...Virtual Workplace Training- Employee Today’s technology enables employees to work anywhere and everywhere, giving the word “workplace” a whole new meaning, and a new set of opportunities. For every organization to be successful, managers and supervisors have to train and develop employee skills in order to better the performance of individuals within the company or organization. High performing organizations recognize the need to use the best raining and development techniques to increase their competitive advantage. In a virtual workplace, this many seem difficult since there is not “real space” for work but there are many alternative ways to train and develop your employees. Training involves the employee acquiring skills or learning concepts to increase their performance. (247) All training types such as computer based training, on the job training, vestibule and apprenticeship training should be more meaningful. A manager should avoid lack of reinforcement because employees who are praised for doing well when then they will be motivated to continue doing their job well. In a virtual Workplace where employees are working from home or on the road a strong leadership in training is a must for managers. There are several types of training programs you as a manager could use when training your employees. On the Job training is a popular type because the senior employee or supervisor show the trainee how to preform the job and they are allowed to do it under the trainers...
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...What Corporate Training Professionals Think About e-Learning: Practitioners’ Views on the Potential of e-Learning in the Workplace WHAT CORPORATE TRAINING PROFESSIONALS THINK ABOUT E-LEARNING: PRACTITIONERS’ VIEWS ON THE POTENTIAL OF E-LEARNING IN THE WORKPLACE ! Allison Rossett and James Marshall San Diego State University ABSTRACT An exploratory study of 954 mostly veteran workplace learning professionals sought to determine why respondents adopt e-learning. The results indicated that they see e-learning was most valuable for delivering instruction governing familiar company tasks, such as providing information about products, fulfilling compliance requirements, and securing standardization. While the results were largely predicted by the investigators, respondents offered one surprising conclusion. Respondents believe that e- learning is useful in capturing and sharing best practices. They concluded that technology-mediated learning is less capable of providing instruction in tackling murky challenges, such as teaming, cultural understanding and passion for the work. KEYWORDS e-Learning, Corporate Training, Compliance, Globalization, Soft Skills, Corporate Training Professionals, Survey I. INTRODUCTION...
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...2004). Workers have a number of incentives for participating in training, including employment and job security as well as job improvements (e.g., promotion, better pay, and better working conditions). Personal satisfaction remains an important incentive for informal learning as well (Bloom & Lafleur, 1999). Some workers are expected to finance their own workplace training. Historically, many workers have completed specific, self-funded training courses prior to their hire. More recently, some employees have been expected to fund firm-specific training by foregoing pay during their “training” period. There appears to be a “union effect” in the provision and support for training, as set out in the following reading. Workers Education & Training In what ways is training contested terrain? This refers to the issues and debates related to “why” training in Canada and its structure within the idea that training could be contested terrain. As general discussion of productivity and Human Resources followed by a review of skills-related issues such as: science changes, the knowledge, the economy, skill developments, and the relationship of immigration/emigration to skills shortages and surpluses. These issues are examined from the perspectives and value systems introduced. We could conclude on the notion that training as ultimate answer to the challenges presented in the labor market. How do the training needs and expectations of the workers and employers differ? ...
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...D2 Template ------------------------------------------------- D2 evaluate the statutory protection given to a consumer in their dealings with a business and the remedies available. ------------------------------------------------- ------------------------------------------------- D2 leads on from D1 in that the effectiveness of the statutory protection of consumers should be evaluated. Much of this will relate to the validity of contract terms. Consideration is then given to the effectiveness of the remedies. This may include a discussion of potential difficulties of enforcement but does not need to consider the underlying problems of the limits of equitable remedies. Produce a PowerPoint presentation which evaluates the statutory rights given to a consumer in their dealings with a business and the remedies available. You will not be delivering this presentation just creating it. * Give a judgement, based on evidence you have collected for M3, about how well the law protects the consumer and business, including damages and equitable remedies (Give a detailed evaluation of how well the law protects consumers and businesses * Are there sufficient remedies for consumers * Are there sufficient remedies for businesses * Are some better than others? * You need to provide a comparison of the protection given to consumer purchases and business purchases from another business * Compare the different remedies available to consumers and to...
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...Evaluation and training plan for a safer workplace By Laura Leyland Introduction I have previously worked for a Chinese restaurant of which I was manager. The restaurant is owned by a couple, the husband being the head chef and the wife managing the business side, along with their daughter to manage the bar and the four kitchen hands and chefs, also family members, this is a tightly run family business. The eight causal waitresses were mainly high school students and only two over 18 year olds to manage the bar. The waitresses’ duties included customer service, setting tables, dishes, phone orders for takeaway, dining in orders, serving drinks and food, checking on and clearing tables. The business is singularly run. The restaurant prides itself on serving authentic Cantonese cuisine within their relaxed, comfortable dining environment. The restaurant could hold around 60 guests with the option of an over flow room, if not having been hired out for a function, could also hold another 50 guests. Open for dinner six nights a week, and Sunday lunch. The restaurants environment is set as fun for all the family while the working environment could get to be more stressful than necessary. Lengths of shifts could range from two-seven hours depending on how busy the night got. Although shifts barely went longer than five hours, breaks for staff were something that was not managed well. Waitresses complained that the owner did not respect them or take responsibility if she was...
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...Competency Framework Grid A competency is how successful or efficient someone is able to do a specific job. Working with the Team Customer Service Communication Skills Level 1: Entry Level, first job Acts in a fair and respectful way when dealing with others. Ask open questions to appreciate others’ point of view. Put forward their own views in a clear and constructive manner, choosing an appropriate communication method. Write clearly in plain simple language and check work for spelling and grammar. A customer may feel as if they need help to find a specific product or service as they may not be used to the company Will listen to the views of customers and act sensitively with their problem. The employee will have no experience on how to communicate with other employees and managers as they will not be familiar with everyone yet and their mannerisms of how employees communicate with one another. Level 2: One year of experience After one year of experience an employee will know all other employees very well and be able to give good input towards a group and feel confident working as a team. An employee will be more familiar with a company after a year of working there, this means they will be able to answer any questions that customers have and help them with anything they need as they have gained knowledge over the last year. After a years’ experience an employee will understand all the communication skills within the business and be able to communicate...
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...Unit 9 – Training This document is a report regarding on training in the business world and this report includes the following: * Expected outcomes * Process of identifying needs * Training methods used * Costs and benefits of training methods used * Constraints (factors affecting training methods used) * Appropriateness and an evaluation of training programmes Training refers to acquiring job specific skills and abilities, learned at work or somewhere else and provides employees with new skills and knowledge. There are 3 methods of training that can be used in the business and these are: * Induction * On-the-job training * Off-the-job training Induction Training is a programmed designed to introduce new employee to their job and it is used to explain the roles of the staff, familiarise the worker with their job, explain the procedures used in the business, make the employee as efficient as possible and encourage the new workers to be committed to the organisation. During the training, the new workers will have the opportunity to; ask questions, find out what goes on and where to go, meet the people they will be working with and familiarise themselves with the workplace. On-the-job Training is where a worker remains at their usual place of work and learns how to do their job (e.g. doctors). The advantages of this type of training are that, it is easy to organise, specific to the job and the business and it is relatively cheap....
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...Training is the process of instructing an individual about how to carry out tasks directly related to his or her current job. The purpose of training staff is to develop existing skills or gain new ones. This contrasts with development which involves helping individual employees to achieve their full potential, regardless of whether this is related to their existing position or role. There are two main methods of training: on-the-job and off-the-job training. On-the-job training is where employees receive instruction in their workplace whilst carrying out their job. Off-the-job training is where employees receive instruction away from the workplace, for instance at a training centre, college or university. Training brings benefits to both employees and the business. It increases the levels of skills, so improving productivity, quality and reduces the risk of injuries in the workplace. It makes employees more flexible, enabling them to respond quickly to changes in technology and demand. It also motivates employees by improving their career prospects. For Redrow, induction training has been paramount in ensuring staff turnover rates are lower than the industry average. New recruits at all levels receive a formal induction. Induction provides initial training specific to the employee’s role as well as giving an insight into the company as a whole. This helps recruits to quickly settle into their roles. Whilst training gives businesses the benefits of greater efficiency, improved...
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...to learn how to do it better” (Wenger, E., 2006). These communities bring employees together through social networking to share wisdom and knowledge of highly experienced workers; this type of information is not that of which you can find in a book or manual, it is of pure experience. Throughout the organization at Xerox, there is a gap between the older and younger generation which is preventing knowledge sharing between the two. This gap between the generations is due to flawed perceptions; meaning both generations perceive the other completely opposite of who they actually are based on stereotypes and other beliefs. C.O. P. & Generation Gap In order to overcome this gap, communities of practice should be encouraged throughout the workplace; this will increase knowledge sharing between generations, especially if a community is set up specifically for that organization and its employees. Different forms of communities might include “face to face meetings, online bulletin boards, blogs or even wiki’s” (Colquitt, J., Lepine, J., & Wesson, M., 2011, p. 258). These communities not only pass information between employees, but also provide a “clear roadway to career growth by mapping out expectations” (Colquitt, J., Lepine, J., & Wesson, M., 2011, p. 258). While employees use these different forums, they will be able to gain insight on whatever topic they are learning about, it all depends on who is working in the communities. More than likely there will be a wide variety of the...
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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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...Section A Part One Multiple Choices: 1. c – Ethnocentrism 2. d – Job Description 3. b – Minimum Wages Act, 1948 4. b – Placement 5. b – Training 6. a – Planned Change 7. d – Performance Management System 8. c – Rating Scale 9. a-Human Resources 10. c- Management Game Part Two: Q1. Importance of Career Planning: ❖ It attracts and retains talent by offering careers, not jobs. ❖ Use human resources effectively and achieve greater productivity. ❖ Reduce employee turnover. ❖ Improve employee morale and motivation. ❖ Meet the immediate and future human resource needs of the organisation on a timely basis. ❖ It gives benefits to Employee, Organisation and their relations. Importance of Career Planning in Employee level: ❖ The employee has advance knowledge of career opportunities within the company. He knows where he stands, where he wants to go, who is ahead of him, how to scale the corporate ladder. This helps him set his career goals more realistically and take appropriate steps to realise them. Importance of Career Planning for Organisation: ❖ Organisations can base their decisions more systematically. Fast tracks for stars could be arranged, training to slow movers can be provided, replacements can be planned in advance, hard working, talented people can be retained through offering attractive career options and compensation...
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...thetimes100.co.uk Negotiation and representation at work Curriculum Topics • Trade Unions • Representation at work • External factors • Negotiation Introduction Trade unions play a key role in protecting the interests of their members. This includes making sure good quality training opportunities are provided for their members. Training enables workers to gain qualifications and progress within their careers. UNISON is Britain and Europe’s largest public sector trade union. It has more than 1.3 million members with over 75,000 members under the age of 27. UNISON members work in a range of sectors including local government, health, police and education. UNISON is involved with issues such as: • raising its members’ pay • achieving safe, secure working conditions • protecting job security • influencing decisions in the workplace. UNISON has also been closely involved in the introduction of apprenticeship schemes within the public sector. An apprenticeship is a nationally recognised training programme combining real work with learning and training. The training takes place both on-the-job and off-the-job. On-the-job training takes place at work. Off-the-job training takes place away from the workplace, e.g. at college. At one time craft and technical apprenticeships, such as joinery, were common in public authorities. These have significantly reduced over the last 20 years. As a result, many public service employers are now faced with an ageing workforce, skill shortages and...
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...Technology’s Impact on Employee Training Introduction Technology impacts every aspect of our lives in the 21st century. In our fast-paced professional environments, we continually seek efficiencies with our time management skills and training methods that meet the real time needs of both the organization and the individuals that require that these learning objectives are implemented into their daily jobs. In the past, on-the-job training offered the most effective avenue for transferring knowledge. However, with the introduction of technology in the United States during the 20th century, ensuring quality standards were implemented meant that organizations had to re-evaluate their training methodologies. Additionally, laws implemented to advocate for workers also brought about changes in the approach to employee training. With the onset of technology as a helpmeet for understanding the needs of an organization as well as offering training that helps grow the business, employers began implementing these new technological learning opportunities when offering employees both company-centric and legally required training. Noe (2010) tell us that, “Recognizing the value of human, social, and structural knowledge, many companies are attempting to become learning organizations and to manage knowledge in order to develop better products and improve customer service.” Therefore, as companies proceed into the 21st century and modify their approach to training on a global scale, technology...
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...MEMORANDUM OF AGREEMENT This Memorandum of Agreement (MOA) is entered into and executed by and between: R.E.C & Co., CPAs duly registered with the Securities and Exchange Commission (SEC) under the laws of the Philippines with its business address at M&J Ortiz Building, Guadalupe, Cebu City. , and represented by _______________ Officer in Charge of OJT program herein referred to as the “Training Partner” -and- University of Cebu- Main Campus located at Sanciangko Street, Cebu City, Philippines, duly registered by Commission on Higher Education as an institution of higher learning and recognized under the law of the Philippines, hereinafter referred to as “College” WITNESSETH Whereas, University of Cebu- Main Campus, is an academic institution of higher learning duly authorized by the Commission on Higher Education (CHED) to offer Bachelor of Science in Accountancy (BSA) Program. Whereas, the Board of Accountancy (BOA) of the Philippines and the Commission on Higher Education (CHED) made it as mandatory part of the BSA curriculum, requiring all students intending to take the licensure examination for Certified Public Accountant (CPA) to undergo and complete the 6 units (150 hours) Audit Internship with any duly registered Accounting and Auditing firm. Whereas, R.E.C & Co.,CPAs is duly registered Accounting and Auditing firm and is presently engaged in the public practice of accounting and auditing. Now therefore, the parties have hereunto agreed the following stipulations...
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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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