...[pic] Training Proposal Fundamental Communication Skills Training for Managers Prepared For: Institute for Children, Poverty, and Homelessness 44 Cooper Square New York, NY 10003 Provided By: Personnel Fusion Consultants Table of Contents ICPH Background: The Institute for Children, Poverty and Homelessness is an independent nonprofit organization that was founded in New York City in 1990. The organization was formed after the late 1980’s when family homelessness rates was increasing in the United States. (ICPH) is a research and development organization that studies the motives of family homelessness and as well, develops data to inform and help enhance public policy for family homelessness. During their past 25 years of service, the Institute of Children, Poverty and Homelessness has been committed to advance statistics as they believe this data is what interests the public and political provision to help with homeless families. Their mission is to study the impact of poverty on family and child well-being and to generate research that will enhance public policies and programs affecting poor and homeless children and their families. ICPH examines the condition of extreme poverty in the United States and its effect on educational attainment, housing, employment...
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...Training and Mentoring Development InterClean is on the cusp of tremendous change. The organization has merged with a former competitor in the sanitation industry in an effort to become a defining force within a changing market. Such dramatic outward change also means drastic inward change as InterClean must now begin developing selected employees in an effort to create a workforce capable of executing the organization’s new business strategy. The bulk of this new strategy lies in the hands of our new sales team as we transition into a customizable product/service bundle for each of our clients. As a result we have developed a training and mentoring program to better position our sales team for success in this venture. As stated by Cascio, “The organization is responsible for providing an atmosphere that will support and encourage change, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (Cascio, 2006, p. 288). This report gives a broad outline of our new program that is designed to provide the atmosphere of which Cascio speaks. In order to create a training and mentoring program that is effective, we must first understand some of our training needs. This has been accomplished through the examination of four broad areas relating to employment within InterClean. These areas...
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...EXECUTIVE SUMMARY Training Design for GM's Service Advisor's December 7, 2011 This reported was constructed by Team Easy A’s and was designed to provide insight of how making certain policy changes and implementing different training methods is crucial to enhance customer satisfaction and ensure more consistent and sustained business. A survey was created and deployed to customers with the intent of finding out which areas where lacking. The survey had questions pertaining to levels of satisfaction after recent service repairs, communication and notifications after the service was completed. The information that was obtained was invaluable in finding out what was needed to complete the training design and ensure training transfer. The literary research exemplifies that dealerships rely heavily on their customer bases. Customer service goes well past being polite at the door; it also involves being relevant in the community and not taking customers loyalty for granted. It is important to always be mindful of the areas of customer service that will always need to be constantly improved upon. The main issue that was discovered dealt with customers not being appropriately informed of the cost and time it would take to finish their repairs. These issues could have been avoided if the promise times were more conducive to the actual abilities of the mechanics being able to finish the service on time. It is important for Service Advisors to be as accurate as...
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...Activities | 0900 - 0930 | Registration | 0930 - 1000 | Brief Introduction of the Training Course | 1000 - 1130 | Explanation of the importance of communication | 1130 - 1145 | Tea Break | 1145 - 1230 | Interactive game session | 1230 - 1300 | Interactive talk and discussion on the game session | 1300 - 1400 | Lunch | 1400 - 1600 | Illustrative talk on Time Management | 1600 - 1630 | Self-assessment on time management | 1630 - 1730 | Sharing experience | Programme Details Participants will have to gather at 9 o’clock in the morning and register themselves at the counter in front of the multipurpose hall KB005. After that, they will lead by the helpers to their seats accordingly. At 9.30 a.m., the trainers will have a brief introduction of the training course for the day. This is a stress management training programme which consists of two modules. The first module will be related on building interpersonal relationship and the second module will be regarding on time management. By giving a brief introduction to the participants, they can have a rough idea on what should they expect. First module starts at 10 a.m. by giving a lecture on the importance of communication. This allows the participants to understand that communication is not merely exchanging information but to understand the meanings behind the message and the emotion of the people. Effective communication requires not just to convey the message and being understood by the people but is also...
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...MAHATMA GANDHI UNIVERSITY KOTTAYAM REGULATION 1. COURSE OBJECTIVES The MG University MBA program is designed with the following objectives: 1. To develop young men and women in to professional managers to manage all sectors of the organized economic activity. 2. To equip the youngsters with conceptual and interpersonal skills and social purpose for managerial decision-making and its execution in real situations. 3. To develop and encourage the entrepreneurial capabilities of young generation to make them effective change agents. 4. To meet the demand for trained and professional people in the country at the top level management of business and industrial organizations in the light of the new economic and industrial policy of the country. 2. COURSE DURATION The MBA (Full Time) programme of Mahatma Gandhi University shall be spread in two years duration with 4 Semesters. Each semester shall comprise of a minimum of 16 instructional weeks of 5 days each of 5 hours a day (total contact hours 400). Continuous Internal Evaluation during the course period and University examination at the end of each semester shall be conducted. There shall be a semester break of 15 days each in addition to the usual Onam, Christmas and summer holidays. 3. ELIGIBILTY FOR ADMISSION 1. A pass in any Bachelor’s Degree Examination of Mahatma Gandhi University or an equivalent degree of any other universities duly recognized by M.G.University with not less than 50% marks in the aggregate for all parts of...
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...Communication Channels Jessica Gray, Shayma Hashem, Bernita Jones HCS/320 July 18, 2012 Jeanette Godfrey Communication Channels Communication is the transmission of information, ideas, emotions, values, and attitudes. Communication channels are the modes or pathways in which organizations or parties may communicate (Ouellett, 2003). Throughout the health care industry many options are available today to transmit information for communication purposes. Communication channels used today in the health care facilities are e-mail, Internet, intranet websites, advertisement, newsletters, journals, newspapers, mobile phones, fax machines, and face-to-face communication. This paper will be disclosing the various organizations and their modes or methods of communication. St Joseph Mercy Hospital-Oakland St Joseph Mercy Hospital-Oakland (SJMH-O) uses many mediums to communicate both to physicians, employees, and the community. In addition, SJMH-O has a newsletter mailed to employees, physicians, and the community introducing the various services offered for preventative and treatments for chronic illness. The newsletter also introduces new physicians and their specialties and upcoming events (seminars, workshops) to educate the community. The Heart Institute at SJMH-O has earned recognition as one of the best cardiovascular centers in the United States (Michigan Medical Report, 2010). According to the article, “Excellence is the Hallmark of Our Heart Program,” SJMH-O Heart...
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...TRAINING NEEDS ANALYSIS (TNA) THE ROYAL AUSTRALIAN AND NEW ZEALAND COLLEGE OF RADIOLOGISTS® The Royal Australian and New Zealand College of Radiologists Strategic Priorities 2010 - 2014 Name of document and version: Training Needs Analysis (TNA), Version 1 Prepared by: Kelly Menzel - Educational Development Manager Sharon Messina - Director, Education and Research Submitted to: Endorsed by College Council, 21 July 2011 ABN 37 000 029 863 Copyright for this publication rests with The Royal Australian and New Zealand College of Radiologists ® The Royal Australian and New Zealand College of Radiologists Level 9, 51 Druitt Street Sydney NSW 2000, Australia Email: ranzcr@ranzcr.edu.au Website: www.ranzcr.edu.au Telephone: + 61 2 9268 9777 Facsimile: + 61 2 9268 9799 2 CONTENTS 1. INTRODUCTION……………………………………………………………….3 2. WHAT IS A TRAINING NEEDS ANALYSIS? ………………………...……4 3. BENEFITS OF UNDERTAKING A TNA……………………………………..6 4. INITIAL QUESTIONS ………………………………………………………..6 5. METHODOLOGY………………………………………………………………8 6. TRAINING NEEDS IDENTIFIED……………………………………………11 7. RECOMMENDATIONS………………………………………………………18 8. CONCLUSION………………………………………………………………...22 9. REFERENCES………………………………………………………………..24 10. BIBLOGRAPHY……………………………………………………………….26 11. APPENDIX 1…………………………………………………………………..27 12. APPENDIX 2…………………………………………………………………..28 13. APPENDIX 3…………………………………………………………………..36 Education and Research Portfolio Training Needs Analysis 22 July 2011 Page 2 1) INTRODUCTION This training...
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...system? 3 It is an application that supports the delivery of HR management, and automates a number of processes with a view to increase efficiency and standardize HRM processes for the Ukrainian civil service. It is comprised of modules, that are interlinked. Comprehensive HR system is a foundational element of HRM Reform project. Background and Context 1 4 This roadmap was developed on the basis of interviews held with Heads of HR and MDCS officials in the spring of 2009, to gather information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets with no connectivity; Limited archival and retrieval capability for employee records; HR specialists spend most of their time processing HR transactions, leaving little time for strategic work; staffing, training and performance evaluations appear to be the most onerous processes; Background and Context 2 5 HR staff eager for new technology and tools, to...
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...Employee Training and Development Employees are an integral part of an organization’s ultimate success; an organization’s goal should not only be to attract high quality employees, but also to produce them. In order to cope with the rapid changes in the external environments, organizations need to grow and innovate continuously and sustain itself in a highly competitive market by strengthening or expanding knowledge base, skills and abilities of their employees (Truitt, 2011). Thus organizations must implement effective training programs to help their employees gain essential skills they need for success, productivity and enhanced job performance. Training and education have shown to have a significant positive effect on job involvement, job satisfaction and organizational commitment (Truitt, 2011). Effective training programs should foster “positive relationship between learning satisfaction and the effectiveness of the learning applied” (Truitt, 2011, p.2). Training should be aimed to provide employees with proficiency in the execution of given tasks and allows employees to enhance their skills and competence levels and to ensure that they have access to all the resources that they need to support development and growth. Employee training “typically entails personal involvement, commitment, and experiential gains” and involves “learning by doing” (Hughey & Mussnug, 1997, p. ). Positive training may assist with the reduction of anxiety and frustration which most employees...
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...experience in consumer lending and requires new and practical knowledge in Consumer Lending & Interviewing. This 7 hour full day session will equip you with the theory, knowledge and skill to provide yourself to conduct a proper lending experience for your members/clients. Strength of this course is to provide the best service to your member/client and the ability to apply this to your every day consumer lending environment. Trainees: 25 Financial/Credit Service Staff Members Time: 9 a.m to 5 p.m | * A2 – Course Outline: Time | Module Title | Module objective/s | 9:00AM – 9:30AM | Introduction * Trainer & Trainee Introductions * Housekeeping rules * Agenda | Trainer will begin by introducing herself with trainees introduction of themselves with a brief description so they are familiar with who they will be working with. | 9:30AM – 10:30AM | Module 1 - Retail Lending -Introduction to the Loan Portfolio, the definition, profitability, cross selling, 8 C’s of Credit & matching. | Trainees will listen closely to the topics discussed by taking notes of the 8 C’s of Credit. | 10:30AM – 10:45 | BREAK | BREAK | 10:45AM – 11:15 | Trainer will begin describing the lending process and reviewing the list of responsibilities assigned as a member consultant/lender. As a short group discussion will follow to identify any misunderstandings. | Participants will begin to making a list individually; they then will explain to the...
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...MODULE A2003 ENGLISH FOR TECHNICAL PURPOSES 2 INTRODUCTION and GUIDE CURRICULUM GRID | TOPIC |UNIT |TIME ALLOCATED | |Application for Industrial Attachment |1 |4 weeks (8 hours) | |Processes and Procedures |2 |4 weeks (8 hours) | |Instructions |3 |3 weeks (6 hours) | |Description of Object |4 |3 weeks (6 hours) | UNIT 1 : APPLICATION FOR INDUSTRIAL ATTACHMENT 1. Letter of Application for Attachment for Industrial Training 2. Confirmation by Telephone for Industrial Attachment 3. Thank You Letters UNIT 2 : PROCESSES AND PROCEDURES UNIT 3 : INSTRUCTIONS UNIT 4 : DESCRIPTION OF OBJECT Introduction This module is designed for second semester students taking technical courses at the polytechnic. The learning materials provided in the module will help you improve your language proficiency to handle communication situations as well in English. The module is designed for 30 contact hours. This includes assessments and class activities. General...
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...MYGOVERNMENT ONLINE SERVICES PORTAL (MOSP) CHANGE MANAGEMENT REPORT TABLE OF CONTENTS 1. INTRODUCTION ....................................................................................................... 3 1.1. Document Purpose ............................................................................................ 3 1.2. Audience ............................................................................................................ 3 1.3. Project Background .......................................................................................... 3 2. CHANGE MANAGEMENT ........................................................................................ 4 2.1. Overview ............................................................................................................. 4 2.2. Objectives .......................................................................................................... 4 2.3. Approach ............................................................................................................ 4 2.4. Methodology ...................................................................................................... 5 3. MOSP CHANGE ENABLEMENT WORKSHOP ....................................................... 6 3.1. Overview ............................................................................................................. 6 3.2. 3-Phase Process .................................................................
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...DRP / ECP Disaster Recovery Plan Enterprise Continuity Plan This presentation will explore the different parts and pieces necessary for a successful Disaster Recovery Plan / Enterprise Continuity Plan. More specifically, this presentation will provide information needed to garner and bolster support for such a plan from the university’s executive team. A well prepared, maintained and rehearsed recovery and/or continuity plan should have the ability to keep the university up and running throughout any type of disruptive event. DRP/ECP Team Members & Roles ● ● ● ● ● ● ● ● ● ● Crisis Management Team Administrative Support Team Damage Assessment Team Recovery Coordination Team Corporate Communications Team Human Resources Support Team Site Restoration Team Transportation Support Team System Restoration Team Voice Recovery Team and End-User Tech Support Team The Crisis Management Team should be a cohort of upper level management that will be responsible for all significant decision making in response to the current event. Only specific members of the Crisis Management team should be authorized to declare an emergency and decide on the appropriate action. Key responsibilities of this group include: analyzation of preliminary reports, disaster declaration, determination of appropriate response, activation of contingency plans and notification of team leaders (Hiles, 2010). The Administrative Support Team includes representatives from all major departments who can provide...
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...The Impact of ‘Lean’ The purpose of this module: This module will look at how to manage within a lean environment and what considerations need to be taken account of when making management decisions. We will then look at the impact of lean across several industry sectors and conclude my looking at the way Lean and Six Sigma have become closely integrated. Timing: 60 – 90 minutes Lean Process Management When you start to undertake Lean reviews within an organization you have the opportunity to integrate it into the corporate strategy and long term vision for the business. Agreeing to review all production areas within a business to ensure they are efficient using lean methodology can make a big difference to the way you perform and deliver. Lean Process Management Many organizations use the balanced scorecard to report on their performance. The balanced scorecard reports on performance by four quadrants or areas to demonstrate how the business is moving towards its vision or corporate strategy. These areas are Financial, Customer, internal business processes and learning and growth. Lean has significant overlap with these areas to help develop and achieve the corporate goals. Lean Process Management It focuses on the customer and their values, it measures structured improvements, often with financial values, it puts quality and internal process improvement as a continual cycle and it engages with all employees offering ...
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...SAP Modules List: Introduction to SAP and the different types of modules First, let’s get down to the basics. SAP AG is a German company that makes business management software for enterprise level businesses. SAP AG is one of the largest software companies in the world and stands for “systems, applications, and products in data processing”. SAP AG provides end to end solutions for several business applications including manufacturing, logistics, accounting, and distribution. They are best known for their SAP ERP (enterprise resource planning) software, SAP BW (data warehouse product), SAP Business Objects software, and SAP HANA, (high performance analytic appliance). If you are interested in learning more about SAP HANA, we suggest taking this class on the basics that will introduce you to SAP HANA Studio, Reporting using BI 4.0, SAP HANA Architecture, SAP HANA Administration, and SAP HANA Modeling. SAP AG is an innovative company because each of its solutions (aka modules) is integrated with all of their other modules. There is an incredible number of SAP modules available on the market. The SAP modules are divided into three main groups, functional modules, technical modules, and industry specific modules. The following is a list of the most popular SAP modules. FUNCTIONAL MODULES * SAP APO module – Advanced Planner Optimizer * SAP CO module – Controlling * SAP CRM module – Customer Relationship Management * SAP CS module – Customer Service *...
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