...Strategic Plan Overview: American Management Association Jennifer Socorro Strategy Formulation and Implementation – MGT 578 Sharon Palmitier – Facilitator July 2, 2007 Overview The following strategic plan overview will focus on the American Management Association (AMA), where I am employed as an eMarketing Strategist. AMA “is a world leader in professional development and performance-based learning solutions” (AMA, About AMA, 2007). The bulk of our business is focused on corporate training via public seminars. As a member-based not-for-profit organization, we are devoted to helping the business community by ensuring that businesspeople are equipped with the skills necessary to thrive in today’s challenging and dynamic business environment. We offer over 170 seminars which can be attended at locations throughout the United States or delivered on-site at any organization. As was mentioned above, our customers are businesspeople interested in career development and organizations interested in developing their human resources in order to gain a competitive advantage and help them prosper within their industry. A company’s mission statement “answers the question “What business are we in?” (Pearce & Robinson, 2005, p. 37). Pearce and Robinson describe the following components as those to be included within an effective mission statement: customer market, product service, geographic domain, technology, concern for survival, philosophy, self-concept, and concern for...
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...Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs specialized training. In regards to the operations portion, the focus will be on training for customer...
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...Lloyd Wayne Murphy Product Quality Inspector Training Development Strayer University September 9, 2012 Abstract March 10, 2008, a group of four IT students: J. Group, L. Elect, K. Tronic, and M. Gadget incurred the involvement of a IT final exam studying session together on the student’s home J. Group, and during the studying session, when J. Group complained of hot the laptop felt. A heated discussion soon ensued regarding J. Group’s concern, whereof the group initiated a concept of the students forming an accord between the students to construct an electronic gadget, which would resolve the issue. Indeed, not only did the gadget soon incur construction in a reduction of the operational heat of the laptop or computer produced: the gadget, as well, enhanced a laptop’s or any computer’s speed, wherein, the gadget incurred attachment. Therefore, the students found a financial backer, N. Merchandise, to initiate the implementation of the construction of Automated Gadget and promptly filed for a LLC to form company: thereof titled Group Automated Gadget, LLC (GAG) on June 8, 2008. Product Quality Inspector Training Development The GAG board is comprised of five individuals: the four students and the financial backer, whom the board elected as President of the board, devised a stratagem of opening a small plant. The GAG board averred the organizations mission to highlight the firm’s goals: GAG product performance excellence equals customer satisfaction. The board of...
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...CapraTek Training Program Design: HRM 5015 Leading and Managing Workplace Learning Training Topic Topic Identification The training topic I will design for CapraTek is Sexual Harassment: You make the call. Upon interviewing various supervisors for their different plants I found that overall they are all uncomfortable with their knowledge on laws that affect their associates. Considering that the new plant is being opened in a state where there is a mandatory sexual harassment training law. Strategic Needs Due to the mandatory regulation of this training it is cost effective to use this training as an opportunity to grow our leadership. By having a in person session with our supervising team we can instill leadership behaviors that will help them in other areas of leadership. This seminar will give them the tools needed to solve other law/policy related problems. If we have to spend money let us make sure that we are getting a better return on investment from it. Needs Analysis Currently our company’s objective is to open the plant in Illinois and train our supervising staff accordingly. One major obstacle to this is the mandatory regulation of sexual harassment training by the state. Our supervisor must know what is legally required of them and what we expect from them. Our expectation is that they are able to fully understand what is sexual harassment, what are the signs of it, who to prevent it and...
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...Using Technology to Improve Service Department Training Service Departments across the Kohler distribution network are facing the same dilemma. They need to provide training to an increased number of dealers without increasing their current budgeted training costs. Adding additional “in-person” schools can be cost prohibitive, so many companies have turned to advancements in technology to provide the solutions. One of the leading solutions is web based meetings and training seminars. Online meetings and seminars are the most effective new tool to provide the needed training without raising costs. The use of online hosting companies such as www.gotomeeting.com and www.webex.com, allows for added benefits that in-person classes do not. As Gabriel Warren (2013) details, hosting meetings online eliminates the need to travel. This will eliminate much of the hidden costs of the meeting that come with traveling from town to town putting on seminars both for the host and their attendees. This will make inviting expert guest speakers more feasible as they will not have to travel either. Expert guest speakers are a great way to break up the monotony of any meeting, and add a greater sense of importance to the material covered. “A guest speaker conveys current, realistic information and a perspective on a subject that is not available from textbooks” (Mullins, 2001). Online meetings are the perfect format to host these experts. They can call in and attend the complete event, or they...
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...Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars, and an applied project. The emphasis is on the construction...
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...Name Course College The Best Day in my Psychiatric Career As a specialty, psychiatric nursing has been in practice for over 100yrs. It draws its roots from the mental health reform put forth in the 19th century that sort to re-organize mental health asylums into health institutions throughout the world. It steady progress caught my interest, and coupled with an already developed interest in psychiatry as a career, I comfortably ventured into the profession. I have been a psychiatric nurse for well over 5 years and in all the days I have diligently served in my post only one specific day qualified as the best in my career to date. It was on the17th of December 2015, and on this specific day all the staff at the Grace the Hand Mental Institution got a chance to become part and parcel of a seminar that aimed to both empower and give light to all that practiced psychiatry on the essence of psychiatry. The seminar was to be held in the watch room of the institution and all practitioners were allowed to mingle with the patients during the entire session, however, patients that require special attention had psychiatric nurses assigned to them on a shift to shift basis. The seminar taught and shed light on a lot of things and these I have described as follows. First and foremost is the progression of psychiatry as a career, here, it was brought to our attention that only one key skill forged the foundation of psychiatry to what it is today and this is the one-one therapeutic relationship...
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...What channel has been used for team development in past 5 years in MPHK? In 2008, the first year to launch the new training or workshop to all departments we selected four to five staff from each department to join the workshop and train up them to be the departmental trainer by classes and courses. But the result and the feedback from the trainer is not too positive and effectively, because the training for them is so new and they can’t always apply in work to build up the team in the department. In 2009, according to last year comments and feedback, we decided to add more activity which the trainers get more involved rather just sit in the class room only listen. We start the outing activities, e.g. hiking, one day campus outing, bowling competition, those activities are included game, seminar and team work to achieves the goals, they can learn the team building skills, decision making skills and leading skills by joining the game, seminar and activities. The result and feedback for this year is much more positive than 2008, because the staff the get more involved and can know more and remember the skills and information be the activities. Some of the trainer start can apply what they learn to the department, but not all. In 2010-2011, base on the comments and feedback in 2009, we still keep on the outing activities two to three times in a year, and selected more fun and interesting place and campus for the trainer which can learn and build up stronger team building skills...
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...2010 Mr. Jeremy Dittmer Manager and Employee Relations Specialist Wydade Consulting Services 3541 Bradwell Ln. Milwaukee, WI 50321 RE: Seminar Dear Mr. Dittmer: The Broadworth General Hospital is planning a two hour training seminar on Monday, February 04, 2011 from 12 pm-2 pm. The topic of the seminar is sexual harassment and unlawful discrimination in the workplace. I would like to request that the Wydade Consulting Services assign the trainer that specializes in that area. The training will be attended by the hospital’s 20 office supervisors. The seminar will take place in the conference room 1250 which is located on the third floor of the hospital’s main building. The room is already equipped in the projector and audio-video devices. Hospital’s cafeteria will serve refreshments during the 15 minute break at 1 pm. At your convenience please provide me with the list of materials needed for the trainer to conduct the seminar. We will have them ready on the day of the training. For the last 20 years, The Wydade Consulting Services consistently provides the Broadworth General Hospital with the most professional and knowledgeable trainers. We appreciate your company’s commitment in maintaining a reliable support to our hospital. We look forward to have the Wydade Consulting Services conducting the upcoming seminar. Your timely response is appreciated. Should you have any questions regarding this matter please do not hesitate to contact me by phone at: (515)...
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... September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- RECEPTIONIST DESCRIPTION ------------------------------------------------- ...
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...Splash carries the brands Extraderm, Maxi-Peel, and Skin White. It also carries one of the fastest growing skin care brands in the Philippines – Biolink. In 2002, the Company invested in a Php400 million state-of-the-art manufacturing complex in Canumay, Valenzuela City which is expected to meet the Company’s capacity requirements in the medium-term. The Company established the Splash Research Institute in 1997. Through state-of-the-art facilities and equipment, and a research staff of more than twenty (20) chemists, pharmacists and engineers, SRI carries out the design and development of innovative products and packaging systems, thereby keeping Splash at the forefront of the personal and health care industries. It strives to maintain a two (2)-year rolling pipeline of new products. SRI also ensures that all products made available to the market are backed up by rigid clinical tests to guarantee superior efficacy, safety, stability and over-all product...
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... |Management Communication Skills | Copyright © 2010, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on identifying and developing the communications skills necessary to manage individuals and groups successfully within business and work organizations. Students will identify their management communication styles and will assess and improve their effectiveness in the areas of interpersonal communications, group dynamics, diversity, motivation, team building, and conflict resolution. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Hynes, G. E. (2011). Managerial communication: Strategies and applications (5th ed.). New York, NY: McGraw-Hill....
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...adults don’t need to struggle to fit exercising into their daily routines and where they can get personalized instruction, effective exercise routines AND nutrition support – all of which support a healthy lifestyle and are promoted by the fitness industry. Adults in the Milwaukee area will no longer need to waste time with the trial and error of trying to figure out an efficient exercise regimen and nutrition plan that works for them in their busy lives as well as one that supports their goals AND works for their families. Milwaukee Adventure Boot Camp incorporates these concepts in a seamlessly integrated way. At the Milwaukee Adventure Boot Camp indoor facility, we will offer non-traditional fitness services in the form of boot camp training; training that most gyms across the US have neither implemented nor have the certification to run properly and safely. Our program is NOT focused on static machinery and cardio equipment but on real life movement. We incorporate all three levels of physical fitness (muscular strength, muscular endurance and cardiovascular endurance) into...
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...serve customer needs by merging with EnviroTech, Inc. in an effort to gain market share and capitalize on the service expertise of EnviroTech’s employee base. The following will benchmark four HR strategies including training, skills assessment, organizational structure, and strategic planning all of which could be used to effectively transition to a single company whereby solution-based sales are provided. AT&T The largest provider of both local and long distance telephone services and the second largest provider of wireless services in the United States, AT&T services more than 150 million total customers nationwide (Wikipedia, 2009). However, with the recent economic slowdown hitting the tech labor market and the rejection by AT&T’s union to extend employee’s current contracts by 18 months, US employees are now at risk of losing their jobs to employees with less demand in India (AT&T, 2008). Like Interclean, Inc., AT&T has inventoried technical workers in India including assessment of their skills and competency levels and has developed training for these employees so that the company does not suffer during this pending strike by US workers. However, as the text indicates, “Even if there is a training need, there is little likelihood that training will be effective if learners are...
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...------------------------------------------------- Learning Culture and Training at Sahali Professional Hearing Services ------------------------------------------------- Abstract Discovering Learning Assignment for HRMN 4840_01 Table of Contents Introduction p.3 Learning Style p.3 Learning Organization p.5 Motivation p.7 Training Needs Analysis p.8 Recommendations p.10 Conclusion p.11 References p.12 Introduction The CEO of Sahali Professional Hearing Services (SPHS), located in Kamloops, British Columbia has hired me to work with their company as a learning consultant and a trainer. Their business is a hearing practice with the purpose of providing the highest standard of care and most innovative technology to their patients as they guide their patients through the process from hearing loss to hearing (Sahali Professional Hearing Services, 2013). I am personally interested in the hearing practice industry because of a close friend who has profound hearing loss and has always found it difficult to find an audiologist trained well enough to understand his needs and wants, and program a hearing aid to a satisfactory level. I am interested in SPHS because their website shows they understand the important roll training plays in being able to uniquely help and understand their clients. Learning Style Based on the Kolb model, my learning style is converging (McLeod, 2010), and the Vark...
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