...1. Introduction This seminar paper deals with the Learning and Development Strategy of Dashen bank vis-à-vis the best practices and best fits recommended by scholars in the field. Our assessment covers the literature review analysis on the best practices and best fits as provided by the tool kits. We have also reviewed the Dashen bank’s business as well as Human Resources Management Strategies, HR Training Policies and Procedures and the Bank’s Profiles. The paper presents the literature review in the first part and analysis of the Bank’s strategy in general and learning and development strategy in particular based on the tool kit as advised by the instructor in the second part. The final part presents conclusions and recommendations. 2. Objective The purpose of this term paper is to evaluate the human resources learning and development strategy at Dashen Bank SC against the contemporary theories and recommendations and best practices prescribed by scholars and practitioners. The evaluation mainly applied the strategic human resource management tool kits as recommended by the course instructor. 3. Limitations Since the paper deals with the strategic issues of the Bank which is a confidential document to the Organization we were constrained freely examine and discuss the paper as we wish. 4. Literature Review STRATEGIC HUMAN RESOURCE DEVELOPMENT (SHRD) involves introducing, eliminating, modifying, directing, and guiding processes in such a way that all individuals...
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...Employee Training and Career Development Constance White HRM/300 08/11/2014 Timothy Turcotte A company has a very close affiliation with the employee and trainer because it is the first line of contact. The need for training in the company grows when the company wants to hire new recruits or when they want to expand. Training also come into play when there is change is the nature of the job, a change in the method of product development or a taste in the consumer. Some company’s try to outsource their training process and when this happens problems began to arise. Most times the organization assumes that the trainer is aware of the type of training needs of the participants and their organization, and the information that they have will meet those needs. Training and development describes the formal, ongoing efforts of organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly...
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...Name: Carla Ellis Course: SPE-226 Date: January 11, 2016 Instructor: Brenda Combs What is intellectual disability? It is characterized by significant limitations in both intellectual functioning and in adaptive behavior, which covers many everyday social and practical skills (AAIDD, 2013). It affects 1-3% of the population, and there are many causes of intellectual disability, but doctors find a specific reason in only 25% of cases (May 2013). Some of the causes linked to intellectual disabilities are, infections that can be present at birth or occurring after birth. Chromosomal abnormalities such as Downs Syndrome, it could be environmental, and it can be due to trauma (May, 2013). Other factors related to intellectual disabilities are metabolic, such as hyperbilirubinemia, very high bilirubin levels in babies. Nutritional issues such as malnutrition, toxic (intrauterine expose to alcohol, cocaine, amphetamine, and other drugs), unexplained reasons is the largest category for unexplained occurrences of intellectual disability (May, 2013). Now we will look at Autism. Autism is a group of disabilities that can cause significant social, communication and behavioral challenges. (February,2015). Exact cause of autism is not known, but research has pointed to several possible factors, including genetics (hereditary), metabolic or neurological factors, certain types of infection, and problems occurring at birth. Both genetics and environment likely play a role in ASD (December...
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...FDA Business and Human Resource Management Learning and Development in Practice Personal Development Plan Marc Richardson 30084655 Contents Introduction 3 Assessment of Self 3 Skills Audit 3 Swot Analysis 4 Areas of Skill Development 4 Long and Short Term Goals 5 Conclusion 5 Appendix 6 Introduction This is my personal development report and within the content of this I will show how I have identified weaknesses that I need to work on and how I can monitor the progression of improvement within these chosen areas. I will also look at how I can implement changes to my personal, academic & personal skills to help me develop them too. Assessment of Self At the start of my journey of personal development I undertook a simple ‘Assessment of Self’ task to briefly establish what and why I wanted to improve my skills. This was in the way of a few questions…..Goals, Barriers etc. (Appendix 1). I then moved on to a more in depth way of assessment through a skills audit which helped me to identify my strengths and weaknesses and what I could improve on. Skills Audit The skills audit (Appendix 2) was a process of questions around different communication...
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...We live and work in a changing world. New laws are introduced that lead to the introduction of new policies. New ideas and approaches emerge. New problems arise and new solutions are sought. The world of work is therefore a constantly moving and evolving one. What this means, then, is that, if we are not constantly learning as we go about our day-to-day business, then each day we are getting further and further out of touch with the demands of the modern working world. It can be dangerous to get into a rut whereby we continue to carry out our duties in much the same way as we have done in the past. Expectations change over time and, if we do not adapt to the new circumstances, then we will be steadily more out of tune with what is required of us. It is therefore important that we enter into a process of what is known as 'continuous professional development' (or CPD for short). CPD does not simply mean constantly going on training courses; it is much broader than this. It involves being clear about what is required of us in our job to ensure high-quality practice. It also involves making sure that we have, as far as possible, the knowledge and skills required to carry out our duties appropriately and filling any gaps in our knowledge base and skills repertoire as these become identified. In addition to the knowledge and skills, there is also the question of values. We need to make sure that our work is consistent with the value base on which it is premised. For example...
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...| Learning and Developing Design | Trisco Foods | | | Contents Executive Summary 3 Recommendations 3 1. Introduction 4 2. Learning Objectives 4 3. On or Off The Job Approach 5 4. On The Job Process 6 5. Off The Job Process 7 6. Program Schedule 8 Conclusion 8 Reference List 9 Appendix A Hierarchy of Need and Learning Objectives 10 Appendix B Learning Contract 11 Appendix C Session Plan Coversheet 13 Appendix D Program Schedule 16 Executive Summary Trisco Foods has a performance gap between the actual performance of syrup makers and the expectations of management to these makers. This kind of performance gap leads to a growth reduction over the last few years with the percentage of 10, which is a big organizational problem to this company. This report intends to design a learning and developing program in order to fill the gap and achieve better performance. This program will include on the job approach and off the job approach. During the design, both on the job method and off the job methods are taken into account and generate a combination to receive a better influence. It is important to evaluate the learning program and guarantee the designed program is applied to the reality, which are considered in the recommendations. Recommendations After the learning and development design program has been designed, it was designed on the basis of meeting the learning need of compliance because they do not have a good understanding...
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...Sandra J. Mitchell Trident University International MAE 524 – Adult Development and Learning Module 1 – Case Dr. Jerusalem Howard Fall 2013 Andragogy Andragogy was a concept first introduced by Alexander Kapp in 1833 to describe how adults learn as opposed to children (infed.org). It however did not gain much appreciation and it was not until around the 1950’s when the term came to surface again. Andragogy was actually a study done in Europe in the 1950’s that was researching on how adults learned. The current and recognized definition of andragogy “the art and science of helping adults learn” was coined by an American theorist of adult education Malcolm Knowles in the 1970’s (Queensland 2010). Knowles recognized that adults learned differently and brought unique characteristics to the learning environment, what he referred to as “adult learning principles” (Queensland). They are as follows: * Adults are internally motivated and self-directed * Adults bring life experiences and knowledge to learning experiences * Adults are goal oriented * Adults are relevancy oriented * Adults are practical * Adult learner like to be respected With these principles in mind, one can see that adult learners require a different approach when it comes to learning. When adults return to school, it is usually because they are looking to advance their career, learn a new skill or just to learn something new. With jobs getting harder and harder to find, many look...
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...Date: 03/04/13 Duration 00:23:13 In this podcast CIPD's Chief Executive Peter Cheese. Robert Bolton, Partner, Leader of Global HR Transformation Centre of Excellence, KPMG and Hayley Brown, Talent Intelligence Analyst, Europe, Middle East and Africa (EMEA), for AVON Cosmetics, discuss the results of a survey and how HR needs to be able to use analytics to prove its own value to the business ------------------------------------------------- Transcript Philippa Lamb: According to a recent CIPD survey two in every three HR leaders believe they play an integral role in strategy making at the organisations where they work. The bad news is that only one in three business leaders agrees with them. So what’s causing that perception gap? Is HR overestimating the value it adds or is the profession just failing to demonstrate that value to senior management in a convincing way? I asked Peter Cheese Chief Executive of the CIPD why he thinks so many business leaders still don’t see HR as integral to strategy. Peter Cheese: It’s still therefore a reflection of the concern we’ve talked about for many years in the world of HR about how do we get the proverbial seat at the table, seen to be integral. It clearly has to be still a reflection that whatever business leaders feel is on their agenda HR is not either able to engage with that agenda or use the language that makes business leaders understand why, what HR people worry about should be part of the agenda but we still clearly haven’t...
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...Learning disabilities and cognitive development Effects of learning disabilities on cognitive development Within our society today people are forced to realize that others learn in a variety of different methods. One aspect that many people do not take into account however is the impact of learning disabilities have on the cognitive development of an individual. According to the National Center for Learning Disabilities, there are around 2.4 million students that have diagnosed learning disabilities that are receiving special education services [ (Team, 2014) ]. This accounts for approximately 4-5% of the total number of students being taught in schools today. With such a significant amount of children in schools today with some form of learning disability, there is definitely an impact on their cognitive development as well. In order to better understand what types of cognitive developmental effects can be had on a person with a learning disability, it is first important to understand what cognitive development is. Jean Piaget developed a theory that cognitive development consisted of four key stages; sensorimotor, preoperational, concrete operational, and formal operation. Piaget proposed that a person, or child more specifically, will progress through the first three stages earlier in life, then finally coming to rest in the fourth and final stage for much of the lifespan of that individual. According to Piaget, the sensorimotor stage of cognitive development consists...
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...Issues in Professional Learning & Development [pic] Module code EPD 304 Being Professional Adult Education expects you to be professional in your work and expects you to maintain high standards of teaching, but how do we measure high standards of teaching. Can we expect different levels of professionalism with experience, looking at Dreyfus (1986)Benner (1984), what makes a Professional Practitioner and at what level. As a group we answered this and came up with many reasons (with some crossing over). This is shown below with title and bullet points. The Beginner • Limited experience of teaching • Limited knowledge of strategies • Can be over/under prepared • Tunnel vision • Under/over estimate time allocated to subjects • Limited practical knowledge Competent • Can organise to an acceptable level • Not a great deal of deviation • Know what to do • No added value (no enrichment) • The syllabus with nothing more than what is needed Advanced Practitioner • More willing to hand over control teaching/coaching role • Effective manager • Helping role • Monitoring the quality of practice • Organisational and work role competence • More able to look at the bigger picture Expert • Will see the need to improve • Innovative • In depth knowledge with add on’s • Analysis needs • Reflective practitioner • Shares knowledge and best practice ...
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...Aspects of Learning And Development Report Introduction This report will examine the National Curriculum changes and educational debate regarding assessments procedures within a childcare setting. With reference to current policy and educational debate and in relation to the settings assessment practises, contemporary concerns regarding children and young people will be highlighted throughout this report. An evaluation of national and local strategies for supporting children’s learning and development will also be discussed within the report, with reference to legal frameworks. The focus of this report will be children aged five to eleven years old within a child care setting. For decades now, Government interest in the school curriculum has raised concern. The Education Act (1944) was introduced by a conservative politician, R, A Butler who introduced the Tripartite System making secondary education free for all. The act attempted to achieve this goal by raising the school leaving age and dividing the all-age elementary education into primary and secondary schools. It also allowed the creation of comprehensive schools, a system of direct grant schools and a number of independent schools receiving a grant from the Ministry of Education in exchange for accepting pupils on ‘free child places’. These children took an exam known as the eleven plus, this was to allocate pupil on their abilities and aptitudes. Free school milk was also provided in schools for children...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Unit of study code: BSBHRM512A ------------------------------------------------- ------------------------------------------------- Unit of study name: Develop and Manage Performance-Management Processes ------------------------------------------------- ------------------------------------------------- Unit of Study Trainer: Mr. Deyaco ------------------------------------------------- ------------------------------------------------- Assessment title and Number: ______ Implement Performance Management Processes and _Coordinate Learning and Development _________Assessment Task2____ ------------------------------------------------- ------------------------------------------------- Due date: 09/06/2015...
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...Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia). The understanding I now have of Organization Development came at a point in which I was personally experiencing it myself. As someone who has undergone a reduction in work force, this course helped me better understand why transitions happen in a company that is going through an economical or global change. As someone who has worked for over 30 years, I experienced this for the first time ever in my life. I did not quite know the gest of what it all meant because I did not have an understanding regarding this matter. This class has help broaden my understanding tremendously on how it is necessary to have an Organization Developer who can help a company go through the process and make it a smooth transition. From the first part of the class, we had an assignment whereas we had to interview someone who was experienced in the field of Organization Development. I chose the instructor because I realized that she had a background in OD and was well versed in the field with her many years of experience. With the experience the instructor has, she was able to emphatically speak about what companies should do upon their transition in order to keep the reputation of the company in good standing as well as help employees cope with the change and keep...
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...success stories “Until lions learn to write, hunters will tell their history for them” Africa’s Greatest Entrepreneurs Review by David Fick Africa’s Greatest Entrepreneurs comprises a series of profiles on 16 of some of the most successful and dynamic business people to have emerged from across Africa, with a diverse range of ages and educational backgrounds. The first chapter is about (1) Wale Tinubu, who began an oil trading business working out of an office that doubled as his family’s garage. Using a loan from his mother as capital to build Oando, today, the company has a market capitalisation of $2bn and a presence in the industry across most of West Africa with interests in exploration, refining, distribution and power plant development. This might sound like an extraordinary rags-toriches story, but plenty more follow. We next learn about Ghana’s (2) Prince Kofi Amoabeng, who dropped a military career to pursue a profession in finance, evolving from an introductory service linking friends who had money to invest with those that needed to borrow for their businesses. Today, Amoabeng is the chief executive of Unique Trust, a company with a near $30m turnover and 300 employees, ranked as one of Ghana’s best-performing companies. Unique Trust is a non-bank financial Institution (Finance House) licensed by the Bank of Ghana. Founded in 1997, they aim at providing customers with fast and efficient short-term loans and real returns on investments. The company seeks to serve...
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...used my experiences in the past to understand that there is a need for the training. To understand what a good job description looks like will stand any HR professional in good stead to carry out their role to the full. The training needed to have defined goals and direction to adhere to the principles of adult learning, this was clearly communicated by setting out the objectives and adding in a hook. Throughout the training session it was important to keep up the principles of adult learning, I made sure that I thanked and sort their opinions throughout. At times this created additional key learning come to light and I felt that they complemented the training. To deliver the training in a manner that meets the adult learning principle’s is greatly important whilst sill engaging with them, the training session was delivered through a mixture of power point, hand-outs, an ice breaker and a group activity, I feel it was the most efficient way to deliver the course within the allotted time frame. The training session concluded with a group discussion with allowed the delegates s to contribute their views and experiences, this also allowed me to check that the learning objectives were met through the session. 1.2 Structure and sequence of the session It’s important to have a structure to...
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