Training Program Essays (Examples)

Training Program

Training

The ADDIE model for training is "Analysis, Design, Development, Implementation, Evaluation" and reflects the five steps that are required to bring about an effective training program for our hotel (Culatta, 2013). The hotel has had issues to this point with customer service. At the heart of the issue is that each department is run separately, and the training reflects that. The customers sees "hotel employees" but the employees see themselves as part of a department. They have no training on customer service in many cases and in other cases have no cross-department training. Thus, in far too many circumstances, customers engage with employees about an issue but are unable to gain any resolution from that. eviews online indicate a growing level of dissatisfaction with our service quality, and that dissatisfaction is not matched in equivalent critiques of our competitors -- we are lagging the local industry.

The training should…… [Read More]

Training Program

Training

When the organization determines that there is a need for a training program, it can choose between outsourcing the training, and conducting the training in-house. There are advantages and disadvantages to each approach. Noe (2012) notes that in-house training gives you more control over the training process, but that sometimes the firm does not have the training capabilities needed to ensure that the training is going to be at its best. In-house training would involve having your own trainers -- who are fully familiar with the material -- and the facilities to conduct the training. Electronic training capabilities are another resource that the organization would want to have. Essentially, in-house training is an option that starts to make sense when the company is large and has significant ongoing training needs. That way, it will have the training infrastructure required already in place, such that it is only incremental investments…… [Read More]

Training Program

Training

In today's dynamic business environment, organizations such as Come As You Are understand that it is essential to assess how they are doing and to continue to take the needed steps to stay competitive. The company has already wisely established a minimum advancement criteria level for the training program in regard to company experience and the educational requirements. The organization's managers also understand that many candidates may look great on a resume or any single test. However, when looking at several key indicators such as a resume, an interview and other cognitive or motivation type personality tests, management will get a much better feel for who may or may not excel in the management training program. Therefore, Come As You Are should implement a multiple hurdle approach so as to increase the chances of promoting the right individuals into their management training program.

An analogy of the multiple hurdle…… [Read More]

Training Programs for Employees as

The survey must include the question related to the level of satisfaction of the employees concerning the training sessions. This is particularly due to the reason that satisfaction level would truly reflect the employee performance and productivity after the training sessions. Therefore, the survey forms ought to ask for the opinions of the employees related to the overall training course so that the employees are able to present with their ideas in a more clear and open manner.

Following is the survey questions that can be included in the survey form to collect the feedback from employees who attended the training:

1. Did you participate in this training course?

Yes

No

2. How would you rate your level of knowledge or skill on this subject on an overall basis prior to this training course?

Beginner

Advanced Beginner

Intermediate

Advanced Intermediate

Expert

3. ate your level of satisfaction with the following…… [Read More]

Training Program Principles Steps and

Among the criteria that should be evaluated in any progressive training program must include the duration and intensity of exercise and they types of exercise to be used (Browder and Darby, 1998). Guidelines for the program with time might include utilization of short-term or high intensity exercises interspersed with lower intensity and longer duration exercises (Browder & Darby, 1998). This suggests alternating strength-training events with cardiovascular endurance activities to maximize aerobic and anaerobic activity within the body.

Exercise testing should also be employed as part of a well-defined and systematic progressive strength-training program (Browder & Darby, 1998). Exercise testing may include but is not limited to measuring metabolic capability, current fitness levels and strength capability, training goals and body fat content among other factors. A strength-training program should also involve determination of exercise workloads which can be assessed using MET tables established by the American College of Sports Medicine (Browder…… [Read More]

Training Program for Eye Movement Desensitization and

training program for eye movement desensitization and reprocessing (EMD) used by the Department of Veterans Affairs because it had been found that there were few personnel who could deal with the high number of cases of post-traumatic stress disorder (PTSD). One main point of the article is that PTSD is common among veterans who seek help with the Department of Veterans Affairs. Another main point is that Department of Veterans Affairs staff may not be equipped to deal with the high number of cases of PTSD, especially cases that are chronic and severe. A third point is that EMD can be an effective intervention when treating PTSD. A fourth point of the article is that participants in the EMD program reported good results, and the treatment impact was deemed statistically significant for the patient population in question. A fifth point is that the Department of Defense can and should use…… [Read More]

Training Program for Performance Management

Performance Management Training Program
Having nonperforming employees can be frustrating for any organization. So as an employer, it is necessary to ensure that your employees receive training and development that they need to up the performance of the duties assigned to them. We shed some light on when you must train and develop your staff for effective management. Notice that effective human resource planning is important since it ensures that training needs are met individually or collectively. It also ensures that performance levels are well managed. Human resources is a critical aspect as far as the employment relationship is concerned. (Douglas, 2017).
SMART
Guidelines to treat the staff with respect and ensure that they learn from each other
Understand the organization\\\'s goals and come up with a plan that helps to achieve these goals.
Provide a feedback on the employees performance and try to highlight their strength…… [Read More]

Training Program for Performance Management

Performance Management Training Program
Having nonperforming employees can be frustrating for any organization. So as an employer, it is necessary to ensure that your employees receive training and development that they need to up the performance of the duties assigned to them. We shed some light on when you must train and develop your staff for effective management. Notice that effective human resource planning is important since it ensures that training needs are met individually or collectively. It also ensures that performance levels are well managed. Human resources is a critical aspect as far as the employment relationship is concerned. (Douglas, 2017).
SMART
Guidelines to treat the staff with respect and ensure that they learn from each other
Understand the organization\\\'s goals and come up with a plan that helps to achieve these goals.
Provide a feedback on the employees performance and try to highlight their strength…… [Read More]

Training Program for Performance Management

Performance Management Training Program
Having nonperforming employees can be frustrating for any organization. So as an employer, it is necessary to ensure that your employees receive training and development that they need to up the performance of the duties assigned to them. We shed some light on when you must train and develop your staff for effective management. Notice that effective human resource planning is important since it ensures that training needs are met individually or collectively. It also ensures that performance levels are well managed. Human resources is a critical aspect as far as the employment relationship is concerned. (Douglas, 2017).
SMART
• Guidelines to treat the staff with respect and ensure that they learn from each other
• Understand the organization's goals and come up with a plan that helps to achieve these goals.
• Provide a feedback on the employee’s performance and try to highlight their strength…… [Read More]

Training Programs Organizational Psychology

industrial/organizational psychology provides the evidence-based framework for corporate training programs, as well as the methods used to evaluate the success of those programs. Industrial/organizational psychologists can help organizations improve their current human resources strategies and make changes that can help promote organizational goals. Analyzing job roles, recruiting, and training all involve firm understanding of the principles of industrial/organizational psychology. The industrial/organizational psychologist "researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems," (Society for Industrial and Organizational Psychology, 2016). Because each organization will have different values, missions, and goals, their training programs will vary accordingly. There is no one-size-fits-all approach, but there are ways to ensure that a training program works to meet the specifications of its leaders and stakeholders.

According to Training magazine's annual list of the top 125 training programs, Jiffy Lube and Keller Williams ealty boasted the most successful…… [Read More]

Training Program as Director of

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.

ibliography

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.…… [Read More]

Plan and Develop a Training Program Within an Organization

Training

The purpose of this discussion is to provide a Plan and develop a training program within the organization known as AT&T. Human Resource Development The part of human resource management that specifically deals with training and development of the employees. Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities (Human Resource Development)."

AT&T is one of the oldest companies in the world. Its inception began in 1876, when Alexander Graham ell invented the telephone. Since this time the company has grown tremendously. The mission of the company is to "connect people with their world, everywhere they live and work, and do it better than anyone else (Company Information)." At the current time AT & T. is a leading provider of IP-based communications. The company also has…… [Read More]

Two-Day Training Program for a Group of Twenty

Training Program for a Group of Twenty

A Two-Day Training Program for a Group of Twenty

Performance appraisal occurs collectively when employees feel they are part of the larger group. This is based on the knowledge that a working environment may be challenging to an employee. In most cases, confidence levels often dwindle during various stages of human resource development and may result in poor employee performance. As a result, it is necessary to train employees regularly because this will communicate the company agenda to the employees' comprehensively. This proposal suggests a two-day face-to-face training program of the company totality of twenty employees. The proposal will adopt a Staff Self-Evaluation Program as a satellite initiative themed 'it is for your own good.' For this to be achieved, the proposal commences with a description on ethics guiding this program proposal. This section will also appoint the training needs, guiding the program.…… [Read More]

Designing a Training Program

Designing a Training Program

Training Needs Analysis (TNA) Selection and justify approach

Training objective based on analysis of the business

Training cost

Training method (s) to deliver the program

Agenda of activities for the training program

The training needs of an organization are derived on the basis of the present state of expertise and skills of the employees and the desired level of performance. The trainings are aimed to increase employee capabilities to perform tasks that are designated and at the same time it is also helpful in personal and professional development of individuals. The training needs analysis is a part of the process to assess the requirements of trainings and planning for the recommended trainings. The training needs analysis is carried out through various techniques proposed in various researches. The following sections highlights techniques for training needs analysis and a training is also proposed in accordance with the selected…… [Read More]

Computer Training Program to Enhance

Similar to the suggestions offered by Gahala (2001), rody (1995) identified several traits to be considered when developing a comprehensive professional development program. Among those traits include the reputation of the trainer, the rewards available to the participants, both tangible and intangible, and the support of the administration. Traditional staff development models have required everyone to participate at the same time and in the same location creating problems such as scheduling, travel, space, and funding. intrim (2002) notes that web-delivered staff development allows teachers to log on and participate at the time of day that is best for them and at the pace they are the most comfortable with.

urke (1994) concluded that the use of effective distance education programs for K-12 staff development should be increased to supplement face-to-face in-services due to the positive evaluations of K-12 educators who participated in the electronic distance education in-service programs. However, other…… [Read More]

Long-Term Training Program Over the

Once this occurs, it means that a company can: increase productivity and maintain the kind of talent necessary to remain competitive in the future. (Gitman 2009) (Rothwell 2004)

Occupational Training Needs

At the same time, any kind of training program must take into account the different occupational needs for each position. This will be different from one job to the next, as the more critical roles will require additional amounts of training and follow up. While other positions, will have less stringent training requirement. Once the different individual strengths have been assessed, is when you want to begin placing each person in the appropriate training program for a particular occupation. In general, you want to focus on ensuring that the immediate and future needs of the most critical positions are staffed first. Then, you would want to begin filling the support positions with various employees. This means that you must…… [Read More]

52 Week Soccer Training Program

Introduction

Soccer is a true total sport. It requires of its players the ability to show intense bursts of speed and power while simultaneously commanding the ability to conserve energy and endure for the complete span of the game. It requires athleticism, strength, and agility. Players must be conditioned at a top level to be competitive. That is why training for 3-5 days a week is essential in every season for players. To avoid injury, pre-season and off-season training is also vital (Heidt, Sweeterman, Carlonas et al., 2000). The sheer physicality of the sport requires its athletes to stay in shape throughout the year.

Every soccer training program should be tailored to the meet the needs of the individual (Manzi, Castagna, Padua et al., 2009). This program is designed for a 185 lb, 15 year old male high school soccer midfielder. It is developed for off-season, pre-season and in-season programs…… [Read More]

Cabin Crew Training Programs Aviation

Stimuli are the bases for cues, but a stimulus is not a cue by itself" (Weiner & Nagel, 1988, p. 239). Just as pilots need simulation devices to provide them with realistic cue which signal that they need to adjust the aircraft, the crew within the cabin of the commercial plane also need cues that they can respond to in training with actions that they are supposed to execute.

Cues need to be part of the crew member training programs. "Crewmember initial training must include instruction on general subjects as well as subjects pertaining to the airplane type to be operated. The subjects for whom crewmembers are to receive instruction must be applicable to their assigned duties. Initial training is based on equipment and crewmembers not qualified in an aircraft group should complete initial training on the aircraft in that group. Crewmember initial training programs should include drills and actual…… [Read More]

Counterterrorism Training Program

Counterterrorism Training Program

Terrorism is a fact of modern life. On one level, it cannot be understood; it is difficult to empathize with those who have no empathy of their own and cause enormous suffering in the name of their own beliefs. On another level, however, there are components of terrorism that can be understood -- their tactics and methods, their choice of targets and more. Because terrorism is aimed at entire societies, and is carried out in a guerrilla fashion, it is necessary to develop tactics for deterring terrorism that address terrorism's wide and deep sources, tactics and effects.

Terrorism has been a fact of life for 200 years, since the French evolution. At that time, Cottam et al. (2004) suggest that the rise of the nation-state made it more possible than ever before for individuals to want to maintain identities that were very like those of their community;…… [Read More]

Nist SP 800 50 Building an Information Technology Security Awareness and Training Program

Sequential Label and Supply

nist sp 800-50, "Building an Information Technology Security Awareness and Training Program"

Sequential Label and Supply

After a recent failure of the computer systems at Sequential Label and Supply, it has become clear that current security provisions are inadequate

The IT security team is under-funded and understaffed

There is a lack of respect for the IT team

Problems are dealt with as they present themselves rather than are anticipated and prevented

Agency IT security policy

At present, there is no formal security policy and problems tend to be addressed on an ad hoc basis. For example, when a disc brought in by an employee infected all of the computers with a virus, the ability to use such software was disabled: no fundamental reforms were made

Awareness

There is a need to create a consistent, coherent security policy for the entire company, in all roles

Objectives include…… [Read More]

Effect of Youth Leadership Training Programs

adolescents lack the necessary skills needed for solving-problems, self-esteem, and communication skills (Fertman & Linden, 1999; Sullivan & Larson, 2010). Moreover, adolescents tend to lack self-esteem, motivation, moral value, and a positive outlook on life (Sullivan & Larson, 2010). However, to be competitive in the world of business, adolescents must learn and be trained on way to effectively manage their emotions. Moreover, James Heckman states that investing in children's education to enhance "non-cognitive" skills such as motivation, perseverance, and self-control -- is a cost-effective approach to increasing the quality and productivity of the workforce (Brackett, Divecha & Stern, 2015, p.2).

According to the National Alliance for Secondary Education and Transition (2010), youth leadership development helps encourage healthy adolescent growth by providing young people the ability to analyze their own strengths and weaknesses while being able to set their own personal and vocational goals; and to gain the self-esteem, confidence, motivation,…… [Read More]

Diversity Training Programs for the

S. military would be developed and administered internally and should cover the following topics at a minimum, with other areas being introduced as the need is identified:

1. Problems of discrimination in the military workplace

2. The role of stereotypes in discrimination

3. How to make different groups welcome in the military workplace

4. How diversity contributes to performance and productivity

5. The DoD's policies concerning discrimination and the provisions of federal equal employment opportunity laws

6. The content of stereotypes about different groups

7. Promoting retention and development of different groups

8. The cultures of different demographic groups serving in the military

9. Nondiscriminatory recruitment

10. Problems of discrimination outside the military workplace

Implementation: How will the training be delivered?

The implementation and administration of diversity training initiatives in the U.S. armed forces depends on the geographic location and mission of the units that are involved (Kraiger, 2002). For…… [Read More]

Office Training Microsoft Office Training Program RFP

Office Training

Microsoft Office Training Program RFP

Introduction to the company

The company represents a private practice that keeps a few general practitioners on staff throughout the day as well as a team of trained nurses and administrative professional to support the health related activities. The total staff represents a team of roughly two dozen people and the administrative team is roughly half of the number of the total employees.

Your company's business goals

Since the organization is not quite large enough to make a major purchase of a software specialty healthcare package like found in bigger operations and in hospitals, yet still large enough to utilize some kind of collaboration software to keep records straight among the team members Microsoft (MS) Office was chosen to fill this need. MS Office has grown significantly more advanced over the years and now offers a suite of products that can be highly…… [Read More]

Analyzing Leadership Training Program

Leadership Training Program

In an organizational setup, "managers" and "leaders" are often used interchangeably. However, it must be emphasized that, that is often not always true or accurate. The key difference between managers and leaders is that the former have others working for them whereas the latter have others following them. Leadership deals with getting others (i.e., one's subordinates or followers) to comprehend and accept one's vision and cooperate to attain common goals, whereas management deals more with administration and ensuring everyday activities happen as they ought to (go2H, 2016).

Numerous characteristics make up an efficient leader; some major leadership traits are:

Inspiration

Vision

Integrity and Honesty

Communication Skills and

Ability of Challenging Followers

Some key characteristics of effective managers include:

Ability to Direct

Ability of Executing a Vision

People-Focused Approach

Process Management (go2H, 2016)

Firms require strong leaders for being optimally-effective. Organizational leadership addresses expert tactics and human psychology.…… [Read More]

Designing & Implementing a Diversity Training Program

DESIGNING & IMPLEMENTING a DIVESITY TAINING POGAM

DESIGNING AND IMPLEMENTING A DIVESITY TAINING POGAM

Good evening

Designing and Implementing a Diversity Training Program

Identify and discuss three objectives of the diversity training program.

The purpose of a diversity training program is to protect both employees and employers. If employees feel that they are being unfairly treated, they need to understand what constitutes discrimination and harassment under corporate policy, and what their legal and workplace-specific rights may be, in terms of addressing complaints. They need to know what type of workplace language, hiring policies, promotional reviews, and general demeanor is considered acceptable. Diversity policies must not be vague and tacitly understood as part of the corporate culture, because different people with different backgrounds come to work with varied ideas of how to comport themselves. Diversity policies provide specificity. The first objective of training is that organizational policies pertaining to diversity and…… [Read More]

Training and Development Components to

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…… [Read More]

Training Design & Development the

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…… [Read More]

Training Security Personnel the Modern

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…… [Read More]

Training and Development Training Is Important to

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.

Question Three

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…… [Read More]

Training the Three Stages in

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…… [Read More]

Training & Development in Every

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…… [Read More]

Training One Topic That Might Be a

Training

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…… [Read More]

Training Mentoring Training and Mentoring in

Time Frame

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).

Evaluation Methods

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…… [Read More]

Training and Development Background of the Organization

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…… [Read More]

Program Budget and Cost Analysis

Program Budget and Cost Analysis

Line-Item Budget for an in-Service Dementia Care Training Program

Florida now requires all direct-care staff working with dementia patients to receive specialized training. The curricula offered must be vetted by the Training Academy of the University of South Florida's Policy Exchange Center on Aging, otherwise assisted living facilities, nursing homes, adult day care, and hospices will be unable to accept patients with dementia into their facilities. In order to meet these statutory requirements and improve patient care, an in-service training program in dementia care will be instituted for a hospice facility located in Florida.

The Hospice House in Cape Coral, Florida maintains 36 beds for patients with terminal illnesses. On average, a little over 60% of the residents suffer from dementia at any one time, which is consistent with national trends (Williams, Hyer, Kelly, Leger-Krall, and Tappen, 2005, p. 98). The number of patients tends…… [Read More]

Training Module for a Refugee

Education Standards Addressed

This training will prepare students to become Microsoft Office certified.

Teacher Guide

Student Guide

Objectives

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.

Information

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…… [Read More]

Training and Development

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…… [Read More]

Training in Organization

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…… [Read More]

Training the Basic Steps Involved in the

Training

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…… [Read More]

Training Needs to Accomplish Selected

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…… [Read More]

Training a Needs Assessment Refers to the

Training

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…… [Read More]

Training Objectives Gaps in Workplace

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.

1.

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…… [Read More]

Training and Development

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…… [Read More]

Training Effective Training for Career

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…… [Read More]

Training and Development Website Overviews

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…… [Read More]

Training Human Resources Chapter 9

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…… [Read More]

Training Competency Models

Training

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…… [Read More]

Training and Development at XYZ

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

Personality factors include conscientiousness, goal orientation, and anxiety. Personality is a good predictor of individual behavior across a wide variety of situations.

Conscientiousness

Conscientious individuals are dependable, organized, persevering, thorough, and achievement oriented.

Goal Orientation

Goal orientation may be considered the individual's mental framework, which influences interpretation and behavior in learning activities.

Anxiety

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.

Age

Older employees have been found to demonstrate less learning and participation in training programs…… [Read More]

Training Design

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…… [Read More]

Training Plan for the Implementation of EHR

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.…… [Read More]

Training Scope of Training Large Health Care

Training

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…… [Read More]

Programs Discussed Help Build Core Competencies and

programs discussed help build core competencies and competitive capabilities at L'Oreal.

L'Oreal is an international company that strives to ensure that all of its diverse employees feel at home and work together. L'Oreal FIT (Follow-up & Integration Track) acts as a two-year, personalized integration and support program designed to facilitate the transition of the employee into the corporate culture of the company. It is "adaptable to the needs of all new employees at L'Oreal. This global integration programme allows us to enrich and perpetuate our group's professional culture while taking account of each subsidiary's cultural characteristics and local needs" (L'Oreal FIT, 2011, L'Oreal). The program focuses on educating the employee so he or she can truly understand the product and the mission of the makeup company, regardless of his or her area of expertise. It is focused on providing the employee with a "personalised schedule of meetings, training and round-table…… [Read More]

Program Design Project

Sport: Basketball

More sport and physiological testing has become increasingly common as the interaction between scientists and coaches (tanner & Gore, 2013). When it comes to popular sports that are watched al over the world, team games like basketball generally have a heightened game tempo, a tougher body game and a more acute variability in the techniques and methods used (Singh & Deol, 2012). "An increased performance level can only be achieved by working and training of all major components i.e. technique, coordination, tactics, physical fitness, physiological qualities and psychological qualities. Basketball is one of the most popular team-based sports played and watched throughout the world" (Singh & Deol, 2012). This puts the aspect of physiological testing as an extreme priority for a variety of reasons. "Physiological exercise testing is important in basketball to help identify potential talent but also to provide the players, trainers and coaching staff with some…… [Read More]

Training Levels and Number of

"

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…… [Read More]

Training and Development

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…… [Read More]

Training New Employees Writing Benefits

Ethics training for employees programs have to be carefully planned taking into consideration and setting standards for ethical behavior in the company and what the training is supposed to accomplish. Companies have to make ethical training mandatory for all employees setting a good example that no one is above the law. The ethics training should help the employees become familiar with the company's code of ethics, know more about decision making using ethical models. "Good ethical training provides training covering five basic aspects of ethical training, responsibility, respect, fairness, honesty and compassion. Compliance laws and other topics such as using internet, computers only for company related work and not misusing these resources, about work place romance etc. are an integral part of the training program" (Gordon, 2012).

The training has to supply information regarding reporting ethics violation to specific personnel and assure them that offenders will be punished harshly. This…… [Read More]

Training Women for the Military

In those days prior to 2003, TADOC gave recruits nut-and-bolt basics, then sent the new Soldiers to their units where the real training started....nTo achieve "Soldier" status, recruits now spend 21 days in the field during basic training. The training focus has changed dramatically from what was primarily a standards, discipline and soldierization process to one of intensive combat skills. (Leipold, 2009)nHowever, such changes have tended to come about without any sort controlled, rigorous study. There is nothing wrong about changes that come from within and that grow organically out of the requirements of an organization. However, a controlled experiment offers certain key advantages because it can cast off old attitudes and biases.nI have already described the control group in this experiment. The three experimental groups add different elements to the equation. The first of these experimental groups is actually one that I predict will reduce the overall fitness of…… [Read More]

Training Needs Assessment

Home Depot: Training and Skills Needs Assessment

Home Depot

Training Needs Assessment Process

The objective of this work is to conduct a Training Needs Assessment on Home Deport. Included in this will be an organization, task and person analysis. The techniques used will be related as well as will be the individuals involved in the process. Conclusions will identify the desired training outcomes.

According to one report training practices assist companies in gaining a competitive advantage. Stated as issues that affect companies and influence training practices are such as: (1) customer service; (2) employee retention and growth; (3) doing more with less; and (4) quality and productivity. (Noe, 2005) It is reported that training practices have enabled Home Depot to: (1) grow the business; (2) improve customer service; by making provision of employees with the necessary knowledge and skills to become successful. (Noe, 2005) It is reported that Home Depot…… [Read More]

Training vs Company In-House Training

(Osten, 2001)

In terms of strategic planning for technology it is important to comprehend that integration of technology is very complex and requires "investments to plan for the alignment of technology initiatives" with the company's mission. The starting point is gaining the involvement of stakeholders through having them assist with assessment of the current technology and strategy for which direction to take with new technology. This could mean that there is a need to hire someone to be a facilitator to assist with planning. Training considerations include budgeting time for training staff. It is important that training is "task-specific and has immediate on-the-job application." (Osten, 2001) Osten states the fact that training sessions in the form of 15 to 30 minute mini-lessons "are more valuable than hours of software training." (2001) Hardware technical support should be assumed and budgeting plans made for support of both network and PCs within the…… [Read More]

Training and Development

HM

Training can play an important role in organizational development. Organizational development is understood to be a "planned, organization wide effort to increase organizational effectiveness" (ODN, 2014). Training naturally plays a critical role in this process. De Silva (1997) defines training as "transferring information and knowledge" and equipping employees to put this knowledge into practice. Training therefore is a means of increasing the organization's total knowledge in order to increase its capabilities.

For a training program to be effective in improving organizational development, it needs to be focused on specific objectives that pertain to the organization's overall mission. By creating an alignment between the needs of the organization, through a skills assessment for example, a training program can be developed to increase the organization's capabilities in areas that are the most important. Knowledge and capability are of course only part of the equation -- by increasing organizational knowledge the potential…… [Read More]