...HRM592 Final Exam Study Guide YOU MAY WANT TO PRINT THIS GUIDE. 1. The Final Exam is open book, open notes. The maximum time you can spend in the exam is 3 hours, 30 minutes. If you have not clicked the Submit for Grade button by then, you will be exited from the exam. In the Final Exam environment, the Windows clipboard is disabled, and so you will not be able to copy exam questions or answers to or from other applications. 2. You should click the Save Answers button in the exam frequently. This helps prevent connection timeouts that might occur with certain Internet service providers, and also minimizes lost answers in the event of connection problems. If your Internet connection does break, when you reconnect, you will normally be able to get back into your Final Exam without any trouble. Remember, though, that the exam timer continues to run while students are disconnected, so students should try to log in again as quickly as possible. The Help Desk cannot grant any student additional time on the exam. 3. See the Syllabus section "Due Dates for Assignments & Exams" for due date information. 4. Reminders • You will only be able to enter your online Final Exam one time. • Click the Save Answers button often. • If you lose your Internet connection during your Final Exam, log in again and try to access your Final Exam. If you are unable to enter the Final Exam, first contact the Help Desk and get a ticket number, and then contact your instructor. • You will always...
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...Task 1 - VET questions Addressing unit: TAEDES402A Use Training Packages and accredited courses to meet client needs TASK 1.1 Short answer questions Answer the following questions: 1. Explain the purpose and function of Training Packages and accredited curriculum and explain the differences between them. A Training Package is a national standard (industry guideline) for VET training and qualifications that is used to develop, measure, assess and recognise the skills sets and knowledge that a person needs to perform in their job function/industry. Accredited training or qualifications are developed by RTO’s/Organisations where there are currently no provisions in a Training Package or where there is a (local) skills / industry gap or an apprenticeship that is not covered by a Training Package. Accredited courses must be developed inline with the current national standards (ATQF) and not conflict with any existing Training Package/guidelines. A proposed accredited course must be submitted for rigorous assessment to the relevant state regulator. Once a course has been accredited by a state regulator, the accreditation last for a period of up to 3yrs in the state that it was accredited. If an RTO/Organisation wishes to deliver this course/training nationally, it must then be submitted to each state and territory training authority where it will be delivered for accreditation. In summary a Training Package is a nationally recognised qualification based on and...
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...of Australian males to Australian females (4 marks) 8. Analyse the importance of social justice principles in selecting health priorities in Australia (6 marks) 9. Demonstrate how an illness or disease is selected as a National Priority area (5 marks) 10. What is the role of epidemiology? Explain how epidemiology can be used to determine the priority areas for Australia’s health (4 marks) 11. Explain the main measures of epidemiology. What information do they provide about the current health status of Australians (4 marks) 12. Is Australia a healthy nation compared with the rest of the world? Explain your answer. How can Australia’s health be improved? (5 marks) 13. Distinguish between the terms ‘prevalence’ and ‘incidence’ (2 marks) 14. Identify reasons for Australia’s declining infant mortality rate (3 marks) 15. Does epidemiological information measure everything about health status? Explain your answer (4 marks) 16. What are the major causes of morbidity and mortality in Australia? Describe the trends in their prevalence rates (4 marks) 17. Why is it important to prioritise health issues? (3 marks) 18. Explain the factors that governments and health authorities need to consider...
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...what the training needs are is a vital requirement for any effective training program or event. As stated by Beardwell (2001), simply throwing training at individuals may miss priority needs or even cover areas that are not essential. It is through the training needs analysis whereby an organisation gets to know whether to embark on training or not. It is therefore the task of this essay to discuss the idea that the analysis of training needs must go beyond what appears to be the problem. In doing so, one will be looking at how training affects the organisation’s present and future behaviour towards achieving the organisational goals. Disadvantages of training and the need for implementing other policies in the organisation so as to achieve the goals aimed will be unveiled as the discussion progresses. Training needs analysis has been explained by Bittel (1987) as the process of identifying the gap in employee training and related training needs. Philips (2002) also define it as a process of identifying the performance required and what presently exists. Armstrong (2012) explains that Training needs analysis involves the analysis of the corporate, collective and individual needs ,a determination of who needs training ,what they need to learn and the estimation of the training cost. Alison and Kendra (2009) further explain training needs as an ongoing process of gathering data to determine what training needs exists. Beardwell (2001) is of the opinion that, Training needs analysis...
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...LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS 6. INTRODUCTION Human resource development contributes to the overall success of an organisation through providing learning, development and training opportunities to improve individual, team and organisational performance. Training and development affects everyone in the organisation and it is appropriate at every level from office junior to senior executive. Learning is complex and this unit explores the related theories and their contribution to the process of transferring learning to the workplace. It is important; therefore, for learners to appreciate that all staff should be encouraged to develop their skills and knowledge to achieve their potential and. in doing so, enable the organisation to meet its strategic objectives. Learners need to appreciate that successful organisations recognise that their training programmes need to be planned and managed. All training has a cost to the organisation and managers need to be able to provide training programmes within their training budgets. Through planning and designing a training and development event, this unit aims to develop knowledge and understanding of these key areas. Learners will examine how to identify training...
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...------------------------------------------------- University of San Carlos ------------------------------------------------- P. Del Rosario Street ------------------------------------------------- Cebu City ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Department of Business Administration ------------------------------------------------- School of Business and Economics ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- A Book Review on: ------------------------------------------------- ------------------------------------------------- Human Resource Management: Linking Strategy To Practice ------------------------------------------------- Greg L. Stewart and Kenneth G. Brown ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ...
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...|sector | |ASSESSMENT CRITERIA COVERED IN THIS ASSIGNMENT | |NOTE: The grades listed below are subject to internal and external moderation | |P5 | | | | | | | | | | |M2 |M3 | | | | | | | | | |D1 |D2 | | | | | | | | | Grading criteria P5 explain two examples of...
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...Part II- Training and mentoring program The eminent merge of Interclean and EnviroTech is fast approaching; extensive training is needed to maintain the company on an efficient path to success. Interclean and EnviroTech will become a united front with a new vision for the future. Training and mentoring play an important role in dictating how successful a corporation will be. We will focus on purpose of the sales team’s training and define the program that will be deployed. Assessment of the Training Needs Because of the new solution-sales strategy, more knowledge of the cleaning and sanitation industry is required. Training for outside sales representatives will be needed in areas of environmental regulation, OSHA standards, and sanitation standards as it pertains to different industries and regions. Training on company software and databases will also affect those individuals being hired from Enviortech. “Workers have to learn three kinds of new skills: 1) the ability to use new technology, 2) the ability to maintain it, and 3) the ability to diagnose system problems” (Cascio, 2006, p. 289) It is also essential for salespersons to undergo additional training in sales and communication as well as orientation materials for customers. With the transitions transpiring within the infrastructure, the new training material will explain the key requirements in preserving the competitive edge InterClean desires. Four levels of analyses are in place to hone the training needs of the...
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...Assignment 2: Designing a Training Program BUS 407 Strayer University Professor O. Boateng Milla Brewer July 27th 2013 An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a two day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of two days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a two-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins. New Hire - Orientation Process Orientation - Day One New Employee...
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...Resources) | Office/desk/work station Keys Mail (Incoming and Outgoing) Shipping (FedEx, Airborne and UPS) Business cards Purchase requests | Telephones Building access cards Conference rooms Picture ID badges Expense reports Office supplies | INTRODUCTIONS AND TOURS (Facilities) | 5. [ ] Give introductions to department staff and key personnel during tour. 6. [ ] Tour of facility, including: | | Rest rooms Mail rooms Copy centers Fax machines Bulletin board Parking | Printers Office supplies Kitchen Coffee/vending machines Water coolers Emergency exits | POSITION INFORMATION (Manager) | 7. [ ] Introductions to team and department staff. 8. [ ] Review initial job assignments and training plans. 9. [ ] Review job description and performance expectations and standards. 10. [ ] Review job schedule and hours. 11. [ ] Review payroll timing, time cards (if applicable), policies and procedures. | | | | COMPUTERS (Information Services) | 12. [ ] Hardware and software review, including: | | E-mail Intranet MS Office suite | Internet...
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...“Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” Assignment 2; “Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” Anthony Green Professor Milan Havel BUS499 July 24, 2011 “Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” * Describe the key strategic challenges facing Apple Computer. * Describe the dimensions along which company success can be measured. * Describe the critical external and internal environmental factors that have strategic implications for Apple's future. * Describe how Apple's strategy stands up against industry rivalry. * Describe the recommendations you would make to enhance the effectiveness of the company's strategy or to change its strategic approach for better results. “Case 14: Apple Computer, Inc.: Maintaining the Music Business while introducing iPhone and Apple TV” Describe the key strategic challenges facing Apple Computer Apple's is currently a very innovative company. It has gone through many ups and downs over the past 30 + years. From a successful company that brought in millions thanks to 2 guys a garage and a dream, to Steven Jobs, one of the founders, walking away from the company and in the process causing competitors to acquire ideas due to legal mistakes. Apple computer has faced many challenges throughout its 24 year history. Steven Jobs left...
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...HISTORY OF TRAINING AND ITS DEVELOPMENT It has been a way of life that, the trades of adults have been taught to children to prepare them to face the real world. During the course of time people have changed, become more intricate and along with them, the skills applied and the tools used to do the work have also transformed. In a situation to manage these changes in the production, and substance of operation, job training also evolved In olden times, the kind of work that people did was mainly unskilled or did not require expert knowledge. Older and experienced members of the group would usually pass their knowledge on to the young ones through direct instructions. This would usually take place while the job is going on. This was known as on the job training, it’s economical because there is no need for special tool other than what is normally used for the job. Most learning was done through observation. With the beginning of the Industrial Age, the training of the unskilful underwent a drastic change in which professional education and training developed to replace the out-dated system. The early 20th century witnessed the growth of training and development as a vocation, resulting in the establishment of training centres. Important moments in the 1900’s: • 1906: The National Society of Industrial Education is formed • 1911: Frederick Taylor publishes “The Principles of Scientific Management” • 1913: The first cars roll off the Ford Motor Company assembly line • 1914-1918:...
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...problems regarding their next new trainee orientation program. I have been a training consultant for approximately ten years with New Solutions Corporation and enjoy the work I do. I get to travel and meet a variety of different people. Every consulting job seems to be unique. ABC, Inc. is a well-known manufacturing company in a medium-sized city. A newer campus recruiter, Carl Robins, is responsible for hiring new employees who work on the assembly line. His duties are to advertise for the positions, review resumes and conduct interviews. His first recruiting assignment was for Monica Carrolls, the Operations Supervisor. With the help of Monica, Carl chose the qualified candidates and offered them positions. This first assignment was a learning experience for him. * In early April, after reviewing many resumes and conducting numerous interviews, Carl hired 15 new trainees. He worked with Monica to determine the start date of June 15. This is the day the new employees will begin and when orientation week will begin. One of Carl’s responsibilities is to make sure he has all of the necessary information in the new employees’ files prior to the start date. * In the middle of May, Monica contacted Carl about the orientation of the new trainees. She wanted to confirm that everything was ready for the orientation classes that would take place in one month. He is responsible for the training schedule, orientation manuals, and company policy booklets. He is also responsible...
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...Training and Development Review Chapter 8, "Training the Workforce," pp. 244–263, and Chapter 9, "Developing Careers," pp. 275–281, from your textbook, Managing Human Resources, and discuss the following questions: Over lunch, a friend asks your advice about training and development for her company. She especially wants to understand the difference between training and development. Explain the differences between training and development to your friend. In your response, discuss the following training and development activities: • Using employee orientation as an example of training, discuss the importance of employee orientation. • Using tuition assistance as an example of development, discuss the benefits of employee development. • List the steps in the training process and explain how a training needs analysis benefits the organization. I think that it all depends on the type of training needed and the people that will be involved. There may be a need for more "hands on training" and/or development depending on the subject matter. More companies are going to online training because of the convenience and also because it saves money. Not all people learn the same way. Conducting something face to face may be more beneficial for some versus online. Here is an instance when the company needs to have a good understanding of its people. While employee training and development are closely linked, they indeed are different in the scope of the results...
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...Storage Inc. 2/10/2013 2013 Moriah Morris M&M Storage Inc. 2/10/2013 Get it Through…Training! Get it Through…Training! Mission Statement M.A.S.K.Storage Inc. will be offering a three day train the trainer class to be held at the Corporate Home Office in Kingsland, Georgia. “Get it Through…Training”, is specifically designed to provide current Certified Training Managers and candidates with needed tools, support, and guidance to facilitate policy and procedure to new hire trainees. Additionally, this class will provide an opportunity to assess the abilities of each training manager recommended or wishing to become a Certified Training Manager for M.A.S.K.Storage Inc. Classes will be held the third week of the first month each quarter for a total of four classes per year. M.A.S.K. Storage’s stakeholders demand and enforce extremely high standards from all employees in areas of policy and procedure compliance. In 2011 a training department was created and charged with team training and development for the entire company. Each region was assigned two experienced property managers to oversee the initial and ongoing training of store personnel within the region. Shortly after M.A.S.K. added online training courses to the program. Certified Training Managers (CTM’s) responsibilities include facilitating a five day shoulder to shoulder training class, four weeks of online training and mentoring, progress reporting and trainee follow up. Current CTM qualifications criteria...
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