...human resource department. I use it daily to guild me through my day to day responsibilities in my current position. In thinking of the current trends in training the most appropriate to the SHRM organization is aligning training with business strategy because this is just what the organization does. It forms all of the resources, education and legal knowledge that you need and stores it all in one location so that a business associate can research and get the answers that they need as far as human resources goes. Every company has a human resource department or a human resource representative that handles the day to day operations of payroll etc. In knowing that companies must continuously train employees to better the business, this organization supports the direction that human resource department should be going in, which supports the direction of how the human resources manager trains their staff, which supports the business managers who worked together with employees to supply great detailed and knowledgably customer service to the customer. After all the main reason that we are all still in business now is because of customers coming back to receive our products. Employee knowledge is one of the key strategies to being a successful business. A great way to support the strategy of the SHRM organization by training initiatives is by allowing the employees to become members in the organization. The SHRM organization has a great website filled with...
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...promote and integrate values education for youth development. Thesis Statement: NSTP can make life better and can make the students unhappy or annoyed. Statement of the Problem: This study intends to determine the importance of National Service Training Program as a curriculum requirement for all college students. Sub-Problem: 1. What are the purposes of National Service Training Program? 2. What are the results that it is intended to achieve? 3. On what way it can provide an opportunity for the youth to directly contribute to nation building? Importance of the study: The importance of this research is to further know the understanding of how the National Service Training Program can affects the behaviours of a student. Objectives of the study: ✓ To know the importance of National Service Training Program ✓ To promote and integrate values education ✓ To provides an opportunity for students ✓ To determine the factors it can affect the behaviours of a student Time and Place of the study: I conducted this research at the library by searching for books and magazines regarding to the topic that I chosen. I also search to the internet and found out that there so many websites that I can get more information about my topic. Scope of Limitations: This study is only concerned on how National Service Training Program can affect the behaviours of a student. It also includes the importance of this activity...
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...employees can produce quality products or provide quality service. 1.2 Research question: Determine how training can improve the skills of employees which in turn help in increasing employee and customer satisfaction, productivity and eventually business performance. 1.3 Background: Research Significance and Problem Identification: Although many organisations provide their employees training opportunities to progress within the organisation structure, little has been focused upon employee training for organisations' efficiency and performance. Performance oriented market; constantly changing environment and globalisation are influencing the workplace structure and leading to increased reliance on employee skills for providing better products and services. Employees not trained to deal with the advanced management methods and techniques cannot work towards the better business performance. This issue is one of the most important topics in business management studies. This concept is now well established and is increasingly affecting the field of management. It has proved particularly valuable for those organisations who seek better performance. Find out more from UK Essays here: http://www.ukessays.com/essays/human-resources/value-and-importance-of-training.php#ixzz3LeIECfwW 1.4 Aims and objectives: The main aim of this paper is to study the value and importance of training and development of employees in terms of overall organisation performance. *...
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...UNIVERSIDAD DE ZAMBOANGA School of Education, Arts and Sciences Zamboanga City SYLLABUS in NSTP (CWTS) Course Title: NSTP 1 (CWTS) Course Credit: 3 units Descriptive Title: National Service Training Program (Civic Welfare Training Service) Semester: First Semester, SY: 2014-2015 Curricular Year: First Year Degree: All 2-year courses and 4-year degrees Course Description: The Civic Welfare Training Service (CWTS) 1 as a component of the National Service Training Program (NSTP) is a course for the first year student both male and female designed to help them understand, appreciate and eventually live the basic concepts of Students Transformation and Enrichment for Truth (STET) with the end in view of empowering them of becoming an important resources in the nation building. Civic Welfare Training Service (CWTS) 1 is designed to encourage the youth to contribute to the improvement of the general welfare and the quality of life of the Filipino. CWTS requires students to carry out projects and activities in their assigned barangays or Government Organization (GO’s) and Non Government Organization (NGO). Particularly activities contributory to the general welfare and the betterment of life for the members of the community or the enhancement of its facilities especially those devoted to improving health, education, environment, safety, livelihood, entrepreneurships and morals of citizenry and other social welfare services. Course Requirement: ...
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...Trainor Train Yourself, Teresita Nitorreda recognizes the importance of the trainor’s personal training. In support to her recognition, she presents Tom Boydell’s Meta goals that give the how and the why of training. She claims that the real trainings springs not from the formal process, but from the concrete experience. What the formal training provides are just the fundamentals. Hence, training begins with the formal process, but it is realized in the actual confrontation of life’s details. The author goes further by giving the steps on how to go about with the process, although they are not so specific. Again, the details come in the real experience. Lastly, the author mentioned some values necessary in this attempt. These are the awareness of the dangers of drifting away from the objectives, the ability to overcome doubts and motivational problems, and the relevance of hard work. Adherence to the emphasis of this article fosters an implication for the way trainors train oneself and co-trainers. On the other hand, Henrietta Pascual underscores the practical implications of the training. Like Nitorreda, she also subscribes with the idea that the skills and values of the trainer must be complementary. She abhors biases in the giving of the training. One’s credentials and wide experiences in the field must not be a hindrance to the effectiveness of the training. The trainor must not impose his/her own values for mutual trust is very crucial in the process. He/she...
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...Human Capital Human Capital is a set of skills which an employee acquires on the job, through training and experience, and which increase that employee's value in the marketplace. It is also the skills and knowledge acquired thru education. A computer training course, schooling and lectures on the virtues of punctuality and honesty are also capital because they raise earnings, improve health, or add to a person’s good habits over much of his lifetime. Therefore, economists regard expenditures on EDUCATION, training, medical care, and so on as investments in human capital. They are called human capital because people cannot be separated from their knowledge, skills, health, or values in the way they can be separated from their financial and physical assets. Human capital can be viewed in general terms, such as the ability to read and write, or in specific terms, such as the acquisition of a particular skill with a limited industrial application. Critics of the theory argue that it is difficult to separate human capital investment from personal consumption. I think in my opinion there is is no difference between human capital investment and personal consumption because both help in improving a person’s life. For example a skill in particular field could help a person get a job and that brings in money which could be used to feed the family. Adam Smith a Scottish moral philosopher and a pioneer of political economy defines four types of fixed capital (which is characterized...
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...culture, its dimensions, role and importance for organisations. Explain some of the communication practices that are likely to assist in the creation and maintenance of a positive and ethical organisational culture and climate. Organisational culture is ‘what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations’. Shein (2004). Organisational culture consists of levels and dimensions that play an important role within the organisation, along with communication practices including communication audits, and ongoing training that assist in the creation and maintenance of positive and ethical organisational culture and climate that will be explored throughout this paper. According to Edger Schein (2004), ‘culture involves assumptions, adaptations, perceptions, and learning’ and ‘contends that an organisation’s culture… has three layers’ of which include artefacts and creations that are visible but not often interpreted, values or things that are important to people, and basic assumption people make that guide their behaviour. This is called Schein’s Three-Layer Organisational Model. Schein’s Three-Layer Organisational Model broken down show layer one includes visible artefacts such as wall dividers between employees or annual reports. Layer two includes conscious values or desires, and layer three include assumptions of how people think and subconscious thoughts. In order to understand the importance of culture Hofstede (1988) ‘identified...
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...Chapter 1 The Problem and Its Settings Introduction Competence is defined as the skills, knowledge and other attributes that lead to success in a chosen area. One of the major factors for students to ponder upon after graduation in college is whether they became competent to the different challenges of the global market. Acquiring techniques or knowledge for new trends is a head start for being a competent employee which can be learned through quality education. Job qualification for Hotel industry is essential in finding a competitive work in the Philippines or even in other countries. Due to the rampant growth in hospitality industry, there has been a major concern for the Hotel and Restaurant Management students to be highly competitive or highly qualified in terms of hotel and restaurant preferences and standards. The job market in the hospitality industry is very competitive, employers will always want new graduates who are ready to “jump in” and start working immediately. Equipped with knowledge on the new trends for today’s hospitality industry, in order to be competitive in this market, newly graduates must possess the maximum skills required to perform efficiently and effectively in the hospitality industry. Industry professionals often claim that what educators teach in the classroom is out dated (Kang, Wu, & Gould, 2005). Technology, the workforce, hospitality and tourism products, and customers are constantly changing. As a result, relevant competencies...
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...The Importance of Discipline and Respect The importance of discipline and respect Discipline and respect are important in life as well as in the army. Respect is one of the army’s seven values. The seven army values are loyalty, respect, duty, honor, selfless service, integrity, and personal courage. While respect is one of the army values, discipline is needed for all of them. You must have discipline in yourself in order to have selfless service, to do your duty, to have personal courage, as well as loyalty, and honor. And it takes a discipline to respect. The definition of discipline is 1. training to act in accordance with rules; drill: military discipline. 2. activity, exercise, or a regimen that develops or improves a skill; training: A daily stint at the typewriter is excellent discipline for a writer. 3. punishment inflicted by way of correction and training. 4. the rigor or training effect of experience, adversity, etc.: the harsh discipline of poverty. 5. behavior in accord with rules of conduct; behavior and order maintained by training and control: good discipline in an army. 6. a set or system of rules and regulations. 7. Ecclesiastical . the system of government regulating the practice of a church as distinguished from its doctrine. 8. an instrument of punishment, esp. a whip or scourge, used in the practice of self-mortification or as an instrument of chastisement in certain religious communities. 9. a branch of instruction or learning: the disciplines of history...
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...Ethics and Organizational Design- A Literature Review Abstract This literature review observes the views of organizational design and business ethics as they relate to one another in business. The first portion of this paper defines organizational design and business ethics to establish their importance and also examines managerial ethics and corporate social responsibility, sources of ethical principles. The second portion pursues to explain the relationship between business ethics and organizational design and how managers shape ethics through use of value-based leadership and formal structure systems. The third portion pursues to review the importance of ethics to organizational design and the structures that support or enforce ethical behavior in organizations. The fourth portion links literature reviewed and published over the past few years together based on their reference to ethics and organizational design. The literatures are linked together based on commonalities found in the opinions of the authors relating to a spiritual perspective, ethics and corporate structure, organizational and ethical theories, and ethical strategy. Last but not least, the review concludes with a summary of the important role that ethics plays in the organizational design and structure of a business and how it applies to members of management. Keywords: business ethics, organizational design, corporate social responsibility Outline INTRODUCTION I. Organizational Design/Business...
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...Author Note: This paper was prepare for Training, Development and Design HRM 310 | Table of Contents Introduction 2 Body 3 Conclusion 6 References 8 Introduction With people working later in their lives, there are more generations in any given workplace than ever before. 1) Traditionalists – Born between 1922 and 1942 “These are the traditionalists, valuing hard work and commitment, loyalty to a cause and a company. They say "Whatever it takes" is their motto, and they will do just that to get a job done. They are not excited about technology, and can be slow to see it as an advantage, much less a necessity” (Lesonsky, 2011). 2) Baby Boomers – Born between 1943 and 1964 “They value security and stability, and appreciate clearly stated goals and tasks. They prefer to communicate through in-person meetings and emails” (Lesonsky, 2011). 3) Generation X’ers – Born between 1965 and 1981 "They are adaptable and resourceful, and most have learned to use digital technology and communicate with the latest tech tools” (Lesonsky, 2011). 4) Millennials’ or Generation Y – Born between 1982 and 2001 “They value work-life balance and flexibility even more than Gen X. They also seek freedom and want to be treated as equals from their first day on the job. This generation doesn’t fear authority, and seeks challenging and meaningful work. And they’re the most tech-savvy of the three groups, preferring to communicate quickly via texting and IM” (Lesonsky, 2011). Clearly...
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...specialty will need orientation. The maternity unit is one specialty that requires skills and knowledge that are not common in other nursing specialties. These skills include the use of fetal heart monitors, uterine contraction monitors, assessment of patients in labor and cervical dilation, assessment of postpartum patients, and assessment of newborns. In addition to the need for learning new skills, orientation is also a requirement of the Joint Commission. Ludlow (2006) states that “guidelines delineated by the Joint Commission (JCAHO, 2003) support the need for all nurses to participate in an orientation program specific to their unit; even more so for those in a specialized area of nursing”. Step 1: Identify an Issue The importance of nursing orientation is evident; however, not every facility has a systematic process of orientation for their nurses. Currently, M.P. Hospital lacks a methodical orientation process for their nurses in the maternity unit. New nurses are working on the maternity unit without prior proper orientation. This lack of...
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...Employee Training and Development HRM 409B Survey in Human Resource Management and Organizational Development August 12, 2014 Abstract Employee training is often seen as an unnecessary financial burden on the company. The nature of the modern business environment dictates that training more important than it ever has been. Continual changes, especially when it comes to technology, mandates that employees are regularly trained on new skills. Training is not a punishment, even though employees typically do not enjoy being exposed to it. Some organizations only implement training programs that are mandated by the government. There are different benefits and challenges that come along with training. Key learning can provide a competitive advantage. Human resources should ideally be the department responsible for implementing and maintaining a training program. Training and development of employees is an important part of successful business. Table of Contents Introduction 4 Concept of Training and Development 4 Current findings 5 Employment Trends 6 Benefits and Challenges 8 Key Learning 9 Recommendations 9 Conclusion 10 References 11 Introduction Employee training and development is an important part of the business. Understanding the concept of training and how it will aid both the company and the employee is vital. This paper will address the current findings of training and Human...
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...played a role in changing the way jobs are performed, the length of time it takes to complete a job, and the knowledge required to do the job. Organizations have had to find ways to manage the changes in the workforce in order to remain competitive in today’s marketplace. In this paper we will look at the Hershey Company, and ways that it has utilized to help manage these changes. We will look at ways to redesign Hershey’s performance management system to include diversity. We will also look at Hershey’s value system particularly focusing on how employees could interpret them in relation to their role with the company. We will continue to delve into the topic of the workforce trends and determine which has had the greatest impact on the Hershey Company. Finally we will look at the mentoring program that Hershey’s has put into place to help embrace the age diversity of the workforce. We will review the effects the mentoring program can have on integrating values into the Hershey...
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...organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and, familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations * The valuation method is based on false assumption that the dollar is stable. * Since the assets cannot be sold there is no independent check of valuation. * This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost approach This approach measures the cost of replacing an employee. According to Likert (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations * Substitution of replacement cost method for historical cost method does little more than update the valuation, at the expense of importing considerably more subjectivity into the measure. This method may also lead to an upwardly biased estimate because an inefficient firm may incur greater cost to replace an employee (Cascio 3-4). Present Value of Future Earnings Lev and Schwartz (1971) proposed an economic valuation...
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