...from various cultures effectively in contrast to people who are not cross-culturally aware. This paper aims at developing a training program to raise cross- cultural awareness among a group of global managers in our organization. Culture will be define, then an understanding of cross cultural awareness , what cross cultural awareness entails and the impact it makes on organizations in multinational corporations and the importance of the training program will be discussed. Cross Cultural Training for Junior Level Expatriate Managers in IT Field Developing culturally competent program is an on-going process, there appears to be no one recipe for cultural competency/ awareness; it is a continuing evaluation, as we persistently adapt and re-examine the way things are done. Our organization participates in a management training program which requires all junior level managers to go thru a two year rotation program in our countries of operation; USA, China, Nigeria, UAE and India. These managers are expected to spend 1 year in their first country of assignment and then 3 months in subsequent postings, thus they are constantly expected to engage in interpersonal interactions with people from cultures different from their own. The organization recognizes challenges and risks expatriates face when they are in unfamiliar territories, thus, this program is expected to provide introductory cultural awareness to help trainees develop self-maintenance skills, development...
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...Abstract A well developed training program entails seven steps. The first step entails conducting a needs assessment which confirms whether or not an organization needs training. The second step is to identify the readiness of the employees by evaluating their motivational and basic skills necessary to effectively comprehend the training program content. The third step is all about creating a learning environment that provides means for learning to occur from the training. The fourth step is the process of transfer of learning where employees apply what they have learned in the training program to their jobs. The fifth step is developing an evaluation plan which describes the types of outcome expected and demonstrating how training will affect those involved. The sixth step is selecting the training method in correlation with the learning objectives and learning environment. The seventh step is to evaluate the training program, make changes if necessary and to improve the program by revisiting earlier steps in the process so that learning objectives are accomplished. Economic cycles, globalization, customer service and quality emphasis, talent management, new technology, increased value placed an intangible assets and human capital, focus on linking business strategy, changing demographics and diversity of the work force, high performance work systems are the various forces affecting the work place and learning. An organization deals with these forces by...
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...Job Training Proposal for Sears 2015 Prepared by Cory Richmond Former Employee of Sears Report Distributed April 26, 2015 Prepared for Human Resource Department and Store Manager To: Human Resource Department and Store Manager From: Cory Richmond, Former Sears Employee Date: April 26, 2015 Subject: Training Proposal Enclosed is a training proposal Sears can implement. It contains a few methods Sears can adopt to train new employees. The proposal gives and overview with the problems with the current training program in place and why a new one is needed. Three new training methods are provided along with the advantages of those methods. With the information in this proposal I hope the department is able to adopt a new training method going forward. Please let me know if you have any questions about the proposal. You can reach me at (330)- 699- 3291 or at crichmo6@kent.edu. Cory Richmond Table of Contents Executive Summary ……………………………………………………………………i Opening Message…...…………………………………………………………………..ii Scope…………………………………………………………………………………………ii Purpose of Proposal……………………………………………………………………ii Methodology………………………………………………………………………………ii Introduction……………………………………………………………………………….1 Alternative Training Programs …………………………………………………...2 -Job Shadowing ………………………………………………………………….3 -Cross Training ………………………………………………………………….2 -On The Job Training…………………………………………………………..4 Conclusion…………………………………………………………………………………5 ...
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...2.1 Training Employee: Training the employees principally deal with acquirement of perceptive, proficiency, providing technical support and make them practice it regularly. Moreover, these training programs to the employees are very important issues of studying human resource. It is important because these training can improve individual routine works in various levels of their work place. Nowadays these programs help employees growing their ability to work more efficiently and effectively in the workplace so the organizations are also encouraged to invest more on organizational training and learning and finally achieve development in the overall performance (Steers, 1997). On the other hand knowledge about any organization is also very much...
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...Training and Mentoring Program xxxxxxxxxxxxx HRM/531 December 5, 2011 Dr. Penny Wilkins Evaluation Ford provides many kinds of training programs to its employees, dealers and suppliers. For successful training programs it is important to see the reaction, transfer and its effect on the employees and company. Six Sigma is a successful training program Ford started in 1999. The first phase of Six Sigma called for customer satisfaction. "In fact, one and a half points of customer satisfaction drive about one point more loyalty. In North America alone, this translates into more than $2 billion in incremental revenue and roughly $100 million in profit." (http://www.qualitydigest.com). The employees gave a good response to this training and earned green belts, black belts, master black belts. Master black belts helped train senior leaders to apply Six Sigma in their departments. This program was such a success that in 2000, it helped to add $52 million to the bottom line of the company. Ford assembly plant in Chicago underwent a new training program accompanied with new tools and machinery, successfully reinvented Ford Explorer 2011. Ford Explorer 2011 is best in class fuel economic, improved driving dynamics and lightweight in design. ‘The reinvented 2011 Ford Explorer has started rolling off the line at Ford’s Chicago Assembly Plant, marking a new beginning for both the historic factory and the iconic SUV (media.ford.com). Reinforcement and Sustainability Ford reinforce...
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...any training program is to facilitate an open and comfortable environment where individuals feel they have the support from their instructors. Upon successful completion of the written G1 test and eye exam, individuals will have the opportunity to take part in the beginner’s training program. This program helps prepare individuals for their G2 examinations or simply to learn how to drive. It consists of 10 one on one, one hour sessions with an experienced instructor. Objective: Upon completion of the training program, the trainee is expected to be equipped with all the skills and knowledge to drive a vehicle safely to successfully pass their G2 examinations. Content of training program: The program will cover all aspects of driving including manoeuvring, parking, city and rural driving, lane changes, parallel parks, three-point turns, uphill/downhill parking, roundabouts and intersections. Intended Training Methods: The trainee will observe trainer as he/she models the desired behaviours for driving before the trainee takes the seat, and any time requested by the trainee to demonstrate how to perform tasks. Most of the training will consist of active practice which will allow the trainee to practice performing the task while applying all knowledge and skills during training (pg. 145). They will do this by physically taking charge in the driver seat and learn how to drive with instruction and guidance from the instructor. Conditions of Practice: Pre-training intervention...
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...FARTLEK TRAINING PE 1 Physical Fitness Training Program Submitted by _ Submitted to Prof. Arroyo In partial fulfillment of the requirements for PE 1 Table of Contents |Cover Page |p. 0 | |Table of Contents |p. 1 | |Introduction |p. 2 | |Objectives |p. 3 | |Scopes and Limitations |p. 3 | |Constraints |p. 3 | |Definition of Terms |p. 4 | |Methodology |p. 5 | |Frequency |p. 5 | |Intensity...
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...THE HOTEL PARIS CASE - The New Training Program The Hotel Paris’ competitive strategy is to use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and profitability. HR manager Lisa Cruz must now formulate functional policies and activities that support this competitive strategy by eliciting the required employee behaviors and competencies. As she reviewed her company s training processes, Lisa had reasons to be concerned. For one thing, the Hotel Paris relied almost exclusively on informal on-the-job training. New security guards attended a 1-week program offered by a law enforcement agency, but all other new hires, from assistant manager to housekeeping crew, learned the rudiments of their jobs from their colleagues and their supervisors, on the job. Lisa noted that the drawbacks of this informality were evident when she compared the Hotel Paris s performance on various training metrics with those of other hotels and service firms. For example, in terms of number of hours training per employee per year, number of hours training for new employees, cost per trainee hour, and percent of payroll spent on training, the Hotel Paris was far from the norm when benchmarked against similar firms. Indeed, as Lisa and the CFO reviewed the measures of the Hotel Paris s current training efforts, it was clear that(when...
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...PROJECT PLAN: Training & Development March 22, 2015 Topic & Brief Description: ‘Skills and Knowledge Training for Call Center Employees’ Call centers are a business element that is here to stay and potentially a thrust sector for Bangladesh. This training program will help call center agents learn to make the most of their telephone-based work, including understanding the best ways to listen and be heard. Each phone interaction has elements of sales and customer service skills, which we will explore in detail throughout this energizing and practical three-day workshop. Training Objectives: At the end of this workshop, participants will be able to: * Understand the nuances of body language and verbal skills, which are so important in conversations that do not have a face-to-face element. * Learn aspects of verbal communication such as tone, cadence, and pitch. * Demonstrate an understanding of questioning and listening skills. * Acquire comfort with delivering bad news and saying no. * Learn effective ways to negotiate. * Understand the importance of creating and delivering meaningful messages. * Use tools to facilitate communication. * Realize the value of personalizing interactions and developing relationships. * Practice vocal techniques that enhance speech and communication ability. * Personalize techniques for managing stress. Training Methods & Justification: Classroom or Instructor-Led Training: Instructor-led...
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...according to customer needs and wants then they will success. Customer will return to the particular industry if they receive quality service and quality product that they want. Customer will be satisfied if they get what they want. To achieve service quality and customer satisfaction must have valuable human resources. Through training and development program, employee will be become more perfect to achieve service quality. Therefore, training and development program that will influence service quality and customer satisfaction are very important for an organization to be successful. Keywords: Service quality, customer satisfaction, training and development program Acknowledgement I would like to acknowledge the important role of Ms.Adeline Yong, my tutor for teaching us how to write a research proposal, how to find journal, how to set up questionnaire, how to collect data and how to use SPSS system. This research proposal is one of my coursework to review the relationship between training program, customer satisfaction and service quality. Introduction In this research proposal, include explanatory study that will seek to test the effective training program influence service quality and customer satisfaction. The first section of the proposal introduces the proposed study. Nowadays organizations need to make themselves different from all the competitors. The most important part to make them different and special is good service quality that can achieve highest customer satisfaction...
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...HRM/531 Human Capital Management October 18, 2010 Cassandra Molavrh A Training and Mentoring Program Training and mentoring Training consists of planned programs intended to develop performance at the individual, group, or organizational levels (Cascio, 2005). Our training and mentoring program designed to help support all employees’ career paths. It will address the company needs, and assist the employees in identifying their goals. In addition to the above, it provides individual training that will assist employees to improve his or her skills. Initially, employees will be asked to jot down a specific goal. After goals identified, a schedule developed to provide on- the- job training both onsite and offsite in relation to their goals. Milestones can establish and deadlines will be set when each training objective must complete. Employees, who have finished training will not be left without any support. The mentoring program will give new employees a mentor to help them adapt to their new position, and this will continue throughout their entire caret with the company, but they can expect to become more independent as they continue to learn and grow in their positions. Organizations generally benefit from mentor-protégé relationships (Kram, 1980). Mentorship aids in the expansion of managerial ability for the business. Not only do these associations help young professionals become skilled at procedural knowledge, but they also aid them in learning the organizational...
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...REVISED IMPLEMENTING RULES AND REGULATIONS OF THE NATIONAL SERVICE TRAINING PROGRAM (NSTP) Pursuant to Section 12 of Republic Act No. 9163 otherwise known as the National Service Training Program (NSTP) Act of 2001, the Commission on Higher Education (CHED), Technical Education and Skills Development Authority (TESDA), and Department of National Defense (DND), in consultation with concerned government agencies, the Philippine Association of State Universities and Colleges (PASUC), Coordinating Council of Private Educational Associations of the Philippines (COCOPEA), Non-Government Organizations (NGOs) and recognized student organizations, hereby jointly issue, adapt and promulgate the following implementing rules and regulations in implement the provisions of the Act. Rule I GUIDING PRINCIPLES Section 1. Guiding Principle. While it is the prime duty of the government to serve and protect its citizens, in turn it shall be the responsibility of all citizens to defend the security and promote the general welfare of the State, and in fulfillment thereof, the government may require each citizen to render personal military or civil service. Section 2. Role of the Youth a. In recognition of the vital role of the youth in nation building, the State shall promote civic consciousness among them and shall develop their physical, moral, spiritual, intellectual and social well-being. It shall inculcate the ideals of patriotism, nationalism, and advance...
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...employee training and development program in Jiangnan Group Limited is not functioning good enough to help achieve the company goals. The major areas of weakness require further investigation and remedial action by management are company too rely on manpower, traditional training programs can be too costly and often too time-consuming, continually increase manufacturing cost by China’s current Five-Year-Plan (2011-15) of minimum wage and the rising value of the RMB raise the production cost and made the goods more costly to ship. To resolve the problems the following recommendations are proposed: * Review existing T&D programs to ensure they address MCO Competency Gaps and Leadership Talent Pool needs. * Revise/upgrade existing T&D programs to improve competencies and/or add ‘new’ ones * Develop new T&D Programs to identify necessary or additional resources (outside vendors, partnering arrangement with other agencies, budget/resources needs and availability, etc.) * By using E-training system, Jiangnan Group Limited is able to train employees stationed remotely, without having to regard geographic or language barriers. * Establishing a new manufacturing facility in South Africa to benefit from the growth in South Africa and its surrounding countries. * Also save cost from establishing a new manufacturing facility in South Africa * Using robots to replace manpower * Adopt E-training for management & marketing training * develop...
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...Give at least 3 different reasons why companies conduct training program Training programs are a process of helping people to have more knowledge, skill, attitude for their job, better work relationship and also lift up their work. It has many reasons why companies should have training programs but in this report will show 3 reasons in my opinion. 1. maintain/improve efficiency Training programs will develop their knowledge, understanding, skill and attitude of employee. If employees have more of these things, they can respond to their work more quickly and can adapt to their situation when their facing problem better that will make the efficiency of their work improve also. Training programs also help companies know that people are doing the right job or not, also it will let companies choose and selecting employee or can find other way that what they job are they suitable and shift them into other department to have more efficiency in work 2. Increase profit margin and revenue Companies that have employees that understand their job or have knowledge to invent something new, more competency, have knowledge of raw material that they produce or modify will make company reduce the cost of manufacturing, reduce waste and have a quick responds to customer. This might lead companies to cost leadership, increase profit margin over competitor and maintain or increase customer loyalty 3. Reduce employee turnover At first time employees come with their full of heart...
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...Developing a Training Plan University of Phoenix Organizational Leadership – LDR/531 Bridget Peaco December 6, 2010 Developing a Training Plan Organizations can help to improve employee communications and ethical practices among employees by having a successful training program in place. When a successful training program is in place, those trainings can provide other unique opportunities for organizations because those trainings can help to give employees important information that can help them be more successful at their job. When employees are successful at their job, that then equals more success for the organization. Training new employees and team environments is best implemented when the organization develops a training program that will give the employees useful information they will need to get a full understanding of the organizational structure, policies, and goals of the company. This paper will review some practices that prevented Enron from collaborating and communicating effectively, provide training ideas that could have helped the management staff be successful and lastly, address how this training plan could have improved Enron’s management team and other employees. When developing a successful training plan, one must identify the issues that were present within Enron’s leadership and management team. Training should start from the top, that way, the people with leadership status, including the management team, will be well prepared to successfully...
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