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On the Job Training
On the job training is a form of informal training that allows someone to get real life everyday experiences for a given job or assignment. On the job training is used as a method to allow employees to become proficient in skills, knowledge, and abilities to perform a job. This type of training can be found in many forms such as mentoring and shadowing programs which serve as a means of knowledge transfer. Some advantages to using OJT as a form is training is that is provides real insight to day to day activities and allows the opportunity to apply the concepts learned during more formal training. This type of training also provides an opportunity to learn about the culture and operational norms of an organization. A disadvantage to on the job training is the possibility of those providing the training passing off their bad habits to the ones being trained. There is also the possibility that the on the job trainer is not ready or suitable for the role of training another employee. Some examples of on the job training can be succession planning where older workers train younger workers to take their place. Another example would be apprenticeship like found in the plumbing and carpentry industry where the more senor or knowledgeable person trains the new person.
Leadership development is a way to for potential leaders to gain insight from previous or current leaders on how to be good leaders. This form of development allows potential leaders to recognize gaps in preparation for leadership roles, show their interest in obtaining a leadership role, and an opportunity to get guidance on career advancement. An advantage to leadership development is role modeling aspect. It also promotes employee retention and an avenue for succession planning. A disadvantage could be having participate who aren’t ready to be leaders. There is also the concern of commitment to the program and to the concepts being taught. An example of leadership development is a person who is being prepped to take the position of CEO for a non-profit organization.
Pynes, J. E. (2013). Human Resources Management for Public and NonProfit Organizations. San Francisco: Jossey-Bass.
Shoho, A. R., Barnett, B. G., & Martinez, P. (2012). Enhancing “OJT” Internships with Interactive Coaching. Planning and Changing, 161-182. Retrieved January 8, 2018, from https://eds-b-ebscohost-com.ezp.waldenulibrary.org…