...Abstract A well developed training program entails seven steps. The first step entails conducting a needs assessment which confirms whether or not an organization needs training. The second step is to identify the readiness of the employees by evaluating their motivational and basic skills necessary to effectively comprehend the training program content. The third step is all about creating a learning environment that provides means for learning to occur from the training. The fourth step is the process of transfer of learning where employees apply what they have learned in the training program to their jobs. The fifth step is developing an evaluation plan which describes the types of outcome expected and demonstrating how training will affect those involved. The sixth step is selecting the training method in correlation with the learning objectives and learning environment. The seventh step is to evaluate the training program, make changes if necessary and to improve the program by revisiting earlier steps in the process so that learning objectives are accomplished. Economic cycles, globalization, customer service and quality emphasis, talent management, new technology, increased value placed an intangible assets and human capital, focus on linking business strategy, changing demographics and diversity of the work force, high performance work systems are the various forces affecting the work place and learning. An organization deals with these forces by...
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...------------------------------------------------- Human Behaviour in Organization ------------------------------------------------- W 9:30-12:30 ------------------------------------------------- Aniano, Deanna ------------------------------------------------- BSACCTY-1B ------------------------------------------------- Case Studies ------------------------------------------------- Case Study 1.1 – “Hospitals are driving toward a leaner organization” ------------------------------------------------- 1. An open-system perspective best describes it. By analyzing the factors that add up to value needed they can focus on that and perform more efficiently with less cost and time. In the situation given, hospitals removed the extensively long waiting time, the long queue of patients, the inefficient use of budget on materials not really necessary and segregated the work force into specialized groups to act effectively. As a result, they had achieved a better patient care, a more systemized organization and a spare budget to use for emergencies. ------------------------------------------------- 2. Culture can present some problems in the equation. By presenting a big change in the work system poses a great risk for people who are more comfortable in traditional ways. If they’re not accepting the concept as one and act on it, they may have some problems in worker relations and may hinder a company’s progress. ------------------------------------------------- 3. It would...
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...FARTLEK TRAINING PE 1 Physical Fitness Training Program Submitted by _ Submitted to Prof. Arroyo In partial fulfillment of the requirements for PE 1 Table of Contents |Cover Page |p. 0 | |Table of Contents |p. 1 | |Introduction |p. 2 | |Objectives |p. 3 | |Scopes and Limitations |p. 3 | |Constraints |p. 3 | |Definition of Terms |p. 4 | |Methodology |p. 5 | |Frequency |p. 5 | |Intensity...
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...Training and Mentoring Program xxxxxxxxxxxxx HRM/531 December 5, 2011 Dr. Penny Wilkins Evaluation Ford provides many kinds of training programs to its employees, dealers and suppliers. For successful training programs it is important to see the reaction, transfer and its effect on the employees and company. Six Sigma is a successful training program Ford started in 1999. The first phase of Six Sigma called for customer satisfaction. "In fact, one and a half points of customer satisfaction drive about one point more loyalty. In North America alone, this translates into more than $2 billion in incremental revenue and roughly $100 million in profit." (http://www.qualitydigest.com). The employees gave a good response to this training and earned green belts, black belts, master black belts. Master black belts helped train senior leaders to apply Six Sigma in their departments. This program was such a success that in 2000, it helped to add $52 million to the bottom line of the company. Ford assembly plant in Chicago underwent a new training program accompanied with new tools and machinery, successfully reinvented Ford Explorer 2011. Ford Explorer 2011 is best in class fuel economic, improved driving dynamics and lightweight in design. ‘The reinvented 2011 Ford Explorer has started rolling off the line at Ford’s Chicago Assembly Plant, marking a new beginning for both the historic factory and the iconic SUV (media.ford.com). Reinforcement and Sustainability Ford reinforce...
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...Developing a Training Plan University of Phoenix Organizational Leadership – LDR/531 Bridget Peaco December 6, 2010 Developing a Training Plan Organizations can help to improve employee communications and ethical practices among employees by having a successful training program in place. When a successful training program is in place, those trainings can provide other unique opportunities for organizations because those trainings can help to give employees important information that can help them be more successful at their job. When employees are successful at their job, that then equals more success for the organization. Training new employees and team environments is best implemented when the organization develops a training program that will give the employees useful information they will need to get a full understanding of the organizational structure, policies, and goals of the company. This paper will review some practices that prevented Enron from collaborating and communicating effectively, provide training ideas that could have helped the management staff be successful and lastly, address how this training plan could have improved Enron’s management team and other employees. When developing a successful training plan, one must identify the issues that were present within Enron’s leadership and management team. Training should start from the top, that way, the people with leadership status, including the management team, will be well prepared to successfully...
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...2.1 Training Employee: Training the employees principally deal with acquirement of perceptive, proficiency, providing technical support and make them practice it regularly. Moreover, these training programs to the employees are very important issues of studying human resource. It is important because these training can improve individual routine works in various levels of their work place. Nowadays these programs help employees growing their ability to work more efficiently and effectively in the workplace so the organizations are also encouraged to invest more on organizational training and learning and finally achieve development in the overall performance (Steers, 1997). On the other hand knowledge about any organization is also very much...
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...Development of Training, Mentoring, and Coaching Program Human Capital Management 531 Training and coaching of employees is an integral part of a business organization. Employers may use training programs to help their personnel acquire knowledge and skills as well as improving their performance. Through the development of a training program organizations can empower their employees increasing their expertise, thus expanding their productivity and efficiency. This can have cost-effective results in the company because of the subsequent progress in production and service that a well-trained employee can bring to an organization. The continuous changes in the business world and the competition force companies to modify and reinvent their business strategies. Part of these strategies involves providing their employees with the necessary resources and tools that will allow them to keep pace with the changes in the business world. As Cascio (2005)states “the organization is responsible for providing an atmosphere that will support and encourage development, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (p. 288) In addition to training and developing their employees’ skills, managers may use coaching and mentoring to also improve their productivity. Coaching and mentoring motivate...
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...Job Training Proposal for Sears 2015 Prepared by Cory Richmond Former Employee of Sears Report Distributed April 26, 2015 Prepared for Human Resource Department and Store Manager To: Human Resource Department and Store Manager From: Cory Richmond, Former Sears Employee Date: April 26, 2015 Subject: Training Proposal Enclosed is a training proposal Sears can implement. It contains a few methods Sears can adopt to train new employees. The proposal gives and overview with the problems with the current training program in place and why a new one is needed. Three new training methods are provided along with the advantages of those methods. With the information in this proposal I hope the department is able to adopt a new training method going forward. Please let me know if you have any questions about the proposal. You can reach me at (330)- 699- 3291 or at crichmo6@kent.edu. Cory Richmond Table of Contents Executive Summary ……………………………………………………………………i Opening Message…...…………………………………………………………………..ii Scope…………………………………………………………………………………………ii Purpose of Proposal……………………………………………………………………ii Methodology………………………………………………………………………………ii Introduction……………………………………………………………………………….1 Alternative Training Programs …………………………………………………...2 -Job Shadowing ………………………………………………………………….3 -Cross Training ………………………………………………………………….2 -On The Job Training…………………………………………………………..4 Conclusion…………………………………………………………………………………5 ...
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...Team Subject: Training and Mentoring Program for InterClean/EnviroTech sales team Due to the departmental changes and restructuring of the sales team, we have developed a training and mentoring program. The program has been developed in order to align our workplace training with our business objectives. We have been doing things differently for quite some time. Although we have been effective in maintaining and growing market share as separate entities, we must capitalize on having two completely different sets of resources. I know that each company has had its individual road to success; however, we must come together to form a unique blend of unity as we merge the two philosophies. In the past, we sold products to customers to achieve our sales quotas. The new training will be to improve our service based sales. This training will provide the sales team with the opportunity to learn our new way of selling. It will involve getting acquainted and building rapport with the customer. This will further engage the customer and give them a sense of trust. By earning their trust, they will be more likely to share their product deficiencies with us. The training will provide us with the listening tools to receive the information given, and base their product need off of what we gather from them. With the new tools, we will be able to paint the picture for the customer and assure them that they are making the right purchasing decision. After training has been provided...
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...Examination of educational degree programs and training Opportunities Other Resources for Human Services Workers • Web Sites. 350 • Wide variety of online resources. • Social work organizations • Social work student organizations THE SOCIAL WORKERS INTERNET HANDBOOK • Authors are Gary B. Grant and Linda May Grobman. • An essential toolkit social worker Who is online or wants to be. • Price is $24.95 CCO 717-238-3787 Connect to the internet • Choose an internet service provider • Use mailing lists and news groups • Surf the world wide web • Network with social work colleagues • Find helpful information and resources for clients THE NEW SOCIAL WORKER • Free national online magazine • Download at www.socialworker.com • Quarterly publication • Provides information: -SocialWorkJobBank.com -The journal of Social Work Values and ethics, a free peer reviewed online journal. http://socialworker.com/jswve. Graduate Degrees Programs in Counseling • University of Phoenix • Bachelor of Science in Psychology • The Bachelor of Science in Psychology program provides students with a strong foundation in general psychology. Students will gain insight into the cognitive and affective processes that underlie the individual Grand Canyon University • MS in Addiction Counseling • The program prepares students to treat substance abuse and dependency disorders. • Courses provide comprehensive survey of counseling theories, group counseling...
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...• Write an outline for this section of the training program. • Be sure to address the characteristics of the perceiver, the target, and the situation as well as any barriers that might need to be considered. Part One: As you prepare your outline for training interviewers, focus on elements that make interviews most effective. An interviewer should understand how to communicate with interviewees and must acknowledge the appropriate method for interviewing based on legal and fair hiring practices. For example, interviewers must choose their words carefully. They must be culturally sensitive to applicants and refrain from offending or discriminating against individuals based on gender, religion, sexual orientation, ethnicity, disability, etc....
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...There are three main steps for the QPR Gatekeeper training with the first one being the question, which is when the Gatekeeper questions the at risk individual’s wish to commit suicide. The second step is persuasion, which is when the Gatekeeper encourages the at risk person to seek out help for their current problem. The last step in the Gatekeeper program is for the Gatekeeper to refer the at risk individual to the appropriate resources so he or she can get help. The training is fairly brief as it lasts one to two hours from certified instructors either online or in person. QPR also training educates the Gatekeeper about the reasons why one commits suicide, suicide statistics, and other facts and figures about suicide prevention and what they can do to help. The training also shows a video about individuals who have dealt with suicide in any shape or form along with roleplaying to help the Gatekeeper practice is simulated real life situations. At the end of the program the Gatekeeper should have expanded their knowledge base about suicide and what they can do to prevent more suicides. Their ability to intervene for those at risk for suicide should also increase after their training. Gatekeepers who complete the program become knowledgeable about suicide prevention resources...
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...any training program is to facilitate an open and comfortable environment where individuals feel they have the support from their instructors. Upon successful completion of the written G1 test and eye exam, individuals will have the opportunity to take part in the beginner’s training program. This program helps prepare individuals for their G2 examinations or simply to learn how to drive. It consists of 10 one on one, one hour sessions with an experienced instructor. Objective: Upon completion of the training program, the trainee is expected to be equipped with all the skills and knowledge to drive a vehicle safely to successfully pass their G2 examinations. Content of training program: The program will cover all aspects of driving including manoeuvring, parking, city and rural driving, lane changes, parallel parks, three-point turns, uphill/downhill parking, roundabouts and intersections. Intended Training Methods: The trainee will observe trainer as he/she models the desired behaviours for driving before the trainee takes the seat, and any time requested by the trainee to demonstrate how to perform tasks. Most of the training will consist of active practice which will allow the trainee to practice performing the task while applying all knowledge and skills during training (pg. 145). They will do this by physically taking charge in the driver seat and learn how to drive with instruction and guidance from the instructor. Conditions of Practice: Pre-training intervention...
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...Design Model 1 Cultural Diversity Training Program Brenda R. Thompson BUS 600 Prof. Richard Hassler May 17, 2010 Design Model 2 Cultural Diversity Training Program The design model of methods and procedures of learning is like a bridge between the “world-as-imagined” and the world-as experienced, where diversity may be a source of innovative problem solving that is combined by experience and knowledge. Learning plays an important role in the transformation of existing knowledge into new design solutions, in order to reflect organizational and human needs for change and the opportunities for such change. Diversity climate is defined as “organizational” members’ attitudes and perceptions toward people from cultural groups other than their own. As we progress toward increasing profits for times, organizations must explore the concepts of social identity differences which are the attitudes and perceptions, manifested in the practices and behaviors of individuals. Human capital and social capital as mentioned in the text are referred to as the potential of the individual contribution (Kinicki & Kreitner, p. 13-14) of organizational learning better known as shared knowledge. The social capital refers to the potential to establish strong relationships, communication and working in teams as an effort to reach a common goal. Organizations can...
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...three opportunities for the implementation and maintenance of an effective employee training program. Effective training and development begins with the overall strategy and objectives of any businesses. The entire training process should be planned accordingly to specific company goals and outcomes, instead of just talent development activities (DeLong, 2011). Whilst developing a successful training strategy, it is needed for the company to evaluate its customers and competitors, strengths and weaknesses, and any relevant industry or societal trends. Furthermore, this information will be used to identify where training is needed by the organization as a whole or by individual employees. What is more, HR manager can also conduct an internal audit to find general areas that might benefit from training, or to complete a skills inventory to determine the types of skills employees possess and the types they might need in the future. Implementing and maintaining an effective employee program includes both challenges and opportunities in it. Opportunities: • Costs involved within the training process will be paid off later. Upfront costs that will be required from the employers to implement and maintain the training process are invested in future improved skills of personnel and therefore will be returned to a company via more effective employee’s competences. • Maintaining an effective employee program will result in creating pools of qualified replacements for employees who may leave...
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