...between the two countries beforehand, today, so many children and the old (suffer) from hunger and cold. 5. I overate last night, so I couldn't sleep well. If I (eat) so much, I (have) a sweet sleep. 6. (Be) I in your shoes now, I (choose) to decline this offer. 7. But for Kevin's assistance, we (complete) our term paper in time. 8. No one can succeed anything unless s/he really (resolve) to do it. 9. If you (forget) to take the compass, we (be) lost now. Also: ( Had forgotten/ would be) 10. As long as your company (assure) our success in marketing, we (continue) doing business with you. 11. I wouldn't be so upset if you (invite) me to your birthday party last Wednesday. 12. You can use my dictionary on condition that you (promise) to bring it back tonight. 13. All this calamity (happen) if they (cut) most of the trees in that area. 14. I (take) some cash with me in case I exceeded my credit card limit. 15. Only if George apologizes to Mary, forgive him. Final del...
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...internet used for everyday business is very restrictive, you are not likely to get overloaded with useless information on this media, there are some exceptions that may allow you to move beyond the necessary parameters for safe computing, however, the network monitoring systems in place would have human intervention to your location within the hour. While imposing technical influences on computer systems through a well established IT program in a corporation is a must do task for any organization, social systems must be in place and supportive of the technical systems in order to successfully mitigate information overload. What I am saying here is that employees must have a corporation success oriented attitude instilled through a corporation training program that explains and describes corporation information management rules and the corporate guidelines for information management techniques that restrict information flow keeping within the priorities of the corporation’s output goals. We are our own enemies as it applies to managing information overload; it is directly related to the human...
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...professionals have earned high levels of technical skills training associated with their profession, however research in a number of industrial sectors indicate that up to 80% of accident causes can be attributed to a breakdown in human interaction. Human error cannot be eliminated it is essential fact of the human condition (Maddox, 1998). Maintenance professionals will always try to avoid making errors. Unfortunately, even the most highly trained and motivated professionals will make mistakes, however, with suitable understanding of the human factor and appropriate training, professionals can mitigate the consequences of errors. The human factor component of aviation maintenance can be grouped in four general categories: 1. Effective training for technicians and inspectors; 2. On the job safety of maintenance workers; 3. Human error that compromises public safety; and 4. Overall cost of maintenance errors. The Human Factor in Aviation Maintenance Aviation is an industry where mistakes mean lives are at risk. Airplanes have become more complicated and sophisticated in their evolution within the past 50 years. Maintenance technicians must continuously update their proficiency and knowledge in airplane repair because of the enormous differences in new and old aircraft that are presently in use (Maddox, 1998). Aviation maintenance professionals have earned high levels of technical skills training associated with their profession, however research in a...
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... • Filling the Organisational positions • Developing competencies to challanges • Retaining personnel - professionalism • Optimum utilisation of the human resources Staffing Process 1. Analyzing Manpower requirements: It is making an analysis of work and estimating the manpower requirement to accomplish the same. 2. Recruitment: It is identifying and attracting capable applicants for employment. it ends with the submission of applications by the aspirants. 3. Selection: It is choosing the fit candidates from the applications received in the process of recruitment. 4. Placement: This may be on probation and on successfully completion of the same the candidate may be offered permanent employment. 5. Training and Development: It is concerned with imparting and developing specific skills for a particular purpose. 6. Performance Appraisal: Systematic evaluation of personnel by superiors or others familiar with their performance so as to rank employees to ascertain their eligibilty for promotions. Difference between Recruitment and Selection • Attracting maximum number of applicants so as to have more options is Recruitment and where as Selection is picking the best among them. • Recruitment is known as a positive process as it contain only the process of creating the...
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...www.thetimes100.co.uk Negotiation and representation at work Curriculum Topics • Trade Unions • Representation at work • External factors • Negotiation Introduction Trade unions play a key role in protecting the interests of their members. This includes making sure good quality training opportunities are provided for their members. Training enables workers to gain qualifications and progress within their careers. UNISON is Britain and Europe’s largest public sector trade union. It has more than 1.3 million members with over 75,000 members under the age of 27. UNISON members work in a range of sectors including local government, health, police and education. UNISON is involved with issues such as: • raising its members’ pay • achieving safe, secure working conditions • protecting job security • influencing decisions in the workplace. UNISON has also been closely involved in the introduction of apprenticeship schemes within the public sector. An apprenticeship is a nationally recognised training programme combining real work with learning and training. The training takes place both on-the-job and off-the-job. On-the-job training takes place at work. Off-the-job training takes place away from the workplace, e.g. at college. At one time craft and technical apprenticeships, such as joinery, were common in public authorities. These have significantly reduced over the last 20 years. As a result, many public service employers are now faced with an ageing workforce, skill...
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...OF TRAINING AND DEVLOPMENT In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. More clearly, training and development may be understood as any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. Usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employee’s performance deficiency, computed as follow: Training and development = standard performance –actual performance. Difference between training, development & education We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training, as was stated earlier, refers to the process of imparting specific skills. Education on the other hand, is confined to theoretical learning in classroom. Though training and education differ in nature and orientation, they are complementary. An employee, for example, who undergoes training is presumed to have had had some formal education. Furthermore, no training programme is complete without an element of education. In fact, the distinction between training and education is getting increasingly blurred nowadays. As more and more employees are called upon to exercise judgment and to choose alternative solution to the job problem, training programme...
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...organization depends on its employees to be knowledgeable, skilled and understand the culture of the company. One of the best ways to accomplish this is to have a comprehensive training program that incorporates all of the required information and any new information that may come along to help the employees succeed and the company to prosper. The competitive nature of business requires companies to keep up with technological and socio-economic advances. In health care, it is vital that employees understand the latest ways to service patients in the best effective way. Training and development are critical to organizations because they provide the skills both now and in the future. Organizations with static or declining rates of productivity are the ones who need most training and development for the improvement of their performance. What is more, training is important to organizations that adopt new technologies and therefore employ staff whose knowledge has become obsolete. Another aim of an organization is to increase its employees’ level of commitment to it, as well as their perception that the organization is a good place to work to. Increased commitment results in less turnover and absenteeism, which consequently results in increased productivity. Furthermore, organizations use training and development because they aim at increasing employees’ potential. “The term potential implies capability of future performance, given adequate development.” The organization’s...
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...Examination Question # 2: Describe the 5 step training and development In order for any company to be successful, their employees must perform. An employee cannot be expected to meet the established standard if that standard is not set and the employee is not taught how meet it. To establish quality training the employees should be made to feel that they are important to the team and that the training is important to them. The training should also easily transition from a classroom or training environment to “real world” use. If classroom concepts are outdated or far-fetched the instruction is useless and employees will lose interest. Training should include some “hands-on” exercises when possible. “Role play” scenarios work very well for some positions also. Employee motivation is extremely important. Most training programs are established using a five step method. The first step is the Needs and Analysis step. This step identifies whether training is needed, what type training, who needs to be trained and how the training will be performed. There are two primary means to determine the type training required. The first is Task Analysis. Task Analysis is the better way to establish the training for new employees. This allows new employees to be trained to the already set company standard. The second way is Performance Analysis. Performance Analysis evaluates how current employees are performing their duties and allows training to be based on strengthening the weaknesses...
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...ANSWER Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, capabilities, rules, or changing of attitudes and behaviors to enhance the performance of employees and to aid in the achievement of organizational goals. Training is activity leading to skilled behavior. Strategic Imperative is an initiative, key project, or major objective that is high leverage and systemic (strategic) and a must-do (imperative) over the next 6 – 12 months to significantly move a team or organization toward its vision, values, purpose and desired culture. A key component of providing focuses to an organization calls for a leader is to identify "strategic imperatives" or "must-do." These are the team or organization's critical leverage points. Once the teams are set and their mandate or charter agreed to by the larger executive or steering team overseeing this work, each Strategic Imperative Team then develops and manages development of a detailed implementation plan and execution Most company executives decide to spend money on training especially when economic times are good. There is a view that it is good, and it is also something that responsible leaders are supposed to do to prepare for the future. Unfortunately, training becomes the first activity to be cut when times get tough. There is also no objective measure that calculates the business case of return on investment for training. Actually, training, education and coaching should be...
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...Report Training Evaluation Submitted by Miss Nathaporn Janped 55760213 MissThunchanok Neamsawan 55760541 MissSirada Janthon 55760718 Present Mr. Lorenzo E.Garin Jr Training and Development Naresuan University International College Content Titles Pages Content 2 Introduction 4 Reasons for evaluating training 5 - Formative Evaluation 6 - Summative Evaluation 6 Overview of the Evaluation Process 8 Outcomes Used in the Evaluation of Training Program 9 -Reaction Outcomes 9 -Learning or Cognitive Outcomes 9 -Behavior and Skill-Based Outcomes 9 -Affective Outcomes 10 -Results 10 -Return on Investment 10 Determining Whether Outcomes are Appropriate 11 -Relevance 11 -Reliability 13 -Discrimination 13 -Practicality 14 Evaluation Practices 15 - Which Training Outcomes Should be Collected 16 - Evaluation Designs 18 - Threats to Validity 18 - Types of Evaluation designs 21 Consideration in choosing an Evaluation design 24 Determining return on investment 25 - Determining Costs 25 - Determining Benefits 26 Other Methods for Cost-benefit Analysis 27 Practical Considerations in Determining ROI ...
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...1. There is a growing recognition that the transfer of training is an increasingly significant issue amongst organisation’s today. The circumstances of transfer include the overview of knowledge and skills developed in training to do with the job and the preservation of the learning on the job (Saks & Belcourt, 2006). There are also factors to do with training input that can effect training outcomes and transfer including training design, trainee characteristics and work environment factors (Saks & Belcourt, 2006). Training design refers to the elements built into the training program to increase the chances that transfer of training will occur. Carlos designed a three-day communication program that included lectures, videos, exercises, and games, which taught active listening, upward communication, brainstorming and other areas (CS). Trainee characteristics include the ability, skills, motivation and personality factors of the trainee to transfer what they have learnt into work. This is where Carlos should have discussed and prepared employees to self-mange their use of new skills and behaviours on the job (Noe & Winkler, 2012 p. 181). Self management involves determining the degree of support and negative consequences in the work-setting, setting goals for using learned capabilities, applying learned capabilities, monitoring the use of learn capabilities, and engaging in self-reinforcement (Noe & Winkler, 2012 p. 181). Exposing trainees to the self-management...
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...created problems for the training manager that in which sectors he should be trained which results that Mr. Sharma was keep working or say trained in the same department as a trainee and he get frustrated as he was getting a very small amount of Stephan by working like a regular employee. The second problem is with the Training manager that he can’t go against the norms of the company and put him as a regular employee before one year. Question b: What options are open for the Training Manager other than termination of Mr. Sharma? Ans: The option that the Manager have for Mr. Sharma other than termination is to place him as a regular employee after three quarters and if he faces argues from the shop manager then he may say that he is giving a last chance to Mr. Sharma as he is a good and Hard worker and has performed very well in the first and second quarters in the same place. And he should also warn Mr. Sharma that this is his last chance and if he will not perform well then he might be terminated from the job. Question c: How could you put Mr. Sharma back on the right track? Ans: Mr. Sharma has the problem that he is working like a regular employee and is paid like a trainee so being the training manager I would convince him that he would be rewarded for his good performance and this condition and pressure would make him better for his specialization. I would try to convince him that if he behave properly and complete his training without creating problems...
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...examples of task analysis provided in the text: Texas Instruments & Boeing, briefly explain how useful the task analysis was in these cases? In the Texas Instrument’s case: Task Analysis was used to develop a train-the-trainer program. A five step approach was to task analysis was used: 1. List typical tasks, 2. Survey staff, 3. Observe the classroom, 4. Conduct structured interviews, 5. Prepare and present a final report. Use of the task analysis allowed for input from all stakeholders, use of multiple methods, rating of tasks, view of broad perspective. The Task Analysis Process includes: Overall Job Description; Task identification; Identify What I Takes to Do the Job; Identify the Areas That Cam Most Benefit from Training or HRD; Prioritize Training Needs. Conversely, Boeing used the Task Analysis approach to assess expert CAD-CAM user’s thinking fo solving problems, dealing with uncertainty, and minimizing risk 4. Is a performance appraisal the same as person analysis? Why or Why not? No they are...
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...TRAINING POLICY - MANAGEMENT TRAINEE (POLICY No.SFPL/CORP-HR/04) (Revised-w.e.f. 01 April 2012) Training is the corner stone of sound management. It is imperative on our part to impart appropriate training to the Management Trainees. Training is actively and intimately connected with all the personnel and managerial activities. If imparted effectively, it leads to: Increase in productivity Quality Improvement Fulfillment of future personnel needs. Improvement of Organizational Climate. Prevention of Obsolescence. Increase in employees’ efficiency and overall effectiveness. An effective training generally fulfills the following objectives: Bridge the gap between institution and the industry. Provide motivation to the trainee to improve his/her job performance. Develop a willingness to change. Provide for active participation by the trainees. Provide feedback. Permit practice where appropriate. OBJECTIVE OF SHEELA GROUP MANAGEMENT/TECHNICAL TRAINEE SCHEME: It is universal truth that fresh recruits who come directly from universities/institutes are having more theoretical knowledge and are not exposed to the practical application of the subject. It is, therefore, essential for any organization to mould them in a manner which suits our industry. The organization has, therefore, devised Management Trainee Scheme to achieve the objective to reducing the gap between institution and industry and to provide them an environment where they learn by doing practical things. SHEELA GROUP...
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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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