Browsing by Subject "On The Job Training"

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    Knowledge Worker Productivity: Closing The Problem—Solution Gap
    (Midwest Research-to-Practice Conference in Adult, Continuing, and Community Education, 2003) Heeter, Mark
    Peter Drucker (1999) states that “knowledge worker productivity is the biggest of the 21st century management challenges.” These traits that derail personal productivity have been identified in the responses of over 2,000 knowledge workers to the question, “What are the most significant things within your control or generated by you that get in the way of your productivity?” The top 10 survey response results are: 61% trying to do to much, 46% not saying no, 45% procrastinating, 44% doing it myself/not delegating, 37% perfectionism, 34% telephone/ rop by interruptions, 31% disorganization/clutter, 28% unrealistic time estimates, 19% poor planning, and 19% e-mail. I saw the opportunities as: (a) Are there a handful of high leverage personal work processing methods that people can use to counteract these productivity de-railers? (b) If implemented, how much efficiency improvement could be achieved?
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    The Relationship Between Satisfaction With On-The-Job Training And Overall Job Satisfaction
    (Midwest Research-to-Practice Conference in Adult, Continuing, and Community Education, 2004) Schmidt, Steven W.
    This study examined the relationship between satisfaction with employer-provided workplace training and overall job satisfaction. Survey completion data were obtained from 301 customer and technical service employees in nine different organizations. Job duties for employees in these positions are employer specific. As such, these employees rely on their employers for initial and ongoing job training. Organizations represented included those in manufacturing, technology, service, and government. A significant relationship was found between job training satisfaction and overall job satisfaction. Time spent in training, training methodologies, and type of training were determined to be significant in their relationships to job training satisfaction. The methodology used in training made a significant difference in job training satisfaction. Most preferred by respondents were methodologies that involved face-to-face interaction provided by an instructor or job coach. Also found were significant interactions between job tenure and employment type (customer service representative or technical service representative) when examined with job training satisfaction. Based on these findings, recommendations were made for practitioners in the fields of training and human resource development, as well as for managers of employees working in customer and technical service occupations.