By: Katie Bales
TWO PARTS: EDUCATION,
THEN OJT
Let’s say an
individual just got a job at a huge company. It’s a dream job. This individual
worked hard to receive the position and is ready to start the following day. Yet, necessary schooling and past experience will not always prepare a
person for their future job. Can you remember what you learned from High School
in relation to your current position? How about college? How much of it can you
remember in clear detail? That’s the problem. A person can spend years of their
life going to college, getting their degree, and still not be prepared for a
particular position. Technically, training for most high-leveled jobs has two
parts. The first part is an education; it is a “prerequisite, a basis on which
to build further, more specialized training.” (Mincer, 1962). The fact of the
matter is, it’s going to be necessary that you experience most jobs first hand.
Even if it’s a minimum wage job at a restaurant, degree or not, you’ll
need some practice before you start waiting on tables (if you want to make good
tips…). It takes time to get used to the tasks you’re given.
Education is a major
factor in many careers. High paying jobs usually require a related degree to
the position. In some cases, new employees may be ready to start their new job
without training. However, on-the-job training can have a positive impact on
productivity, even for over-educated employees. In a Current Population survey,
“respondents were asked whether they needed specific skills or training to
complete their current jobs and whether or not they took training to improve
their skills in their current jobs” (Job-related, 1994). After analyzing the
survey, it was found that “two-thirds of respondents indicated that
specific…training [was] needed to obtain their current job…” (Job-related,
1994). As noted before, almost every job is going to require some sort of
training and for different lengths of time. Moreover, the survey also suggested
that the “group also had higher earnings than those at the same education level
who said they did not need specific…training to get their jobs” (Job-related,
1994). Regardless of how much education an individual has on their resume, it
is vital for a company to implement some sort of on the job training experience. The
survey proves that individuals with the same education level showed that with on
the job training, they were receiving higher wages (Job-related,
1994). These wages could be the
result of promotions, raises due to high productivity, and bonuses. These
findings show the importance of a prior education and new employees receiving
on the job training.
COMBINING EDUCATION
AND OJT
In the last two paragraphs, I’ve mentioned the two
parts that correspond with a new position. The first part is the previous education
and the second part is the on the job training for the new position. Instead of separating the two parts, it may be in a company’s best interest to
connect them; an education that includes on the job training. This connection
usually brings forth a requirement of an internship with a degree. Many Universities
require internships in relation to a student’s major for that student to receive
a degree. Although, regardless of the requirement, students may find that pursuing
an internship of some sort will be beneficial to them as they get to experience
the job first-hand. By doing so, a student can further recognize if a job is
the right fit for their future.
The Association of American Colleges and Universities
created a survey report in 2010 that found “73 percent of employers stated the
desire for higher education to put more emphasis on ‘the ability to apply
knowledge and skills to real-world settings through internships and other
hands-on experiences”’ (Westerberg & Wickersham, 2011). Internships are not
always paid, but the on the job training experience an individual receives can
outweigh the cost of their internship. Moreover, companies offering internships
to undergraduates may be saving money in the long run. Companies may offer
internships “as cheap labor, or as a way to recruit new talent, [but] they are
aware of the considerable costs involved in training and supervising interns” (Westerberg
& Wickersham, 2011). Internships for the reason of cheap labor may create a
loss for the company, but recruiting new talent in the process can save the company
money. The time and money spent on the individual’s internship could be compared
to the time and money spent on hiring a new employee and having to train them
for the same job. When managed properly, internships can be cheaper for the
company (especially if unpaid), than hiring a new employee with no past experience.
ABSTRACT
Overall, on the job training is always a beneficial choice,
whether the training occurs after an education or during. Companies may find it
more efficient to create internships and recruit their employees from the
process. Furthermore, almost every job requires some kind of OJT, and if it
doesn’t, employees may find it in their best interest to involve themselves in
OJT in some way. Like I mentioned before, if you’re a waitress, you might want
to get an experienced waitress to tend the floor with you in the beginning,
otherwise, you might not receive good tips.
WORK CITED
Job-related education and training. (1994).
Family Economics Review, 7, 3. Retrieved from http://search.proquest.com/docview/219313184?accountid=12924
Mincer, J. (1962).
On-the-job training: costs, returns, and some implications. Journal of
Political Economy, 70, 5. Retrieved from http://www.jstor.org/stable/1829104
Westerberg C., Wickersham C. (2011). Internships have value, whether or not students are paid. The Chronicle of Higher Education. Retrieved from http://chronicle.com/article/Internships-Have-Value/127231/
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