Perception of the Problem faced by Grade 12 Students of Alfelor

Sr. Memorial College Inc.

S/Y 2018-2019

A Practical Research

Presented to: Sir, Sonny C. Delos Santos

The Senior High School Department of

Alfelor Senior Memorial College Inc.

Poblacion Zone II, Del Gallego, Camarines Sur

In Partial Fulfillment of

The requirement for Practical Research 1

General Academic Strand

Submitted By:

Alonzo, Maureen A.

Arevalo, Sarah Vie G.

Jovida, April B.

Sabaria, Frank R.

Tobias, John Arvin

 CHAPTER 1

THE PROBLEM AND ITS SETTING

Background of the Study

On-the-job training is one of the earliest forms of

training in the United States. The method is used when trained

professionals are passing their knowledge to the recruit. The

OJT method dates from back in the days when not everyone was

literate and it was the most convenient way to understand the

requirements needed for the new job, on a one-on-one basis. In

antiquity, the work performed by most people did not rely on

abstract thinking or academic education. This method is still

widely used today. It is a frequently used because it requires

only a person who knows how to do the task and use the tools to

complete the task. Over the years, as a society grew, on the job

training has become less popular. Many companies have switched

to doing simulation training and using training guides.

OJT training sometimes called direct instruction, is one of the

earliest forms of training (Observational learning is probably

the earliest, see Albert Bandura).It is a one-on-one training

located at the job site, where someone who knows how to do a

task shows another how to perform it. In antiquity, the kind of

work that people did was mainly unskilled or semiskilled work

that did not require specialized knowledge. Parents or other

community members, who knew how to do a job necessary for

survival, passed their knowledge on to the children through

direct instruction. On the job training is still widely in use

today. In fact, it is probably the most popular method of

training because it requires only a person who knows how to do

the task, and the tools the person uses to do the task. It may

not be the most effective or the most efficient method at times,

but it is normally the easiest to arrange and manage. Because

the training takes place on the job, it can be highly realistic

and no transfer of learning is required. It is often inexpensive

because no special equipment is needed other than what is

normally use on the job. The other side is that OJT takes the

trainor and materials out of production for the duration of the

training time. In addition, due to safety or other production

factors, it is prohibitive in some environments.

On-the-Job-Training or OJT is job training that occurs in the

work place. It has many advantages, but it can also have a few

disadvantages if the OJT is not planned and executed properly.

It is part of a college curriculum that aims to train and orient

students about the work and their future career. It is very

important not only to teach students their chosen career but to

show students the reality about working.

Most students nowadays are not serious in their training. They

don’t plan ahead and pick the best company that they can choose.

Worst, they ended up cleaning the desk of their superior or

doing unrelated tasks. Definite advantages exist for the

organization when you have developed the training capabilities

of your managers. Teach managers to train, and you will increase

the effectiveness of your internal training.

Implementing rules and regulations The Republic Act No.

10771.Pursuant to section 9 of Republic Act No. 10771, entitled

“An Act Promoting the Creation of Green Jobs, Granting

Incentives and Appropriating Funds Therefor”, otherwise known as

the “Philippine Green Jobs Act of 2016”, the following rules and

regulations are hereby issued.

According to David Kucera, instructed OJT refers to loose OJT

training programs that involve a new employee working with an

experienced employee or supervisor who serves as a mentor in an

observe-and-imitate training process.

According to Jacobs, the OJT occurred when an employee received

an impromptu explanation or demonstration from another employee,

through an individual employee’s trial-and-error efforts or

simply by having employees observe and then imitate the

behaviours of others.

According to training expert Jeff McLanahan(2016),the most

difficult part about combining learning and working, and

integrating the two for the new employees to learn their

everyday work, is consistency.

Statement of the Problem

The research student in OJT its Impact to the Grade 12

students of Alfelor Sr. Memorial College Inc. Specifically it
sought to answer the following sub-problems:

1. What is the demographic profile of the respondents in terms

of the following variables:
A.Age
B.Gender
C.Economic Status
2. Level of Perception of the Grade 12 students about the on-
the-job training?
3. What are the problems encountered by the practicums during
the on-the-job training?
4. What can you do about being a trainee/student to improve
your skill or ability?
5

Significance of the Study

This study will be beneficial to the present Educational

system since it provides related study regarding to Perception

that Affects the Grade-12 student’s academic performance of

Alfelor Sr. Memorial College Inc. For every labor or things that

have been made it has always correspondence of the doer itself

and to people around him. And to the students who are enrolled
in their practicum course this will give them brighter

understanding and deeper awareness to the different factors that

would affect their on-the-job training performance. The results

of this study will help practicums improve specific areas among

themselves to become professionals.

Students- This study will provide ideas and knowledge and the

compiled manuscript would serve as the reference guide of the

whole institution and a tool for strengthening information to

the students.

Parents- The parents will be support their children’s learning

and to become aware to their children status.

School Administration- This study it will help the school head

to be aware in designing their plans and program that will help

be beneficial in improving the On-the job training

Work Immersion Teacher- that will serve as a guide and they will

for Immersion and to develop more their teaching for theirs

students about OJT.

The Researcher Themselves- This study will enhanced the

researcher’s skills when it comes to conducting researchers. The

study also develops determination and perseverance between the

researchers experiment process. Lastly strengthen the focus on

descriptive of whole experience of the study.

Future researcher- This study will serve as reference for those

we will conduct the study with the same concept or related to

this study.

Scope and Limitations

This study was covered the problem faced by grade-12

students of Alfelor Sr. Memorial College Inc,during the on-the-

job training.

This is delimited to the 47 Grade 12 students of Alfelor Sr.

Memorial College which as the subject being studied because to

determine the status of their learning outcomes in terms of

dealing with the problem in their on-the-job training. The

researcher chose them as a respondent because they are commonly

experiencing the problems in the on-the-job training in terms of

their knowledge and skills.

Definition of Terms

The following terms are defined conceptually and

operationally for better understanding of the study

School- is an institution to provide learning spaces and

learning environment for the teaching of students under the
direction of teachers.

Experience- is the knowledge or mastery of an event or subject

grained through involvement

Students- is a person who usually go to school to learn the

knowledge to develop the his/her skill.

Teachers- is a who helps others to acquire knowledge,

competences or values.

Perception-is the result of why something happened in an event.

0fficer/Staff- is a person who has a position of authority in on

a hierarchical organization.
 CHAPTER II

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter presents the related literatures and related

studies gathered from books,journals,magazines,internet and

unpublished materials that have contributed a great extent in

conceptualizing this study by the researcher.This also presents

the conceptual frameworks,synthesis-of-the-state-of-the Art and

the Gap bridge of the study to fully understand the research.

According to Kumar G. Manoj(2014)employees are often trained

away from where they work,whether it is down the hall or on the

other side of the country. This traditional approach puts a wall

between what employees learn and what they do. On-the- job

training can break down this wall. Learners and teachers work

shoulder to shoulder and develop a feeling of pursuing the same

goal when training on the job. Training becomes something not

simply given to employees,but something in which they

participate.Employees can give immediate feedback about what

they do not understand and offer suggestions about how to

improve lessons and processes.

According to Mendoza as cited by Bahian (2015)asserted that the

students level of achievement in significantly related to the

on-the-job training what the students learn from the classroom

is what the students apply during OJT.The school provided

related instruction and related skills; the role of industries

is to sharpen the student’s competencies ad activities. Thus,

cooperating industries should provided the student trainees the

necessary reserves needed to improve their performance level of

proficiency and specific skills and and field of specialization.

According to Knoontz (2015) many opportunities for development

can be found on-the-job.Trainees can learn as they contribute to

the aims of the enterprise .However ,because this approach

requires competent higher-level managers who can teach and coach

trainees, there are limitations to do on-the-job

training.Planned progression is a technique that gives managers

a clear idea of their path of development.It may be perceived

by trainees as a smooth path to the top,but it really is a step-

by-step approach which requires that task to be done well at

each level.Trainees learn about different enterprise functions

by job rotations.They may rotate through:non-supervisory work,

observation assignments(observing what managers do,rather than

managing themselves) and therefore has positive aspects and

should benefits the trainees.”Assistant-to” positions are

frequently created to broaden the viewpoint of trainees by

allowing them to work closely with experienced managers who csn

give special attention to the developmental needs of trainee.

According to Spears (2016),internship or OJT is often described

as a time when theory is applied to real-life setting;we believe

that the relationship between theory and practice is more

complex than that.

According to Sonny and Kim(2014)conducted study entitled“Changes

in attitude toward work and workers identity in Korea”.They of

summarize the conceptualization of work of ethic to the fact

that the concept of work ethic has multiple meanings and

implication,pertaining to a variety of aspects related to work,

including work commitment,work value,attitude toward

work,occupational value,organizational commitment,perception of

career developmet and work achievement.

According to Mamadra(2013),also conducted a study to find out

the impact of the on-the-job-training programs on the skills and

values development of students in the four areas of

specialization such as automotive,electronic technology,computer

technology and electrical technology as well as the

students’values development in terms of work attitude,self-

reliance,self-discipline,resourcefulness,honesty and patience

among 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 stiudents depend on the approaches of the skilled mentors to

supplement the student-trainees’ competence in the classroom as

well as the concepts that both the school and the industries

work together in the training of technological students as

future industrial workers

According to A.Ayub (2012), he states that OJT will give a

positive benefit to both trainees and companies as to focus on

the economic contribution of higher education through developing

the graduate employability.

Conceptual Framework

The problem faced by Grade 12 students of Alfelor Sr.

Memorial College Inc.,during the on-the-job training and the

theory is an important because it is the single vehicle which

seems to be able to achieve at the working place during their

training program. It uses of creative thingking that the

students develop their skills that they will related on the

real-life situation. They have also develop their own

ability/skills that can they apply it. The student improved

their own knowledge and to gain the good performance that they

will apply it. And the student will develop their curiosity in

the way that will they working as a trainee. The physiological

theory lies on how the physical appearance that seek to analyze

first the problem and getting the possible solution. The

students/trainee affect their action because of having a problem

of their own. They having difficulties of that so, the

teachers/mentor must also focus on preparing people to be good

adaptive learners, so that they can perform effectively in the

working place. The range of physiological theory are the level

of On-the-job training and how their physical appearance have a

problem. Sometimes they feel frustrated and lack of their self-

confidence to meet their co-workers because their being a shy

type and sometimes their co-workers don’t like them.

 Perception of the Problem faced during the on-the-job training

of Grade 12 students of Alfelor Sr. Memorial College Inc.

INPUT PROCESS OUTPUT

INPUT

1. What is the
demographic of the
respondents in terms of
the following variables:

a. Age
 Survey Perception of the
b. Gender
 Survey Problem faced during
c.Economic Status
Questionnair the on-the-job
2. Level of Perception
of Grade 12 students e training of Grade 12
about the on-the-job
training?  Gathering students of Alfelor

3. What are the Data Sr. Memorial College

problems encountered by
the practicum during  Choosing Inc.
the on-the-job
Respondents
training?

4. What can you do

about being a
trainee/student to
improve your skill or
ability?

Figure 1. Conceptual Paradigm of the Study

Figure 1 shows the instrument, variebles and Perception of the

Problem faced during the on-the-job training of Grade 12 of
Alfelor Sr. Memorial College Inc.
Theoretical Framework

Perception of the Problems faced by Grade 12 students

Senior High School of Alfelor Sr. Memorial College Inc.

,during the on-the-job training.

S/Y 2018-2019

Action theory
Phychological Is a general Social
theories of theory of work cognitive
work motivation behavior thar theory
defence
By:Lewins Is a learning
competence as
theory that
These theories the ability to
analyzes how
have been used act self-
thoughts,
to develop job responsibly in
feeling, and
analysis complex
social
techniques to situations of
interactions
diagnose the job.
shape the
motivational learning
dimenstion of process
work
Challenging/Consequences Perceptionon
Problem faced on-the job training

Figure 2. Theoritical Paradigm of the Study

Figure 2. Shows that three(3) theory and its relationship to

the perception of the Problem faced by Grade 12 students of

Alfelor Sr. Memorial College Inc.

Synthesis of the State-of-the ART

The relevant literature and studies presented were

associated to the present study.It is for the modification of

the similarity and differences of the previous studies to the

current research.It helps the researchers to have insight and

relevant information about the topic.

According to Jacobs Training is defined by Armstrong(2004)as a

formal and systematic adjustation of behavior through learning
which occurs as a result of education,instruction,and
development and planned experience.On his side,Noe(2005) view
training as a planned effort by a company to facilitate
employees’learning of job related competencies.

According to Johnson and Leach(2004)advised that prospective

trainers are expected to develop training related skills through
a train the trainer courses (2003),OJT as a form of
individualized training,can be designed and delivered using two
basic approaches:Unstructured OJT and Structured OJT.According
to various authors,the unstructured OJT is used frequently in
most organizations where as the structured OJT is the most
recent application of OJT.In supplement to Jacobs proposed two
basic requirements that make OJT trainers more effective that
is‘they should have adequate competence in the unit of work that

comprises of the training,and they should have adequate

competence about the training as trainer.

According to Meyer and Marsick(2002)advocated that it is

important that the design and delivery,such as conducting needs
assessment, developing objectives,creating an agenda, developing
instructional event, and evaluating learning outcomes,still need
to be included as a core components of any train the trainer
program.

End Notes

https://www.balancecareers.com/how-on-the-job-training-brings-
you-value-1917941

https://en.m.wikipediaorg

https://onthejobtraining.blogspot.com

https://www.enotes./com/on-the-jobtraining

https://www.cleverism.com/on-the-job-traing

https;//www.linkedin.com/pulse/on-the-jo-trainingojt-manoj-
kumar-gopanalli
 CHAPTER III

RESEARCH METHODOLOGY

The chapter presents the researchers’ strategic plan in

doing this study which includes research design, research

environment, and the subjects of the study, sampling procedure,

research instruments and data gathering procedure.

Research Design

This research design will employ the descriptive

phenomenology method of research by utilizing interview and

focus group discussion.It is a qualitative approach that focuses

on identifying and describing phenomena that now exist.The

findings will be used the perception that affects the on-the-job

training of Grade 12 Students.

Research Environment
 The study will be conducted in private school in Del

Gallego, Camarines Sur.It will be choosen because it is the most

appropriate setting for the study being in a stage expose to on-

the-job taraining.

The Subjects of the Study

The Grade 12 students of Alfelor Sr. Memorial College

Incorporated,served as our subject on the study. There will be

six (6) subjects among forthy-seven (47) Grade12

students,three(3)from boys and another three(3) from girls.

Sampling Procedure

The study will use purposive sampling in selecting the

subjects.It will determine the level of perception,the

challenges and consequences of problem solving performan

 CHAPTER IV

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

In this chapter, the researchers presented the

findings, analysis and interpretation of data gathered whose
main objectives was to find out the perception of problem faced
of Grade 12 Senior High School students of Alfelor Sr. Memorial
College Inc.

I. Subject's Profile

Subject Statements

Student A Age: 18

Gender: Female

Economic Status:Middle class

Student B Age: 18

Gender: Male

Economic Status:Middle class

Student C Age: 18

Gender: Female

Economic Status:Middle class

Student D Age: 17
 Gender:Female

Economic Status:Middle class

Student E Age: 17

Gender: Male

Economic Status:Middle class

Student F Age:18

Gender: Female

Economic Status:Middle class

Student G Age:17

Gender: Male

Economic Status:Middle class

Student H Age:17

Gender: Female

Economic Status:Middle class

Student I Age:17

Gender: Female

Economic Status:Middle class

Student J Age: 17

Gender: Male
 Economic Status:Middle class

Table 1. Subject’s Profile

I. Level of Perception of Grade 12 students about the on-

the-job training.

1.1. Is on-the-job training was important to you?

Subjects Statments

Student A Yes,because on-the-job training is

one of the requirement in SHS and

it is all about training learning

and improving your own skills and

ability. In one of the reason why

we learn and to gain knowledge about

something.

Student B It can help on my future job and it

will help to train my knowledge and

to support my future goal.

 Student C Yes,it is important to me because

it can give me an experience being

a trainee. OJT is will you giving

job according to your track that

you choose and it can improve my

knowledge and skills.

Student D Yes,because it helps me to prepare

for the actual work and preparation

for job or career that, I choose to

work on.

Student E For him we can use experience of

being on the job training practicum

when he took job when he heard on

the job training in his perception

to this is that he get more

experience and knowledge about work.

Student F OJT gives her an idea how to train

our ability in working and it helps

 to be prepared for the actual job.

It is all about the training, to

learn the proper work ethics in OJT

she a lot of ideas on how to do the

task properly.

Student G For him on the job training gives

him ideas or knowledge about his

real or the actual job in the

future. And he believe that the on

the job training is training that

he learn and will gain information

about the actual job.

Student H In her perception we can use the

knowledge experience of on the job

training as an advantage after we

graduated and also when we look for

a j0b.
Student I The on-the-job training help her to

be prepare her future job. Her

perception when she hear the word

on the job training it is something

that is more likely a real job. It

gives her a specific idea that she

needed because she sees the actual

scenario.

Student I Yes it is important, because this

is the first step will help me in

the future and can give us as

student to get advantage to

know the environment being a

worker.

Table 2
 II. What are the problems encountered by the practicums
during the on-the-job training?

2.1
Subjects Statements

Student A You will not do your task/work

properly and right anf some staff will

be angry, because you came late, and

it is significant to your self because

being lazy and shy is not good

attitude.

Student B It can give a big factor to us being a

lazy or