Narrartive Report (Ojt)

INTERNATIONAL SCHOOL OF ASIA AND THE PACIFIC
Alimannao Hills, Peñablanca, Cagayan
TABLE OF CONTENTS
I. CHAPTER I
A. Table of Contents
B.Acknowledgement
C.Dedication
D.Introduction
E.Objective of the Training
II. CHAPTER II
F.Title Page ( National Practicum )
G.Company Profile
1. History
2. Mission
3. Vision
4.Corporate Values
5. Programs
6. Services
7. Office Location/Map
8. Organizational Chart
H.Policies and Procedures
1.Code of Offenses
2.Offenses and Corresponding Penalties
I. Discussions of Findings
1. e-MEDICard
2. Online Consultation

3. Search for Accredited Health Providers
4. Online Membership
J. Analysis
K. Recommendation
L. Work Experience
M. Conclusion

INTERNATIONAL SCHOOL OF ASIA AND THE PACIFIC
Alimannao Hills, Peñablanca, Cagayan training the interns, employers are in fact also teach their employeesto guide the trainees by stretching their patience, develop teachingskills and make them more sensitive to the needs and mind set of theyounger generation. The course of supervision also teaches them howto share what they know and be receptive to questions. Hence, theinternship also becomes an avenue in training for future managers ofthe company.
Accepting on-the-job trainees can truly be beneficial not only tothe trainees but also to the companies that provide opportunities forthis type of learning. There is wisdom in the front lines. Such trainingcan be investment that we will be valuable to the company later on.This is also why us trainees should take our internship seriously as itcan become a powerful tool and possibly even a source ofrecommendation when they take that big lift from being students tocareer professionals.
Bachelor of Science in Information Technology

INTERNATIONAL SCHOOL OF ASIA AND THE PACIFIC
Alimannao Hills, Peñablanca, Cagayan
OBJECTIVES OF THE TRAINING
Acquire new knowledge and skills required in the practice of their profession.
Discover God-given potentials, physically, mentally, morally and emotionally through familiarization of actual office practices and protocols.
Experience and understand the operation of their field of specialization in preparation for them to face the world.

One of the requirements as graduating students of the College of Computer Studies is On-the-Job Training. This Training exposes us to the real environment of a certain organization. Thus, adjusting oneself and mingling others is a must to cope up with different standards and attitudes of every individual in a particular field of industry. In furtherance, OJT will be a bridge to enhance our skills in communication and technical activities that makes it a plus point the sooner we landed a job and help ease the culture shock while dealing with different specialized people of their expertise. We went to other organizations to have an OJT but sad to say there were already different students from different schools who had come first to conduct an OJT. We were already desperate, hopeless and we’re running out of time. We come to a decision and somebody solicited an idea “Why not try Philippine Airlines?” Due to lack of time, we went directly to the Branch Manager of Philippine Airlines, Roxas City and submit a letter for approval in conducting an OJT in their organization. Knowing that we are already accepted to conduct an OJT, our worries were then blown up by the wind as if our heart felt empty with thorn and pains of miseries. The manager told us the Don’ts and Do’s in the company like;

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Ojt Narrative
Part I

INTRODUCTION

What is OJT?

OJT or the on the job training is one of the training process where training is given to someone new to a system similar to the real job.On-the job training is an important way in which people acquire relevant knowledge and skills at work. It is important to make the distinction between training and learning – this is critical to the effective design and delivery of training in organisations. In a sense therefore, more interested in promoting on-the-job learning than on-the-job training. However, using the well-established term, on-the-job training (OJT) can be defined as an activity undertaken at the workplace which is designed to improve an individual’s skills or knowledge. OJT is a well-established and well-used intervention designed to enhance individual skills and capabilities with the characteristics of:

• being delivered on a one-to-one basis and taking place at the trainee’s place of work • requiring time to take place, including potential periods when there is little or no useful output of products or services

• being specified, planned and structured activity.

On-the-job training (OJT) is one of the best training methods because it is planned, organized, and conducted at the employee's worksite. OJT will generally be the primary method used for broadening employee skills and increasing productivity. It is particularly appropriate for developing proficiency skills unique to an employee's job - especially jobs that are relatively easy to learn and require locally-owned equipment and facilities.

Morale, productivity, and professionalism will normally be high in those organizations that employ a sound OJT program.

An analysis of the major job requirements (identified in the position description and performance plan) and related knowledge, skills, and abilities form the basis for setting up an OJT plan. To be most effective, an OJT plan should...
On the Job training
Training is almost a natural human instinct. We all train our children without even thinking about it but when we have the job of training someone at work we find problems.
On the job training is often a one to one situation, usually involving the supervisor and one of the group. The supervisor uses the actual work as the training location, and works with the trainee to improve skills or introduce new tasks. This process is also referred to as coaching .
Advantages of on the job training
• It is cost effective
• It strengthens relationship within the group
• Feedback and support is easy
Nearly all the problems associated with on the job training are very simple to overcome. Like so many other parts of our work they require us to take a more systematic approach to the situation.
Most workers usually take pride in learning a new skill. The new skills gained are to our mutual benefit as it's good for the worker to improve his future employment value and for us to have new capability in our groups. In addition, by making learning possible, you earn their respect and build enduring relationships.
The supervisor is frequently the only person in the organization that teaches the basic knowledge and the many key skills that the group needs to learn. On-the-job training should never stop. Chris Thomas is the author of the Managers Toolbox training material located at www.managers-toolbox.com and runs the very successful Basic Management Course for new leaders and supervisors.
Resolving people problems
All managers are faced with problem people from time to time. Counseling and training are always the first considerations in these cases but they do not always result in success and sometimes more radical action is required. This is covered in the Problem People and Positive Discipline modules.
Maintaining group standards
The management of people both as individuals and groups is a dynamic process as nothing remains static – problems are always arising. A good manager must be aware of this and be constantly ready to use counseling and training to maintain standards.
To achieve continuous improvement
The best way to avoid problems is to keep ahead of them by being proactive. You must have a plan for each individual in your group and for the group as a whole. In particular new and inexperienced group members need special treatment so that they can meet required levels of performance.
Counseling and training share many of the same skills and in many cases they are used together to achieve your results.
The following are typical signs of change to look for then you must decide to initiate the counseling or training (or both) initiatives.
The most important sign to look for is a change in behavior or performance. For example, if a an employee who has always been well behaved, with a pleasant disposition suddenly becomes aggressive you can bet on him having some problem that needs counseling.
Introduction
Managers have two powerful ways of improving the performance and productivity of their subordinates, which are counseling and on the job training.
Counseling is the process of helping a subordinate define and resolve personal problems that effect performance or in order to develop a good attitude to work.
On the job training is the process of explaining, demonstrating and the structured supervision of specific skills or particular tasks. It is similar to the teaching process. On the job training is often referred to as OJT .
These are highly effective in three situations, which are:
On-the-job training focuses on the acquisition of skills within the work environment generally under normal working conditions. Through on-the-job training, workers acquire both general skills that they can transfer from one job to another and specific skills that are unique to a particular job. On-the-job training, typically includes verbal and written instruction, demonstration and observation, and hands-on practice and imitation. In addition, the on-the-job training process involves one employee—usually a supervisor or an experienced employee—passing knowledge and skills on to a novice employee.
On-the-job training is the oldest form of training. Prior to the advent of off-site training classrooms, the only practical way of learning a job was working along side an experienced worker in a particular trade or profession—as evinced by the practice of apprenticeship during the Middle Ages when master craftsmen passed on skills and knowledge to novices who worked along side them.
On-the-job training is still the predominant form of job training in the United States, particularly for nonmanagerial employees. Numerous studies indicate that it is the most effective form of job training. The largest share of on-the-job training is provided by the private sector, though the most widely studied training programs are those sponsored by federal legislation.
On-the-job training programs range from formal training with company supervisors to learning by watching. In this sense, the most formal types of on-the-job training are distinct from classroom training largely in that they take place within the firm. In the face of increased international competition and the more widespread use of computers in production processes, the implementation of more formal and sophisticated kinds of on-the-job training has become a critical issue for firms in the United States.