...The world of fitness presents a wonder of how muscle movement and physiology works. I have acquired a deep interest in becoming an athletic trainer because trainers explore these topics daily within their career. Athletic trainers are usually the first people to respond on scene to an athletic injury. An athletic trainer's schedule is mostly full time, but some trainers may need to be "on call" in case of an emergency. This career involves a variety of working environments, ranging from physician offices to sports fields. To work as an athletic trainer, it is required to be certified by the National Athletic Trainers Association after graduating college with a bachelor's degree in kinesiology or another area of study involving physical education....
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...THE LEADERSHIP TRAINING ACTIVITY BOOK 50 Exercises for Building Effective Leaders LOIS B. HART, Ed.D. CHARLOTTE S. WAISMAN, Ph.D. AMACOM AMERICAN MANAGEMENT ASSOCIATION New York | Atlanta | Brussels Chicago | Mexico City | San Francisco Shanghai | Tokyo | Toronto | Washington, D. C. Special discounts on bulk quantities of AMACOM books are available to corporations, professional associations, and other organizations. For details, contact Special Sales Department, AMACOM, a division of American Management Association, 1601 Broadway, New York, NY 10019. Tel.: 212-903-8316. Fax: 212-903-8083. Web site: www.amacombooks.org This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. Library of Congress Cataloging-in-Publication Data Hart, Lois Borland. The leadership training activity book / Lois B. Hart, Charlotte S. Waisman ; foreword by James M. Kouzes. p. cm. Includes index. ISBN 0-8144-7262-1 1. Leadership—Study and teaching—Activity programs. I. Waisman, Charlotte S. II. Title. HD57.7.H383 2005 658.4′092—dc22 2004019036 © 2005 by Lois B. Hart and Charlotte S. Waisman All rights reserved. Printed in the United States of America...
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...College Athletics: Career vs. Experience The Debate Some college athletes and their supporters have debated over the years that students should be paid a salary. Those who are in disagreement argue that intercollegiate athletics should be viewed as one part of the college experience and not a career. They express that athletes are already receiving payment in the form of scholarships. But is it enough? Most scholarships cover approximately $20,000 to $35,000 worth of college expenses, including books, fees, tuition, and room and board (Brian, 2014). The Numbers Looking at the research provided by the National Athletic Trainer’s association, approximately 200,000 injuries are reported by college athletes caused by the strenuous nature of their sport (Thomas, 2014). Nearly 30% of these injuries have been chalked up to “over-use” injuries (injuries caused by long training sessions and repetitive motions), with women making up 62% of those injuries, and are more commonly found in low-contact sports. “Overuse injuries may present not only physical challenges but also psychological ones that could significantly affect an athlete’s recovery and performance” said Tracey Covassin, a co-author of a study for the Journal of Athletic Training publication that researches injuries and their impact on college athletes (Cody, 2012). Another aspect of this problem that needs attention is what happens to these student athletes that have career-ending or long-term disabilities due to injuries...
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...high. Also, due to the lack of training, customers are dissatisfied and complaining. As the new Human Resource advisor, a recommendation report has been created for the organizational development and training programs for the call center. The report will consist of the following points: components of job analysis and design, techniques in developing training programs, importance and differences in suing mentoring and executive coaching, an effective approach to organizational development and different approaches to career development. Job Analysis and Design It is essential to develop and implement the appropriate job analysis to resolve the company’s concern about the organizational development and training program. Modifications are needed. By clarifying each component of the job analysis and design, the company can enhance their efforts recruiting qualified employees for the job. Job analysis reveals the necessary task, behaviors, specific abilities and personal characteristics needed to do a job. Job analysis determines what will be done; job design determines how the job is done. Call center representatives responsibilities are to “serve customers by determining requirements, answering inquiries, resolving problems, fulfilling a request, and maintaining a database.” (Monster, 2015) The individual should posses the following skills and qualifications: customer focus, data entry skills, active listening, phone skills, verbal communication building relationships, people...
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...TRAINING AND DEVELOPMENT MBA III SEM AS PER SYLLABUS OF RTU, KOTA PREPARED BY Dr. Pragya Mathur Kumar FACULTY (BISMA) BIYANI GROUP OF COLLEGES SECTOR -3, VIDHYADHAR NAGAR, JAIPUR -302023. For more detail :- http://www.gurukpo.com TRAINING AND DEVELOPMENT Group C [HUMAN RESOURCE MANAGEMENT] M-311 STUDY MATERIAL IN THE FORM OF QUESTION & ANSWERS Objective: The purpose of this paper is to provide an in-depth under-standing of the role of training in the HRD and to enable the course participants to manage the Training system and processes. CONTENTS TOPIC 1. NO.OF QUESTIONS Page Introduction to Training & Development Performance Appraisal & Training Training Process Trainer & Training Institutions - 6 3 2. 3. 5 19 8 9 12 32 4. 5. Evaluation of Training 6. 15 12 37 49 Training Methods and Techniques Annexure References 60 For more detail :- http://www.gurukpo.com UNIT I INTRODUCTION TO TRAINING AND DEVELOPMENT Q.1. What is training? Ans.Training can be defined as “The systematic acquisition of attitudes, concepts, knowledge, roles, or skills, that result in improved performance at work.” It refers to the process of teaching employees the basic skills they need to perform their jobs. Training refers to skill enhancement processes and activities designed to provide learners with the knowledge and skills needed for their present jobs. Q.2.What is training needs assessment? Ans. Training Needs Assessment consists of : Organizational Analysis :Examines systemwide...
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...Outcomes At the end of the course, participants would be able to : • explain the various classes of insurance products, their scope of cover and the extensions available • identify the underwriting considerations, factors and rating • explain the claims processes and procedures of the several types of policies Trainer’s Profile Sivakumar A/L Sathiamurthy LL.B (Hons) Mr Sivakumar started his career with a legal firm handling insurance claims in 1992 and later joined two insurance companies holding the position of assistant manager and manager in claims before joining a leading local loss adjuster as General Manager – Motor Division. He was acknowledged by Bank Negara for his assistance in the settlement of claims for Mercantile Insurance Sdn Bhd (under liquidation). He holds a LL.B (Hons) qualification from the University of Wolverhampton, UK. Course Content • Introduction to the various classes of insurance, scope of cover and extensions to the standard coverages * Fire * Fire, Householder / Houseowner, Consequential Loss, Industrial All Risks * Miscellaneous Accident Burglary, Money, Plate Glass, All Risks, Equipment, Livestock, Personal Accident, Fidelity Guarantee, Medical (Hospitalisation) * Marine Marine Cargo, Marine Hull, Marine Open Cover, Goods intransit * Liability Employer’s Liability, Workmen’s Compensation, Public Liability, Products Liability, Professional Indemnity * Contract Risks & Engineering * Motor - Commercial Vehicle - Motorcycle...
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...Power is defined as a capacity that one person (or group) has to influence the behavior of another person (or group) so that the second person acts according to how the first person wants. There are two general sources of power, formal and personal; those sources of power can be broken down into different bases of power. Formal power can be coercive power, reward power, or legitimate power; personal power can be expert power or referent power (Robbins & Judge, 2009). Each form of power will be discussed on an individual basis to determine how the power affects communications within an organization. Formal power is based on an individual’s position within an organization; the individual gains power through the ability to coerce or reward, or from formal authority. “Coercive power is dependent on fear, suppression of free will, or the use of punishment for existence” (“Coercive power,” 2012). Others in an organization also use coercive power by withholding important information; knowing this important information has others dependent on them. As an employee, I feared losing my job when I was not moving as fast as my manager wanted me to during lunch rush. My manager had told me previously that I was not fast enough at assembling sandwiches as others; I was told frequently that this was a cause to be fired if I did not improve my speed. I did not let that manager have coercive power over me for long; I had another employee help me learn ways to speed up my sandwich making...
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...Development and Reward Student’s Name Date of Submission University to submit Table of Contents Task 1 3 1.1 Strategic HRD Definitions 3 1.2 Strategic goals for HRD 3 1.3 Vertical and Horizontal Fit 4 1.4 Analytical approaches to strategic HRD 4 1.5 Stages to the implementation of Strategic HRD 5 1.6 Advantages and Disadvantages of a strategic approach to HRD 5 Task 2 5 2.1 Definition of training needs analysis in terms of skills and knowledge and attributes 5 2.2 The justification of TNA 6 2.3 Discrimination issues in TNA 7 2.4 Approaches used for TNA at the organizational, team and individual levels 7 Guide to effective introduction of TNA 7 2.5 Links to Appraisal 8 4. References 9 Task 1 1.1 Strategic HRD Definitions Human resource development has now become a necessity rather than sheer mind-set. As the world economy is changing, it is crucial for organizations to proactively and strategically adopt HRD (Hollingshead, 2010). Not just that, it also requires the firms to shift their approach to HRD. This is the driving factor for strategic HRD. Some of the definitions to identify the scope of SHRD by different authors and perspectives are as below: * According to McCracken and Wallace (2000), SHRD can be defined as creating a learning culture that not only aligns with the corporate level strategy of the firm but also shapes it and influences it by opting for training, learning and development of the human resources. * One of...
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...trainers. Future World of Work Career Trends Increasing Decreasing Areas of Specialization Related Occupations Transferable Skills Sports Medicine A. Education Training Salary Working Conditions Demand Resume * IV. Interview Irisol Lopez Mrs. Simmonds 3rd March 8, 2013 Sports medicine Since there is a high rate in sport injuries, there will always be a high demand for sports trainers. Sports trainers, major in in sports medicine, or minor in it and become coaches. Trainers use their extensive knowledge of physiology and of the sport, to know how to treat the injury. The world of work is rapidly changing and evolving, unlike the environment that surrounds it. Technology, globalization, improvements in productions, consumer demands are all influencing the nature of work. Jobs are rapidly changing, as are the knowledge, skills and abilities required to preform them. High school diplomas are no longer the entryway to good paying jobs. Just because you graduate high school does not mean you have to stop learning. College helps you gain knowledge, you never imagined learning. (Miller) People wonder about the careers this is now, will they still be here in the next decade? There is many shifts in the world of work, now, due to technology changing so rapidly and new advances in medicine. (Richardson) Employment is expected to increase within the next decade. “Industries and occupations related to health care, personal care and social assistance, and...
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...Training And Development Project Compiled by Rahul Arondekar 276 Sagar Dhadve 285 Ritika Mahadik 297 Priyadarshini Patil 301 Shreyans Chhajed 327 Index |Sr. No. |Topic |Page No. | | |Nature of Training and Development |4 | | |Inputs in Training and Development |5 | | |Importance of training and development |8 | | |Training Process |10 | | |Methods of training |13 | | |Case Study I: Hotel Taj President |18 | | |Case Study II: Hotel Hilton Towers |20 | | |Analysis of the case study comparisons |22 ...
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...Introduction Schooling for a number of is a far accomplishment venture. In its most central appearance in America, a individual is expectant to go to at least 12 years of education. Conventional student depart the instructive organization in their belatedly adolescences and either get on an didactic or vocation path, but still as grown-ups they meet many chance for education. University bound scholars choose for at least four or additional years at the university, while others look for work. Many businesses employ company instructors or Human Resources to carry out small training actions in the form of courses or career skills education. Even today’s jobless grown-ups are uncovered to edifying chances in local service place of work or from community support agencies. “In any of these face to face scenarios, a trainer, teacher or facilitator is needed. The trainer’s role in educating adults can encompass many different areas including encouraging growth, assisting adults with problems, preparing adults for current or future work activities or assisting organizations with achieving change” (Caffarella, 2002). Instructors are observation by agenda contributor as topic substance specialist. As such, the teachers has a liability to make a knowledge setting that will make sure accomplishment for grown-up student. Coaches should also be recognizable with chief ideology of grown-up education such as: • Grown-ups are not probable to freely connect in knowledge unless the education...
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...CASE STUDY: PT TELKOM’S RECRUITMENT, SELECTION AND TRAINING PROCESS Agung Budiman Annisa Kusumawardhani Sabran Maria Grace Imanuella Ramavito Mountaino Yohann Mayo P INTRODUCTION Managing human resources is one of the most important things to support activities in a company. To attain profit sought by the company, they have to pay attention to the human resources available in fulfilling their goal. Companies need to meticulously plan and analyze the process of recruitment, selection, and training stage, to produce high-quality workforce. PT Telkom is a company that is trying to survive the constantly changing circumstances. In the past, many people were keen to work in PT Telkom, considering it as a pride. Today, with the Y generation searching for jobs in the labour market, the interest in working in the company has slowly diminished. Moreover, the existing new employees merely utilize PT Telkom as a stepping stone. PT Telkom needs new employees to perform daily activities and regeneration. Thus a strategy in managing human resources is an important factor in order for PT Telkom to sustain its business, and this becomes an interesting point of study. Therefore, by looking at the three topics, recruitment, selection and training; a wider understanding of the real case of PT Telkom will broaden the knowledge on the issue. * 23 Oktober 1856 - layanan jasa telegraf elektromagnetik Jakarta (Batavia) – Bogor (Buitenzorg) * 1961 - Perusahaan Negara Pos dan Telekomunikasi...
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...Square is one of the wealthiest and most successful companies in Bangladesh. Even more important, from a human resource perspective, is the fact that Square is an employee-driven organization. While other organizations base their success on better manufacturing techniques, or better technology, Square success is based on the effectiveness of their employees. Essentially, Square value their staff and realize the importance of their staff. This focus on employees may, in the future, expand to all organizations. Square then, is worth studying as an example of best practice in human resource management. Square Textile Ltd. started its operation in 1997. It was enlisted in Dhaka Stock Exchange & Chittagong Stock Exchange in 2002. The business lines of Square Textile Ltd. are manufacturing and marketing of yarn. Its factory is located in Gazipur, Dhaka. The manufactures 100% Cotton Ring Span Yarn or Hosiery, 100% Cotton OE Rotor for Hosiery and Knit Fabrics for 100% export oriented readymade Garments Industry. The strategic Goals and Objectives of the Company are to strive hard to optimize profit though conduction and transparent business operations and to create more competitive in the internal and external market. In home, customer of Square Textile Limited is export oriented readymade Garments Industry. The Company also exports its products to the market of Europe & USA. The export sells increased by 19% in 2003 over the previous year. Competition level is increasing...
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...Elements of Successful Organizational DiversityManagement Organizational Diversity Management Why is organizational diversity important? Historically, diversity in the workplace has been recognized as an employment equity issue. Now, however, diversity in the workplace is being recognized as a benefit that will contribute to an organization’s bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which are measurable outcomes (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment. I feel a needs analysis should be prepared first to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a ...
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...PROJECT REPORT - TRAINING AND DEVELOPMENT OF EMPLOYEES Objectives of the Project Report Training and Development of Employees Finding is the main objective of this project report and some of the sub-objective in this report. They are : * To know the effectiveness of the training programme conducted by the company. * To know whether employees are aware about their responsibilities and authorities or not. * To improve Organizational Climate and increase the morale of employees. * To know whether training programme is conducted successfully or not. * To know about the work culture of the organization. Training and Development of Employees : Training and Development of Employees : After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: * Increases knowledge...
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