specifically for learning. In the off-the-job training method, training includes two parts: theory and practice. The theory part is taught to engineers and technical officers. The practice part is conducted in workshops guided by engineers or skilled workers. This method helps trainees learn and absorb systematically.
Send to study at regular schools
Units can also send workers to study at vocational or management schools organized by ministries, branches or the central government. In this method,
2. Master Nguyen Van Diem & Associate Professor, Dr. Nguyen Ngoc Quan, Human Resource Management Textbook 2007, National Economics University Publishing House, pp. 157-161
With this method, students will be equipped relatively fully in both theory and practice. However, it takes a lot of time and money for the unit.
Lectures, conferences or seminars
Lectures or conferences can be held at the unit or at another conference outside, can be organized separately or combined with some other training programs. During the discussion sessions, students will discuss each topic under the guidance of a group leader, through which students will learn the necessary knowledge and experience.
Computer-assisted, programmed training
This is a very modern skill training method now, many large units and organizations widely apply this method. " " In this method, the teaching programs are written in the form of software, students only follow the instructions that the software has programmed. This method can train many skills without the need for an instructor.
Distance learning
Distance learning is a training method in which the teacher and the student do not meet directly at the same place and time but through an intermediary media. This intermediary media can be books, learning materials, videotapes, CDs and VCDs, the Internet. These intermediaries are increasingly developed to be more diverse and modern.
The outstanding advantage of this training method is that learners can actively arrange their study time to suit their own plans. Learners who live far from the training center can participate in high-quality courses and training programs. However, this form of training requires training facilities to have a large amount of investment in facilities.
Laboratory-style training
This method includes learning workshops that use techniques such as case studies, computer simulations, drama, management games, etc.
theory or problem-solving situational exercises. This is a modern training method to help learners practice solving real-life situations.
Behavioral modeling
It is also a method of acting but the plays must have pre-designed preparations to model appropriate behaviors in particular situations.
Training on skills to handle environmental sanitation documents
This is a type of exercise in which managers receive a series of documents and memos, reports and statements, instructions from superiors and other information that a manager might receive upon arriving at work. They are responsible for processing the information received quickly and accurately. This method helps managers learn to make quick decisions in their daily work .
Summary table of advantages and disadvantages of on-the-job and off-the-job training methods:
Table 1.1: Comparison of advantages and disadvantages of on-the-job and off-the-job training
Method
Advantage | Disadvantages | |
On the job training | ||
1. Job-based training | - Makes the process of acquiring knowledge and skills easier. - No need for vehicles and equipment for study only | - Interfere with the progress of work. - Damage pages device. |
2. Apprenticeship training | - Does not interfere with actual work. - Learning is easier. - Students are equipped with a large amount of knowledge and skills. | - Time consuming. - High cost. - May not be directly related to the job. |
3. Mentoring and instruct | - Acquiring knowledge and skills needed quite easily. | - Not really done that in full. |
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- Have the opportunity to try out real jobs. | - Students may be infected with the methods of not advanced | |
4. Job rotation and transfer job | - Practice the work. - Real learning. - Improve the working skills of apprentices. | - Not fully understanding the job. - Time to do a job The job is very short. |
Off-the-job training | ||
1. Organize classes next to the unit , organization | - Students are fully equipped with systematic theoretical and practical knowledge. | - Need to have separate facilities and equipment for training activities. |
2. Send people to study at regular schools | - Do not interfere with the performance of other jobs or departments. - Students have a system of reforming theoretical and practical knowledge, fully equipped. - Inexpensive when the number of students big pill | - Costly. |
3. Lecture, conference or seminar discussion | - Simple, easy to organize. - No need for separate equipment. | - Time consuming. - Small range. |
4. Computer-assisted programming training | - Can train many skills without an instructor. - Students can learn to solve real-life situations at low cost. - Students have the opportunity to study in flexible time and diverse content. - Learning happens faster | - Expensive, only effective when there are a large number of students. - Requires qualified personnel to operate. |
- Faster feedback and progress Learning and doing homework is up to the student. | ||
5. Distance learning | - Provide students with a large amount of knowledge. - The information provided is up-to-date and large in quantity. - Learners are proactive in arranging their learning. - Meet the learning needs of students far away | - High cost. - Investment in lesson preparation is huge. - Lack of communication between students and teachers. |
6. Laboratory-style training | - Students have the opportunity to practice practical skills. - Improve the ability to work with people and make decisions. | - It takes a lot of effort and time to build sample situations. - Requires builder situations that require a high level of practice. |
7. Training in skills for handling environmental sanitation documents field sheet | - Get to work for real to learn. - Have the opportunity to practice working and decision-making skills. | - Affects the performance of departmental work. - Can cause damage. |
Source: Teaching materials of Professor JEAN LADOUCEUR, Moncton University, Canada and training materials of the National Economics University Distance Learning Project | ||
1.2.2.2. Estimated training costs
“ Units and organizations with limited budget for training employees should choose training methods that are less expensive but still effective. Because to conduct a training course, it is necessary to estimate a lot of costs.
- Instructor costs: This cost is used to pay salaries to teachers, consultants, training staff and their support staff. Expenses
to invest in equipment, facilities, and infrastructure systems to serve teaching
- Costs for learners: These are costs that must be paid during the learning process of workers such as: costs of purchasing tools, facilities, learning materials, living expenses, travel expenses during the learning process, costs of reduced production during the time the worker is studying and not working.
- Management costs: Costs incurred in the training management process such as administrative costs, electricity and water costs, and management personnel costs to replace employees who go for training.
- Other training costs: All costs incurred by the unit or organization in the process of sending employees to participate in the training program, and other costs related to the training process.
Determining training costs helps units and organizations plan to mobilize funding sources to conduct training, control training costs and is the basis for evaluating the effectiveness of training programs .
“ Training can only be highly effective when training budgets are established and training objectives and targets are met.
To determine the training costs, it is necessary to base on the training plan and cost standards for the training program. If these costs are not estimated in advance, the unit or organization will encounter many difficulties in the training process, so it is necessary to plan in advance .
1.2.2.3. Teacher selection and training
“ Depending on the training method chosen, the teacher is chosen. Choosing the right teacher will always make people more dedicated to the profession, the relationship between the teacher and the student, whether big or small, a good teacher will always bring higher quality. There are two sources to choose from:
- Internal source: Choose experienced and highly skilled people within the organization. This source is less expensive and easier to manage, but may have less pedagogical (transmission) ability than external sources.