問25
頻出度★★★
OJTに該当する事例として, 適切なものはどれか。
平成26年度 春期 ITパスポート試験 問25
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 25
Incorrectア
A study session held by gathering newly appointed managers is group training in which they step away from their normal work for a while and learn knowledge in a separate setting, so it is Off-JT (Off-the-Job Training). The development purpose of improving management skills is clear, but they are not given real work to handle and taught through carrying it out, so it cannot be called an example of OJT.
Incorrectイ
Explaining general affairs procedures to a transferred employee using concrete examples is, in the end, explanation and instruction that teaches the content of the procedures; it does not entrust the person with real work and let them learn from that experience. Even if the examples are concrete, they are only teaching material that aids understanding, and this does not satisfy the OJT requirement of development through actually carrying out the work, so it is positioned as Off-JT-style introductory training.
Incorrectウ
An information session on the sales information system aimed at sales staff is group training that takes people away from their work and delivers the same content to everyone at once, a typical case of Off-JT. It does help deepen understanding of the system, but each individual staff member is not assigned real work and given individual guidance through carrying it out, so it does not fall under OJT.
- エ
正解 The correct answer is エ, “To improve a subordinate's planning ability, instructed them to draw up the team's sales plan.” OJT (On-the-Job Training) is a method of developing ability in which employees are given real work to handle in the workplace, and through carrying out that work their supervisors or senior colleagues teach them the necessary knowledge, skills, and attitudes in a planned and continuous way. There are two key points: the everyday work itself serves as the teaching material, and the work is assigned with the intention of developing the person. In エ, the subordinate is entrusted with the real job of drawing up the team's sales plan, and the purpose of doing so is set on the development goal of improving planning ability. The subordinate builds the plan while facing actual sales data and market conditions, and the supervisor can give advice and corrections on both the process and the deliverable, so the practical experience itself becomes a learning opportunity. Developing people in this way, not by gathering them in a training room to be taught but by entrusting them with work and letting them experience it, is a typical example of OJT, so エ is appropriate.
ここがポイント
- OJT (On-the-Job Training) is a development method in which employees are given real work to handle in the workplace and are taught in a planned way by supervisors and senior colleagues through carrying out that work. The work itself becomes the teaching material and instruction can be tailored to each person's situation, but on the other hand the results tend to depend on the instructor's ability and on how busy the work is.
- Off-JT (Off-the-Job Training) is training conducted away from normal work, such as group training in courses, study sessions, and information sessions, and e-learning, and it can convey systematic knowledge uniformly to many people at once. A good way to judge the choices is to ask whether the person is entrusted with real work (OJT) or is being taught away from work (Off-JT). As a related term, self-development, in which employees study on their own initiative, is another pillar of human resource development.
用語