AN UNDERGRADUATE THESIS
Presented to
Dean, College of Hotel and Restaurant Management
COLLEGEOF OF
_____________________
___________________
Chapter 1
The Problem and Its Setting
Introduction
On the job training takes place when students are on their
higher years of their studies. Skills can be gained while
trainees are carrying out their jobs. If their assessment is
worth of their knowledge gained.
On the job training provides some hands-on training
experience while learning the job as well as getting some pays
for learning the job. It can help you get promotions or learn a
task under guidance of people who do this every day and know the
best way to do it (Dizon, 1999).
The most effective method to develop the competence and
skills of students through hand-on training the-on-the-job
training (OJT). This process exposes the students to the
different fields and learned. Such observation and analysis of
organizations in their natural environment falls within the
tradition of experiential learning and cooperative inquiry and
students as adult learners. On-the-job training gain more
specific learning which is gaining experience, confidence,
initiative, high level of responsibility and flexible work.
it
gives
them
the
drive
to
succeed
in
their
careers.
productive
and
well-appreciated
at
work.
Applying
positive
separate
for
personal
and
work
use.
Focus
on
the
list
of
priorities you make and set limits for each task. 8.) Become
self-employed
psychologically.
Think
of
yourself
as
your
own
you
procrastination
will
by
need
in
motivating
accomplishing
yourself
tasks.
with
Reduce
rewards
or
for
rejuvenate,
properly.
few
minutes
think
more
Working
at
in
between,
clearly
a
steady
and
pace
we
our
allow
bodies
also
ourselves
to
helps.
to
function
12.)
Use
represent
company
and
indeed
one's
self,
an
image
of
According
to
Koontz
(2007)
many
opportunities
for
coach
trainees,
there
are
limitations
to
do
on-the-job
They
may
rotate
through:
non-supervisory
work,
themselves)
and
therefore
has
positive
aspects
and
created
to
broaden
the
viewpoint
of
trainees
by
special
attention
to
the
developmental
needs
of
the
Patience
and
trainees.
On-the-job
training
is
never-ending
process.
authority and give recognition and praise for jobs well done.
Effective coaches will develop the strength and potentials of
subordinates
and
help
them
overcome
their
weaknesses.
As
types
of
informal
training.
It
is
considered
informal
stated
learning
will
that
if
on-the-job
not
occur.
training
On-the-job
is
too
training
has
informal,
several
experiences
and
abilities
of
trainees.
Training
is
Also,
they
may
not
understand
that
demonstration,
practice and feedback are important conditions for effective onthe-job training.
Effective
OJT
program
include:
1.
policy
statement
that
it.
2.
clear
specification
of
who
is
accountable
for
do
the
entire
task
and
praise
them
for
correct
students hesitant to ask for help and they felt nervous while
performing the procedures etc.
Seingh
(204)emphasized
that
in
order
to
improves
some
or in the classroom, it is
should
see
to
it
that
all
students
are
well
should
be
more
objective
and
fair
in
evaluating
students.
Local Studies
Cristobal (2008), conducted a study entitled The On-the-Job
Training
Program
of
Urdaneta
City
University.
The
research
finance,
Bachelor
of
Science
in
accountancy
and
computer
and
suitability
along
OJT
are:
1.)
The
students
weighted
mean
2.14;
3.)
The
problem
encountered
by
the
the
application
of
the
higher
knowledge,
skills
and
not
familiar
and
have
difficulties
in
using
the
modern
as
cited
by
Bahian
(2008)
asserted
that
the
the
students
competencies
ad
activities.
Thus,
Jaso
(2007),
proposed
on
the
training
for
automotive
that
non-congruence
between
the
acquired
level
of
plan
clearly
requirements,
presented
expected
to
behavior
the
and
OJT
along
placement.
4.)
training
Lack
of
OJTs
to
choose
their
work
assignments
in
the
partner
OJTs
trainees
performance.
They
are
also
not
always
disclosed
supervised
that
local
in
their
shops
are
work
not
jobs
unrelated
wherein
to
to
their
training.
choose
their
work
They
do
assignments.
not
have
Most
of
options
the
OJT
development
specialization
such
of
students
in
as
automotive,
the
four
electronics
areas
of
technology,
selected
vocational-technical
tertiary
institutions
in
Mindanao. In her study it was found out that the impact of the
on-the-job training program on skills and values development of
the students depend on the approaches of the skilled mentors to
give
emphasis
to
some
items
in
the
assessment
for
social
ad
personal).
b.
For
the
assessment
developments
negative).
c.
in
For
the
the
establishments
assessment
whether
instruments
positive
on
or
industrial
in
the
evaluation
of
student
trainees).
e.
On
Foreign Studies
Sony and Kim (2005) conducted study entitled Changes in
attitude
toward
work
and
workers
identity
in
Korea.
They
organizational
commitment,
perception
of
career
showed
that
level
of
achievement
has
six
primary
direction,
resources
authority,
information
and
and
to
the
society;
5.)
Recognition
received
from
boss
or
customer)
and
financial
(compensation
and
on
customers
and
society),
its
business
success,
its
important
psychological
theory
where
the
concept
of
is
general
theory
of
work
behaviour
that
defines
of
the
job.
To
act
competently,
goal-oriented
means
that
learners
have
to
develop
behavioural
it
redefinition
focuses
as
on
goals,
the
the
role
of
work
hierarchical
tasks
structure
and
of
their
action
of
regulation
(sensorimotor
level,
level
of
flexible
action
to
Spears
(1995),
internship
or
OJT
is
often
Conceptual Paradigm
Input
Age
Gender
Assessment on OJT
Process
Questionnaires
Instructed Interview
Output
Figure 1
Research Paradigm
study
is
focused
on
the
assessment
of
Hotel
and
onto
planning,
and
clearing
their
children
HRM
skills
and
capabilities
with
regards
to
their
OJT
of
the
experiences,
students
with
regards
regards
their
to
the
their
responsibility
OJT
and
performance.
Future HRM
of
the
psychological
and
physical
reactions
with
OJT experiences.
Definition of Terms
The following were conceptually defined to give clarity and
understanding of the study.
factors
that
affects
the
on-the-job
training
of
the
practicumers.
Benefits and Incentives . This refers to the rewards, privileges,
payment and allowances receive by the practicumers during their
on-the-job training.
Competence . It pertains to the job knowledge, comprehension and
professionalism of the respondents.
Cooperating firm . This refers to the industry, company or agency
that
partners
the
school
for
the
actual
training
of
the
practicumers.
Course Major . This refers to the specialization in the College
of
Business
Administration
such
as
operations
management,
personal
and
social
traits
such
as
character,
enrolled
business
administration
students
of
the
of
Hospitality,
the
needs
of
Hotel
and
sectors
Restaurant
such
as
Management.
fast
food
It
chains,
globally
competitive.
Moreover,
the
program
develops
the
leadership
enterprises.
responsibilities
in
hospitality
related
Hospitality
Industry.This
industry
is
one
that
is
primarily
This
pertains
to
the
chosen
pursuit,
profession
or
Chapter 2
PROCEDURES AND METHODOLOGY
This
chapter
participants,
presents
research
the
site,
following:
materials
and
research
design,
instruments,
data
This
methodology
because
the
data
necessary
for
the
and
sometimes
carefully
planned
orchestrated
descriptive
researches,
cause
established to an extent.
says,
descriptive
description,
effect
relationship
maybe
research
recording,
and
describes
analysis,
and
what
is.
It
interpretation
involves
of
the
It involves the
measurement,
classification,
interpretation
and
evaluation.
Participants
A total of 30
of the study.
College of the
Immaculate Conception
Maria Assumpta
Seminary
NE Pacific Mall
Nueva Ecija
Doctors
Hospital
Figure 1.
College of the Immaculate Conception is diocesan Catholic
institution
that
focuses
on
building
the
faith,
mind
and
enhancing
their
HRM
students
to
the
best
of
their
abilities thus, the rise of the HRM building giving the HRM
students a better and more comfortable place to study and polish
their skills. Every course in CIC is competitive throughout the
province
yet
they
still
remain
grounded
in
spite
of
their
excellence.
College
of
the
Immaculate
Conception
is
small
and
finished
their
first
on-the-job
training
in
instruments
used
for
gathering
data
were
the
The
questionnaire-checklist
was
questionnaire
is
list
of
planned,
written
the
response
to
each
questions,
intended
for
opinions.
The Interview technique was also used to complement the
gathering of data for the study. Interview provided information
which may be confidential that may not ordinarily be given in
writing. The interview according to (Vockel, 1989) is a technique
in which the researchers stimulate the respondents to give the
needed information for the study.
Data Collection Procedures
The researchers asked for the permission of the Dan, College
of Hotel and Restaurant Management, College of the Immaculate
Conception , Cabanatuan City
the
Job Training
Upon
permit
was
granted
the
researchers
made
responses
were
of
the
carefully
respondents
tallied,
to
the
tabulated
questionnaire
and
organized
presented,
analyzed
and
interpreted
with
the
used
of
follows:
a. For percentage computation is:
f
% = _______x 100
n
Where:
% = percentage
f = number of respondents for every item
n = total number of respondents
a. For weighted mean:
TWF
WM = _______
n
Where:
WM = stands for weighted mean
f = stands for frequencies
W = stands for weighted
TWF = stands for weighted frequency
n = total number of respondents
The table of equivalent which is the basis of the interpretation
of the data will be:
Part 11
Scale
Weight
Verbal Interpretation
5
4
3
2
1
4.21-5.00
3.41-4.20
2.61-3.40
1.81-2.60
1.00-1.80
Strongly Agree
Agree
Moderately Agree
Disagree
Strongly Disagree
Ranking
The researchers used ranking as a tool in order to know the
value from the highest to lowest. Ranking obtained by adding all
the rank given by the respondent by the total number of the
respondents. This was used to know all about Assessmenrt
students on their On the Job Training
of
HRM
Ranking = R1 + R2 + R3 +
n
Where:
R1 = rank given by the first respondent
R2 = rank given by the second respondent
R3 = rank given by the third respondent
n = total number of respondents.
CHAPTER 3:
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter shows the result of the survey conducted in the
assessment of the Assessment of HRM students on their OJT Yhe
respondents of the study are Third year HRM students of College
of the Immaculate Conception Cabanatuan City First Semester of
school year 2015-2016. The tables presented are in accordance
with the order being stated in the Statement of the Problem. The
result of this study is given below.
Respondents Profile
1. Age
Table 1.3
Age Distribution of Respondents
No. of
Respond
ents
Percentage
16-17
16.6
18-19
18
60
16.6
6.6
30
100%
Age
20-21
22 and
above
Total
2. Gender
Table 1.2
Gender Distribution of Respondents
Gender
Freque
ncy
Percent
age
Male
10
33.3
Female
20
66.6
Total
30
100%
implies
that
the
majority
of
the
respondents
are
I.
respondents towards
Weighted Mean
2.1.1
friendly
and
harmonious relationship
with co students
2.1.2
competition and
rivalry among
co students
3.09
Verbal
Interpretation
Moderately Agree
3.08
Moderately Agree
3.20
Moderately Agree
3.04
Moderately Agree
2.90
Moderately
3.05
Agree
Moderately Agree
Average weighted
Mean
friendly
and
harmonious
weighted mean of
3.09
relationship
verbally
with
co
interpreted
students
as
has
Moderately
adjustment 3.20
Moderately
and
Agree
With
an
Average
weighted
Mean3.05Moderately
Agree
This
could
be
implied
that
the
respondents
experience
Table 4
Value Of Training
Variables
2.2.1 build HRM students in selfconfidence and commitment
3.46
Moderately
Agree
3.50
Moderately
Agree
3.5
Moderately
Agree
3.4
Moderately
Agree
3.3
Moderately
Agree
3.03
Moderately
Agree
3.50 verbally
interpreted
This could be implied that the respondents are moderately agreed towards On the Job
Training in terms of Value of Training.
Table 5
Benefits of Training
Variables
2.3.1 improving an students performance
3.46
Moderately
Agree
3.50
Moderately
Agree
3.5
Moderately
Agree
3.4
Moderately
Agree
3.3
Moderately
Agree
3.03
Moderately
Agree
The table 5 shows the distribution of respondents as to Assessment to OJT in terms of Benefits
of Training Item 2.3.1 improving an students performance
has
weighted mean of 3.46
Moderately Agree
2.3.2 developing the group and team skills needed to achieve
organizational goals has weighted mean of 3.46
3.50
verbally
employee
morale,
motivating
weighted mean of
students
motivation,
interpreted
to
achieve
and
as
creativity
Moderately
higher
has
Agree
standards
Moderately
has
3.03verbally
interpreted
as Moderately Agree.
Table 6
Summary table
Assessment
Weighted
Verbal
Interpretation
Mean
3.05
Moderately Agree
Value Of Training
3.03
Moderately Agree
Benefits of Training
3.03
Moderately Agree
3.03
Moderately Agree
Relationship
of the
interpreted
as
Moderately
Agree
in
terms
of
Value
Of
an average
This
implies
that
the
respondents
can
express
their
People
are giving more importance in training before they can get their
jobs after
graduation.
Table 7
Result of Correlation Analysis between Profile Variables of the
Respondents and their Assessment in their OJT
Profile
Decision
Variables
Average
Age
Correlation -.014
Do not reject
Coefficient
hypothesis
Sig. (2.828
tailed)
N
133
Gender
Correlation .133
Do not reject
Coefficient
hypothesis
Sig. (2.066
tailed)
N
133
Sig. (2tailed)
N
.038
133
study.
There
is
significant
relationship
between
profile
CHAPTER 4
SUMMARY, CONCLUSION AND RECOMMENDATIONS
This
chapter
presents
the
summary
of
findings,
and
the
30 selected
HRM third
selected HRM
Year College
conducted
the
study
through
descriptive
research
which
sampling.
as:
gender?
and
harmonious
weighted mean of
3.09
relationship
verbally
with
co
interpreted
students
as
has
Moderately
2.1.4
They
could
adjustment 3.20
adjust
to
Moderately
every
situations
and
Agree
With
an
Average
weighted
Mean3.05Moderately
Agree
Value Of Training
An Assessment to OJT in terms of Value Of Training In item 2.2.1 build HRM students
in self-confidence and commitment has weighted mean of 3.46
verbally
interpreted as
Moderately
3.50
verbally
enhancing
employee
morale,
motivating
students
motivation,
interpreted
to
achieve
and
as
creativity
Moderately
higher
has
Agree
standards
has
an
Average
Weighted
Mean3.03verbally
interpreted
as
Moderately Agree.
Summary table
of the respondents. in terms
3.03
result
significant
respondents
of
correlation
relationship
and
their
analysis
between
assessment
made
profile
level.
to
variables
All
has
determine
of
the
coefficients
resulting to more than .05. However, the findings reveal that one
variable is correlated enough to reject the hypothesis of the
study.
There
is
significant
relationship
between
profile
CONCLUSIONS
Based on the above findings, the following conclusions are
deduced:
1. The
The
implications
of
OJT
to
them
they
made
them
Respondents
activities
and
have
learning
values
which
and
will
understanding
overcome
the
OJT
troubles
and
to
solve
many
problems
they
encountered
during
studying.
Recommendations
Based on the findings and conclusions, the researcher strongly
recommends the following:
job training;
of
students
in
College
if
the
respondents
of
the
Immaculate
On
the
Job