問1
頻出度★★★
情報システム部員の技術スキル習得に関する施策のうち，OJTに該当するものはどれか。
平成23年度 秋期 ITパスポート試験 問1
ストラテジ系企業活動 › 経営・組織論
This question's explanation and your answers so far.
解説
問 1
- ア
正解 The correct answer is ア. OJT (On-the-Job Training) is education and training in which employees carry out actual work in the workplace while their supervisor or senior colleagues give planned, continuous guidance so that they acquire the necessary knowledge, skills, and attitudes. There is a single key point for judging it: whether the actual work itself serves as the teaching material. In ア, a member of the IT systems department is actually entrusted with a real duty, modeling some of the business processes, inside a project they are currently taking part in, with the clear development purpose of acquiring modeling skills. In other words, they acquire the skill in the course of performing genuine work for which deliverables are expected, so the place of learning and the place of work are the same. Furthermore, they are not handed the whole job at once but are assigned work limited in difficulty and scope, namely “some of the business processes”, which also matches OJT's planned approach of raising the level of the work entrusted step by step according to the trainee's proficiency. OJT has these advantages: because it is directly linked to real work, what is learned is immediately useful; guidance can be tailored to each person's level of proficiency; and it needs no special cost or venue. On the other hand, it has weaknesses: the results depend on the instructor's ability, and systematic, comprehensive knowledge is hard to acquire. To make up for these, a human resource development plan combines OJT with Off-JT and self-development. Therefore, the measure that corresponds to OJT is ア.
Incorrectイ
Envisioning one's career and future image several years ahead and independently identifying the skills needed and drawing up a plan to acquire them is a self-development effort based on the idea of CDP (Career Development Program). What is done here is “planning what to learn and how to learn it”, not acquiring skills while engaged in actual work under the guidance of a supervisor or a senior colleague. Moreover, it is drawn up on the person's own initiative and contains no element of guidance in the workplace, so it does not correspond to OJT.
Incorrectウ
Attending a highly specialized outside-the-company seminar on security is a typical example of Off-JT (Off-the-Job Training). Off-JT refers to group education and training held in a setting away from the workplace and from daily duties; outside seminars, in-house group training, and lecture courses fall into this category. It has the strength that systematic, up-to-date specialist knowledge can be learned efficiently, but conversely its link with real work tends to become weak. Because it does not satisfy OJT's requirement of learning while performing actual work, it is incorrect.
Incorrectエ
This is a measure in which the person agrees with their supervisor to acquire the skills needed going forward through correspondence education, and makes it one of this year's business objectives. Positioning it within management by objectives (MBO) by agreement with the supervisor is appropriate as a mechanism for developing people, but the actual means of learning is correspondence education, a self-study form of learning away from the workplace, which is classified as Off-JT or self-development. What the supervisor is involved in is setting the objective and managing progress, not guidance through the work itself. Therefore it does not correspond to OJT.
ここがポイント
- The definition of OJT and how to judge it — OJT (On-the-Job Training) is a form of training in which people are put to actual work in the workplace while a supervisor or a senior colleague gives planned guidance to develop them. Judge it by whether the actual work itself is used as the teaching material. Its strengths are the direct link to real work, individually tailored guidance, and low cost; its weaknesses are dependence on the instructor and a lack of systematic coverage.
- Telling OJT, Off-JT, and self-development apart — Group training away from the workplace, outside-the-company seminars, correspondence education, and e-Learning are Off-JT. Learning that the person undertakes on their own initiative, and career planning (including planning based on CDP), are self-development. A human resource development plan combines these three so that they make up for one another's weaknesses.
用語