Training Program Essays (Examples)

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…

References:

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

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…

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…

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…

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…

Works Cited

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.

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…

References:

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

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…

Works Cited:

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

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…

References

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.

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…

References

CMS (Centers for Medicare & Medicaid Services). (n.d.). Hospice Center. CMS.gov. Retrieved 13 Mar. 2012 from www.cms.gov/Hospice/Downloads.2011_Aggregate_Cap.pdf.

Goyder, Judith, Orrell, Martin, Wenborn, Jennifer, and Spector, Aimee. (2012). Staff training using STAR: A pilot study in UK care homes. International Psychogeriatrics, published online ahead of print, p. 1-10. Retrieved 13 Mar. 2012 from  http://journals.cambridge.org/action/displayAbstract?fromPage=online&aid=8473487 .

Hobday, John, V., Savik, Kay, Smith, Stan, and Gaugier, Joseph E. (2010). Feasibility of internet training for care staff of residents with dementia: The CARES® Program. Journal of Gerontology Nursing, 36, 13-21.

Hyer, Kathryn, Molinari, Victor, Kaplan, Mary, and Jones, Sharmalee. (2010). Credentialing dementia training: The Florida experience. International Psychogeriatrics, 22, 864-873.

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…

Bibliography

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.

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…

References

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

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…

REFERENCES

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.

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…

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…

Reference

Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin

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…

References

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.

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…

Works Cited:

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 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…

References

Lautenslager, Al. (2003).Why you need PR. Entrepreneur. Retrieved May 8, 2011 at  http://www.entrepreneur.com/article/65672

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…

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.

Regulatory

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…

Works Cited:

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.

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…

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…

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…

References

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

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…

References

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…

Reference

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.

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.…

References

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.

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…

References:

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

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…

References

L'Oreal FIT (2011). L'Oreal. Retrieved November 26, 2011 at  http://www.loreal.com/_en/_ww/html/careers/Your-career-at-L-Oreal/Your-integration.aspx?&profile=&profileExcl=

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…

References

Bangsbo, J. (2006). Training and testing of the elite athlete.Copenhagen Muscle Research

Centre, 4(1), 1-9.

Changela, P.K., & Bhatt, S. (2012). The correlational study of the vertical jump test and wingate cycle test as a method to assess anaerobic power in high school basketball players. International Journal of Scientific and Research Publications, 2(6), 2-9.

Cissik, J. (2013, February 15). The point guard off-season workout plan. Retrieved from  http://www.stack.com/2013/02/15/point-guard-off-season-workout/

"

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…

Bibliography

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…

WORKS CITED

Sensenig, Kevin J, "Sphere of Influence," American Society for Training and Development, February 2011.

 http://www.astd.org/TD/Archives/2011/Feb/Free/Feb11_Sphere_of_Influence.htm

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…

References

Business Ethics. (2012). Retreived from  http://www.referenceforbusiness.com/small/Bo -

Co/Business-Ethics.html

Business Ethics and Social Responsibility.(n.d.). Retreived from http://highered.mcgraw-

hill.com/sites/dl/free/0073511722/620358/ferrell7e_chapter2.pdf

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…

References\nEvans, M. (2005). Women pay painful price for equal military training. The Times, retrieved 9 February 2010 from  http://www.timesonline.co.uk/tol/news/uk/article434024.ece .\nhttp://answers.yahoo.com/question/index?qid=20100121052640AAZ1xPL \nhttp://www.military.com/military-fitness/fitness-test-prep/physical-fitness-test-anxiety \nLeipold, J. (2009). Not your father\'s basic, anymore, retrieved 8 February 2010 from \nhttp://usmilitary.about.com/od/armyjoin/a/newarmybasic.-u5p.htm.\nO\'Reilly, K. (1981). Dick and Jane in basic training. Newsweek. \nhttp://www.time.com/time/magazine/article/0,9171,953209-\n2,00.html#ixzz0fYEyTybe \nRichards, T. (n.d.) What is comprehensive cognitive-behavioral therapy? \nRetrieved 10 \nFebruary 2010 from \nhttp://www.socialanxietyinstitute.org/ccbtherapy.html.\nSegura, L. (2009). Veterans Decry Institutional Sexism in Military, retrieved 11 February 2010 \nfrom  http://www.alternet.org/reproductivejustice/79877/ .

(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…

Bibliography

Mills, Susan (2003) Outsourcing Can Drive Profitability in Telecom's Tough Times. TMC Net. Nov 2003. Online available at  http://www.tmcnet.com/it/1103/1103f-SCI.htm 

Leifheit, Marcelo; Correa, Juarez Sagebin; and Fink, Daniel (2001) the Continuous Education Solution for a Country Wide Telecommunication Company

Proceedings of the IEEE International Conference on Advanced Learning Techniques 2001 IEEE Computer Society.

Campbell, Susan J. (2008) AOTMP Releases Study Detailing CFO vs. CIO Approach to it and Telecom Management. Telecom Environment Management Feature Articles. 30 Jan 2008. TMCnet online available at  http://www.tmcnet.com/channels/telecom-environment-management/articles/19559-aotmp-releases-study-detailing-cfo-vs.-cio-approach.htm

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…

References

Noe, Raymond A. (2005) Employee Training and Development. The McGraw Hill Companies, Inc.

Case Study: Home Depot (2010) Hay Group. Retrieved from:  http://www.haygroup.com/ca/downloads/details.aspx?id=27568

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…

References

De Silva, S. (1997). Developing the training role of an employers' organization. International Labour Organisation. Retrieved June 10, 2014 from  http://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srsdevel.pdf 

Jenkins, A. (2014). Different employee development methods and their benefits. eHow. Retrieved June 10, 2014 from http://www.ehow.com/info_12114326_different-employee-development-methods-benefits.html

Kram, K. & Isabella, L. (1995). Mentoring alternatives: The role of peer relationships in career development. The Academy of Management Journal. Vol. 28 (1) 110-132.

ODN. (2014). What is organizational development? Organizational Development Network. Retrieved June 10, 2014 from http://www.odnetwork.org/?page=whatisod

improve or inder te effectiveness of non-workplace-Based training programs for te American pawnbroker industry?

Overview of te Industry:

In te United States, tere are two main functions of a pawnbroker. Te first is making small loans, secured by personal property. Te second function is te sale of mercandise.

According to te Florida Pawnbrokers Association, loans are te ig profit center for pawnsops. "Te retail side also generates an average of 27% of te sops revenue. Te Association stated, "In 1996, te nation's 9,100 pawnsops generated $4 billion in revenue."

Pawnbrokers are regulated in te United States mostly at eiter te state or local area. Wile tere is no uniformity among te regulations, laws, or ordinances, it seems most are issued licenses, required to make reports to law enforcement, and obviously proibited from trafficking in stolen mercandise.

Te amount te pawnbroker is permitted to carge as fees and interest vary, but…

http://www.capitol.state.tx.us/tlo/77R/billtext/SB01370I.HTM;Internet ;

Various statistics, U.S. Department of Labor and Industry, available at  http://www.dol.gov/ .; Accessed March 25, 2003.

U.S. Department of Labor ID Code is: 191.157-010

Training Needs Analysis Practices for Managers: A Study of Saudi Arabia Private Firms

Training needs analysis (TNA) is defined by Mabey and Salman (1995:158) as a "process of collecting data which allows an organization to identify and compare its actual level with its desired level of performance." The authors also indicate that this performance could be interpreted as meaning the competencies and attitude necessary for the staff to do the job effectively. Moreover, Armstrong (1996:536) states that "training needs assessment is partly concerned with finding the gap between what is happening and what should happen.. This is what has to be filled by training ." Figure (1.1) depicts this gap.

Figure

The training Gap

WHAT SHOULD BE

TRAINING GAP

WHAT IS

CORPORATE OR FUNCTIONAL ATANDARDS

KNOWLEDGE AND SKILL REQUIRED

TARGETS OR STANDARDS OF

PERFORMANCE

CORPORATE FOR FUNCTIONAL RESULTS

KNOWLEDGE AND SKILL POSSESSED

ACTUAL PERFORMANCE OF INDIVIDUALS

Source: Armstrong (1996)

Gibson…