Human capital is the only resource within an organisation that can learn. Developing high
levels of competence in employees is one of the most challenging issues in organisations.
Off–the–Job training programs either miss the mark or are too far away from the performance
setting to have the desired impact on employee competence. Studies have shown that
unstructured On–the–Job Training (OJT) leads to increased error rate, lower productivity and
decreased training efficiency, compared to structured On–the–Job Training(S–OJT).
The proven efficiency and effectiveness of S–OJT make it especially suitable to meet this
challenge. Though S–OJT has been around for a while there has not been a proper integration
of technology into the process. Every training approach, including S–OJT, is merely a means
to an end, not an end in itself. The use of S–OJT helps to develop consistent appropriate
levels of employee competence. When employees have these competencies e.g. better
knowledge of the production processes, they can increase productivity, complete projects on
time, lower defect rates, or achieve other outcomes of importance. These are the outcomes
that matter to the organisation and the effectiveness of S–OJT should be judged from this
perspective.
Researchers have consistently found that one way to improve learners' success is to increase
the frequency of exams. Classes meet for a set number of times. An instructor's decision to
give more exams typically means that students have less time for learning activities during
class meetings. How then can one have the best of both worlds, increasing the number of
assessments and at the same time having enough time for learning activities? This can only
be accomplished by integrating computer–based assessment into S–OJT programs.
Computer–based testing and training can provide flexibility, instant feedback, an
individualised assessment and eventually lower costs than traditional written examinations.
Computerised results create opportunities for teaching and assessment to be integrated more
than ever before and allow for retesting students, measuring growth and linking assessment to
instruction.
This research aims to evaluate the effectiveness of integrating computer–based testing and
training into S–OJT programs using the Air Separation unit of Sasol Synfuels as a case study. The null hypothesis is used to investigate the draw backs of OJT and S–OJT programs. A framework is also developed for the effective integration of CBT into S–OJT programs. / Thesis (M.Ing. (Development and Management))--North-West University, Potchefstroom Campus, 2011.
| Identifer | oai:union.ndltd.org:NWUBOLOKA1/oai:dspace.nwu.ac.za:10394/4566 |
| Date | January 2010 |
| Creators | Agbogo, Adakole Michael |
| Publisher | North-West University |
| Source Sets | North-West University |
| Detected Language | English |
| Type | Thesis |
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