Apprenticeship is the process where one learns from the expert in the field which varies among the different skilled individuals and across cultures and lets one gain on-the-job-training and also studies for the qualification. In many communities, apprenticeship facilitates a perfect entry point. Apprenticeship also offers essential research and an opportunity to chart and navigate interpersonal power, acquire emic kinds of information, acquire the pedagogical milieu experience that is first-hand and also provides an avenue that enables acquire cultural proficiency(Greg Downey, 2014).
Apprenticeship includes a mechanism that enhances socializing of the emerging skills and encourages individuals to collaborate through enabling them to critique the performance of ethnographer’s and also provides the locally-meaningful ways and familiar feedback(Greg Downey, 2014).
Strengths of apprenticeship
Gives one a chance to gain a qualification that helps perform work well through, acquiring knowledge and skills from experts. Helps one to keep his or her skills into practice, while, helping obtaining increased confidence in the work environment. Helps one earn while learning and gives one the opportunity to choose the type of the apprenticeship that one is willing to join or gain. Apprenticeship offers an increased experience in learning as one is not required to spend all of his or her time studying but learning from the rest of the industry.
Weaknesses of apprenticeship
For apprentices, the starting salary might be lower compared to that of the graduate. Not all careers can be accessed through this training method. It takes a much longer time for one to get a higher qualification through apprenticeship. One misses the accruing benefit that comes along with staying in the full-time education and also the unique learning that is offered by the degree.
About the linkage model, apprenticeship model enables participation in the practice. Enhances professional identity as learners learn through completing assignments that are practical which then become difficult. Learning is also accomplished through imitation of an expert, and the quality of the work done is practically evaluated.
Onboarding training
Onboarding is an approach that involves combining people, technology, and process to optimize the results a new employee or hire has on the company with an emphasis on the efficiency and effectiveness. Employers have the means of orienting new employees in the organizations. The typical orientation programs range from the complexity and also from a single day to weeks and even months. Onboarding training has merit if the hired employee is engaged as early as possible. Onboard training is more critical in sectors such as health where the employees are the primary assets. In such areas, employees are the core of the delivery models and account for the highest expenditure(D'Aurizio, 2007).
Onboard training to new hires shows how the company values its employees. An excellent onboard training program constitutes there elements that include; support, process and follow up. Here, the process starts at the phase of recruitment and must be understood by recruiters. The hiring manager’s needs to be aware of how they welcome their new hire and as for how new hires are valued. When the selection is complete, and the hires accepted the offer, the hiring manager, and human resource work closely through a variety of methods and have different responsibilities in supporting the new hire. The necessary information such as attire for orientation, orientation date, and enrolment forms and so on is shared by the Human Resource manager(D'Aurizio, 2007).
Out of area hires are provided with a complete package that addresses schools, housing, licenses and other essential information that the new hires require concerning the area. Then after the required and the necessary support has been offered to the new hire, the next step involves following through with the new hire to make sure that the further success and adjustment or to provide directions if things fail to work accordingly(D'Aurizio, 2007).
Strengths of onboarding training
Onboarding enhances a higher retention rate of the employees. Through onboarding, employees are rightly placed, and the communication between them is improved and therefore an increased tendency to stay in the company without leaving as they feel the organization management values them. It encourages engagement with employees which is an essential factor that enables an employee to stay with the company. Therefore, through onboarding; organizations can foster a higher engagement with their employees. Onboarding facilitates understanding of what these employees are required of and what it will take them to be successful in the given job. Onboarding enhances increased communication and also, provides a setting and a structure for new employees to ask questions that may be intimidating to share in the new environment. Misinformation leads to a reduced performance by the new hire and therefore a need to reinforce the consistent messages at the initial stages of onboarding. Extending the onboarding process is useful as most employees make decisions to stay or continue with the job after six months of the employment. Onboarding also helps create a supporting atmosphere, reduces the uncertainty, and shows the new hire that they are valued and are the attributes that the new employees look for in an organization and encourages them to stay within the organization. Onboarding programs help build a strong foundation for the functional elements that enable create a positive culture of work though salaries and perks are extremely easy for other organizations to match.
Weaknesses of onboarding training
It costs the staff to prepare to present an excellent orientation is highly costly, and this comes as a disadvantage to employers who hire a large number of individuals frequently. New employees start their jobs without having learned all the needed information about the organization business practices and philosophies. The online orientation that is used by most employers offers self-service to minimize the staff time but depersonalizes the entire process. The orientation programs have a disadvantage of limiting the information presented to the new employees and also neglect keeping new employees informed of any changes in an organization that ought to have been discussed at the initial stages. For employers to prevent this disadvantage, they have to maintain an open line of communication with their employees rather than relying solely on the orientation to be the single introduction the employee has in understanding the vision and the company’s philosophy.
According to onboarding training, new employees are brought to the board in comparison to the competency model; new employees are helped to acquire what is essential in the organization. New employees are promoted to assess themselves against the competency model and learn the necessary skills that are set and the ones that should be closed for one to be successful. The training helps new employees map skill gaps to opportunities for learning, and they are empowered to close those gaps to facilitate their focus towards competency. New employees are assisted in acquiring the specific behaviors they ought to exhibit in different situations which promotes their performance. People are also motivated intrinsically toward competence, and when this does not happen, they look for opportunities elsewhere for chances to become successful.
References
D'Aurizio, P. (2007). Onboarding: Delivering on the Promise. Proquest.
Greg Downey, M. D. (2014). Apprenticeship as method: embodied learning in ethnographic practice. SageJournals.
