...Potty Training Potty training a child can be a challenge for any parent. There is no one way that guarantees successful outcomes. There are many different ways this can be accomplished. The trick is to find the method that works best for you and your child. Thus, this paper will aim to recognize the signs that your child is ready to begin this process, various equipment needed, helpful tips for success, and common problems related to this overall process. When to start potty training is different for each child. The age can be as early as ten months to up to thirty-two months old. Girls are usually ready to start around two years old, whereas boys may not be ready until three or even four years old. Signs that your child is ready to begin potty training is when your child tells you when they have to pee or poop, or takes off his/her diaper after peeing or pooping. Following you into the bathroom and flushing the toilet shows that your child is interested in the potty process. Putting on underwear or asking to put on big girl or big boy, or uses words, facial expressions, or they may go into a corner and squat or grunt when they are about to poop are also good indicators that your child is ready to begin potty training. (Sparrow, 2010)....
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...Why bother potty-training? Doesn’t it come naturally? You would think it is a no-brainer for everyone that the earlier a child is exposed to the routine of potty training, the sooner they will achieve self-toileting ability than the child who starts later. But it is not so. Many people think that older children (4 years +) potty- train faster than those who are trained at a younger age (1 - 3 years). Common assumptions in the medical profession, contemporary child care, or in the community are: • Children cannot achieve independent toileting until the “myelisation of the sphincters” takes place – and attempts to toilet train before this time will be futile; • That “All children end up getting toilet trained anyway - did you ever see an adult who is not toilet trained?” • “Children toilet-train themselves eventually by the time they are four years old;” • “No one graduates from high school in diapers...” It’s true there are children who “train themselves.” These are usually children who grew up in a home environment where parents involved them by example and made available potty or toilet facilities to their children from birth, while not consciously calling it “training.”...
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...Beginning to potty train your youngster can be a difficult process. While some children are ready at about two years of age, others are ready when they are much older. By starting to potty train too young, the process will just take you longer to complete. To determine if your child is ready to begin potty training, you need to evaluate his actions and how developed his understanding skills are. If your child can understand simple instructions and can ask questions, he should be capable of understanding potty training. If he shows interest in the in the potty chair or wearing underwear, he may be ready to begin his potty training. If your child can go two hours without wetting his diaper and has regular bowel movements, he is probably ready to be trained. If your child is telling you that he needs to go to the potty and can pull his pants up and down by himself, he is definitely ready to begin potty training. The first step to successful potty training is to ready the equipment. Your child should have his own potty chair. If you try to have him sit on the regular toilet seat, your child will feel unsure of himself and may even become scared. You may...
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...Some ways a parent can benefit from potty training their children are: Save up to $80 a month by not having to buy expensive diapers and wipes. Run your errands and not have to carry a heavy diaper bag. Be able to use a public restroom and not look for a changing table. Help your child build their confidence. Steps on knowing your child is ready for potty training: Does your child seem interested in the potty chair or toilet, or in wearing underwear? Can your child understand and follow basic directions? Does your child tell you through words, facial expressions or posture when he or she needs to go? Does your child stay dry for periods of two hours or longer during the day? Does your child complain about wet or dirty diapers? Can your child pull down his or her pants and pull them up again? Can your child sit on and rise from a potty chair? Steps to prepare for potty training: Take your child into the bathroom with you. Talk about the advantages of being trained: no more diaper rash, no more interruptions for diaper changing, and the pleasure of being clean and dry. Discuss training as an important stage of growing up. Let your child practice lowering and raising training pants sometimes, or putting them on and taking them off. Have a potty chair in the bathroom and the child might sit on it even with clothes on, while you are in the bathroom yourself, but only if he or she wants to. Don’t scare him or her to sit on the potty just have the equipment in sight so they...
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...CAREER OBJECTIVE: To obtain a full time job position that will utilize and enhance acquired human resources management knowledge, skills, and attitude towards continuous career development. EDUCATION Master of Science in Human Resources Management, 2015 UNIVERSITY OF SANTO TOMAS BACHELOR OF ARTS IN BEHAVIORAL SCIENCE, 2010 UNIVERSITY OF SANTO TOMAS PROFESSIONAL EXPERIENCE EMERSON ELECTRIC ASIA LTD (ROHQ) DURATION JULY 2011 TO PRESENT POSITION PAYROLL SPECIALIST • Validates time and attendance and salary of employees • Prepares payroll report every cut off, for manual crediting and for additional instructions • Checks final pay computation and prepares check payment request • Updates clearance workflow for resigned employees • Prepares Letter of Guarantee and Certification of Employment for travelers • Handles/answers payroll issues/concerns of all Emerson employees (approximately 3,000 employees) • Handles Business units of EEAL • Conducts new employee orientation and payroll presentations in Communications meeting for the business units. • Prepares T&A reports for Business units (by request) • Administers timely and accurate payroll processing every 15th and 30th of the month • Assists employees in understanding their BIR form 2316 and 1700 filing • Assists Manager in tax issues • Facilitates the tax consolidation orientation for new hires DURATION DECEMBER 2010 TO JULY 2011 ROLE SERVICE DESK ANALYST FOR FACILITIES, PAYROLL...
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...Subject: Human Resource Development 1. * Meaning and concepts of Human Resource Development, Human Resource Development (HRD) is considered as a vital part of Human Resource Management and it is defined as "an organized learning experience within a given period of time with the objective of producing the possibility of performance change." HRD aims at overall development of human resources. HRD is more concerned with the training and development of employees. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. A) Describe the major functions in Human Resource Development (HRD) Frame work of an organization. – 2011 * OR - Features of Human Resource Development, The nature / scope / function / characteristics or features of HRD are as follows :- 1. Training and Development: HRD involves training and developing the employees and managers. It improves their qualities, qualifications and skills. It makes them more efficient in their present jobs. It also prepares them for future higher jobs. 2. Organizational Development (OD): HRD also involves Organizational Development. OD tries to maintain good relations throughout the organization. It also solves problems of absenteeism, internal conflicts, low productivity and resistance to change. 3. Career Development: HRD also involves career planning and...
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...Introduction Many organizations across all countries have recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s...
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...1. Would a TNA be needed in this situation? Why or why not? If yes, who would you want to talk to? Training Needs Analysis is a formal process required for the purpose of identifying the training gap that is in existence and its related training need. Considering the IMP case analysis, training needs analysis is required since there are different sectors within the organization which require an individual to possess the necessary skills to perform the expected work within that department. In addition, training is also offered to people working within the ‘different sectors’ in that organization despite the fact that equality is not displayed while offering that form of training. Talking to the HR manager at North America International Airport’s about training needs analysis is a good idea since the HR manager is the one with the authority over the individual’s directly concerned with training such as Mr. Pettipas. 2. Based on the case as presented above, what KSAs need to be trained? From the case analysis at IMP, it is evident that there are several knowledge, skills and abilities that have to be addressed during training to all the employees within those departments. Leadership skills need to be addressed since the HR was not able to assist Ms. Dillman in her case which portrayed that he lacked the leadership skills. Technician skills required for the metal sheet shop needs to be trained since Ms. Dillman lacked knowledge on the requirement of a metal sheet shop technician...
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...Need Assessment Report on Need Assessment Report on Trainers’ Skills Trainers’ Skills In Vocational Employability In Vocational Employability Building Building Disclaimer NSDC engaged MART to conduct the study and prepare this report, which is based on independent research and analysis done by MART. This report is not based or derived from any other report or research paper. Any similarity with any other paper may purely be a co-incidence. All rights reserved. All copyright in this report and related works is solely and exclusively owned by NSDC. The same may not be reproduced, wholly or in part in any material form (including photocopying or storing it in any medium by electronic means and whether or not transiently or incidentally to some other use of this presentation), modified or in any manner communicated to any third party except with the written approval of NSDC. This report is for information purposes only. While due care has been taken during the compilation of this report to ensure that the information is accurate to the best of MART’s and NSDC’s knowledge and belief, the content is not to be construed in any manner whatsoever as a substitute for professional advice. MART and NSDC neither recommend nor endorse any specific products or services that may have been mentioned in this report and nor do they assume any liability or responsibility for the outcome of decisions taken as a result of any reliance placed in this report. Neither MART nor NSDC shall be...
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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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...Transfer of training is the process in which you transfer the training you received to your job. Training transfer is defined as “the application continued by learners to performance of jobs, individuals, community responsibilities of knowledge in learning activities” (Broad, 1997, p. 2). The ability of an employee to transfer training back to the workplace is not an absolute following training. One of the main factors that impact the transferring process is the fact the training is a completely new behavior to the trainee. New behaviors are difficult to implement and require practice before it can be effective. A way to ease this difficulty is trainer support in the form of a sit in. A trainer support sit in is when the trainer comes in, follows the trainee around on the job, and provides feedback on how they do. Two other large factors that impact transfer of training are supervisor support and peer support. Supervisor and peer support provide incentive for the trainee to practice new behaviors. Supervisors mainly need to be giving feedback on how the trainee is doing on the job. A downfall of peer support is that some peers may have been on the job for a long amount of time and used to doing things the old way. These particular peers may be detrimental to the trainee's practicing of the new behaviors they acquired during training. Broad, M. L. (1997). Transfer concepts and research overview. In M. L. Broad (Ed,), Transfer Learning to the workplace (pp. 1-18)...
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.......... 1 21 November 2013 ii ProQuest Document 1 of 1 Edge Hotel School: four-star prices and your labour for free Author: Lee, Joseph Publication info: The Times Educational Supplement 4990 (Apr 27, 2012): 52. ProQuest document link Abstract: [...]the Edge Hotel School, a working four-star hotel offering on-the-job training and a degree accredited by the University of Essex, will have to persuade students to pay Pounds 18,000 for their two-year degrees, while they work unpaid for up to 27 hours a week running the hotel. [...]he said that the hotel, called Wivenhoe House, was equipped with far more sophisticated IT systems than it needed, purely for the educational benefit, so that trainees would be prepared to work in even the world's largest hotels. Links: Check for full text via SHU links Full text: But the two-year BA honours degree is worth it, says principal. It is billed as an "exemplar" of vocational education - a school of higher education, backed by an independent charity, offering degree-level study at the same time as work experience. But the Edge Hotel School, a working four-star hotel offering on-the-job training and a degree accredited by the University of Essex, will have to persuade students to pay Pounds 18,000 for their two-year degrees, while they work unpaid for up to 27 hours a week running the hotel. Principal Alan Jenkins said it should not be compared with higher level apprenticeships, which the...
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...employer designing their training programs which doesn’t need to exist. a. The first step to creating a learning environment is to decide what you want to teach. The idea is to make training programs as relevant as possible to the organization (and the needs of said entity). i. One of the biggest barriers of organizations in the first step is the lack of job-applicability of their programs --- a well-done needs analysis will ensure that an organization not only needs the program but also give a good idea of whether the program will be effective or a waste of time and money. ii. The next mistake organizations make is that they fail to set clear, concise instructional objectives. In order for training to be effective, the training has to have a very narrow goal, i.e. we need to teach the employee to perform the task of connecting calls via a switchboard. iii. Once the goal is set, you should then go to a line manager and ask them what knowledge the trainee needs to know when connecting calls via a switchboard as it applies to the organization – too many organizations skip this step and end up teaching employees a different way of doing things. This causes problems in the workplace when they make it back to it, and then they have to unlearn what they learned and start over (which creates inefficiency.) iv. The last item you should look at when deciding when you are deciding what to teach your employees in your organization is whether the training program is interactive enough...
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...Training & Development Commercial relevance of human resource management A company’s business environment is characterized by increasing market globalization, further strengthening of the situation of the competition as well as increasing technological complexity. Due to this economic change, the commercial relevance of human resource management steadily increases because companies have to adapt their organizational structures, having a direct impact on the working environment of their employees. Therefore, today, companies need a flexible and well-trained workforce to handle the economic challenges. Especially companies with international operations are concerned with the rapid development of global markets. Siemens for example, a leading high tech firm and one of the most innovative companies in the world, is present in over 190 countries and employs more than 360.000 people. Siemens designs and manufactures products and services for industrial customer and end consumers. To keep its world leading position and to achieve its business objectives, Siemens needs highly skilled IT and business employees. Hence, Siemens developed a particular training and development strategy, monitored by an excellent human resource management to increase the horizontal and vertical qualification of its workforce. Training programs are developed for specific business divisions or individual employees to extend skills and to teach new skills. Siemens distinguishes between “on the job training”...
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...Report on “How I assess the training & development issues/needs of an Organization?” Prepared by : Supervised by & submitted to: Nazia Tazreen ID 2010010002014 Tazreen Rahman Md. Rasel Bhuyan ID 2011010004081 Course Teacher Abeda Awwal ID 2010110001061 Training & Development Kaniz Fatema ID 2010110001080 Mahajabin Begum ID 2010110001070 Program : MBA (THIS REPORT IS SUBMITTED FOR THE PARTIAL FULFILMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) 13 December 2011 Tazreen Rahman Course Teacher (Training & Development) Southeast University Dhaka Campus Subject: Submission of Report Dear Madam, With a pleasure, I would like to submit my internship report entitled “How I assess the training & development issues/needs of an Organization?” in connection of my practical experience in Bestway Group I have tried my level best to expose it’s “training & development issues/needs assessment” through collecting various significant information of Bestway Group. I hope you would kindly accept the report considering my unintentional mistakes in preparing of the report. Thanking You Sincerely Yours, ______________________ Nazia Tazreen & Group MBA Program Southeast University Dhaka Campus. |Content Name | |Page No. | |First Phase: Training & Development Process ...
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