...Centralized Training Workshop Proposal Centralized Training Workshop Proposal The Centralized Training Workshop is being formed to train all managers on the new system and compliance policies being introduced across the organization. To ensure organization resources and the manager’s time is not wasted several issues need to be addressed and resolved. These issues include though not limited to organization and infrastructure problems and social concerns within the organization and have been addressed and resolved to facilitate training. All training will be customized to the manager’s background, training objectives and system requirements. CTW (Centralized Training Workshop) is a combined effort of HR and IT department managers to streamline the new organization’s system and policies being implemented company wide. The proposed workshop will be conducted at the organization headquarters, a suitable site for all satellite location managers. Workshop sessions will be held in a three day period, each training day will be for a five hour period. Stakeholders Stakeholders concerned with the workshop include committee members and financial department of the main branch, along with advertising and all satellite managers. Indirectly involved are all uses of our services and products. In addition to any individuals invested in the organization. Objective The main purpose for the proposed workshop is proper training and feedback from the training experience. By complete understanding...
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...account manager workshop. Some management issues have been exposed regarding not only the relationship between Schneider and Calchem but also the effectiveness of Schneider’s communication network and the cooperation from its subsidiaries. This report aims to analyse the challenges Schneider is facing in depth with the focus on cultural differences to figure out the solutions for this company to promote system of global account management, to gain support from local subsidies and to build the reliable long term relationship with new clients. The report identifies the challenges Schneider is facing at current. Firstly, the internal communication channel across organizations, relationships between subsidiaries and head quarters (HQ) and customer relations is considered as the core issues. Due to the matrix structure and the larger number of cultures involved in the net work communication, effective information feeding and sharing is difficult to be achieved. Secondly, different cultural orientations of different subsidiaries have made the goal of GAM hard to be gained. This is presented by the resistance to develop GAM in some subsidiaries and the reluctance to attend workshop. Furthermore, different cultural orientations of the clients raise different interpretation of Schneider Electric’s actions bringing misassumption about control power in the strategic alliances between Schneider and Calchem as well as challenges in convincing this account to attend the workshop. Some recommendations...
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...watch the Career Services No ce Board for changes in the schedule. Tuesday 22.1 Tuesday 29.1 Thursday 31.1 Friday 1.2 Tuesday 5.2 Friday 8.2 Thursday 14.2 Thursday 21.2 Tuesday 26.2 26.2‐22.3 Tuesday 5.3 Wednesday 6.3 Company Presenta on Cognizant Company Presenta on Microso Company Presenta on Swisscom Case Study Workshop Accenture (a ernoon, by applica on only) Company Presenta on UBS Interview Training Workshop at Deloi e (Zurich, all day, by applica on only) Company Presenta on Roche Company Presenta on Rocket Internet with Interviews Opening Panel of the HSG TALENTS Conference (18:15‐20:00, audimax HSG) HSG TALENTS Conference (workshops, presenta ons at the HSG) Case Study Workshop Bertelsmann (a ernoon, by applica on only) MBA Lounge at the HSG TALENTS Conference—main recrui ng event for PT and FT MBA Students, 12:00—16:00 OLMA conference centre St.Gallen The corporate presentations and workshops are a part of the Career Development Programme at the St.Gallen MBA. The companies are briefed to give an authentic picture of what it is like working for the particular company and what MBA level entry positions might look like. Each presentation or workshop is normally followed by a Q&A session in class or in form of an informal apéro (coffee, small bites, wine in the evenings) outside the Lecture Hall. Dress code: business....
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...Me and my job as shipfitter My name is Lasse Mosebo I am 19 years old. I live in vindeby and have done so my whole life. I live together with my mum Gitte, my dad Bjarne and my little brother Mathias. But I just got my own apartment in Svendborg and I’m planning to move in next month. Almost every member from my father side of the family have been working with ships, My dad also works with ships and so did almost every member from his side of the family have been working with ships as well. When I was a kid he used to take me along to work and I found it very interesting. So like my dad working with ships and its engines has always been what i wanted to do for a living. Also I feel like it’s a tradition I have to carry out, since my little brother don’t like to get his hands dirty like I do. While he sits on the computer in his spare time I like to spend my spare time working on my boat and its engine. Whenever my friends have trouble with their car or scooter its me they call for help because they don’t know what to do and they know i always want to help them out. I’ve always knew what I wanted to do for a living but after 9th grade I took a 10th grade, not because I needed it but because I could take my education as shipfitter while I took my 10th grade. So it was a win win situation. Then one of my teachers found a internship at Svendborg Motorværksted for me. I was going to be working there for 2 weeks. When my internship was over the boss of Svendborg Motorværksted...
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...help the student services department to understand workshops and seminars suitable for art students. To achieve this purpose, this survey was done by collecting data from 22 art students in art school. Data collection was by the use of a survey questionnaire containing two questions. The first question sought to rate how students were interested in undertaking different workshops. The last question was open ended seeking to understand other workshops that students would like to attend. To avoid getting blank responses, each participant was asked the questions and the researcher wrote the response on their behalf. The results indicated that 17 students were interested in attending the creativity workshop. However, most participants were not interested in the “wordpress” workshop. For the second question only nine participants identified other workshops in which they wish to attend. A Survey was done in an Art School to find out which Workshops and Seminars would be helpful for Art Students Introduction/Problem Statement Educational institutions recognize the need of students’ involvement in decision making. This attribute is seen as vital because it helps students select what they think would benefit them and help improve on their educational outcomes (Murphy 56). In particular, education institutions have been using seminars and workshops as tools to improve on the development of their students. In designing these workshops, evaluating learning needs are significant in determining...
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...used 2.In which ways do you engage or interact with customers attending your promotional/educational events? We have workshops for kids (4-12), Do-It-Yourself workshops for the general public, Do-It-Herself workshops for women, and online videos and tricks to guide customers through a project. Our workshops last from one to two hours, during which we work side by side the participants to guide them through simple DIY projects. Kids workshops require an attending adult, where we demonstrate simple safety and construction skills like how to use a hammer and wood glue in order to construct simple projects like stools and bird houses. At adult workshops we show attendants how to preform simple home improving projects properly and safely. We work side by side and demonstrate easy tasks like tiling a backsplash or laying laminate flooring. At these workshop we show participants how to safely complete these types of jobs, which tools are needed for specific jobs, how to care for and protect your tools, and give advice on ways to make many projects easier. 3. In which ways do you feel it is important to tie the types of events you hold to the image of the store? If it is not why? It is very important to keep events clean, safe and enjoyable, just like the atmosphere we provide in our stores. We genuinely care about the success of the attendants of these workshops, as we genuinely care about the customers shopping experience in our stores. 4.Do you feel customer satisfaction...
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...Question Training and development is one of the most important factors in our daily life. Many people seem to consider training as a mean to get knowledge, skills, performance and competencies. Training and development is one of the Human Resource functions. Technology develops at a fast pace, hence, organizations need to provide their employees with the right training methods to become capable of understanding and using technology. Managers should keep in mind that employees’ training goals and the firm’s goals should be consistent in order to benefit from these endeavors. Typically, most organizations set their training programs at the beginning of the financial year where employees’ needs are recognized. Some people misunderstand development, while they might be considered to be in the same system they have different aspects. While training provides employees with knowledge, skills, performance and competencies, development helps them to grow within the organization. Thus, development is considered as a long term goal. Companies can do internal training or external by requiring their employees to complete training programs at external firms which focus on providing employees with a whole complex training program. This ensures they get the appropriate knowledge and skills. Many expertises consider external training better than internal because it helps companies to better control training costs by reducing the unseen costs (delivery, logistics, post training follow up, etc...
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...COMMUNICATIONS STRATEGY FOR MUTIONJURI MIXED DAY SECONDARY SCHOOL This communications strategy is designed to the school communicate effectively and meet core organisational objectives. The school aims at increasing target audience’s awareness that the school is partnering with all stakeholders to increase school community understanding of the partnership’s goals or services that the school provides. This will help build the partnership’s reputation or share achievements. This will help the parents and wider school community to provide feedback on partnership activity for planning or evaluation. The targeted audience will include: the parents, students, politicians, teachers, and the school based staff (internal) or broader school community (external) This communication strategy will be used at Mutionjuri mixed day secondary school. The table below sets out some examples of how messages can be tailored to different audiences. |Audience |What they need to know |Key communications messages | |Service users |- What we offer them |- We provide useful, practical information and support | | |- How to access our services |- We are trustworthy and reliable | | |- Where to go for advice |- We put services users first and value their opinions | |Local MP or MCAs |- What we...
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...Employee Training Tips 1 Well-trained employees are the key to your small business success. Studies have shown that the most successful, productive employees are those who have received extensive training. They’re the cream of the crop, often having the strongest stake in the company’s future. In an ideal world, you would be able to hire people who already possess the exact skills your business needs. But in today’s competitive labor market, demand for skilled workers far exceeds supply. That’s where training comes in. Not only does instruction arm your employees with needed professional or technical skills, but it also shows that you are invested in them and interested in bringing them with you into the company’s future. This helps keep workers motivated and involved. To successfully launch an employee training program in your own company, follow these 10 helpful tips: 1. Stress training as investment. The reason training is often considered optional at many companies is because it is thought of as an expense rather than an investment. While it’s true that training can be costly up front, it's a long-term investment in the growth and development of your human resources. 2. Determine your needs. As you probably don’t have unlimited time or funds to execute an employee training program, you should decide early on what the focus of your training program should be. Determine what skills are most pertinent to address current or future company needs or ones that will...
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...2.1 Training need at different levels In order for the training to be effective, we need to focus on different levels, a family environment is a good motivation key for the employee Management level | Costumer level | Operational level | -Practical learning for developing skills, making decision and leadership.-off the job training and role playing for practical understanding | -problem solving, to manage complain and queries,-workshops for customer service | -Correcting performance to motivate and bring efficiency.-advice or coaching the line managers. | 2.2 Method of training | Advantages | Disadvantages | On the job training (rotation, mentoring, self development approach...) | -Quick feedback.-Rapid consolidation if the task is not up to standards.-Employee is working and learning in the same time. | _Trainee will be trained and informed based on what happened that day, so he may lack of important issues related to safety and productivity._Adopting the bad habit of trainers._It can mess with workflow and the production of the day. | workshops | _they make employee practice and to know about their skills | _cost might proof as a loss .- might be demotivation to employees | Role playing | -Experiencing different roles and different responsabilities.--Employee get to know what it take to manage a different responsibility. | -reluctant to swap roles to take wider responsibility . | Coaching | -It gives the decision making courage -Specify area...
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...the ideas obtained in the training session immediately upon their return to work. Use it or lose it is a standard saying in the training field.tis a correct statement. The employee must be expected to demonstrate the use of the training in a work environment that supports the use of the training. Some problems regarding training and development procedures of the CITY Bank Ltd. Training institute are listed below- -the approaches of training needs assessments are not scientific. -training methods are not enough clarified and structured. -the trainers do not use various types of training methods and techniques. -Allowances are not given to the trainees. -for developing executives there are a few development programs. There are separate training programs for employees and managers. Training programs for employee are-orientation course on banking, induction/foundation course, foundation course on banking, refreshers course on general banking, basic course on bookkeeping and documents and documentations (workshop) and the training program workshop on anti money laundering is provided separately for both employees and managers. Training programs for managers and executives and workshop on branch management, credit management and project appraisal. For developing managers and executives there are no specific developmental programs.At the city bank limited training is mostly provided to junior officer,probationer offier and managers,that is,training is mostly providedto top...
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...INDEX Contents Introduction 5 1.0 Introduction 6 1.1 Purpose of HRD 7 1.2 HRD Planning 8 1.3 Training Need Identification 10 About the Company 16 2.0 Introduction to the company 17 2.1 HRD Philosophy 17 Products & Services 19 2.2. Development Plan Template 21 2.3 Sample Training Calender: 22 Methodology 23 3.0 Report Methodology 24 Findings & Recommendations 26 4.0 Recommendations based on Findings 27 4.1 Proposed Improvement in Training Policy 28 4.2 Proposed Process for Training: 28 Annexure 30 Annexure 1: Proposed Training Process for Employees 31 Annexure 2: Proposed Feedback Questionnaire 32 REFERENCE 36 1.0 Introduction HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people-oriented concept. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD is… “a process of developing and/or unleashing human expertise through organization development and personnel training and development for the purpose of improving performance.” HRD from organizational point of view is a continuous process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential...
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...TRAINING NEEDS ANALYSIS (TNA) THE ROYAL AUSTRALIAN AND NEW ZEALAND COLLEGE OF RADIOLOGISTS® The Royal Australian and New Zealand College of Radiologists Strategic Priorities 2010 - 2014 Name of document and version: Training Needs Analysis (TNA), Version 1 Prepared by: Kelly Menzel - Educational Development Manager Sharon Messina - Director, Education and Research Submitted to: Endorsed by College Council, 21 July 2011 ABN 37 000 029 863 Copyright for this publication rests with The Royal Australian and New Zealand College of Radiologists ® The Royal Australian and New Zealand College of Radiologists Level 9, 51 Druitt Street Sydney NSW 2000, Australia Email: ranzcr@ranzcr.edu.au Website: www.ranzcr.edu.au Telephone: + 61 2 9268 9777 Facsimile: + 61 2 9268 9799 2 CONTENTS 1. INTRODUCTION……………………………………………………………….3 2. WHAT IS A TRAINING NEEDS ANALYSIS? ………………………...……4 3. BENEFITS OF UNDERTAKING A TNA……………………………………..6 4. INITIAL QUESTIONS ………………………………………………………..6 5. METHODOLOGY………………………………………………………………8 6. TRAINING NEEDS IDENTIFIED……………………………………………11 7. RECOMMENDATIONS………………………………………………………18 8. CONCLUSION………………………………………………………………...22 9. REFERENCES………………………………………………………………..24 10. BIBLOGRAPHY……………………………………………………………….26 11. APPENDIX 1…………………………………………………………………..27 12. APPENDIX 2…………………………………………………………………..28 13. APPENDIX 3…………………………………………………………………..36 Education and Research Portfolio Training Needs Analysis 22 July 2011 Page 2 1) INTRODUCTION This training...
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...Curriculum Vitae | | | | | | |Personal information | | |Surname / First name |Thomadakis Markos | |Address |95, Ithakis, 11251, Athens, Greece | |Telephone(s) |6945536633 | |E-mail |markosth@hotmail.com | |Nationality |Greek | |Date of birth | May 28 1975 | |Gender |Male | | ...
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...ethical responsibility to ensure that those investments (training) produce a return: results that improve performance and competitiveness.”1 Implications The implications are that managers should be held accountable for ensuring that employees have been provided with training sufficient to prepare them operate at maximum performance. They should also be held accountable for the systems are in place to support the transfer of knowledge/skills learned to the workforce. Manager should then be held accountable for monitoring and documenting improvements as an indicator of the effectiveness of the training. This information could then be used to determine if the training was cost effective based on the returns. 3 -23 The Sixe Principles of Breakthrough Learning D1-Define will be useful to me because it points out that fact that companies should ensure that trainees understand why they are being trained and that they are provided with clear objectives regarding the company’s expectations as to how and when the skills/knowledge learned is transferred to the workforce. An example would be setting specific tasks assigned to accomplish stated units of performance integrated throughout the training curriculum. D2-Design will be useful to me because it points out that companies should ensure should ensure that training is planned to provide the “complete” experience. This means training programs should close the gap between what is to be learned...
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