問6
頻出度★★★
社員育成方法のうち, Off-JT に分類されるものはどれか。
平成24年度 秋期 ITパスポート試験 問6
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 6
Incorrectア
“Foster autonomy by delegating authority to the front line” describes empowerment (delegation of authority). It is a way of running an organization and motivating people by entrusting decision-making authority to front-line staff or departments so that they judge for themselves and act quickly; it is not a form of education and training that teaches knowledge or skills. It contains nothing of the Off-JT element of conducting training away from the job.
- イ
正解 The correct answer is イ. Off-JT (Off-the-Job Training), just as the name says, is education and training carried out away from the workplace and away from everyday work; group training sessions, in-house training by job level or job function, external seminars, correspondence courses, and e-learning all fall into this category. Choice イ, “Have employees acquire knowledge and skills through education and training conducted away from the workplace,” states the definition of Off-JT exactly, so it is correct. Because Off-JT can teach organized content all at once in an environment separated from daily work, it suits cases where many employees need to acquire common knowledge (the basics of laws and security, new theories and technologies, and so on) uniformly and in a short time. On the other hand, its link to actual work on the job tends to be weak, so it is normally combined with OJT (On-the-Job Training), which builds ability through real work.
Incorrectウ
“Provide planned guidance and development through actual work so employees acquire the necessary knowledge and skills” is the definition of OJT (On-the-Job Training), which is exactly the counterpart concept to Off-JT. Its feature is that a supervisor or senior colleague gives planned guidance in the course of everyday work; it builds ability that is directly tied to real tasks, but its effect is easily swayed by the ability of the instructor. The question asks about training conducted away from the job, so ウ, which takes place within the work itself, does not apply.
Incorrectエ
“Pose questions and offer simple advice to prompt employees to take action toward goals on their own” describes coaching. Rather than drilling answers into someone, it is a support technique that draws out the person's own awareness through dialogue and questions and encourages self-directed action, and it is mostly carried out between a supervisor and a subordinate in everyday work situations. It differs in nature from group training that teaches knowledge and skills systematically, and it is not training conducted away from the job, so it is not classified as Off-JT.
ここがポイント
- Off-JT (Off-the-Job Training) is education and training conducted away from the workplace and away from everyday work (group training, external seminars, correspondence courses, e-learning, and so on), and it suits having employees acquire common knowledge systematically and uniformly in a short time. Its counterpart, OJT (On-the-Job Training), is a method in which a supervisor or senior colleague gives planned guidance and development through actual work; it is directly tied to real tasks but is easily swayed by the instructor's ability. The basic approach is to combine the two so that they complement each other.
- Telling apart confusable terms about developing people: empowerment is a way of running an organization that draws out autonomy by delegating authority to the front line; coaching is a support technique that promotes a person's own awareness and self-directed action through questions and advice; mentoring is a technique in which an experienced senior colleague (a mentor) gives continuous advice on both work and emotional matters; and adaptive learning is a style of learning that optimizes the content according to the learner's level of understanding. All of them are separate from the criterion that decides Off-JT, namely whether the education and training is conducted outside the workplace.
用語