Table 1

"After the researchers gathered data with the help of the respondents, the results of
the survey were presented in this chapter. It is shown here the opinion and insights of
the respondents in relation to their study habits and time management. The researchers
were also able to know the advantages and disadvantages of the said learning
strategies as well as its effects. The gathered information will help this study become
credible and more meaningful for the readers. The researchers computed for the
weighted mean of each question by means of a formula stated in chapter three. By
using a scale.
" In table 1 in terms of Gender of respondents Although it was not purpose of the
study, this set of data was intended to describe demographic variables of the sample
and to assess for any influence on the research findings. The characteristics of the
respondents of this study included sex. In essence characteristics of the respondent
can be used by an organization or any individual to make better decision"

Table 2
This table shows that out of the 204 respondents, there were 41 (20.10%) respondents
aged 24 years old; 29 (58%) respondents aged 18 years old, 38 (18.63%) respondents
aged from 22 years old, and 38 (17.68%) respondents aged from 25 years old and
above.
This implies that most of the respondents of this study were young adults aged 24
years old, followed by respondents aged 21 years old and below.
Purposive sampling was used as a sampling method due to the nature of the research
in which it heavily relies on the particular profile or characteristics of the participants in
relation to the study (Foley, 2018). As such, homogenous purposive sampling was
employed as informants will be selected based on a shared set of characteristics
(Crossman, 2019) of being teenage parents.

Table 3
In the first question, "Is on-the-job training beneficial to future employees?" 186
respondents out of 204, or 91.18 percent, believe that on-the-job training provides a
positive experience for future workers. Thirteen respondents out of 204, or 6.37 percent,
are less likely to agree that on-the-job training provides a positive experience for future
workers. Four respondents out of 204, or 1.96 percent, believe that on-the-job training
may provide a positive experience for future workers, and one respondent believes that
on-the-job training does not provide a
In the second of the two questions, "During on-the-job training, were the trainers
effective in teaching?" Out of 204 respondents, 174, or 85.29 percent, believe that the
trainers taught effectively. 28 out of 204 respondents, or 13.73 percent, believe that the
trainers were somewhat effective in their instruction. 1 person, or 0.49 percent of all
respondents said that the trainers were maybe effective in their teaching while 1
respondent said that the trainers were not effective in their teaching.In the 3" question
stated "Did the trainers have good knowledge and experience of the industry to teach
the skills and knowledge needed?", 169 respondents out of 204 or 82,84% said that the
trainers have good knowledge and experience of the industry to teach the skills and
knowledge needed, 27 respondents out of 204 or 13.23% said that the trainers had a
slight knowledge and experience of the industry to teach the skills and knowledge
needed while 8 respondents or 3.92% said that the trainers maybe have a good
knowledge and experience of the industry to teach the skills and knowledge needed.
In the 4" question stated "Does on-the-job training help develop the skills and
knowledge of an individual like you?", 176 respondents out of 204 or 86.27% said that
on-the-job training helps to develop the skills and knowledge of an individual. 23
respondents out of 204 said that the on-the-job training were slightly helps to develop
the skills and knowledge of an individual. 3 respondents or 1.47% of the total
respondents said that the on-the-job training maybe helps to develop the skills and
knowledge of an individual and lastly, 2 respondents said that the on-the-job training is
not helping to develop skills and knowledge of an individual. In the 5 questions stated
"Is your department provides learning/training opportunities to meet the changing needs
of the workplace?" 170 respondents out of 204 or 83.33% said
",The respondents respond that on-the-job training is pretty much exactly what it
sounds like learning how to do the job (or do the job better) while in the role.
Through hands-on teaching and coaching, employees learn the practical skills and
knowledge they need to perform their job. The man takes place in a normal work
environment rather than outside the workplace in a classroom or virtual setting.
Hiring the right, qualified, person for a job is just the beginning of setting them up for
success at work. They’re going to have to learn hands-on the ins and outs of your
company and its unique practices and processes.
And jobs today rarely stay the same. There's learning what you need to know when you
start the job, and there's learning all the ways other people have figured out to do the
job better. The tools or systems you use often change, and you have to learn how to do
the job in a new way. For employees and employers, on-the-job training is one of the
best ways to deliver this type of specific and continuous learning. Through hands-on
teaching and coaching, employees learn the practical skills and knowledge they need to
perform their job. The man takes place in a normal work environment rather than
outside the workplace in a classroom or virtual setting.

Hiring the right, qualified, person for a job is just the beginning of setting them up for
success at work. They’re going to have to learn hands-on the ins and outs of your
company and its unique practices and processes.
And jobs today rarely stay the same. There's learning what you need to know when you
start the job, and there's learning all the ways other people have figured out to do the
job better. The tools or systems you use often change, and you have to learn how to do
the job in a new way.For employees and employers, on-the-job training is one of the
best ways to deliver this type of specific and continuous learning. Here’s how to develop
a successful on-the-job training program to onboard new employees and the
importance of OJT for your business.Both off-the-job training and on-the-job training
help employees develop certain skills they need for their job. But OJT focuses on
integrating new employees into their everyday work environment.Rather than hiring a
person from outside the organization, OJT is typically a type of internal training. It might
be set up as a program, with defined expectations and a set beginning and end, but
often it is far less formal.