2017
DOI: 10.1080/23297018.2017.1359661
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Nature and extent of on-the-job training for employees with an intellectual disability: a pilot study

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Cited by 7 publications
(3 citation statements)
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References 27 publications
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“…Supervisor duty areas deemed most critical overlapped with the knowledge statements above, as task statements related to career development (encouraging more organizational involvement, customizing jobs, creating job growth opportunities, and increasing responsibility within the team) were rated as critical training needs most often. Training and socialization were also common critical areas identified by job coaches and service provider employees represented by statements such as “Using different strategies to provide job instruction” and “Providing others with tips to help them communicate with employees with DD.” Organizational intervention efforts to address these skill gaps could include teaching supervisors to engage in best practices to ensure on-the-job training is effective, for example, by “telling” and “showing” employees how to perform the new task and creating opportunities for practice and follow-up to ensure the employee performs their job successfully (Alexander et al, 2018). Similarly, interventions can offer concrete steps supervisors can take to build an inclusive climate, such as by equipping team members with tools to effectively work and communicate with employees with DD (e.g., by leveraging the employee’s preferred communication mediums and asking for language preferences).…”
Section: Discussionmentioning
confidence: 99%
“…Supervisor duty areas deemed most critical overlapped with the knowledge statements above, as task statements related to career development (encouraging more organizational involvement, customizing jobs, creating job growth opportunities, and increasing responsibility within the team) were rated as critical training needs most often. Training and socialization were also common critical areas identified by job coaches and service provider employees represented by statements such as “Using different strategies to provide job instruction” and “Providing others with tips to help them communicate with employees with DD.” Organizational intervention efforts to address these skill gaps could include teaching supervisors to engage in best practices to ensure on-the-job training is effective, for example, by “telling” and “showing” employees how to perform the new task and creating opportunities for practice and follow-up to ensure the employee performs their job successfully (Alexander et al, 2018). Similarly, interventions can offer concrete steps supervisors can take to build an inclusive climate, such as by equipping team members with tools to effectively work and communicate with employees with DD (e.g., by leveraging the employee’s preferred communication mediums and asking for language preferences).…”
Section: Discussionmentioning
confidence: 99%
“…Researches have revealed employment vulnerability in the Romanian labor sector (Patache, 2014), amongst others characterized through gaps between employee knowledge capital and labor offered (Jianu, Chiș, 2012). The ongoing transition stage of the Romanian labor market creates demographic challenges for employers and employees alike: reduced fertility (Rotariu, 2006), export of labor towards Western Europe (Piperno, 2007), reduced young age workforce (Aleksandrova, Velkova, 2003) and ageing population (Georgescu, Herman, 2010) are only some of the demanding facts that drive multinational companies towards employing whatever workforce available, irrespective of education or certain other demographic aspects, only by being confident in the business philosophy that the more standardized the labor is, the easier it will be to teach work-related skills through on-the-job training or shadowing, thus creating a imbalance between the ideal and the actual demographic profile of an employee, which can turn into (subjective) underemployment (Alexander et al, 2017).…”
Section: Methodsmentioning
confidence: 99%
“…On-the-job training (OJT) involves having newly hired employees as well as employees who have been assigned new positions and work responsibilities to watch their colleagues and supervisors and learn from them by emulating what they do to achieve the desired performances Alexander, Ford, Raghavendra, and Clark (2017). OJT helps new hires in the organizations to cope with their new workstations particularly by allowing them to learn from their colleagues, supervisors, and managers as they continue executing their job responsibilities in their new workstations and positions.…”
Section: On-the-job Trainingmentioning
confidence: 99%