While many people argue that classroom tends to be the best setting for the purpose of training programs, most employees get to learn the huge percentage of their skills in the job settings as they do their work (Park, Ji-Hye, & Tim, 311). The issue of implementing on-the-job training program has been a challenging factor for the past couple of decades, especially for the Human resource staffs.
In essence, meeting the future work expectation of a particular company has a lot to do with the overall competence of workers (Spears, Martha & Parker, 12). Apparently, to cope up with the need for future expectations, many companies have adopted various strategies in the contemporary society. Primarily, the introduction of the planned process which lets experienced workers train novice workers on units of a particular work in an actual work setting. This process is often known as the S-OJT program. This program has helped various companies in ensuring that the workers get the necessary experience accordingly.
The method that a particular company implements in training program are a critical aspect especially when quality is the main focus of an organization (Vithoba, Shirish, & Deshmukh). While there are various categories of methods to implement such as the into-on-the-job training strategy as well as the off-the-job training methods (David et al., 177). The type of method that can be adopted by a particular company hugely depends on the various factors such as the instructors competence, relevance to a set of participants, the overall cost involved, the design of the program, and the content of the intended training.
The evolvement of the computer technology has changed various career developments. Those that have attempted the use of computer based training program concur that it is a good deal to consider (Dewan, Shashi, & Dewan, 673). While it is true that classroom training is a good platform for conducting training, it is as well true to say that online training is a far better option. But a bigger question is what the online training entails. In essence, computer based training is the process of transmitting training. Notably, this type of learning has to include activities such as the periodic knowledge, quizzes as well as games which are engaged through sessions.
Online training has become rampant thanks to the development of computer technological advancement. In essence, the computer has helped long distance instructors who offer online training services (Aziz, Abdul, &Ahmad, 53). Apparently, distance educational teachers have to get used to various learning model such as teaching, leadership, as well as the learning. Primarily, this type of model has become rampant thanks to the composition of the online learners that have changes systematically from nontraditionally to heterogeneous communal settings thus making it difficult for teachers to use a traditional means.
While various companies tend to embrace the modern technology, employee learning technique is a set of the mechanism by which different design of the job impacts the innovation (Jacobs, Ronald, & Bu-Rahmah, 75). In some instances, work-based learning techniques have a lot to do with the relationship between job design characteristics as well as the key component of the innovation process. Essentially, a better training technique is often that which facilitates the innovativeness of workers.
Certainly, the use of e-learning training strategies has hugely impacted business functionality in regards to the training of workers. While employees cannot survive only on the knowledge acquired during school life or rather in training programs, e-learning is a complete facet. The nature and attitude of a learner of the computer determine the type of transfer training facility that a particular company ought to adopt (Fleissig, Adrian , 39). The use of computer technology has improved the level of employees in innovativeness as well as a share of ideas across the globe. This has enabled companies to get new ideas on how similar companies operate and maximizes their profits.
After training for a particular job, every individual dream of getting the job as well as retaining employment (Kurnia). Apparently, this is factors that are measured using various factors such as the estimated returns especially on the investment for job training as well as the services programs requirement by a particular organization.
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Dewan, Shashi, and Disha Dewan. "Distance education teacher as a leader: Learning from the Path Goal Leadership Theory." Journal of Online Learning and Teaching 6.3 (2010): 673.
Fleissig, Adrian R. "Return on investment from training programs and intensive services." Atlantic Economic Journal42.1 (2014): 39-51.
Holman, David, et al. "Job design and the employee innovation process: The mediating role of learning strategies." Journal of Business and Psychology 27.2 (2012): 177-191.
Jacobs, Ronald L., and Mohammad Jaseem Bu-Rahmah. "Developing employee expertise through structured on-the-job training (S-OJT): an introduction to this training approach and the KNPC experience." Industrial and Commercial Training44.2 (2012): 75-84.
Park, Ji-Hye, and Tim Wentling. "Factors associated with the transfer of training in workplace e-learning." Journal of Workplace Learning 19.5 (2007): 311-329.
Spears, Martha C., and Darrell F. Parker. "A probit analysis of the impact of training on performance appraisal satisfaction." American Business Review 20.2 (2002): 12.
Ulfa, Kurnia. "Designing ESP Materials for Tourism Students of Akademi Pariwisata Medan." (2015).
Vani, G. "Use of Role Play and Case Study in Off the Job Training: A Comparative Analysis." Review of HRM 3 (2014): 225.
Vithoba, Gawade Shirish, and Prasanna G. Deshmukh. "Trainning & Development Scenario In Large Scale Industries Of Rural Area Of Pune District." (2012).
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