1000 results for “Training”.
Training & Development
Training Program on Interviewing Skills
Training Techniques and Activities
Activity I: Mock Interview
Activity II: Videos
Participant Evaluation Criteria and Methodology
Importance of Selected Activities
Training and development is an important H function as it provides basis for growth to the employees in general and organization on the whole in particular. Training programs may vary in their type, contents, audience and duration. Imparting training about interviewing skills is an important objective emerging in modern organizations which are experts in technical and specialized fields. There is strong need to include technical people in the recruitment interview of technical people.
Training & Development
Human resource management is an integral department for all business organizations (Naik, 2009) serving the industry of 21st century. The importance of human resource management department can be understood through the fact that its presence is one of the regulatory requirements of company registration.…
Naik. (2009). Training and Development. India: Excel Books.
Wang, V. And King, K. (2009). Fundamentals of Human Performance and Training. USA: IAP.
Training and Staff Development
HM Training and Staff Development
This paper recommends a set of activities which Google Inc. can carry out to resolve its H issues of low employee motivation and lack of training. The major sections of the paper include training program overview, training need assessment, costs and risks analysis, flow chart and time schedule of activities, and recommendations and their justifications.
This paper presents a report on resolving the human resource management issue through employee training development program. The multinational organization selected for this report is Google Inc. -- one of the most successful technological giants in the world. The biggest issue which Google Inc. is facing in its human resource management practices is the training, development, and motivation of its employees. This report proposes a full-fledged training solution to Google Inc. By conducting a number of analyses; including training need assessment, analysis of different alternative training…
Baudler, C.R. (2011). Employee Engagement: Through Effective Performance Management by Edward M. Mone and Manuel London, Personnel Psychology, 64 (3): 813-816.
Billsberry, J., Salaman, G., & Storey, J. (2005). Strategic Human Resource Management: Theory and Practice, 2nd Edition. London: SAGE.
Bratton, J., & Gold, J. (2012). Human Resource Management: Theory and Practice, 5th Edition. Basingstoke: Palgrave Macmillan.
Burnes, B. (2007). Kurt Lewin and the Harwood Studies: The Foundations of OD. Journal of Applied Behavioral Science, 43 (2): 213-231.
Training and Development in Small Businesses
Overview of Starbucks
Starbucks Coffee came on the scene with just one store in 1971. After that time, the Seattle coffee shop has exploded into something like 16,000 spots in over 50 various nations (Gaudio, 2003). The organization makes sure that it fulfills every part of its mission: "to inspire Starbucks Coffee Company denotes to their workers as "partners," for whom they offer extensive training and benefits
It is this type of training that permits for a reliable produce from one store all the way to the next one. Upon examination of their human resource practices and procedures, we have discovered that inconsistencies occur in regard to borrowed and transferred partners. A transferred partner is considered to a worker who is transferring primary store places. A borrowed partner is the one that fills in a shift at a store location excluding their own. While…
Carrier, C. (2009). The training and development needs of owner-managers of small businesses with export potential. Journal of Small Business Management, 37(4), 30-41.
Gaudio, R. (2003). Coffeetalk: Starbucks (TM) and the commercialization of casual conversation. Language in Society, 32(5), 659-691.
John Loan-Clarke, G.B. (2009). Investment in management training and development by small businesses. Employee Relations, 21(3), 296-310.
The employees should also get to learn about the safety issues especially for workers in industries as the organization might be sued for not following proper safety procedures.
When setting the training consider the following steps so as to avoid failure. The first thing that should be done is observing the workers as they undertake their operations so as to identify the areas that need improvement of expertise. The second thing is to plan your objectives and make an outline of the contents. The other thing that should be done is to develop the necessary tools to be used on the training. The company can also post them on the organization's internet so as to facilitate access to everyone in the organization. The fourth thing to be done is to apply the programs by notifying every worker in the business and make it mandatory to every employee and one can…
Charnov H.B. And Montana J.P. (2000). "Training and Development." Management. New York, NY: Barron's Educational Series.
Hall L., Taylor S., and Torrington D. (2004). Human Resource Management. New Jersey: Pearson Education.
Kazanas C.H. And Rothwell J.W. (2004). The Strategic Development of Talent. New York: Human Resource Development Press.
Over the last several years, the issues of training and education in health care have been increasingly brought to the forefront. This is because there is soaring demand for improved services and quality. At the same time, rising costs and staff shortages are making the underlying need for qualified individuals more important. To help a health facility to attract the best personnel requires: examining how training / education are vital, the significance of measuring competencies and the process of tracking / evaluating the effectiveness of training. Together, these different elements will provide specific insights as to how training and education are addressing the underlying challenges affecting organizations. (Ducey, 2009, pp. 1 -- 19)
Explain why training and education are vital in health care.
Training and education are vital in ensuring that everyone is up-to-date on the latest techniques and regulations. This helps to improve efficiency and quality through…
Ducey, A. (2009). Never Good Enough. Ithaca, NY: Cornell University Press.
Duff, K. (2010). Continuing Education. AZ Business. Retrieved from: http://aznow.biz/health-care/education-proving-vital-health-field
Ellis, J. (2004). Nursing in Today's World. Philadelphia, PA: Lippincott, Williams and Wilkins.
Kak, N. (2001). Measuring Competencies. HCJ Project. Retrieved from: http://www.hciproject.org/sites/default/files/Measuring%20the%20Competence%20of%20HC%20Providers_QAP_2001.pdf
Evaluation of the training program
The training of the sales person and the effectiveness thereafter can effectively be measured through various evaluation methods that are best fitted for the particular scenario. Since the training concentrated majorly on the application aspect of the sales procedures to increase sales, the evaluation can only be done objectively at the various branches as the sales team goes on to apply the acquired skills. There are some basic steps that will be followed in the process of evaluation of the success of the program. There are four steps that will be considered generally:
Evaluation design and plan
Here, the intended purpose and expected outcome of the program will be noted down and whether the report will be in the form of a report or series of recorded success stories, taking into account the training was on sales people who were to apply the…
Coastal Planning and Management Manual, (2012). Project Evaluation. Pp 4. Retrieved February 4, 2012 from http://www.planning.wa.gov.au/dop_pub_pdf/5_project_evaluation.pdf
LTDI, (1999). Questionnaires: Advantages and Disadvantages. Retrieved February 4, 2012 from http://www.icbl.hw.ac.uk/ltdi/cookbook/info_questionnaires/index.html
This does not refer to classified information that private companies will not make public, but only to the data they will release. In other words, the two most important and reliable corporate resources are the company's official website and the company's statements and annual reports.
Articles on the internet will also be analyzed as they increase the amount of available information, allowing as such the reader to hear more statements and be able to form an independent and unbiased opinion.
Considering that the management and employees within the ten selected organizations agree to participate to the study by answering the questions organized in the questionnaires, a sample of individuals will have to be organized. The sample will have to consider three primary specifications. First of all, it has to be large enough as to offer sufficient responses sitting at the basis of a clear conclusion formulation. Secondly, it…
The information contained in the research paper will be gathered from various resources. An approximate list will be offered below, but this may well modify throughout the actual process of writing the paper. The company and institutional information will be retrieved from the annual reports and the official websites, where possible. However, these will only be presented once the ten companies have been selected.
The list of the probable resources to be used is as presented below:
Kurb, M., Prokopenko, J., 1989, Diagnosing Management Training and Development Needs: Concepts and Techniques, 3rd Edition, International Labor Office
Milheilm, D., 1999, Public or Private Sector Work: The Eternal Question, Public Management, Vol. 81
"You need to be pro-active; go and seek knowledge so that you can become a valuable resource to Gulf Air and to Bahrain"
Jassim Al Marzooqi, Chief Technical Officer
(Marzooqi, as cited in Gulf Air welcomes…, 2009).
"You kids need to shut your mouths and pay attention for a change!"
"Michael -- if you get up out of your seat one more time, I am going to phone your mother and ask her to keep you home from our meeting next week!"
"Tanisha, how many times do I have to tell you to turn off that cell phone and put it back in your purse!"
Staff at Equipped for Life[footnoteRef:1], a nonprofit organization for youth of prisoners, regularly experience challenges with maintaining order at the group's weekly dinner and socially-oriented meetings. Each Thursday for 46 weeks in the year, the group of approximately 19 -- 23…
It is a commonly accepted fact that British employers have neglected the significance of employee training. They justified this neglect probably on the premise that although training is a major cost item, it does not have a significant correlation with improvement in organizational performance (Hallier and Butts, 1998, p.80). However, in recent years, there is a major upheaval in this line of thinking, prompted by industry experts and fast spreading public opinion about the impact of training and employee development. Employers in Britain are gradually but surely conceding to the fact that employee development does pay in terms of better organizational performance. Based on a research study sponsored by the National Institute of Economic and Social esearch, experts generally subscribe to the theory that skills training improve organizational performance and efficiency (Stevens and McKay, p.55).
This recognition assumes great importance as a direct relationship between training and profitability is…
Ackers, P and Preston D. 1999 Born again? The ethics and efficacy of the=conversion experience in contemporary
management development, Journal of Management Studies,
34, 5, 677-701
Ashton, J and Felstead, A. (1995) "Training and Development," in Storey.J,
Such training can be effective, but it depends on the learning style of the trainees. This is an area where training design can be particularly challenging. Many people have different learning styles, so group training is likely more effective with some people and less effective with others. Many people require a more hands-on approach to their training, the result being that they might struggle with classroom training. It is important in training design that the predominant learning style of the trainees is taken into account.
Transfer to the Job
Experiential training is often favored because it is believed that this form of training is easier to transfer to the job. When people have walked through a scenario, they find it easier to see that same scenario when they are working. Group training is also fairly effective at this, because other members of the group can correct one's behavior, when they…
Argote, L. & Ingram, P. (2000). Knowledge transfer: A basis for competitive advantage in firms. Organizational Behavior and Human Decisions Processes. Vol. 82 (1) 150-169.
Barney, J. & Wright, P. (1997). On becoming a strategic partner: The role of human resources in gaining competitive advantage. CAHRS Working Paper Series. Retrieved May 9, 2014 from http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1149&context=cahrswp
Chapman, A. (2014). Training and learning development. Business Balls.com. Retrieved May 9, 2014 from http://www.businessballs.com/traindev.htm
Collins, D. (2002). The effectiveness of managerial leadership development programs: A meta-analysis of studies from 1982-2001. Louisiana State University. Retrieved May 9, 2014 from http://etd.lsu.edu/docs/available/etd-0607102-080200/unrestricted/Collins_dis.pdf
Why is it important to conduct an evaluation of the training program?
The institutions that are given to training programs invest a lot of financial resources with an objective of helping the company gain competitive advantage. Training programs are aimed at expanding knowledge and the acquired knowledge sets the difference between successful human resources and companies, and failing companies. According to research summaries examining the relationship between a training program and HR outcomes like human capital, behaviors, motivation and attitudes, organizational outcomes of profitability, productivity and performance are evidenced where training programs are integrated more. Training programs have shown a strong outcome in human resource and performance outcomes and a week outcome in financial outcome.
Evaluation of training programs helps communicate the effectiveness of a training program. Through evaluation it is possible to identify appropriate and measurable outcomes. Through needs assessment and identified measurable objectives from a training program it…
In the present day intensely competitive marketplace, businesses must incessantly enhance the level of quality of their products and services in order to gain competitive advantages. Corporations have to attain and capitalize on their resources in an efficacious manner. As a result, it is of the best interest for the corporations to improve the job performances of their staff by carrying out training and education as one of the fundamental measures to increase productivity. Training and education is a significant component in human resource growth and development for enhancement of performance and organizational efficacy. In addition, training and education is a wide ranging aspect necessitated to attain most output and productivity from the human assets as it is utilized to enhance or increase activity that is linked with general performance requirements of the staff and the organization in its entirety.
The main objective of the research is to determine whether…
Training Session Plan: Job Interview Preparation
This training package is about the ability to dress for success in terms of attire for the formal job interview. The training session will span the duration of one hour and include the implementation of the skills needed to understand the importance of one's personal appearance during an interview, better understand the contents of a professional wardrobe, best express an air of personality and professionalism through job interview attire, and implement these tools into real-world interview settings in order to achieve better interviewer perception and additionally better job offer prospects.
Information for the trainer
Job Interview Preparation
Dressing for the Job Interview
Information for the Trainer
Appropriately presenting oneself in the context of a formal job interview is a skill that is…
Crampton, S., 2005, Developing and packaging the total corporate image, in S.A.M.
Advanced Management Journal, 60(3): pp. 30-40. Web. Retrieved from: ProQuest Database. [Accessed on 20 November 2011].
Forsythe, S., 1990, Effect of applicant's clothing on interviewer's decision to hire, in Journal of Applied Social Psychology, 20(19): pp. 1579. Web. Retrieved from: ProQuest Database. [Accessed on 20 November 2011].
Grumbine, R., 2010, Using data-collection to enrich courses, in The American Teacher,
P., Phillips, J.J., 2008, OI fundamentals: why and when to measure OI, John Wiley and Sons
6. eliability and validity
The concepts of reliability and validity are often used as synonymous, yet there are some notable differences between the two terms. At a general level, reliability is understood as the ability of a person, system, group or another construction to function at the adequate parameters and to serve the purposes for which it was created. The concept of validity refers to the ability of a result, a statement, a finding or another such system to be realistic, well-founded, sound and trustworthy.
Within the statistical, research and science areas, the concepts of reliability and validity gain new relevance as it is crucial for the studies to be both reliable as well as valid. In other words, they have to be self-sustained and to generate sound and trustworthy results.
The constant characteristic…
Andriessen, E., Importance of management development, Ed Andriessen, http://www.edandriessen.com/http:/edandriessen.com/2010/04/importance-of-management-development / last accessed on October 7, 2011
Blanchart, N.P., Thacker, J.W., 2009, Effective training: systems, strategies and practices, 4th edition, Prentice Hall
Training and Development
Background of the Organization
Customer support is the heart and soul of any business. Excellent customer support helps the business to retain the business of old customers, and gain the business of new customers through word of mouth. Offering excellent customer service is the key to business growth and stability. In the area of customer support the importance of training and development cannot be overemphasized. Customer support is directly related to the ability to attain and maintain a competitive advantage.
No where is customer support more important than in the online world. Amazon .com is one of the biggest online retailers. Amazon began its venture on the Internet by selling only books, but soon it expanded its product offerings to more than just books and book related items. Now Amazon is one of largest retailers of general merchandise on the Internet. It has used its position as…
Amazon.com. 2011. Media Kit: Timeline and History. Available at: http://phx.corporate-ir.net/phoenix.zhtml?c=176060&p=irol-corporateTimeline
Bondarouk, T. And Ruel, H.J.M. 2009. "Electronic human resource management: challenges in the digital era," The International Journal of HRM, 20, pp. 505 -- 14. Available at: http://organized-change-consultancy.wikispaces.com/file/view/HR+Management.pdf
Bondarouk, T. & Ruel, H. 2010. "Dynamics of e-learning: theoretical and practical perspectives." International Journal of Training and Development. 14 (3), pp. 149-154.
Bulut, C. & Culha, O. 2010. "The effects of organizational training on organizational commitment." International Journal of Training and Development. 14 (4), pp. 309-322.
Education Standards Addressed
This training will prepare students to become Microsoft Office certified.
To learn Microsoft Office (Word, Excel, PowerPoint and Access) at a level proficient enough to become certified.
The instructor will start the students off on the first day with an introductory computer course to familiarize them with the hardware and software. This will be on the first day of training and students will be allowed practice time.
Students will learn to navigate the internet and perform basic searches. The will also be given a subject by the instructor and told to find information on the subject. This will help with research skills.
This training program prepares students to perform clerical duties in an office support position. Emphasis is on using word processing, spreadsheets, presentation software, and databases.
The classes will be instructor led as well as online training. The training will…
AmeriCorps. (n.d.). Retrieved October 20, 2010, from http://www.americorps.gov/
Business Volunteers Unlimited - businessvolunteersunlimited.com. (n.d.). Retrieved November 01, 2010, from http://www.businessvolunteers.org/
Lutheran Refugee Services. (n.d.). Lutheran Family Services of Nebraska. Retrieved November 01, 2010, from http://www.lfsneb.org/community/refugee.asp
Service Learning. (n.d.). International Rescue Committee | the International Rescue Committee goes to crisis zones to rescue and rebuild. We lead refugees from harm to home.
In this communication appears to run through all other themes in establishing a learning culture within the agency. In addition to the general supportive factors, students also need to understand what is required of them on a very specific basis. Each facilitator should therefore provide his or her group with the objectives of the specific class, and also how this will related with the individual's work in general. Students should be encouraged to ask questions throughout each learning session.
In conclusion, all the above elements integrate in order to provide a training program that ensures optimal success. Even more than other companies, the law enforcement agency needs to be up-to-date on the very latest information, making a learning culture vital for future success.
angaruswamy, Mohan. (2000). Measuring the effectiveness of training. http://www.expressitpeople.com/20030324/management1.shtml
Goodyear, Marilu, Ames-Oliver, Kathleen and Russell, Keith (2006, Jun15). Organizational Strategies for Fostering a Culture of Learning.…
Bangaruswamy, Mohan. (2000). Measuring the effectiveness of training. http://www.expressitpeople.com/20030324/management1.shtml
Goodyear, Marilu, Ames-Oliver, Kathleen and Russell, Keith (2006, Jun15). Organizational Strategies for Fostering a Culture of Learning. http://www.educause.edu/content.asp?page_id=10629&bhcp=1
New York State Governor's Office of Employee Relations (2003). Supporting Good Employee Performance. http://www.goer.state.ny.us/train/onlinelearning/EC/301.html
NOAA Coastal Services Center (2007, Jul 24). Needs Assessment Training Module. http://www.csc.noaa.gov/needs/12_steps.html
The outcomes of the analysis activity will be used by the company to base change its decisions on them. The imminence of change will determine managers to behave differently by being resistant to alterations.
The training and development efficiency has to be measured against previous own results and current industry results, through benchmarking.
The advantages of this alternative are:
The company is aware of the competition's training and development programs and their levels of efficiency.
The company can improve its results by following industry best practices in those areas where it score below industry averages.
Also, it can monitor its improvements during its entire activity by comparing the actual results with the ones from the previous years.
The disadvantages of this alternative are:
If the industry has lower efficiency levels in average, a.C. Kaplan can't use industry best practices to improve its activity, because the company is the one creating…
In the ever-changing environment that is the business world today, most employers understand the critical success factor inherent in good workplace training. Indeed, according to Danziger and Dunkle (n.d., p. 1), American organizations spend more than $62 billion per year to ensure formal training for their employees. Increasingly, American organizations are also beginning to realize the importance of effective training methods, created to meet the needs not only of the organization, but also of its employees. Via training, employees can become experts in their fields and obtain work satisfaction by fully utilizing their knowledge and skills for the benefit of the company they work for. There are several training methods, of which the formal, instructor-led model is probably the most traditional. Other training methods include e-learning, which can be either formal or informal, and peer training, which tends to be the most informal of the three training methods…
Austin, S. (2008, Sep. 1). The Evolution of Workplace Training. EHS Today. Retrieved from: http://ehstoday.com/training/evolution_workplace_training/
Danziger, J. And Dunkle, D. (n.d.). Methods of Training in the Workplace. Retrieved from: http://www.crito.uci.edu/papers/2005/DanzigerDunkle.pdf
Training and Development
"Training is an intensive process whereby an employee's job behavior is modified.
Training prepares and enables a person to perform job tasks at a greater level of efficiency"
(Hertig, as cited in Colling & York, 2009, p. 233).
Training Method Options
If Equipped for Life does not successfully train its staff and volunteers to more effectively confront current challenges Staff and volunteers regularly experience regarding maintaining order at the group's weekly dinner and socially-oriented meetings -- the organization's programs could ultimately "fail." At times, according to Shek and Wai (2008) in their study, "Training workers implementing adolescent prevention and positive youth development programs: What have we learned from the literature?" when an adolescent program reflects negative results rather than preventive effects, the organization's program could be attacked. ather than the program or its curriculum constituting the problem, however, the organization's lack of implementing training for Staff and…
Colling, R.L. & York, T.W. (2009). Hospital and healthcare security. Burlington, MA: Butterworth-Heinemann.
Connie, E.E. & Metcalf, L. (2009). The art of solution focused therapy. New York, NY
Springer Publishing Company.
Ghul, R. (2005). Working with multiple stakeholders. In Education and training in solution focused brief therapy. London, England: Psychology Press. Hamilton, N.L. (2010). Family support network for adolescent cannabis users. U.S. Department of Health and Human Services. Rockville, MD: DIANE Publishing.
Though individual programs and sessions might have a limited time frame, the most effective organizations utilize ongoing training and mentoring programs, meaning that the time frame for such programs in a true learning organization is purposefully indefinite (Heathfield 2009). New hire training sessions might only last a week or even considerably less, but ongoing mentorship and continued training throughout an individual's time in a specific organization produces both longer-lasting and better-adapted results. There is no limit to the human capacity for learning and change, and this should most definitely be taken into account when attempting to establish an adequate time frame for such programs, especially in the case of mentoring, where experience continually increases (Heathfield 2009).
Perhaps the most effective method of evaluating the success of a given training or mentoring program is also the most simple and direct -- asking participants what they took away…
Heathfield, S. (2009). "Coaching / Mentoring / Knowledge Management / Learning Organizations." Accessed 25 October 2009. http://humanresources.about.com/od/coachingmentorin1/Coaching_Mentoring_Knowledge_Management_Learning_Organizations.htm
HR. (2009). "Mentoring." HR.com. Accessed 25 October 2009. http://www.hr.com/sfs
ho should conduct the training? The head of HR, the company comptroller, and our outside CPA auditor will get together with the new hire for coffee and a light breakfast the morning of his first day on the job. After their session, the "big three" will meet with the CEO to discuss their suggested strategies including who should do the one-on-one training. hile they meet, the new hire is asked to go through the financial reports and budget projections for the past 10 years, so he or she can gain some perspective on the company's fiscal operations. The CEO decides that each of the "big three" should spend two days with the new hire for training.
hat methods are most likely to be effective? hy? The best training strategy is repetition and testing. The new hire is on probation for the first 2 months; if he or she does not…
Tanke, Mary L., 2000, Human Resources Management for the Hospitality Industry,
Florence, KY: Cengage Learning.
Vault Editors. (2007). Vault College Career Bible. New York: Vault, Inc.
Training in Organization
Training is an essential function of an employee employer relationship. However, if training is poor and does not meet the employee or employer's needs then the training could actually damage the working relationship or hinder an organization in irreparable ways. There needed to be validity testing methodologies for training. Four key training validity concepts are training validity, transfer validity, intraorganizational validity and interorganizational validity. By evaluating the validity of a training program, organizations can verify if their needs are being met. The four dimensions of training validity focus on different aspects of the training process. The first dimension is an overall training validity and it accesses if trainees match established criteria of the training program and that the program matches the needs of the trainee. The bottom line is to be sure that trainees learn what is required. The second dimension, transfer validity, accesses if a trainee's…
This author notes that in some cases it is more appropriate for human resources trainer to create the situation, and at other times the trainees themselves can create situations based on their past experiences. "When trainees are asked to create their own situations," Gordon adds, "the trainer needs to provide guidelines so that trainee-designed situations provide sufficient information for use in a subsequent role play, simulation, or case study" (p. 35), and recommends setting a time limit for such exercises.
Follow-Up and Iteration.
Because all companies experience some turnover and priorities change over time, it is important to keep in mind that further training needs assessment will be required and quantifiable monitors established to determine the effectiveness of the approach used for this purpose. Based on a trending of the quantifiable data developed from previous training initiatives, it will be easier to fine-tune future programs to better suit the needs…
Bates, R.A., Holton, E.F., & Naquin, S.S. (2000). Large-scale performance-driven training needs assessment: A case study. Public Personnel Management, 29(2), 253.
Bowers, C.A., Braun, C.C., Jentsch, F., & Salas, E. (1998). Analyzing communication sequences for team training needs assessment. Human Factors, 40(4), 672.
Gordon, S.P. (2004). Professional development for school improvement: Empowering learning communities. Boston: Allyn & Bacon.
One topic that might be a good one for egmans is how the Affordable Care Act will affect the employees of the company. This is an issue that is going to affect the company, and we need to be able to communicate to the employees what will happen with them, and what their obligations are under the new law. There are a number of different ways to train employees on this subject, but the best is the in-house classroom. There is a risk with online training that some employees might not be very computer-savvy and would therefore not be able to complete the training. Mentoring and other forms of one-on-one training would be too cumbersome for a task such as this, and this is not a special skill that needs to be learned. A classroom setting is appropriate given the nature of the material to the learned, the way…
Bouloutian, A. (2009). There is a lot more to training than training. ASTD. Retrieved March 3, 2013 from http://www.astd.org/Publications/Magazines/TD/TD-Archive/2009/12/There-Is-a-Lot-More-to-Training-Than-Training
Fox, A. (2009). Curing what ails performance reviews. SHRM. Retrieved March 3, 2013 from http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0109fox.aspx
You are the training manager for your organization and must consider whether to create training in house or purchase training from a vendor. Describe the considerations you must take into account for both decisions.
Training is extremely important in organizations operating in the present day dynamic environment. But whether to create training in house or purchase training from a vendor is an important decision that the company has to take. The considerations that need to be made in order to decide on it are as below.
- Cost of technology: The cost involved in setting up a training facility is considered to identify the cheaper option.
- Significance of training in the business: For some companies training is not the primary necessity. In such cases the company does not need to develop training facility by involving huge investment, but outsource the training functions.
Resources available: Running an internal training…
Seth, M. & Sethi, D. (2011).Human Resource Outsourcing: Analysis Based On Literature
Review. International Journal of Innovation, Management and Technology, 2(2). Retrieved from http://www.ijimt.org/papers/118-m514.pdf
Training and Development
Training is important to an organization. This is mainly because, in addition to equipping new employees with the relevant skills and knowhow, it gives insight into the organization's operations and objectives.
An efficient training program can only be realized through a meaningful training material. A material can only be meaningful if it is practicable and if the trainer effectively communicates its contents to the trainee. Moreover, the training should be able to reinforce learning and the trainee must be guaranteed of the job, when it's all done. This is so because people are naturally motivated and more willing to learn if there is a prospect that the same will lead to something better.
Orientation seeks to align new employees with not only the organization's objectives, mission and internal operations, but also with the roles that they will be expected to play in the achievement of…
Employees were unaware of how to properly signal to others when using a forklift for example, which type of fire extinguisher to use on a chemical fire, or what the difference in the emergency evacuation alarm sequence.
Why training is the best way to address a performance gap since it ensures all employees are informed of the company policy in the same manner. It also makes certain all employees are aware of any updates or enhancements to the training that may come along due to quality improvements or new regulatory rulings. With training individual and corporate skill levels can be assessed in a non-threatening and safe playing field. Where it is not required to directly confront any individual whether they be a supervisor, manager, senior member, or entry level employee.
ther reasons why training is an excellent way to address issues is to avoid accidents. In the case of…
Other reasons why training is an excellent way to address issues is to avoid accidents. In the case of workplace safety the cost to a company for accidents affects the entire company and all employees. The Bureau for Labor Statistics has reported that a person is injured every 5 to 10 seconds. The result can be up to 18,000 accidents each day, with the costs associated being upwards of $6 million annually (BLR 2011). These costs can influence the amount of salary increases available to workers as well as benefit costs.
Economically accidents due to unskilled or untrained workers have an annual costs of more than $110 billion each year. The loss of productive hours cause insurance rates to increase as well as disability expenses and the replacement hiring and training adds to the expense as well.
The trainee would thereafter be able to demonstrate his knowledge of the various 'primary identification systems' that may be the Department of Transportation System, the National Fire Protection Association, and the Hazardous Materials Information System and so on. When this is accomplished the trainee would be able to identify the safety measures that he as an individual must now undertake for the overall safety of the plant, and also be able to understand the need for the usage of his own protective equipment and gear when he is in the process of handling the hazardous substances within the course of his duties. (OSHA 8-hr Hazardous Waste efresher - With Confined Space Safety)
At the end of the training period, it is expected that the trainee would be in a position to not only identify the areas that are prone to danger such as 'confined spaces', and define the space as…
Kurtus, Ron. The Difference between Education and Training. 12 October, 1999.
Retrieved at http://www.school-for-champions.com/training/difference.htm . Accessed on 11 January, 2004
OSHA 8-hr Hazardous Waste Refresher - With Confined Space Safety. Online HAZMAT School. Retrieved at http://www.hazmatschool.com/descriptions/HAZWOPER_1290_information.html . Accessed on 11 January, 2004
The World's Largest Safety Train -- the Training Company. Retrieved at http://www.trainosha.com/ . Accessed on 11 January, 2004
A needs assessment refers to the process used to determine if and where training is necessary. This is important because training is an expensive procedure, so the company needs to use its financial resources wisely, training the people who need it on the topics they need. Training can be used to solve performance issues, for example. The needs assessment will also help to identify what the nature of the training needs to be. Thus, a wide range of stakeholders participate in the needs assessment process.
The needs assessment process begins with the company's strategic direction, which is important because the needs assessment is part of "the steps we take to get there," relevant only when the organization has a sense of where it wants to go.
There needs to be an understanding of the support of managers, peers, and employees for training activities. These support networks are critical to…
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. See page 127-129 also review figure 3.4
Chapter 3-page 102-132
The basic steps involved in the training design process include analysis, design, development, implementation and evaluation. Analysis refers to the initial evaluation of employees, employee needs, and the learning objectives. The learning objectives will be defined both for the learners and for the organization or department. The design step builds on the learning objectives. Based on the learning objectives, the trainer focuses on specific skills and measurable outcomes. It is important to have measurable outcomes to assess the learners as well as the quality of the training program.
When developing a training program, it is important to use effective instructional strategies. Development also refers to the logistics of the training such as classroom design, location, and organization. Finally, the training design process needs to be evaluated. This may include feedback from the learners, which will be fruitful in improving future training programs.
I have taken both successful and unsuccessful…
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin
There are several models for organizing training departments, and each has merits depending on the needs of the company. Training often falls within the purview of human resources, or it may comprise its own department. Somewhere in between, there may be departments called organizational development or human resources development that are basically training departments. In smaller organizations, training departments may be nonexistent, as the role of trainer falls to each employee and supervisor who can help newcomers adapt the surroundings and thrive. Depending on the needs of the organization, a model for organizing the training department can be complex or simple. Most large companies need a distinct human resources training/development department that is separate from the human resources management function. The models used are generally grouped under Faculty Model, Customer Model, Matrix Model, Corporate University Model, and Virtual Model.
If I were the Vice President of Human esource Training…
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. (Pages 1-44)
Human Resources Training Methods
There are various training methods in the field of Human Resources. As expected, and also depending on the individual in question, some of these methods work better than others do. The paragraphs that follow will attempt to discuss what each method encompasses in its theoretic definition, and what each method's overall effectiveness is in practical terms.
on-the-job training, which is the first method, demonstrates what its name implies, namely, that an individual's training will be through interaction with his or her position and peers in the office. This can involve jumping right into the responsibilities that the job entails by reading training manuals and observing others (HR.com, 2011). According to the website HR.com, this kind of training has been proven effective for "hands-on people," while for other it has been found stressful.
The next method is the CASE method. This implies that four separate…
1. Human Resources: Training Methods. (2011). List of Training Methods. Retrieved February 17, 2011, from http://www.hr.com/en/communities/training_and_development/list-of-training-methods_eacwezdm.html
2. Brinkerhoff, Robert O. (2005). The Success Case Method: A strategic evaluation approach to increasing the value and effect of training. Advances in Developing Human Resources, 7(1), 86-101.
3. WebFinance, Inc. (2011). BusinessDictionary.com: In-Basket Training. Retrieved February 17, 2011, from http://www.businessdictionary.com/definition/in-basket-training.html
4. Ivancevich, John M. (2007). Human Resource Management. New York: McGraw-Hill.
Training and Development
Improving security at Classy Convention Center (CCC)
Super Safe Security (SSS) has branded itself as a company that provides top-quality security at high-risk events. Unfortunately, several highly-publicized events at one of our best-known clients, Classy Convention Center (CCC), have garnered negative publicity for our organization. We promise security with less than a 0.1% error and unless we can deliver upon this promise we are likely to be overtaken by our lower-cost competitors.
Concerns have been raised that SSS employees do not have the skills necessary to monitor the metal detectors to optimalize attendee security. The first proposed solution to this problem is that current employees should be retrained. However, retraining costs money: an estimated $15,000. But if action is not taken quickly to save face, and more security breaches are reported, the loss of revenue to the company could be even greater in the long run. There…
Lautenslager, Al. (2003).Why you need PR. Entrepreneur. Retrieved May 8, 2011 at http://www.entrepreneur.com/article/65672
6. Ability to manage a difficult situation as it manifests, but also as it passes. At this stage, it is crucial to offer assistance after the dangerous event has occurred. This means that the security agents would offer support through search missions, the provision of basic care to the affected population, the offering of first aid and whatever else would be necessary.
7. Extensive knowledge and comprehension of the legislation involved. This is necessary in order to know the rights and obligations of the citizens as well as those of the security agent. Errors incurred as a result of inadequate knowledge of the law could lead to the materialization of dangers or lawsuits against the security firm.,
In order to ensure that the training programs developed and implemented attain the above mentioned objectives, the trainees would be subjected to testing. The tests would fall into two categories -- theoretical and…
2010, Classes, Security Learning Center, http://www.securitytrainingcenter.com/Classes.html last accessed on May 27, 2011
Welcome to Defensive Systems, Defensive Systems, http://d2911231.u77.securedc.com/index.php?pageID=13 last accessed on May 27, 2011
The new trainee will need to adapt to the social rules within the company. The training mentor will play again the role of familiarizing him with some of the unwritten social rules of the company. For full social integration, the trainee will participate in all team-building activities.
Motivation and promotion schemes are just as important, as the first thing that a future employee actually encounters in a new company. Indeed, the initial interview has the role of pointing out to the potential selected employee how he would benefit from being hired within the company. If we follow some of the motivational theories, according to Maslow's pyramid, for example, with its five levels of needs and satisfaction, the interview would probably insist on the fourth level, the need to be recognized as an important member of the company, with a valuable contribution for the firm.
In this sense, the training program…
In the process I will expect my students to take control of the learning process by elevating them to the level of the teacher during the learning process. Learners will have personal autonomy. They will also be empowered. Their participation in class will be voluntary. Methods that I will integrate in my training process will include critical discussion and reflection, problem posing, analysis of media out-put, and the use of social action (Spurgeon & Moore, 1994).
A draft of a brief code to be included in the syllabus to communicate a trainer's commitment to his students and trainer's expectation for the trainees will look like this:
Welcome and Introduction
Trainer will welcome learners and use his own techniques and methodology to communicate to students whatever should be learnt. He can make good use of critical discussion and reflections, problem-posing, and…
Spurgeon, L.P. & Moore, G.E. (1994). The Educational Philosophies and Development
Professors, Leaders, and Practitioners. Retrieved from http://scholar.lib.vt.edu/ejournals/JOTS/Summer-Fall-1997/PDF/3-Spurgeon.pdf
I think this is an issue that should be judged through the actual cost efficiency viability of each of the solutions proposed.
7) I think that career management and development is a concept that should be discussed in correlation with issues such as training the employees and commitment to improving their quality as employees. Career management and development can probably ensure a higher degree of employee retention within the organization, because the respective employee will most likely have a fixed career development plan in front of him, something he can relate to and something that can assure that he is likely to stay with the company for a longer period of time, because he knows he has discussed with upper management the way he will move ahead in the company.
The advantage for the company is two-fold in this case. First of all, it has made sure that one of…
Training and Development Plan for New Employees
To familiarize new employees with the organization and, hence, ensure that they get off to a good start.
Overview of the Company -- Brief History, Mission, Vision, Objectives
Overview of Key Policies
Safety Training -- Emergency Procedures and General esponsibilities
Day 2 to Day 4
General Administrative Policies and Procedures
eview of the Tasks Specific to the Position
eview of Performance Expectations
Day 5 to Day 15
Being an on-the-job training and development plan, the post fails to offer a complete and detailed checklist of key items -- effectively comprising the ability of the plan to achieve its desired objectives. A well-designed on-the-job training and development plan should include parameters for enhanced performance and identify key areas for intervention. The relevance of clear timelines cannot, also, be overstated. Essentially, having in place a well-designed training and development plan is…
Jackson, S., Schuler, R. & Werner, S. (2011). Managing Human Resources (11th ed.). Mason, OH: Cengage Learning.
To be aware of the safety rules for operating the ribbon-cutting machine in three minutes.
This statement is problematic because it does not include a performance objective; being "aware" of the rules is not the same as applying those rules. Furthermore, it sounds like the trainee is supposed to become aware of the safety rules in three minutes. Is that what is intended, or is it intended to say that the ribbon cutting machine should be operated in three minutes?
Given a personal computer, a table and a chair, enter the data into a Microsoft Excel spreadsheet.
The performance is "enter the data into a Microsoft Excel spreadsheet," but there are no criteria. Enter what data? How much data? How fast?
Use the World Wide Web to learn about training practices.
The performance criterion is to use the Web. However, the remainder of the statement is too vague. What…
Chapter 4 Learning: Theories and Program Design.
Illinois Online Network (2013). Developing course objectives. Retrieved online: http://www.ion.uillinois.edu/resources/tutorials/id/developObjectives.asp
The diversity of technology today has resulted to a high demand for specialized information. This computer maintenance and training handbook provide detailed technical information on the computer systems available within the organization. The significance of the handbook is to enlighten and guide both specialized and non-specialized employees to handle computer system with care. This will be instrumental in expanding the lifespan of the systems, as well as, their usability across the organization. The minimal use of non-technical terms is aimed at encouraging usability of the computer maintenance and training handbook.
They are three main environmental concerns that are raised by the use of computer system across the world. The first is the energy consumption of the computer and other peripheral devices that are used together with the computer. The second is the environmental implication of the physical components on disposal. The toxin introduced to the environment…
A competency model "identifies the competencies necessary for each job as well as the knowledge, skills, behavior and personality characteristics underlying each competency." This is related to job analysis is that the latter "refers to the process of developing a description of the job's tasks, duties and responsibilities." The job analysis also develops "the specifications (knowledge, skills and abilities" that an employee must have to perform the job. There is by these definitions specific overlap between the two. hile the job analysis highlights what is needed to do the job, the competency model tends to focus on the underlying characteristics behind the tasks that must be performed.
There is a process that is used to develop a competency model. This process begins by conducting a strategic business analysis that outlines what the business wants to do. From there, jobs and positions are identified. These are the roles that will…
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. See page 127-129 also review figure 3.4
Chapter 3-page 102-132
Training and evelopment
Senge has defined a learning organization as one that is constantly developing its future capacities. Such organizations are not built on the concept of mere survival and adaptive learning becomes essential. However, learning organizations integrate generative learning with adaptive learning to enhance the organization's capacity to produce (ixon, 2009).
According to Senge, it is possible to achieve learning organizations. Experts have argued that the ability to learn fast is the most sustainable advantage that organizations should strive to achieve. Organizations can attain this competitive advantage through transforming themselves into learning organizations. Workforce development experts maintain that individual learning competencies must be aligned with training initiatives. In their studies, these experts have noted that a favorable learning environment is one that employers are allowed to take appropriate steps in ensuring that employees learn. First, company leaders are required to invest notable resources of time and money for workplace…
Disciplines outlined by Senge
Among the five disciplines outlined by Senge, I have chosen the shared vision discipline. According to Senge, an organization cannot randomly grow into a learning organization. Typically, new organizations tend to learn fast but end up losing this capacity in the course of structural growth procedures accompanied by increasing rigidity of individual thinking. For an organization to sustain their competitive position, it is essential that employees work more effectively and demonstrate a quick inherence to learning than competitors. This comes with the challenge of knowledge management, understanding both external and internal environments and developing creative solutions, which employs a wide range of skills and knowledge of the organization. Existences of trust, collaboration, and open discussions are a pre-requisite (Dixon, 2009).
When all employees have the learning capacity, the organizations functional structures are not always conducive to engagement and reflection. Studies carried out on the average level of employee engagement across different industries reveal a disappointingly low degree. In addition, organizations have a common tendency of lacking assessment tools and an appropriate sense of the situation at the organizations. For organizations to continue to expand their capability and capacity, they must develop a fundamental mindset shift among their employees. In turn, this has the possibility
The forces that affect working and learning include macroeconomic forces, globalization, and technology. Companies need to adapt and change in response to these external forces in order to survive and thrive. Noe (2010) provides a wealth of examples for the various types of forces that can impact working and learning (such as the increased value placed on human capital and other types of intangible assets). One example not covered in the Noe (2010) text is the impact of electronic medical records on the health care institution. All health care organizations -- from a doctor's private practice to a pharmacy to a hospital -- will need eventually to adapt to electronic medical records in light of the Patient Protection and Affordable Health Care Act. The Act has a provision by which patient records are to be digitalized. The measure will have a tremendous impact on all health care institutions, but…
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. (Pages 1-44)
Perhaps the most compelling finding in the study by Kotey & Folker is that which denotes that in early growth stages, family firms will actually tend to demonstrate a greater formality in training approaches than will nonfamily firms. Ultimately though, the research finds that size is a major driver of how training strategies are designed. This supports the notion that training must largely be constructed with the specific characteristics of the hiring organization as the foremost determinant.
A good training process will not only offer education and instruction on performing in one's responsibilities and working within company procedural norms, but it should also help to demonstrate the value system of the company, to convey its ethical priorities, to induce a sense of belonging within its culture and to reinforce a consistency of company identity. This means that certain company characteristics must be captured through the training process in addition to…
eCornell. (2010). Best Practices in Employee Development. www.ecornell.com/enterprise
Kotey, B. & Folker, C. (2007). Employee Training in SMEs: Effect of Size and Firm Type -- Family and Nonfamily. Journal of Small Business Management, 45(2), 214-238.
OHR. (2002). Employee Performance Evaluation: Procedures Guide. East Tennessee State University.
Training Needs Analysis
Abstract/Introduction: This paper focuses on "Strategic rganizational Culture Management and Its Training Needs" as a tool to preserve a company's competitiveness in a given market. While there seems to be unanimity that "Strategic rganizational Culture" has become a necessary asset of the modern company, there is the question of whether such culture can be managed and whether such management can be trained. The purpose of the paper is to reflect the current state of art in the area by reviewing both academic and professional (practical) orientations. By discussing the implications of that research it aims to provide conclusion drawn from the available research by showing that "Strategic rganizational Culture Management" is an aspect of managerial leadership that is accessible to and in need of ongoing training.
Main Part: A strategic plan maps out the direction a company will follow to achieve an organizational vision or goal. Strategic…
Organizational culture theory. 18 November 2010. 1-5. Accessed 4 December 2011.
Cached - SimilarCached Similar
There are a variety of resources for organizations to leverage for training. These include vendor and supplier specialists, government-supported job training and education assistance programs where the employee seeks training outside their organization and is reimbursed by the company. E-learning, while cost effective and easily accessible, is proving not to be as effective as originally believed.
Also during training delivery, the organization must select the training approach that is the must suitable. Options include cooperative training that mixes classroom training and on-the-job experience, instructor-led classroom and conference training, distance training that includes Internet-based support and simulations and training. Regardless of the approach, technology is gaining a greater role and is becoming embedded in the training process.
Training is highly valuable, but it costs money and time. Just like any business expenditure, organizations need to make sure they are getting a good return on investment or that they have a good…
The criteria for the training plan will need to be aligned with the strategic objectives of the firm. In this case, it is known the safety and service are two key strategic objectives, the first to prevent losses and the second because that is how the company will differentiate itself from the other limousine companies in the area. As such, the training criteria will be based on ensuring that these two objectives are met -- the company has to align the training with the strategy with which it intends to compete in the marketplace (Beaver & Hutchings, 2005). Safety is the most important of the two objectives, so the training must first focus on that.
The first criterion is that the drivers will need to be able to operate their vehicles flawlessly. This means understanding the size of the vehicles and how they move on the road,…
Beaver, G. & Hutchings, K. (2005). Training and developing an age diverse workforce in small-medium enterprises: The need for a strategic approach. Education and Training. Vol. 47 (8/9) 592-604.
It is focused ROI from a training and managerial perspective in that it also integrates performance reviews and general training into ROI assessment debates and information. However, it is not industry-specific, so some trainers might want to also consult message boards specific to the industry they work in, when looking for information.
This board would be useful to consult if, for example, a trainer wished to defend a critical practice or program in danger of being eliminated to upper-level management. Showing that a practice has a strong ROI is one of the most persuasive tools to encourage a policy to be adopted.
Finding out new ways to show ROI would be especially helpful for managers in 'soft skills' areas as sometimes it can be difficult to demonstrate how certain assessment, measurement, and evaluation tools provide a worthy return on the company's investment, based upon the loyalty or efficiency they foster…
The author states that, over the course of workshops designed to elicit preferences, tastes, and feelings, he "remained the odd man out. I'm pursuing my dream career already, while everyone else (aside perhaps from the publicist) had come searching for answers to a particular set of problems and concerns. Skepticism may be the proper mind-set with which to enter into a coaching relationship, but you have to want to be coached. I didn't. I was just some jerk trying to play along. The group felt it. I felt it. So after one lost weekend, I didn't need any coaching to decide not to return for a second one." (Underwood, 2005, 85)
This desire on the part of the participant to want coaching thus is vital -- individauls must be motivated to seek advice and to execute that advice, whether motivated by the prospect of a promotion or orgaizational loyalty. But…
Underwood, Ryan. (February 2005) "Are you being coached?" Fast Company. Feb 2005 Issue 91: p.83. Retrieved 8 Feb 2005 at http://www.fastcompany.com/magazine/91/open_playbook.html
Underwood, Ryan. (February 2005) "Coaching School Dropout." Fast Company. Feb 2005 Issue 91: p.85. Retrieved 8 Feb 2005 at http://www.fastcompany.com/magazine/91/guinea-pig.html
Competencies have been defined as the "skills, behaviors, and attitudes that lead to high performance" (Orr, Sneltjes & Dai, 2010). A competency model is a model of the competencies that need to be in place to ensure high performance in a specific role, and more generally in the organization. Having a competency model helps the organization to target its training, by identifying both the competencies that the organization needs to succeed and matching this with the prevalence of those competencies within the organization (Noe, 2012).
The first step in developing a competency model is to identify the roles within the company, in particular ensuring that the roles presently within the company are the precise roles that the company needs to fill in order to be successful. Assuming that the right roles exist within the company, having a set of job descriptions that lead to success in that role is…
Noe, R. (2012). Employee Training and Development. McGraw-Hill.
Orr, J., Sneltjes, C. & Dai, G. (2010). Best practices in developing and implementing competency models. Korn/Ferry Institute. Retrieved January 29, 2015 from http://www.kornferryinstitute.com/sites/all/files/documents/briefings-magazine-download/Competency_Modeling1.pdf
Training Job Aid
Job Benefits Training Aid
EX1 -- Base Salary $20,000 per year
An Additional $800 per year of service
FMLA -- Family Medical Leave Act of 1993. Not equired by companies with under 50 employees.
Advantages -- Provides coverage to excessive medical conditions and financial loss from them.
Disadvantages -- educes the amount of the employee's paycheck
$25,000 per year
Additional bonuses for meeting quarterly sales goals as determined by company
Social Security Taxes - Social Security Act of 1935 provides benefits to employees in the case of retirement, disability, death, and survivor's benefits. These benefits are all under different sections of the code.
Advantages -- Allows Employee the ability to take time off of work for personal reasons and to refresh themselves. educes work-related stress.
Disadvantages -- Employee not eligible until they have been with…
HRCap. Inc. (2012). Benefit Required by Statute. Retrieved from http://hrcap.com/Images/v2/HRCap_Articles/appendix_secured/Appendix%2011.pdf
Thriving Small Business. (2012). 5 Employee Benefits Required by Law. Retrieved from http://thethrivingsmallbusiness.com/articles/employee-benefits/
They can provide remedial basic skills tutoring in reading and math for employees before training them, or use video or on-the-job training, both of which emphasize learning by watching and practicing rather than by reading.
Personality factors include conscientiousness, goal orientation, and anxiety. Personality is a good predictor of individual behavior across a wide variety of situations.
Conscientious individuals are dependable, organized, persevering, thorough, and achievement oriented.
Goal orientation may be considered the individual's mental framework, which influences interpretation and behavior in learning activities.
This is an acquired or learned fear that can result in physical arousal and a disruption in cognitive functioning and performance. While anxiety is frequently the result of the type of instructional environment being used, certain individuals have a predisposition to reacting anxiously in learning contexts.
Older employees have been found to demonstrate less learning and participation in training programs…
Kraiger, K. (2002). Creating, implementing, and managing effective training and development:
State-of-the-art lessons for practice. San Francisco: Jossey-Bass.
Sonnentag, S. (2002). Psychological management of individual performance. New York: John
Wiley & Sons.
Training & Development
There are several steps in the employee training design process. A training design process takes the company from the initial step of identifying whether training needs to be done and what training needs to be done, through to the final stages of evaluating the training and making adjustments to the training program to make it more effective (Noe, 2012).
A precursor step in the training design process is to recognize that there is a deficiency in the organization, wherein some training can help to resolve this deficiency. This is a necessary step, because without it the training design process will never occur. But for example, if a company recognizes that its employees lack the skills with social media needed to maintain a positive company image, then all it really knows is that there is a need to improve the knowledge and skill level of employees with respect…
Mann, N. (2014). Seven steps to develop an effective employee training program. Business Bee. Retrieved January 23, 2015 from http://www.businessbee.com/resources/operations/7-steps-to-develop-an-effective-employee-training-program/
Noe, R. (2012). Employee Training & Development. McGraw-Hill.
The importance of ritual objects to the Shaolin is shown in how they react to the supernatural appearance of an incense burner. hen the survivors of the massacre woke up the next day, they saw on the surface of the water a white incense burner made of greenstone, which had two ears and three feet and weighed 52 "catties, thirteen ounces"; on the bottom of the incense burner, the four words Fan-Qing fu-Ming had been inscribed. The brothers immediately secured the incense burner and placed it in the third field in front of the temple gate (Baoqi & Murray 206). In this regard, the Shaolin monks of the day embraced the popular belief that Heaven could manifest its support of claimants to the Chinese throne or of founders of religious cults through the bestowal of precious objects, such as these incense burners, swords, or books. "The incense burner, as it…
Anderson, Mary M.
Hidden Power: The Palace Eunuchs of Imperial China. Buffalo, NY: Prometheus Books, 1990.
Baoqi, Qin and Dian H. Murray. The Origins of the Tiandihui: The Chinese Triads in Legend and History. Stanford, CA: Stanford University, 1994.
Campany, Robert Ford. (October-December 2001). The Eminent Monk (Book review). Journal of the American Oriental Society, 121(4):656.
On the other hand, Harris suggests that some observers believe high turnover among employees is "not only inevitable, but also desirable… [because] employee mobility within the industry promotes workforce flexibility, allowing employees to acquire and develop new skills as they move through different organizations" (73). Harris takes it one step further when he reports that the "acquisition of transferable skills" has a powerful appeal to the "entrepreneurial aspirations of hospitality employees." Hence, Harris points out on page 73, "turnover is actively encouraged" by some leaders in the hospitality industry, along with ambitious workers, because this high turnover practice helps to "…create future managers for the industry." Moreover, turnover can be seen as a positive dynamic because "new ideas" are thus brought into the workplace -- as a way to "prevent stagnation in creativity" -- although in reality HR managers are often loathe to see highly energized, talented staff leave the…
Altarawneh, Lkhlas, and Al-Kilani, Mohammad H. 2010. Human Resource Management and Turnover Intentions in the Jordanian Hotel Sector. Research and Practice in Human Resource Management, vol. 18, 46-73.
Andrews. 2004. Sales & Marketing: A Textbook for Hospitality Industry. India: Tata McGraw-Hill Education.
Furunes, Trude. 2005. Training Paradox in the Hotel Industry. Scandinavian Journal of Hospitality and Tourism, vol. 5, 231-248.
Harris, Peter. 1998. Accounting and Finance for the International Hospitality Industry. Maryland Heights, MO: Butterworth -- Heinemann.
training plan for the implementation of EH (electronic health record) that St. Joseph Hospital has launched on May 2012. The training program will consist of approximately 1500 hospital employees and physicians. The implementation of the training program will take 6 months to complete and the program will assist St. Joseph Hospital to deliver a quality healthcare to patients.
Present competitions within the healthcare market environment have made healthcare organizations to continue searching for innovation to capture the opportunities and overcome obstacles as well as surviving within the present competitive environment. Training and education has become a critical tool that healthcare organizations employ to achieve competitive advantages. Implementing training and education for employee assists healthcare organizations to eliminate medical errors associated with healthcare practice which consequently enhances quality healthcare delivery.
Fundamental objective of this paper is to provide training and development for new and existing employees of St. Joseph Health System.…
Bohlander, S. (2011). Managing Human Resources. Cengage Learning. Canada.
Brokel, J.M. & Harrison, M.I. (2009). Redesigning Care Processes Using an Electronic Health Record: A System's Experience. The Joint Commission Journal on Quality and Patient Safety. 35 (2): 82-92.
Gomez-Mejia, L. Balkin, D. & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, Nj: Prentice Hall.
Scope of Training
Large health care organizations will undoubtedly have a large scope of training. The investments and systems approach is beneficial for companies who can realize economies of scale. Through economies of scale the unit cost for each selective individual trained decreases. This ultimately allows the cost of investments and systems to be spread throughout the entire organization. The systems approach is particularly beneficial as it creates and distills consistent behavior throughout the entire organization. Each individual that is trained is usually receiving and absorbing the same information as their peers. This insures the continuity of the business and its underlying operations. The scope will depend primarily on the needs of the business. In some instances, training may involve the entire health care organization while in other instances; it may only require a select department. In either case, investments in systems allows for the most efficient use of…
1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81
2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing
3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183
4) Lucia, Patricia R.; Otto, Tammy E.; Palmier, Patrick A. (2009). "Chapter 1
Harassment, including sexual and other types as well, is also a common type of formal complaint that must be taken very seriously by contemporary businesses. More extensive employee training can help better inform employees of appropriate work behavior, so that there are less incidences of harassment between employees unknowingly.
etter trained employees makes for a more efficient work environment with less complications. Therefore, the research showed that "many organizations within it industries focus on providing "extensive retraining of employees," especially "as reengineering efforts go forward it is important to define and redefine performance goals and objectives, maintain a strong commitment to the vision, break the barriers between the departments, and be flexible as the business environment changes."
More extensive formal training can help with "nipping negativity before it derails morale" by reassuring the proper procedures but also by explaining appropriate company policy more directly and intimately so that all…
Alexander Hamilton Institute. "Bad Attitudes & Complaints: Handling Workplace Negativity." Business Management (2012). Web. http://www.businessmanagementdaily.com/19426/bad-attitudes-complaints-handling-workplace-negativity
Attaran, Moshen. "Exploring the Relationship between Information Technology and Business Process Reengineering." Information & Management 41 (2004), 585-596.
Bartel, Ann P. "Measuring the Employer's Return on Investments in Training: Evidence from the Literature." Industrial Relations 39, no. 3 (2000), 502-525.
Batt, Rosemary, Colvin, Alexander, & Keefe, Jeffrey. "Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry." Industrial and Labor Relations Reviews 55, no. 4 (2002), 573-595.
Training in a Globalized Economy
Sensenig, Kevin J, "Sphere of Influence," American Society for Training and Development, February 2011.
Projects and organizations in an increasingly globalized economy will require trainers able to build strong and trusting relationships across cultural lines in a wide variety of settings. This requires good listening skills, encouraging people to talk about themselves and give their opinions freely and establishing "successful relationships in person or via technology" (Sensenig 2011). Trainers should learn to express sympathy for the opinions of others and build cooperation and teamwork in diverse work groups. In Asia, for example, they should be aware of the importance of saving face in group settings and calling attention to mistakes indirectly. Asian and European cultures will also regard trainers who smile too often or easily as "artificial and insincere" (Sensening 2011). Titles, age, and experience are very important in Asia and the Middle East in…
Sensenig, Kevin J, "Sphere of Influence," American Society for Training and Development, February 2011.
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