ojt research

Introduction Working as an apprentice or as an intern would be considered on the job training.
On the job training or OJT is one method by which students is given a chance to apply the technical skills, theories and computations that they’ve learned from the school. Colleges and universities require their students to undergo such training within the specific number of hours as part of the curriculum.
For the students, an OJT or internship program provides opportunities to go through the actual methodologies of a specific job using the real tools, equipment and documents. In effect, the workplace becomes a development venue for a student trainee to learn more about his chosen field and practice what he has learn from academy. On the other hand, an effective OJT program also benefits the companies who accept trainees. First OJT or intern provides additional manpower for a lesser labor cost than a regular employee. Most of them are all eager to learn the ropes so chances are high that they will cooperate.
Employers can use this internship strategy as a method in recruiting new employees. Since the trainer or the supervisor can follow the trainees’ progress, he can gauge based on performance, behavior and attitude if the trainee will make a good recruit after the completion of his internship.
OJT’s can bring fresh ideas into the organization. Given the opportunity to speak their minds freely and without fear, they may able to contribute significantly in brainstorming sessions or research and eventually help improve the organizations productivity. While training the interns, employers are in fact also teaching their employees to process of guiding the trainees stretches their patience, develops teaching skills and makes them more sensitive to the needs and mind set of the younger generation. The course of supervision also teaches them how to share what they know and be receptive to questions. Hence, the internship also becomes an avenue in training for future managers of the company.
Accommodating on-the-job trainees can truly be beneficial not only to the trainees but also to the companies that provide opportunities for this type of learning. There is wisdom in the front lines. Such training can be an investment that will be valuable to the company later on. This is also why trainees should take their internship seriously as it can become a powerful tool and possibly even a source of recommendation when they take that big lift from being students to career professionals.
Statement of the Problem
This study aimed to answer the question:
1. What are the skills of BS Computer Science students who’s undergo on the job training within the specific number of hours as part of the curriculum in terms of:
a. Software or System support;
b. Hardware or Technical.

Objectives of the Study
1. To apply their learning from training session at the workplace and its contribution to satisfaction.
2. To facilitate the students to acquire relevant knowledge and skills by performing in actual work setting.
3. Give them the opportunity to apply on-the-job training and previously acquired knowledge and skills to career preparation and work.
4. Allow them to stand a real chance in the incredibly competitive jobs market that today's society has created, with everybody running out of money as fast as the jobs are running out.
5. To provide students with updated knowledge and skills in the theories and concepts of computer science using state-of-the-art equipment.

Significance of the Study

The researcher of this study desires to make significant contribution to the better improvement and further development of the on-the-job training program.
To the academe. This would provide insights and recommendations on how to help the practitioners on their on-the-job training effectively and properly manage, and to improve the curriculum of the course.
To the Student. Who are enrolled in their practicum, this will give those brighter understanding and deeper awareness to the different factors that would affect their on-the-job training performances.
To the professors and On-the-job training coordinators. It would also provide information regarding then status of the practitioners that would encourage them to help the students by giving prompt, specific and helpful feedback.

Related Literature and Studies

Literature
According to Encyclopedia of Business 2nd Ed (2013). 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 alongside 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 alongside them.
On-the-job training is still the predominant form of job training in the United States, particularly for non managerial 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.
There are two different types of on-the-job training are frequently distinguished in the professional literature: structured (planned) and unstructured (unplanned). Unstructured is the most common kind and refers to loose on-the-job training programs that largely involve a novice employee working with an experienced employee, who serves as a guide or mentor in an observe-and-imitate training process. The new workers largely