wdraft

A NARRATIVE REPORT IN THE
ON-THE-JOB TRAINING
CONDUCTED IN
DEPARTMENT OF AGRARIAN REFORM
PROVINCIAL OFFICE
Tuguegarao City, Cagayan

In Partial Fulfillment to the Course Requirements in
OFFICE PRACTICUM

Submitted to:

MRS. NATIVIDAD FLORES

Submitted by:

KASANDRA CLAUDINE LASAM
Bachelor of Science in Business Administration Major in Financial Management
S.Y. 2012-2013

TABLE OF CONTENTS

TITLE PAGE
ACKNOWLEDGEMENT

I. INTRODUCTION

Importance of on-the-job training
Nature of Agency
Name and location of the firm
Brief description of the agency assignment
Mission
Vision

II. PRACTICUM PROPER REPORT

Narration of experience
Organizational Chart
Division of department
Trainer
Time frame of training
Duties and responsibilities
Skills developed and work habits learned
Machine and Equipment used
Problems encountered
Action Taken
Positive and negative observation
Recommendation

III. APPENDICES

Con current training requirement Daily Time Record Weekly Report

Post-Training requirement Certificate of Completion Evaluation Sheet Documentation
ACKNOWLEDGEMENT

I would like to thank the people who helped and inspired me during my on-the-job training.

To the Lord Almighty for the enlightenment to pursue my study.

I would like to thank my parents Ruben Peter Lasam and Myrna Lasam for their guidance, concern, understanding, support, love and care that strongly encouraged me in the fulfillment of the desired task. And also to my siblings, Klavy Cynthia Lasam, Kimberlee Claire Lasam., Kristian Carl Lasam and Kim Charles Lasam for the untiring appreciation of my effort.

To the DEPARTMENT OF AGRARIAN REFORM- Provincial Office, to Mr. Virgilio Acasili (PARO) and Mr. Salvador Malana (CARPO), Ma’am Anna Estigoy, Ma’am Mary Tamani, Ma’am Cherryl Tugade and Engr. Felix Barcellano for their motivation and encouragement and to all the DAR staff especially in the operations division. And lastly, to my loved ones who provided me inspiration, for continues love and understanding throughout my study.

May this acknowledgement serve as my way of saying MARAMING SALAMAT PO!

I. INTRODUCTION

IMPORTANCE OF THE ON-THE-JOB TRAINING

NATURE OF THE AGENCY

NAME AND LOCATION OF THE AGENCY

BRIEF HISTORY OF THE AGENCY

MISSION

VISION

I. INTRODUCTION

IMPORTANCE OF ON-THE-JOB TRAINING

On the job training or OJT is one method by which students is given a chance to apply the theories and computations that they have learned from the school. It also helps the students to acquire relevant knowledge and skills by performing in actual work setting. Colleges and universities require their students to undergo such training within a specific number of hours as part of the curriculum. For the students, an OJT or internship program provides opportunities to go through the actual methodologies of a specific job using the real tools, equipment’s and documents. In effect, the workplace becomes a development venue for a student trainee to learn more about his chosen field and practice what he has learn from academy. On the other hand, an effective OJT program also benefits the companies who accept trainees. First OJT or intern provides additional manpower for a lesser labor cost than a regular employee. Most of them are all eager to learn the ropes so chances are high that they will cooperate. Employers can use this internship strategy as a method in recruiting new employees. Since the trainer or the supervisor can follow the trainees’ progress, he can gauge based on performance, behavior and attitude if the trainee will make a good recruit after the completion of his internship. OJT’s can bring fresh ideas into the organization. Given the opportunity to speak their minds freely and without fear, they may be able to contribute significantly in brainstorming sessions or research and eventually help improve the organizations productivity. While training the interns, employers are in fact also teaching their employees to process of guiding the trainees stretches their patience, develops teaching skills and makes them more sensitive to the needs and mind set of the younger generation. The course of supervision also teaches them how to share what they know and be receptive to questions. Hence, the internship also becomes an avenue in training for future managers of the company. Accommodating on-the-job trainees can truly be beneficial not only to the trainees but also to the companies that provide opportunities for this type of learning. There is wisdom in the front lines. Such training can be an investment that will be valuable to the company later on. This is also why trainees should take their internship seriously as it can become a powerful tool and possibly even a source of recommendation when they take that big lift from being students to career professionals. Most students have taken their OJT for granted; not realizing the importance it can bring on their future career. Having a good performance during OJT is very important especially now that there’s a tight competition towards job seekers and the high qualification of companies.

I. INTRODUCTION

NATURE OF THE AGENCY

The essence of DAR is asset reform, i.e., redistribution of wealth thus enabling the poor and marginalized to have access of capital resources (land, money, etc.); importation of agricultural products is more of the Department of Agriculture’s (DA) concern. There are specific ways in which DAR helps the plight of farmers:
1. Distribution of all agricultural lands regardless of tenurial arrangement and commodities produced. For non-land distribution however, the DAR strengthens and protects the farmers security of tenure in leasehold and stock distribution option.

2. Delivery of appropriate support services such as intensification of support services; rural enterprise development, promotion of self-reliant livelihood programs, continuous social marketing and advocacy campaigns.

3. Agrarian justice for agrarian-related cases (e.g. legal representation & adjudication of cases)

I. INTRODUCTION

NAME OF THE AGENCY

DEPARTMENT OF AGRARIAN REFORM- Provincial Office of Cagayan

LOCATION OF THE AGENCY

I. INTRODUCTION

BRIEF DESCRIPTION OF THE AGENCY ASSIGNMENT
The Department of Agrarian Reform (DAR) was created by virtue of Republic Act (RA) No. 6389, with the authority and responsibility to implement the policies of the State on agrarian reform. It was mandated under RA 6657 or the Comprehensive Agrarian Reform Law (CARL) of 1988, in coordination with the Presidential Agrarian Reform Council (PARC), to plan and program the acquisition and distribution of all agricultural lands. It vested DAR with the quasi-judicial powers to determine and adjudicate agrarian reform matters. Department of Agrarian Reform is the lead implementing agency of Comprehensive Agrarian Reform Program (CARP). It undertakes land tenure improvement, Beneficiaries Development to Support Services and Agrarian Justice. DAR conducts land survey in resettlement areas. It undertakes land acquisition and distribution and land management studies. The DAR also orchestrates the delivery of support services to farmer-beneficiaries and promotes the development of viable agrarian reform communities. It is mandated by law to: a) complete land acquisition and distribution (LAD) within the timeframe of the Comprehensive Agrarian Reform Program (CARP); b) develop social capital resources of the farming communities toward attaining food security, self-sufficiency in the basic needs, and competence in area-based management; c) build sustainable, area-based rural enterprise toward establishing dynamic agrarian reform communities (ARCs); and d) fast-track the delivery of agrarian reform justice. The DAR is operating with five bureaus: the Bureau of Land Acquisition and Distribution (BLAD), Bureau of Land Development (BLD), Bureau of Agrarian Legal Assistance (BALA), Bureau of Agrarian Reform Information and Education (BARIE), and Bureau of Agrarian Reform Beneficiaries Development (BARBD). While providing seven services, namely, Planning, Finance and Management, Administrative, Legal, Management Information, Project Development and Management, as well as Policy and Strategic Research. It has an organizational structure headed by the Secretary with Undersecretaries for each department, namely, Policy, Planning and External Affairs; Legal Affairs; Field Operations; Support Services; and Finance, Management, and Administration. It also has offices in support of the CARP: DAR Adjudication Board; PARC Secretariat; Litigation, Land Acquisition Office (LAO); Public Affairs Staff; Special Concerns Staff; CLUPPI; ICSU; and Internal Audit.
The DAR has offices at the regional (headed by a Regional Agrarian Reform Officer), provincial (Provincial Agrarian Reform Officer), and municipal (Municipal Agrarian Reform Officer) level. These offices are located in key cities and municipalities in the country.
The Department has two major sources of funds to implement its activities for agrarian reform. The first comes from its own General Appropriations Act (GAA)-authorized budget, consisting of Fund 101 or the general fund and Fund 102 for foreign-assisted projects. The second comes from the Agrarian Reform Fund (ARF) or Fund 158, as administered by the PARC.

I. INTRODUCTION

DAR MISSION
"To lead in the implementation of agrarian reform and sustainable rural development in the countryside through land tenure improvement and provision of integrated development services to landless farmers, farmworkers and small landowner-cultivators, and the delivery of agrarian justice".

CARP Vision
"A nation where there is equitable land ownership and empowered agrarian reform beneficiaries who are effectively managing their economic and social development for a quality of life".

GENERAL GOAL
The ultimate goal of the province in growing into an agri- industrialized center is the attainment of a decent and sustainable standard of well-being for the general welfare of the populace

DEVELOPMENT GOAL
To attain sufficiency in total needs, provide adequate and efficient social services, alleviate poverty and narrow down the disparity in family incomes, arrest environmental degradation and grow along the course of rational and efficient utilization of resources

II. PRACTICUM PROPER REPORT

NARRATION OF EXPERIENCE

DUTIES AND RESPONSIBILTIES

SKILLS DEVELOPED AND WORK HABITS LEARNED

PROBLEM ENCOUNTERED

ACTION TAKEN

POSITIVE AND NEGATIVE OBSERVED

CONCLUSION

RECOMMENDATION

II. PRACTICUM PROPER REPORT

NARRATION OF EXPERIENCE

November 2012, I started my on-the job training. We were ordered by our practicum master to meet each other at the school first so that she will accompany us to our agency assignment. I’m quite nervous and excited because I know that I can learn a lot of opportunity that was given to me. I also feel challenged because I will have to adapt to the new environment and work with people whom I don’t know.

After that day we formally started our OJT. We met the heads of the agency to formally orient us whom they call PARO (Provincial Agrarian Reform Officer), the Administrative Officer and one of the Human Resource Officer. The conversation among us became good. They also asked us to draw lots regarding our division assignments in the office to be fair. So there, Danson, Lee-Angelique and I were assigned to the Operations Division of the office. Then after the orientation, the HR representative accompanied us to our division unknowingly that in that division, there’s the office of the MARO(Municipal Agrarian reform Officer). They warmly welcomed us. We were given our own tables so that we can work independently and to have a real feeling as an employee.

Day after day, they gave us tasks to exercise what we have learned. The people in the office are all nice, they made us feel welcome and belong to them like their officemate, they always crack funny jokes, they even give us snacks, they are very eager to help and teach us something new that will definitely improve our skills that I can apply in the future.

As the months and days goes by I got familiar with those task, works and challenge that they assigned me to do and I’m very thankful that I surpass all that challenges and thankful because I learned many things from them and lastly, thankful because I became a part of the DAR Family.

II. PRACTICUM PROPER REPORT .

DUTIES AND RESPONSIBILITIES

During working period, the trainee got familiar with different tasks on the agency like:

1. Analyzing documents.
2. Sorting forms.
3. Encoding files.
4. Checking computer documents.
5. Receiving phone calls.
6. Sending and receiving documents.
7. Recording outgoing and incoming files.
8. Microsoft excels preparation.
9. Scanning.

II. PRACTICUM PROPER REPORT

SKILLS DEVELOPED AND WORK HABITS

During the training, the trainee developed punctuality. Presence of mind is also needed especially when he was assigned under the supervision of the entire trainer, because she became more alert and attentive of anything they ask him to do. Dealing with all the officemates and superiors has been developed. Lastly, trust necessary when you are working at the agency.

The trainee learned a lot of work habits there such as analyzing and recording documents. Then making call to her trainer to confirm the application of the client’s. With all the learning’s that she gained on his on-the-job training at DAR, it made her more mature enough being at work because she makes sure to follow them correctly and accomplish every task well and proper.

II. PRACTICUM PROPER REPORT

PROBLEMS ENCOUNTERED
The trainee’s first problem was on how to get along with the employees.
She must have to know them better. The second one is lack of materials, data and information for the work that the boss ask her to do. And the last one is there is no available computer for her to finish the work.

ACTION TAKEN
The trainee just makes herself responsible and honest to gain trust and to establish relationship with them. And when she lacks of materials and information, she just simply searches data from the computer and sometimes ask for help by the secretary to provide information’s and materials needed. And when there is no available computer, she just wait for an available unit.

II. PRACTICUM PROPER REPORT

POSITIVE ATTITUDE OBSERVED
The staffs as well as the members of the office are really efficient in their duties and responsibilities even if the boss is not around. They are all approachable, accommodating and sensitive about their customers’ needs.

NEGATIVE ATTITUDE OBSERVED No another than the system and the signal of their internet are so slow.

II. PRACTICUM PROPER REPORT

CONCLUSION
The students have undergone a good training. The task given is to provide opportunities to enhance that trainee should ensure an overview of formation activities such as: organization of information, dissemination of information, selection and evaluation of information. All of this information must be improved, be developed with ourselves, the school and our chosen profession.

RECOMMENDATION The school must continue making student more prepared for the on-the-job training through seminar and other programs, to have greater confidence in their practices.

COOPERATION STATION Students must well communicate to the faculty coordinator an outline of the various professional tasks, which would be considers in defining student plan of work.

III. APPENDICES

CON-CURRENT TRAINING REQUIREMENTS

DAILY TIME RECORD
WEEKLY REPORT

POST TRAINING REQUIREMENTS
CERTIFICATE OF COMPLETION
EVALUATION SHEET DOCUMENTATION

III. APPENDICES