...“BrainTraining: Should you believe the hype?” Etchells (2016) in his article “Brain Training: should you believe the hype” talks about whether a brain training app actually works the way they sau it should. Initially he talks about neuro-plasticity is and how the idea behind game training is surrounded around the basis of neuro-plasticity. He later talks about the idea of brain training and how it has become a large business over a very short period of time. He then goes on asking whether these apps or methods actually work and improve the users skills or not, he answers with his own point of view saying that according to him these apps do not work the way they have been described to work by the developers. He further goes on to support his views by sharing some statistics from surveys conducted in different universities. However he mentions that certain apps and techniques have shown results in the age group 60+. He concludes his article by mentioning that general video games that require reflex and decision making skills seemed to have a far better effect than brain training apps, so he advises us not to waste our time and money on these apps as they are not a quick fix to making us smarter. In this essay I am going to analyze Etchells (2016) article about brain training and give my personal opinion and discuss about the points I agree and disagree with. Reading the article it is clear that Etchells(2016) target audience are students of all ages who believe that instead of...
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...Biplob Hossain | 1120010 | | 03. | Liton Bhakta | 1120024 | | 04. | Mohammed Wabaidullah | 1120031 | | 05. | Md. Munjil Ali | 1120033 | | 06. | Md. Nazmul Hossain | 1120039 | | 07. | Torun Kumar Datta | 1120062 | | 08. | Md. Tushar Mahmud | 1120065 | | Abstract: Employee training and development play an important role in the effectiveness of organizations and to the experiences of people in work. Training has implications for productivity, health and safety at work and personal development. The global competition and swiftness of changes emphasize the importance of human capital within organizations, as well as the swiftness and ways of knowledge gaining of that capital. In the economy where uncertainty is the only certainty, knowledge is becoming a reliable source of sustained competitive advantage. Knowledge is becoming basic capital and the trigger of development. Previously built on foundations of possessing specific resources and low costs, present day competition is based on knowledge possessing and efficient knowledge management. Modern organizations, therefore use their resources (money, time, energy, information, etc.) for permanent training and advancement of their employees. Organizations which are constantly creating new knowledge, extending it through the entire organization and implementing it quickly inside the new technologies, develop good products and excellent services. Employees tends to become absolute, and therefore making...
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...Question 1 When an organization encounters extreme turnover, the organization will suffered in terms of brain drain that is considered as the loss of skills, power, and human resource. However organizations that have little turnover will achieve their objectives. There are two types of turnover, that this essay will focus on as well as the causes and ways that can be used to counter both turnovers. Firstly, turnover refers to leaving the organization because of employees not being happy with their employer’s decision or attitude, which creates job dissatisfaction occurring from negative treatment. Involuntary turnover occurs when the organization causes depression or dissatisfaction by terminating employees, in simple terms “turnover initiated by an employer (organization)” (Noe, et al., 2011). Voluntary turnover refer to employees reaction against bad situation offered by the organization or in other words, “turnover initiated by individual employee” (Noe, et al., 2011). These two turnovers lead the organization into “brain drain” in terms of human resources and negative publicity. Secondly, involuntary turnover is used by the organization for reasonable reasons to encounter the change and also to avoid harassment and other activities that can put the organization into serious issues in the future. Noe (et at, 2011) stated two causes of this kind of turnover which is “drug use” and “downturn”. Employee who use drug but not only drug, harassment activities within the organization...
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...Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Dawnita Blackmon-Mosely Tiaunna Connelly Elizabeth Davis Jesus Elias Jaimi Faux Michael Morris Rodney Ulibarri Webster University Abstract The purpose of this project was to develop a training program for Wellbridge Clubs that focused on teaching sales staff to sell personal training (PT) packages to members, in order to increase Wellbridge sales. The training agenda was designed based on Silberman’s (2006) Active Training, in order to engage the participants in their learning process. The use of immediate learning exercises is intended to draw the participants into the process of guided note taking during the brain-friendly lectures. Through headlines and graphical associations, organized information is presented that is more easily retained. Role-playing scenarios solidify newly acquired information, and action planning provides an opportunity to prepare the participants for on-the-job application. These techniques were chosen because they provide the best option for active involvement of the participants, and thus, their attainment and retention of skill. Keywords: Wellbridge, personal training, active training, human capital Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Wellbridge Clubs is a fitness management company that was founded in 1983 in Denver, Colorado (Wellbridge Clubs, 2014). Through the operation of 19 athletic clubs nationwide, Wellbridge...
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...basically the only real assets in the business are the people as they are able to create all things from natural resources. All things created started within the brain of man, therefore, all wealth should be distributed on an equal basis (last part of this postulate, "equal distribution" is wrong or a fallacy as all people are not equal in what they produce or contribute). Since HR is an important asset to any business, its play a role in contributing a competitive advantage to the business by providing its expertise in the areas such as: * Organizational development – by creating the value to meet customer satisfaction and developing a unique culture * Compensation and benefit * Managing change and facilitating training and development * Recruitment and selection of staff * Employee relations – by communicating with employees on any issue or concern, Furthermore, HR is also very important in building the capacity and capability of its people to achieve their full potential strategy strengthens the business in the long term, to face the challenges of its sustainability, to compete with the global challenges and to face the technology challenges. What are some typical on-the-job training techniques? What do you think are some of the main drawbacks of relying on informal on-the-job training for breaking new employees into their jobs? When an employee learns...
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...HR Practices in Novartis Bangladesh Contents Executive Summary .................................................................................................................................... 2 Introduction ................................................................................................................................................. 3 Company Background .............................................................................................................................. 3 Mission...................................................................................................................................................... 4 Vision ........................................................................................................................................................ 4 Methodology ................................................................................................................................................ 4 Recruitment ................................................................................................................................................. 5 Selection ....................................................................................................................................................... 6 Basic stages of selection ........................................................................................................................... 6 Tests Measures ...........
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...This research paper goes through twelve different articles that report on different types of trainings that companies and human resources departments can offer. They range from new hire orientation, leadership training, health and safety, mentoring and coaching, apprenticeship, and cultural trainings. O’Toole said to have the employees say “I am welcomed, therefore I belong.” All before the employees left there orientation. The human resources management is one of the most important jobs in the company. They’re responsible for all the managerial activities and tasks. One of the many things the human resources management department is in charge of is training. There are many different trainings such as new hire orientation, leadership, health and safety, mentoring and couching, apprenticeship and cultural. New hire training often called new employee orientation can get costly especially if the company has a high turnover rate. According to Brain Benton (2014) there are six reasons why untrained employees can end up costing the company more money than trained ones. The first reason being that when companies have untrained employees they’re usually unhappy employees. If employees don’t feel satisfied with their training it’s going to affect their performance. The second is that untrained employees have a low production value. Workers could have lower quality performance then they should. The third reason being that untrained employees are inefficient. It takes them longer to...
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...Reading Comprehension Chapter 6 1. Why is training an important supervisory function? Employees need systematic, guided training aimed toward improving job performance. Training can hold the key to productivity gains and improved customer service. 2. Mark’s department is finally receiving the new computer terminals that other departments have had for several months. Would it be a good idea for Mark to let his employees learn about the operation of the new terminals by reading the manufacturer’s instruction manual? Why or why not? Reading the manuals may be okay for some employees but others may learn better by having hands on training. Manuals are sometimes hard to understand and may not be able to answer all questions the employee has. Training keeps a close eye on measurable performance outcomes and is often highly solution-oriented. 3. What information can you gain from a skills inventory? Skills inventory tells you what skills each worker has acquired as well as the total skill capability and training needs of your department. 4. What is the difference between training that focuses on knowledge and training that focuses on job skills? Why might both be important for supervisor to accent? Knowledge is information that can be learned from reading, listening to an expert, or keen observation. Knowledge often provides a strong foundation for effective action. Skill, the ability to perform a job-related action, is a combination of relevant knowledge...
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...THE TRAINER PROCESS INVOLVES • Pre-training Evaluation ------------------------------ Session 1 Participatory Training Principles and Practices • Guidelines • Knowledge of learners (Interactive talk, followed by discussion) ------------------------------------------------- Session 2 Requirements, Qualities and Role of a Trainer ---------------------------------------------- Session 3 Facilitating an Effective Learning Environment (Interactive talk-cum-discussion) ---------------------------------------------------------- Session 4 Principles and Practices of Training an Adult Learner, (Illustrative talk, followed by discussion) ---------------------------------------------------------- Session 5 Proper use of Communication and Media for Effective Training • Qualities of a good communicator • Considerations for an effective message • Media use in training (Illustrative talk) ------------------------------------------------------ Day 2 Session 6 Training Methods – Their Importance and Use (Illustrative talk) ---------------------------------------------- Session 7 Introducing the training manual on -------------- ---------------------------------------------- Session 8 Introducing the Lecture method, followed by Practice Session on training ---------------------------------------------------------- Session 9 Presentation of the Interactive Talk method, followed by Practice Session on training ------------------------------------------------ ...
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...of different types of human resource assets required by th meet its current and future requirements. Determining and implementing business policies and practices that are best suited to acquire, develop, re effectively the human resources in the organization. ∑Recruitment of people. Ongoing management of activities related to remuneration of people and development and maintenance organizational culture and work environment, conducive to effective and efficient working of people as groups. ∑Providing support for recruitment of the required people in the organization. Providing support for decision making on increment, promotions, transfer and other similar people relate organization. Providing support for ongoing development and training of the people, in line with requirement of the or current availability of skills and capabilities. Pervasive Force: HRM is pervasive in nature. Ii is present in all enterprises. It permeates all levels of organization Action Oriented: HRM focuses attention on action rather than on record keeping, written proced problems of employees at work are solved through rational policies. Individually Oriented: It tries to help employees develop their full potential. It encourages them to gi organization. It motivates employees through a systematic process of recruitment, selection,...
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...Table of Contents 1.Introduction to Nokia 2.Analyzing work and designing jobs a.Job analysis b.Job design 3.Selecting employees a.Selection process b.Selection tools and methods 4.Training and development a.Training employees b.Developing employees for future success Introduction to Nokia The Nokia corporation is a Finnish multinational communications and information technology corporation that is headquartered in Espoo, Finland, was founded in 1865. Nokia was mainly on paper production, then gradually to rubber, tire, cable and other fields, and finally developed into a mobile phone manufacturer. It’s main products are mobile phones and portable devices. It also provides network services, including applications, games, music, media and communications, and free digital map information and navigation services through its wholly owned subsidiary Navteq. ‘Nokia was the world’s largest vendor of mobile phones from 1998 to 2012’ (BBC, 2012). And since 1996, Nokia occupied the market share for the first 14 years in a row. However, it has suffered from declining market share when facing apple launched the iPhone in 2007, and the phone which uses the Google Android systems. Nokia’s global mobile phone sales in the first place in the second quarter of 2011, by Apple and Samsung both beyond. Then the economic value of Nokia decline rapidly. In order to recover, Nokia announced a strategical partnership with Microsoft to develop...
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...Bachelor of Science in Tourism became an in demand course. Every student should be equipped with knowledge and self-confidence. The College of Hospitality In Management And Tourism of Laguna State Polytechnic University – San Pablo City Campus includes in its curriculum On-The-Job Training, the colleges aims to make their students confident and mature enough to face the reality of tourism industry even in the years ahead. Taladtad (2006) said that education has been regarded as a mean towards economic stability and progress. The increasing productivity of the workforce is due mainly to the increase in the education and training of the people. The success and development of the country would greatly depend in the productivity of its human resources- which is considered as one of the vital asset of the nation. And to have a good and competent manpower resources, quality education and intensive training is necessary for the students to become skilled and productive workers when they become part of the labour force. He also said that it is primarily concerned with the exposure of the student to the outside world. So that he can choose his interests and mode of living and his career. On the other hand, training is primarily concerned with the preparation of the participants from certain lines of action which are defined by technology and by the organization in which e works. Education is not only limited to the degree of an individual that can be attained, however, it must be companied...
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...Mattu Sampath Kumar Registration I12EMDL4964. Course: Executive Master Program in Business Administration. Duration : 1 Year. Semester-1 Part One Human Resource Management Section A 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others c. Ethnocentrism 2. It is the systemic study of j ob requirements & those factors that influence the performance of those j ob requirement s a. Job analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment b. Minimum Wages Act, 1948 4. __________ is the actual posting of an employee to a specific job b. Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as b. Development 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change 7. It is a process for setting goals and monitoring progress towards achieving those goals d. Performance management system 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high c. Rating scale 9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an organization a. Human resources 10. A learning exercise representing a real-life situation where trainees compete with each other to achieve specific objectives b. Management game Part Two: 1. Explain the importance of Career Planning in industry...
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...Human Resource Management. SECTION A Part one: Multiple choices: 1 Ans. c. Ethnocentrism 2 Ans. a. Job analysis 3. Ans b. Minimum wages Act, 1948 4. Ans. b. Placement 5. Ans. b. Development 6. Ans. a. Planned Change 7. Ans. d. Performance management system 8. Ans. c. Rating Scale 9. Ans a. Human resources 10. Ans. b. Management game Part Two: Q1.Explain the importance of Career planning in industry. Ans: The importance of Career Planning in industry are the following; 1. Proper career planning can give employees perspective and meaning to their profession. A career plan acts like a career guide for the future and having a set plan will help follow the process without feeling lost in the middle of a profession. 2. A proper career plan with well laid out deadlines help people focus on achieving their objectives. This is because it gives a clearer picture to the person in concern and therefore, the person can focus on making the objectives come to life because their minds are not as clouded as those without career plans. 3. Someone with a plan will always be on the move in an attempt to get the objectives set out while others might get tempted to move off track and lose sight of their main career goals. 4. Someone with a plan and someone who aims to achieve will be greatly influenced to win if they have a well structured career plan in place. This is because their career plan acts as their professional benchmark and light. Although it is always advisable...
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...CAREER OBJECTIVE: To obtain a full time job position that will utilize and enhance acquired human resources management knowledge, skills, and attitude towards continuous career development. EDUCATION Master of Science in Human Resources Management, 2015 UNIVERSITY OF SANTO TOMAS BACHELOR OF ARTS IN BEHAVIORAL SCIENCE, 2010 UNIVERSITY OF SANTO TOMAS PROFESSIONAL EXPERIENCE EMERSON ELECTRIC ASIA LTD (ROHQ) DURATION JULY 2011 TO PRESENT POSITION PAYROLL SPECIALIST • Validates time and attendance and salary of employees • Prepares payroll report every cut off, for manual crediting and for additional instructions • Checks final pay computation and prepares check payment request • Updates clearance workflow for resigned employees • Prepares Letter of Guarantee and Certification of Employment for travelers • Handles/answers payroll issues/concerns of all Emerson employees (approximately 3,000 employees) • Handles Business units of EEAL • Conducts new employee orientation and payroll presentations in Communications meeting for the business units. • Prepares T&A reports for Business units (by request) • Administers timely and accurate payroll processing every 15th and 30th of the month • Assists employees in understanding their BIR form 2316 and 1700 filing • Assists Manager in tax issues • Facilitates the tax consolidation orientation for new hires DURATION DECEMBER 2010 TO JULY 2011 ROLE SERVICE DESK ANALYST FOR FACILITIES, PAYROLL...
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