Human Resource

On the job training process, as described in the first excerpt, is an effective modus operandi that could be adopted by an organization (Snell). In this situation, it would be right to defend this method in that it is the most preferred. However, in this company, it does not seem to work well, or the training process is not taken seriously enough by the management. It is very embarrassing presenting oneself to their peers with the lack of knowledge of what made one get to that position in the first place (Snell). The employees of this company should engage with the upper management and inform them on the way forward on how to do the job and tasks at hand. Even though the company is small, it would be proper to make it as efficient as possible and reduce the haemorrhaging of workers.
As for the second excerpt, it is true that on the job training tends to relieve a company of certain burdens such as organizing training sessions. However, it is also good to acknowledge that a company should be able to have persons who can offer the newly hired employees proper training that will lead to them gaining the knowledge they need (Barron). This will enable newcomers to be fully integrated into the company within a short time frame. Therefore, it is only paramount that the right people are given the training of new employees (Berger).

A company could also offer tokens to those who can be able to train the new employees properly. This would help to boost the morale around the organization, and it will create a reliable crop cycle of employees down the years.
Conclusion
The otj process, just like any other method, has its disadvantages and advantages, but when adopting this process, the organizations, more often than not, decide to look at the benefits. This is because when hiring the new employees these employees have to possess the necessary skill set that is required by the company.
Works Cited
Barron J. M., Berger M .C, Black D.A. Introduction to On-the-Job Training. Upjohn Institute for Employment Research. 1997 pp. 1–3.
Snell S. Managing Human Resources. Cengage Learning. 2012. pp. 305–306.

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