...Support/ResourcesNeeded | Barriers/Challenges | Solution/ActionPoint | The Arts andCreativity | Good | *Attend Seminar/Workshop on Enhancing Arts and Creativity Skills in Problem Solving | * 3 years every semestral break | * Seminar Workshop/Training Fund | *Arts Skills not developed*Conflict time with teaching period* Insufficient funding | *Ask permission/authority to the Department you are in the service*Give set/time for trainings/seminars*Grab the opportunity when there are free or not free seminars/trainings/workshop offered by the Department. | Ecoliteracy | *Good | *Attend seminars and participate in every in every activities promoting ecological literacy to develop awareness of the environment. | *3 every semestral break | * Seminars/Activities/Programs conducted by Environmental agencies/funds. | *Conflict time | * Ask permission/authority to the Department you are in the service*Give/Set time for training seminars. | Cyberliteracy(Computer and ICT) | *Good | *Attend computer related seminar-workshops to acquire develop skills in the use of computers, internet & other information technologies. * Enroll a computed related course (e.g. online course) * Integrate/use ICT in every subjects most often as a tool of learning process. | * 3 every semestral break | *Seminars/Programs/Activities required by the DepEd*Online Tutorial/ Classes Funds. | * Conflict time | * Ask permission/authority to the Department you are in the service.*Give/ set time for training seminars.*Grab the...
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...CORPORATE LEADERSHIP COUNCIL® DECEMBER 2005 www.corporateleadershipcouncil.com LITERATURE KEY FINDINGS Developing Asian Leaders Finding 1: Many Western companies believe they will gain competitive advantage by developing senior Asian leaders due to decreased staffing costs and better navigation of local culture compared to that of expatriates. That said, significant challenges exist for developing local talent, such as a lack of formal extensive education, Western management skills, and language skills. Advantages of Developing Asian Leaders Asian Trend: Sourcing Locally A Hudson Recruitment survey of 500 multinational companies indicates that 87% of companies do not plan to bring in new expatriate employees in the near future. This strategy is expected to avoid the increasing salary costs and lack of local market knowledge common 2 among expatriate new hires. Trend: Developing talent locally—According to a Deloitte Touche Tomatsu study (n=680), local employees will significantly outweigh expatriate talent in senior management positions in China in the coming years. Leaders at multinational firms expect expatriates to only hold 26% of senior positions that they currently hold. Therefore, to compete with other companies in the future, companies should invest now 1 in developing their local leaders. 2 Expatriates are expensive—The primary driver behind localization of the senior leadership in China is cost savings. Costs of expatriates include...
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...vocational, and training services to various segments of the local population. In response to the increasing dropout rate of high school students in the local community and a worsening financial situation at the local school district, the organization is considering the opportunity to offer basic skills and vocational training programs in the community. The purpose of this new program is to equip high school dropouts with necessary skills needed to gain potential employment opportunities. As an executive director, justify the reasoning behind this new program and develop a complete launch plan, including a budget and consideration of environmental factors. You must determine how data will be used to support the new program and consider human resources issues affecting this new program. The organization has these issues to consider: • The local economy situation is depressed due to steady job losses resulting from employers relocating to other cities and communities that offer better economic incentives to employers. As a result, local property taxes that support funding of high school programs have declined singifantly in recent years. The reduction has caused the local school district to lose significant financial resources to retain good teachers or fill vacant teachers’ positions. • In the last two years the high school dropout rate had climbed to 15% from 5%. The local school district along with state agencies decided to sponsor and fund new training and vocational...
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...position: Hotel Manager 3 2.0 Analysis to identify the HRM issues and challenges 5 2.1 Weaknesses and challenges of the chosen industry. 6 2.2 Practices which leads to improvement 6 2.2.1 Planning, recruitment and selection 6 2.2.2 Training and development 7 2.2.3 Reward management 8 2.2.4 Employee relations 9 3.0 Conclusion 11 4.0 References 13 Executive Summary The project was structured in several sections that yield information on major topics: planning, recruitment and selection; training and development; reward management; employee relations. In details this report examines how applied human resource practices may impact on the organizational commitment in the hotel industry by example Hilton Worlwide. The main body introduces HRM, Hilton profile, short brief of analysis to identify issues and practices that lead to improvement. The study shows an essential importance role of training and development, as well as reward management best tool to retain skilled employees in the hotel industry. 1.0 Introduction 1.1. Human Resource Management Employees are the most important asset of the organization, it is crucial to understand how to maintain good relations with its workforce. Human Resource Management (HRM) is aiming on effective and efficient use of human capital. (Heery & Noon, 2001). It includes the practices such as recruitment, training and development, reward and evaluation system. (Dessler, 2006) HRM is...
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...classifications. For example, for the first time in history, today’s workplace accommodates four different generations — the Matures, the Baby Boomers, Generation X, and the Generation Y. Each age group brings different perspectives on life and work; all of them relate differently to the same working environment; all of them bring new ideas that benefit the workplace on different levels. It is a great challenge for both employers and employees to learn to value and to embrace differences and not get caught up in stereotyping those who look, think and act differently. It is a great need to start learning about diversity by talking to people, asking questions and listening. The more we know about differences, the more we understand them and the more we can appreciate and value their contributions to the workplace. Employers need to learn how to integrate and manage their diverse workforce; employees need to recognize the challenges diversity brings and to be more flexible and adaptable. It is a process of cooperative efforts where everyone wins while acquiring new knowledge leading to new opportunities. As it is not possible to add fractions without finding a lowest common denominator, it is not possible to find effective workplace solutions without recognizing differences and finding...
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...INTRODUCTION Training and development is the main part in Human Resource Management (HRM). It is very significant for employees to enhance their performance and productivity, which leads to employee and customer satisfaction and an increase in the profitability of the organization.This report will be discussed by Australian public organization that named Department of Foreign Affairs and Trade (DFAT)in several aspects. 1. Introduce the background of DFAT, including background of the organization, the organization goals and strategy; 2. Link with DFAT to analyze five theories about training and development, which are cross-culture training, training design, development and managing diversity; 3. Summarize the performance in training and development and make a result that whether DFAT has a good performance in HRM; 4. Make some recommendations to promote the organization. BACKGROUND Background of the organization The Department of Foreign Affairs and Trade is a department of the government of Australia charged with advancing the Australian interests and the international representation of Australians. DFAT employs over 2000 permanent employees including 1140 of which were policy officers. In these policy offers, 49 per cent were working with the department in Australia, 35 per cent were overseas and 16 per cent were off-line (DFAT 2012, P4).In order to provide the Australian community and the government with the high quality foreign and trade policy results, the department...
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...the positive or negative value people place on outcomes’ (Kreitner & Kinicki, 2004, p. 300). This theory showed that job satisfaction was directly linked with how employees perceived their reward. Employees will alter their mind-sets only if they see the point of the change and agree with it – at least enough to give it a try (Lawson & Price, 2003). The second theory is equity theory. “Equity theory is a model that explains how people strive for fairness and justice in social exchanges or give-and-take relationships” (Kreitner & Kinicki, 2004, p. 290). Adam’s equity theory of motivation looks at inputs and outcomes of employee-employer exchange. Employees expect a return action for their input effort. This return could be rewards and training. Riordan Manufacturing is a global plastics manufacturer with annual earnings of $46 million (UoP, 2008). However, the company has been faced with declining profits. In response to this the company has made changes to its sales, manufacturing and...
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...on effective Training What else should Fred have done before choosing a training package? I believe that Fred should focus on the two things – first he should conduct a Training need analysis (TNA) procedure before choosing a training package. It is not only important but also necessary. The TNA process includes the series of the steps which help in determining the actual problems or issues at the workplace. It helps in multiple ways. It identifies that whether the training is the only solution of the problem or the employees are lacking the important knowledge, skills and attitude which are very necessary for performing the certain tasks of the job. A pre training research is very important in this case which will help Fred in identifying the actual and corrective action for the present needs. Secondly, before finalizing the particular vendor for the training program, Fred should conduct the research on the performance of the vendor related to its background, work experience, clients and customer. In the present situation, It must be difficult for Fred’s company to compete with big competitors like Home Depot. So it is important for Fred to do research on the market too before taking any decision related to the training and the selection of the vendor. It will help Fred and company in taking the right step at the right time as according to the needs of the company. If you were the training consultant that Fred hired, describe how you would plan for the training. How would you...
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...[pic] Reading Program Action Plan John Rhine Northcentral University Language Arts and Reading ED 7005 Dr. Little January 09, 2015 Abstract Reading comprehension among students in today’s society is of high importance. The ability to be college ready in reading and writing categories is a need that many students struggle with at the college level. This paper will focus on an action plan to alleviate those needs and allow for students to be better prepared for future challenges in reading and writing that await them. This paper will address deficiencies, challenges, and strategies to improve the literacy program at Anywhere ISD in Anywhere, Texas. Reading Program Action Plan A reading program plan should be determined by meeting the needs of the students it plans to serve (Ediger, 2010). In determining an action plan for meeting the students of my school there are several key factors I have to evaluate. School funding issues are prevalent in every state in America and in order for this to be effective funding issues need to be established. For the sake of argument this reading program action plan is built on the assumption that funding is not an issue but student success is of more importance. This action plan will focus on 8th grade students at Anywhere ISD in Anywhere, Texas. Based upon data, two thirds of 8th graders read below grade level (Martello, Martello, Modder man, Peterson, & Pan, 2013). Gunning (2013) suggests ten principles in implementing a successful...
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...Introduction Training is a key factor in enhancing the efficiency and expertise of the workforce. The Students Work Experience (SIWES) program prepares students for labor markets. It has become an innovative phenomenon in human resources development and training in Nigeria. The library profession, like other professions, is dynamic. This dynamism is in response to Information and Communication Technology (ICT). With the introduction of ICT into the field of library and information science (LIS), it has become imperative that library and information science practitioners possess the skill needed to function effectively in an ICT environment. Lawal (2002), quoting Francis Bacon, describes a professional as one who has mastered certain specialized intellectual techniques, and adds that it was the intellectual content which came to distinguish the profession from the medieval craft. According to him, increased specialization of skills means that the term “profession” is now used for certain occupations which enjoy prestige and which give esoteric service. Such professions include architects, surveyors, doctors, librarians and information scientists, and engineers, among others. The intellectual work of librarians derives from the application of scientific principles in organizing, storing, retrieving, and disseminating information. In recent years, the library profession has been affected by developments in ICT. Igbinosa (2007) notes that advances in ICT have changed the...
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...fulfillment of the requirements for the Master of Science in Hotel Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas December 2008 2 ABSTRACT Managing Cultural Diversity in Hospitality Industry By Yi Gong Gail Sammons, Committee Chair Professor of Hotel Management University of Nevada, Las Vegas Cultural diversity has become a major issue in the hospitality industry of the United States. This paper focuses on analyzing the change faces and current status of the cultural diversity in the hospitality workplaces, discussing the opportunities, benefits and challenges from the culturally diverse workforce, and providing practical recommendations that might help human resource managers to successfully dear with cultural diversity issues. Based on the analysis of cultural diversity, this paper creates a cultural diversity training...
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...suppose to create an environment that maximizes the development of each staff members potential. Work opportunities should be created where individual employees can meet their individual needs while meeting goals of the organization. To motivate effectively, a manager must be in tune to each practitioner’s personal needs and interchange between the work environment and employee needs and abilities. 2. Some elements hat may contribute to burnout are complexity, structure, administrative processes, and interpersonal relationships. A manager can create an environment that would help minimize these factors by setting realistic goals, prioritizing work, balancing undesirable with preferred tasks, recognizing achievement of personal and departmental goals, and to create supportive networks. 3. Even though a manager can never be sure a system is legally defensible, there are several steps that can help ensure nondiscrimination. Some legal factors that a manager might consider when designing a personnel appraisal system are that the contents of appraisal should be in writing. It should be at least one per year and should be based on the job analysis. Standards, results, an appeal process, and anti- discrimination laws should be communicated to personnel. Employees should have an opportunity to respond in writing to appraisals. The organization in which the therapeutic recreation program is housed greatly influences the manager’s role in performance reviews. An organization usually...
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...FY 2002 Annual Performance Plan Table of Contents 1. Introduction The 1913 Act that created the Department of Labor (DOL) stated that its purpose "... shall be to foster, promote and develop the welfare of the wage earners of the United States, to improve their working conditions, and to advance their opportunities for profitable employment." While this statement is as true today as it was 88 years ago, our vision has matured as the Department has addressed changing economies and a diversified workforce. Today, the Department must ensure that the 21st century workforce is prepared to face the 21st century economy with hope--by equipping all workers with the skills to reach their aspirations. As we respond to the challenges of the changing economy, the Department's first responsibility will continue to be the protection of workers by enforcing the Nation's labor laws: * to ensure the safety of every workplace, * to guarantee an honest day's pay for an honest day's work, * to stop discrimination, * to protect workers from coercion and intimidation, and * to safeguard the pension of every American worker and retiree. The Department will emphasize prevention and compliance assistance--to protect workers before they are harmed physically or economically. Consistent with the Department's commitment to enforcement, we will work together with employers on better prevention strategies, avoiding whenever possible the loss of life, health or economic well-being...
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...International Business HRM – Final Paper Human Resource Management: A Research Case about Microsoft in India Over the past several years, the environment for competitive business opportunities in India has grown drastically, especially within the major technological, pharmaceuticals, and biotechnology industries. As a newly appointed manager for Microsoft Corporation, within the Global Human Resource Management (HRM) division, it is my responsibility to ensure that these opportunities for business growth and expansion for Microsoft in India are approached in the most effective manner. I have prepared a comprehensive discussion on my agenda to carry out this responsibility. First, I discuss the current and projected future business environment within India, including cultural and societal trends and best practices for HRM. Second, I discuss how Microsoft can strategically and effectively take advantage of business opportunity and growth within India, from a global HRM perspective. Third, I discuss my specific strategies related to HRM as a newly appointed manager for Microsoft. And finally, I provide a summary of my discussion. It is estimated that India will have a population of 1.45 billion people by 2030, made up of a labor force of approximately 986 million people (Chatterjee). This rapidly growing labor force is comprised of primarily young people, as over 1.1 billion people in India’s population are below the age of 25. Furthermore, by 2050 India is projected to...
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...Addressing Challenges of Groups and Teams LDR/531 October 31, 2011 Abstract Challenges and benefits exist in communication, collaboration, and conflict within groups and teams. Organizations need training plans to ensure the success of groups and teams. The following paper will show the challenges of groups and teams within the Phillips organization. Team B has developed a training plan for Phillips. This paper will include a summary of the training plan, the challenges and benefits of communication, collaboration, and conflict, a discussion on how it will work in the organization, and a discussion on any unique challenges the plan could address. Addressing Challenges of Groups and Teams Organizations are relying on teams to complete tasks and projects that managers would normally do individually (Yukl, 2010). Yukl defines a team as a “small task group in which members have a common purpose, interdependent roles, and complementary skills” (2010, p. 333). Different groups and teams make up organizations. The success of these teams directly influences the success of the organization. Groups and teams are not the same thing. A group is two or more individuals, interacting and interdependent, who have come together to achieve objectives (Yukl, 2010). The group interacts to share information and make decisions within his or her area of responsibility. A work team, on the other hand, generates positive synergy through coordinated effort. The individual...
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