關於S-OJT
十月回台灣時,在一個特別的機會下和我的指導教授拜訪了某企業,
除了討論training的一般問題,也提到我教授的專長S-OJT (結構化在職訓練)。
當時因為還要趕晚上的行程,無法盡情地討論,我們就先離開了。
所以我回到Columbus後,補了一封email,分享我的看法。
在此我也貼出來分享,若有網友因為搜尋關鍵字S-OJT來到這裡,歡迎留言討論,
或是直接寄email給我也可以:bryanwang1222@yahoo.com
Hi, Friends in ******,
When we visited ******, a question regarding S-OJT was raised: It is so time-consuming to develop S-OJT modules for all tasks of all jobs. Plus, these tasks keep changing all the time, how do we justify the cost of S-OJT?
I reflected upon this question for awhile, and I think the answer to this question is two-fold. First, S-OJT focuses on a task- a specific unit of work within a job. A task is not everything that a person does, but just a small part. You can strategically choose the tasks to develop S-OJT modules. Other tasks might remain to be trained off-the-site, on-line, or even unstructured OJT. In other words, we don’t need to assume that once we adopt S-OJT, every task needs to be trained by S-OJT, especially at the early stage of introducing S-OJT.






Sealed (Oct 13)