CHAPTER II

REVIEW OF RELATED LITERATURE

Work immersion refers to the part of the Senior High School (SHS) Curriculum

consisting of 80 hours of hands-on experience or work simulation which the grades 11

and 12 students will undergo to expose them to the actual workplace setting and to enrich

the competencies provided by the school under the supervision of the school head and the

designated personnel of the partner.

Meanwhile, work immersion is somewhat similar in internship or on-the-job

training done by college students. They have things in common like letting students

undergo and experience actual works in a particular workplace. On the other hand, they

differ in some loads and number of hours they will consume. Therefore, most of the

following studies discusses about the on-the-job training.

Department of Education (DepEd) Secretary, Br. Armin Luistro quoted “We want

our students to be aware of the importance of choosing a track that suites their interest

while at the same time matches the available resources as well as job opportunities that

await them.” He also added that through work immersion, the students are exposed to and

become familiarized with work related environment related to their field of

specialization. Specifically, the students are able to: (i) gain relevant and practical

industrial skills under the guidance of industry experts and workers; (ii) appreciate the

importance and application of the principles and theories taught in the school; (iii)

enhance their technical knowledge and skills; and (iv) prepare them to meet the needs and

challenges of employment or higher education after their graduation.

 Student organizations may be strengthened its function to encourage students’

participation in taking the lead of planning, organizing, directing and implementing the

programs of the department. Students may always be encouraged to join curricular and

extra-curricular activities specifically in academic contests to make them more

competitive and confident of their skills. Giving learning opportunities to students helps

them to expand their knowledge, cultivate their abilities and discover new skills and

talents (Britiller et al., 2014).

In addition, the response to the academic challenges of national and international

significance, higher education system needs to focus on systemic reform to strengthen

and make more competitive their output and services (Buted, Felicen & Manzano, 2014).

The university may continue to implement the outcomes-based education to further

strengthen the capability of the students to compete with the graduates of ASEAN

member countries. Most universities in the country are already undertaking some of the

educational practices involved in OBE. What they really need now is proper

documentation of evidences of assessments and evaluation on the effectiveness of the

program educational objectives which will prove that the graduates are really equipped

with essential knowledge, values (behaviour) and skills that can contribute to the

development of the community (Laguador & Dotong, 2014).

According to Valdez (2010), the curriculum may continue to revisit periodically

to align the skills needed by the industry. The curriculum should be designed to prepare

the graduates and demonstrate the core competencies expected of them in the workplace.

On-the-job training is the best method as it is economical, simple, and effective

and everybody can do it. It doesn’t need wide-ranging budgets, complex training courses,
devoted training staffs or absence from the workplace. Its effectiveness can be

significantly enhanced by applying a methodical approach based on the UKEssay.

Rendering to this, “Importantly, each on-the-job model has its own merits and

weaknesses but they all serve the same purpose of providing the trainees with the

opportunity to “practice and learn by doing”, they added. UkEssays’ researchers relate

this to Confucius’ perception; “if all I do is hear, I will forget. If I hear and see, I will

remember. If I hear, see and do, I will understand.”

Furthermore, at the individual level, on the job training for students is aimed to

increase the employability of graduates in the labor market. They will gain new

occupational skills and advance. It is much closer to the increasing adoptability capacity

of the labor force. So, this instrument helps to constitute main target of public policy in

order to decrease unemployment among graduates. Beside this, on the job training can be

a way to find the first job for graduates. Finally, Turkey must encourage and give priority

to investment on job training for increasing employability and adoptability of graduates.

(Professor Dr. Kuzgun)

Corresponding to the Division Memorandum No. 49 s. 2017 of the Technical

Working Committee, Region V School Division Office Naga City, it is said that Senior

high school (SHS) is a new addition to the basic education curriculum. A good

partnership and communication assist students, parents, stakeholders as well as the

partners in the implementation of the SHS immersion program.

However, DepEd’s student immersion program is a work related professional

learning opportunities that will allow students to gain important knowledge, skills, and

attitude in the chosen field. It will provide a n opportunity to the students to develop
themselves in the workplace in a supervised setting, while also allowing the employer to

evaluate their performance and management potential for future possible employment.

Ideally, students should aim to gather range of experiences throughout their

immersion. They can be assigned in hotel and restaurants services, automotive

technology, beauty care and spa and other fields which the competencies and skills are

acquired and develop by the students during the exploratory years, grade 11 and grade 12.

Similarly, students should attempt to work in more supervisory roles as they progress

through their immersion.

This partnership is an initiative of DepEd under the social mobilization and

networking section to bind with an agreement to competent partners and companies

which the competencies and skills of the students will be executed with necessary

supervision.

Moreover, it is said that on-the-job training is an important example of an

investment in human capital. Like any other investment, it has initial costs and returns to

these expenditures occur in future periods. This future returns are measured by increase

productivity of the worker during subsequent periods of employment. (Baron, J., 1997)

Learning on the job is perceived to be more real life, contextualized and relevant,

concerned primarily with the ‘how’, efficient though not necessarily correct, more

observational and manipulative, more immediate, more time pressures, more ‘just in

time’ and improvised, and more incidental and one to one in nature. On the other hand,

learning off the job is perceived to be more theoretical and by the book, concerned

primarily with the ‘why’, less up to date in method and equipment, more explanatory,
detached, less time pressured, more detailed and deliberate, broader in scope and more

group oriented and paced in nature (Evans., et al., 1992)

Additionally, training is a learning process in which people acquire knowledge,

skills, experience, and attitudes that they need in order to perform their jobs well for the

achievement of their organization’s goals. Thus employee training is a learning process

in which employees acquire knowledge, skills, experience, and attitudes that enable them

to achieve their organizational and individual goals. The components, knowledge (K),

skills (S), experience (E), and attitudes (A) are introduced here to refer to the ability that

a trainee derives from training. Employee Performance Capability = K+S+E+A

(Ngirwa, 2006).

According to Armstrong (1988) training is a systematic development of

knowledge, skills and attitudes required by an individual to perform adequately a given

task or job. Training according to Gupta (2000) means “the process of increasing the

knowledge and skills for doing a particular job. It is an organized procedure by which

people learn knowledge and skill for a definite purpose. The purpose of training basically

is to bridge the gap between job requirements and present competence of employee.

Training is aimed at improving the behavior and performance of a person. It is never

ending or continuous process” Training must be not confused with education, so in order

to specify what the study means by the word training it is important to differentiate the

two terms.

Training has direct relationship with the employees’ performance. Basically

training is a formal & systematic modification of behavior through learning which occurs

as result of education, instruction, development and planned experience (Michael

Armstrong, 2000). It is important to have training that is effective. Studies have proven

that more costly but effective training can save money that is wasted on 10 cheap but

inefficient training (Ginsberg, 1997). Therefore, training has acquired a strategic value

for hotels since service quality depends on employee customer care effectiveness Connie

Zheng (2009).

Based on Gupta, (2007) training is an organized process of for increasing the

knowledge and skills of people for doing a particular job. It’s a learning process

involving the acquisition of skills and attitudes. The purpose of training is to improve

current performance. According to Goldstein & Ford, (2002) training is defined as the

systematic acquisition of skills, rules, concepts or attitudes that result in improved

performance in another environment. Training is a learning experience in that it seeks a

relatively permanent change in an individual that will improve the ability to perform the

job. Training can involve the changing of skills, knowledge, attitudes or behavior. This

means that changing what employees know, how they work, their attitudes towards their

work or their interaction with their coworkers or supervisors.

Likewise, training is an ongoing and continuous process meet and adapt changes

effectively and quickly. It’s an attempt to improve current and future performance by

increasing an employees’ ability to perform through learning, usually by changing and

their attitude or increasing his skills and knowledge (Verma, 2009). Byars & Rue, (2004)

found that training is a learning process that involves acquisition of skills, concepts, rules

or attitudes to enhance the performance of employees. Generally, the new employees,

manager has the primary responsibility for job training, sometimes this is delegated to
senior employee in the department. Initial training can have significant influence on the

employee’s productivity and attitudes towards the job.

Jackson and Schuler (2000) refers training as the act of improving competencies

needed today or in the future. Matthews, et.al., (2004) argues that training is concerned

with providing an individual with the opportunity to learn what he/she needs in order to

do their job more effectively.

Amstrong, (2008) defines training as the planned and systematic modification of

behaviour through learning events, programmes and instructions, which enables

individuals to achieve the levels of knowledge, skills and competence needed to carry out

their work effectively.

Another, on-the-job training, is normally handled by colleagues, supervisors,

managers, mentors to help employees adjust to their work and to equip them with

appropriate job related skills Armstrong (1995) argues that on-the-job training may

consist of teaching or coaching by more experienced people or trainers at the desk or at

the bench. It may also consist of individual or group assignment and projects and the use

of team leaders and managers. On-the-job training is the only way to develop and

practice the specific managerial, team leading, technical, selling, manual, and

administrative skills needed by the organization and it has the advantages of actuality and

immediacy as the individual works, learns and develops expertise at the same time.

According to Gupta (2003), OJT enables the trainee learns on the actual machine

in use and in the real environment of the job. Trainee feels the actual job and therefore
better motivated to learn and there is no problem in transfer of training skills to the job.

The method is also very economical because no additional space, equipment, personnel

or other facilities are required for training skills to the job. The method is also very

economical because no additional space, equipment, personnel or other facilities are

required for training. Also trainee learns the rules, regulations and procedures by

observing their day to day applications. It is also a more suitable method for teaching

knowledge and skills which can be acquired through personal observing their day to day

applications. It is also a more suitable method for teaching knowledge and skills which

can be acquired through personal observation in a relatively short time period. It is

widely used for unskilled and semi-skilled jobs egg. Clerical and sales jobs. Moreover, it

enables supervisors take an active part in training their subordinates.

As attested by Cole (2002:330), in his book Personnel and Human Resource

Management, training is a learning activity directed towards the acquisition of specific

knowledge and skills for the purpose of an occupation or task. The focus of training is the

job or task for example, the need to have efficiency and safety in the operation of

particular machines or equipment, or the need for an effective sales force to mention but a

few.

On the job training plays a significant role in the development of organizations,

enhancing performance as well as increasing productivity, and ultimately putting

companies in the best position to face competition and stay at the top. This means that,

there is a significant relationship between organizations that train their employees and

organizations that do not (Evans, 1999). Every organization that is committed to

generating profits for its owners (shareholders) and providing quality service for its

customers and beneficiaries must invest in the on the job.

Contradicting to the previous studies, Isagani Cruz of Philstar Global stated that

our country has had a lot of experiences with on-the-job (OJT) programs on the collegiate

level. Unfortunately, many (if not most) college OJT students are assigned only to

insignificant jobs in a company (answering the phone call, making photocopies, making

coffee- that sort of thing). Rarely are OJT students expected to produce the same products

that regular employees produce. Hence, he could not expect the DepEd to do this

training, because the students and their company mentors will not be in school campuses

but in workplaces. Neither could the Commission on Higher Education (CHED), because

the students will not yet have been admitted to tertiary studies. Despite its being in close

touch with various industries, the Technical Education and Skills Development Authority

(TESDA) does not have the expertise to do it, because TESDA students are trained in

TESDA centers, not in actual workplaces.

 CHAPTER I

INTRODUCTION

As a prerequisite to graduate in Senior High School under the new curriculum

also known as the K-12 Program of the Department of Education, every student must

complete eighty (80) hours of work immersion. Thus, a SHS student has to undergo this

said immersion in a business organization or establishment with work requirements

related to the specialization. Through work immersion, the students are exposed to and

are familiarized with the work-related environment related to their field.

By the light of undergoing work immersion, students can gain opportunities that

will develop themselves in the workplace while they were in a supervised setting and also

allowing the employer to evaluate their performance and management potential. More so,

students will be able to demonstrate specific skills related to their respective field of

specialization that would be essential application to their future work environment. It also

provides ideas and real picture of the corporate world including the atmosphere of the

work place, attitude of the work force and the organizational culture that the new

employees might need to adapt and live in.

Inquiring this chosen topic, the researchers which are currently Grade 12 students

can be benefitted and acquainted about this K-12 curriculum and how they can execute

their learning in the actual field. They can also consider their findings and can use this as

their guide and reference when deciding about their career.

Statement of the Problem

In detail, the research paper sought to present ideas and information

conspiring to the following statements:

 The study will determine the difficulties encountered by the students who

undergone work immersion.

 The study will cite the learnings and realization of the scholars who

experienced working in an actual field.

 The study will evaluate the impacts and benefits of undergoing work

immersion.

 This study will give insights about work immersion.

Significance of the Study

 The researchers of the study want to identify the advantages and disadvantages of

Work Immersion to students as well as to distinguish the underlying effects of the said

requirement. In accordance to this, the study would benefit the students, their parents, the

researchers as well as the future researches.

o Students

The study will be beneficial to students for this can be their guide

and give insights regarding the different strands together with the first-

hand experience they can encounter that can be helpful for their future

choices and career.

o Parents

This study will be of assistance to the parents by providing some

information about the work immersion. This can also inform them about

how undergoing work immersion can help their child in enhancing their

skills and knowledge about their strand and their future chosen fields.

They can also come up to ideas and advices that they can share to their

child for better decision-making by the help of this paper.

o Researchers
 This study can be a great help to us for we can be more

knowledgeable and careful in choosing and creating future decisions.

Moreover, by gathering relevant information and studies relating to work

immersion for our research paper, we, ourselves can be more aware of our

chosen fields.

o Future Researchers

This study can assist the future researchers in conducting their own

manifestation that can be related to this paper. This research can serve as

their resource or reference as an addition to their inquiry.

SCOPE AND DELIMITATION

 The entire research study focuses on the advantages and disadvantages of

undergoing Students’ work immersion. More specifically, this study covers the

experiences garnered by the students upon being in the exact workplace or actual

environment.

The study involved Grade 12 students of Batangas Eastern Colleges, Senior High

Department administered during the first semester of the academic year 2017-2018. The

researchers randomly selected 50 students from different strands namely Accountancy,

Business and Management (ABM), Science, Technology, Engineering and Mathematics

(STEM), Humanities and Social Sciences (HUMSS) and Technology Vocational

(TechVoc) courses like Information Communication Technology (ICT) and Home

Economics (HE), as the participants of the research.

Survey questionnaires will be distributed in order to obtain the students’ views

about the perks and ramifications of undergoing work immersion.

CHAPTER III
 METHODOLOGY

Research Design

Descriptive research is the specific research approach that will be use in the

development of the study. Descriptive research, as defined, is the kind of research

approach that involves the collection of data to either test the hypothesis or describe the

variables that will be mention in the study.

Research Locale

The study will be conducted at Batangas Eastern Colleges Senior High School

Department of the Basic Skills Training Center (BSTC) Building and Gusaling Adelaida.

This is located at 02 Javier Street, Poblacion, San Juan, Batangas. The setting of the study

has educational and informative departments and facilities that will help to the progress

of the study.

Sample of the Respondents

The pilot study will involve 50 students which will be randomly selected from

Grade 12 students of different strands namely Accountancy, Business and Management

(ABM), Science, Technology, Engineering and Mathematics (STEM), Humanities and

Social Sciences (HUMSS) and Technology Vocational (TechVoc) courses like

Information Communication Technology (ICT) and Home Economics (HE), who are

currently studying at Batangas Eastern Colleges. The students will not be force to answer

a survey but will voluntarily answer it. The survey will take place in the first semester of

the current academic year.

Research Instrument

A questionnaire will be used as the research instrument. It is the most suited

instrument that will answer the problem. It will be constructed by the researcher

personally.

The initial survey questionnaire will be comprised of three sections:

1. Demographic information including Name (optional), age, gender, grade and

section.

2. Checklists that will be develop for this study base in analytical criteria.

The checklist that will be used in the study contains 7 items with a response of

yes or no.

3. A questionnaire will consist of two open-ended question of the perks and

ramifications of undergoing work immersion to students.

Data Collection Procedure

The researchers will undergo steps for them to easily collect the data from the

respondents. The researchers will personally administer the development of the study by

distributing survey questionnaires to selected students and conducting and collecting the

papers later on.

Data Analysis Procedure

 The data that will be collected from the survey questionnaire will be critically

analysed and interpreted. The answers will be evaluated keenly and the results of the data

gathered will be summarized through frequency, percentage and tabulation.