...ASTD Sales Training Drivers | 1 © 2010 by the American Society for Training & Development (ASTD) All rights reserved. Printed in the United States of America. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please contact ASTD, 1640 King Street, Box 1443, Alexandria, VA 22313-1443 (telephone: 703.683.8100, fax: 703.683.9203). Print edition ISBN: 978-1-56286-750-8 PDF e-book edition ISBN: 978-1-60728-862-6 Publisher: ASTD Press Writer: Jennifer J. Salopek Editor: Victoria DeVaux ABOUT ASTD ASTD (the American Society for Training & Development) is the world’s largest professional association dedicated to the training and development field. In more than 100 countries, ASTD’s members work in organizations of all sizes, in the private and public sectors, as independent consultants, and as suppliers. Members connect locally in 130 U.S. chapters and with 30 international partners. ASTD started in 1943 and in recent years has widened the profession’s focus to align learning and performance to organizational results, and is a sought-after voice on critical public policy issues. For more information, visit www.astd.org. The...
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...Abilities The American Society for Training and Development was founded in 1944 and now boasts a membership of about 70,000 business professionals. As stated in the ASTD website, it is a leading association of workplace learning and performance professionals forming a world-class community of practice. Their website lists a wealth of resources they offer which includes exclusive research tools, publications, career support, discount on books, conferences and professional development workshops as well as endless opportunities to network with colleagues from around the world. It also enumerated the numerous certificate programs that can help provide the necessary knowledge, training and recognition needed by business professionals to perform on their jobs and succeed. One certification that would be very beneficial to obtain is the CPLP which stands for Certified Professional in Learning and Performance. Aside from providing valuable resources and learning materials, this association also provides the opportunity for networking among peers. The ASTD sponsors conferences and expos and online discussion forums. These conferences and expos have themes that are extremely important in today’s global network. Topics range from outsourcing to e-learning and use of technology. By being the voice of the profession, the ASTD also became a tool for the media to impart with the general public, the trends affecting workplace learning. The association also awards and recognizes individuals...
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...how to engage employees is a major challenge. The business literature provides few sure-fire, easy-toimplement ways of increasing employee engagement. With this challenge in mind, the American Society for Training & Development (ASTD) commissioned the Institute for Corporate Productivity (i4cp) to conduct a survey and develop a study on employee engagement. “Learning’s Role in Employee Engagement” was sponsored by Dale Carnegie Training. The goal was to gain an overview of engagement in today’s workplace and to find out how organizations can boost engagement levels, with a particular focus on learning’s role in the process. The final report is based on survey responses from 776 HR and learning executives and an extensive review of the workplace literature. The results were intriguing. The research team found that engagement truly is an issue of major significance to most organizations, which is probably related to the fact that the average organization has some serious engagement problems. Only about a third of the average respondent’s workforce is highly engaged, and nearly a quarter (23%) is disengaged or minimally engaged. It’s no wonder organizations are looking for ways of boosting engagement, and learning opportunities clearly fill this need. The ASTD/i4cp Learning and Engagement Study 2007 found that about two-thirds of respondents said that the quality of learning and training opportunities positively influences engagement in their organizations, and 54%...
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...Training Needs Assessment Martian Ranch & Vineyard Martian Ranch and Vineyard is a startup biodynamic and sustainable vineyard and winery. Due to the time it takes grapevines to mature, Martian Ranch and Vineyard has not hired any employees at the moment. It is recommended that grapevines do not produce fruit for 3-5 years in order to establish a root system. Martian Ranch is expected to become a fully functional and up and running by spring of 2011. Martian Ranch will be hiring employees starting in spring 2011. An immediate area of focus is on the biodynamic aspect of the winery and vineyard. The winery and vineyard is located in the Santa Ynez Valley. At this current time, there are only a few competitors in biodynamic field in this region. There is a competitive advantage with this and should be capitalized. Knowledge training for new employees will be imperative. The organization will be certified in biodynamics so adherence to rules and applications is crucial. The owner and CEO of Martian Ranch has asked for a training program to be created so that it can be implemented spring of 2011. Identifying the needs of the organization will consist of organizational, person and task analysis. Methods used to collect data will be questionnaires, benchmarking and focus groups. Since Martian Ranch and Vineyard is in the beginning-to-middle stages of development, training needs should focus on Internal Growth Strategy with concentration on: new markets, product development, innovation...
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...Awards | Given By: | Criteria: | Website: | Cape Challenge Award | C.A.P.E | The California Challenge Award is a self-assessment program to help private and public sector applicants begin their journey towards performance excellence. The Challenge Award consists of a 12 page application using the most current criteria of the CAPE Program at the category level. | http://www.calexcellence.org/ | The California Prospector Award | C.A.P.E | Created to help applicants advance their performance excellence initiative before committing to the complete California Awards for Performance Excellence™ application process. The Prospector Award™ consists of a 25 page application using the most current criteria of the CAPE™ Program at the category and item levels. | http://www.calexcellence.org | California Award for Performance Excellence | C.A.P.E. | top level award offered by CCE and adheres to the BNQP criteria. The Eureka Award offers seven categories: Large and Small Service; Education; Health Care; Non-Profit; Government; and, Military. | | Annual Food Quality Award | Food Quality Magazine | It honors the dedication and achievement of a North American Quality Assurance/Quality Control team that has made exceptional contributions to food safety and consumer satisfaction with a positive impact on business results. | http://www2.dupont.com/Qualicon | Akao Prize | Quality Function Deployment Institute | The Akao Prize is now awarded to individuals around the world who have...
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...The emphasis on knowledge, service, and information in the new economy creates space for more new firms to emerge, and exerts pressures on existing companies to hire employees with higher level skills in order to compete successfully. The increased demand for a highly skilled workforce has contributed to the rising importance of obtaining a college education. However, recent studies indicate that newly hired college graduates do not excel in these higher-level knowledge and information based skills at the level that employers desire. Entrepreneurs have also indicated that the shortage of highly skilled workers inhibits the growth and development of new entrepreneurial firms. In response to this there have been multiple calls for educators at all levels to recognize the challenges and opportunities in today’s economy and to ensure that students develop the “21st century” knowledge, skills, and abilities (KSAs) they need. A closer look at these 21st century KSAs alongside research and data on entrepreneurial competencies reveals a meaningful overlap between the two. This overlap can be developed into a useful heuristic to determine appropriate outcomes for assessment of undergraduate entrepreneurship programs. Sample outcomes and program assessment processes are illustrated and discussed. INTRODUCTION As the “new” economy of the 21st century continues to develop around knowledge, service, and information based activities, a company’s ability to create and commercialize ...
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...Training and Development of Employees Training and Development of Employees An organization is always looking for individuals who can keep and sustain competiveness of the organization. The human resources and the managers play a specific role in identifying the appropriate people that can carry all the challenges with confidence. Ask yourself one question, “How do these individuals develop such skills and knowledge to stay competitive within the organization”? The answer is Training and Development of the employees. In our culture we highly value learning. This topic provides a range of information about training and development, including what type of money an organization puts out for training and development, the benefits for both employee and the organization, and different methods used for training and development. Training and development is one of the most important aspects of our lives and our work. Even though we may have attending many years of schooling in our field of study, many of us have no idea how to approach training and development. Some of us think we know all there is to know in our field of study and think there is no need for trainings. Unfortunately, in any career field, there is always room for improvement. Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including...
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...Assignment 4: Southern Company—Case Study Author/Student: Antoine Jean “AJ” Garand Instructor/Professor: Dr. Marie-Line Germain, Ph.D. Course: Talent Management – HRM 532 Date: Sunday, February 26, 2012 Evaluate the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. Silzer and Dowell (2010) define Talent Management as “ an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs” (p. 18). And lists the following as components necessary for a talent management program strategy: recruitment; selection; promotion; placement/assignment; on-boarding/assimilation; retention initiatives; rewards/recognition programs (other than compensation); training and professional development; coaching/mentoring; leadership development; performance management; career p Develop a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected. Silzer and Dowell (2010) go on to state that after determining the talent requirements that are strategically important to the organization, the next step is to consider whether there is a sufficient internal talent to meet that short and long term business needs of the company, this could involve either making or building the needed talent from within the...
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...Human resource or People management is viewed as an evergreen industry. It has been growing over the last decade and has undergone major changes. HR, now more than an administrative role, is now considered as a critical part of an organization’s strategy and function in enhancing business growth. As companies are becoming aware of the importance of people management and the importance of searching, hiring and retaining the best talent, hence the need for HR specialists is gaining attention and popularity among the corporate (Prospects UK) HR industry encompasses the private & public sectors, manufacturing and the voluntary sectors. The professional body which overlooks the HR profession function in UK is Chartered Institute of Personnel and Development (CIPD). On 1st July 2000, Institute of Personnel and Development replaced Chartered Institute of Personnel and Development. CIPD is the professional body for those involved in the people management profession and helps in the management and development of people. CIPD Mission Statement • to lead in the development and promotion of good practice in the field of the management and development of people, for application both by professional members and by their organizational colleagues • to serve the professional interests of members • to uphold the highest ideals in the management and development of people Source: CIPD The CIPD has designed a framework consisting of various qualifications and standards at several levels...
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...This is the html version of the file http://www.gettingoin.com/files/33124941.doc. Google automatically generates html versions of documents as we crawl the web. InterClean Inc-Strategic Alignment-MBA-530 Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530 InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment...
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...Technology-Mediated Learning Environment -- TutorPro Patrizia S. Jackson IS535ON_C January 30, 2010 Professor McElyea Example used with permission from the student 2/18/2010. TABLE OF CONTENTS I. Executive Summary 3 II. Definition/History of Technology-Mediate Learning Environment 3 III. Background of Law Firm X 4 IV. Discussion of Current Business Issues 4 V. Proposed Solution 6 VI. Recommendations for the Executive Committee 8 VII. Attachments 11 VIII. References 13 I. Executive Summary This research paper examines the technology-mediated learning environment and the advantages of using online technology to facilitate staff training. Additionally, this paper discusses Law FirmX's implementation of desktop tutorial software program "TutorPro" with the purpose of increasing secretarial skill competency levels. This paper illustrates how FirmX can increase employee commitment, minimize resistance by effectively communicating the firm’s expectations. Lastly, this paper outlines recommendations on how FirmX's implementation of TutorPro will assist the firm's short and long-term goals in meeting their strategic goals and objectives. II. Definition/History of Technology-Mediate Learning Environment Definition TML is defined as an “environment in which the learners' interactions with learning materials (readings, assignments, exercises, etc.), peers and/or instructors are mediated through advanced information technologies.” (Alavi, M., &...
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...Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530 InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new objectives. The main focus for management should be to communicate clearly with all departments how important operational effectiveness and strategy is, for making the products services vision work. Each business unit must be aware of the necessity for activities to interrelate, while consistently...
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...Training for a better organization Employees in today’s organization are under mounting pressure to do more with less. Organizations face constant change in response to fierce global competition and the introduction of new technologies (Nilson, 1999). As organizations scramble to rethink and out perform their competition the very nature of work is changing. Rothwell, et al (2003) states many CEOs today understand the value of learning and can articulate how a better-skilled workforce helps the organization grow and succeed. They expect learning and development to support the organization's strategies, and to prepare employees to implement the direction the company needs to take to grow. As the workplace learning and performance profession has increasingly earned its seat at the strategic table and become a business partner, the need to develop that foundational competency has become more pronounced (Meier, 2000). WLP professionals must understand key functions of the business, such as finance, marketing, operations, leadership, strategy, and talent, as these areas represent the core business knowledge that will allow them to take on broader leadership responsibilities and add value to their organizations. An important part of building business skills trying to understanding learning effects on the organization, and communicating those effects. Business leaders expect accountability not only for training and development budgets, but also for the results of learning initiatives...
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...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 ASTD, the largest professional association devoted to workplace learning and performance, recently reported that corporate and government training and development increasingly relies on technology. Its 2008 State of the Industry Report [1] found that e-learning now accounts for nearly one-third of...
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...3-2 Final Project Milestone two: Develop an HRD Plan As technology evolves so should our Chico’s training programs. Every time you turn around there is a new – updated phone or a new computer program to learn. We need to make sure that our employees understand learning is more than just training. Learning is what happens after the person has received training and is much more self directed. Learning takes places when the person is able to apply the new knowledge or skills to their own work-based situation. Identifying Learning Needs in Organizations. (cipd.co.uk 2014, pg 4). Currently at Chico’s Fas we offer our compliance training online. Our Code of Ethics, Code of Conduct and Insider training (Chicos.com 2014). Every employee at Chico’s is required to take each class every 6 months. We hire freelancers to put together our PowerPoint presentation and they help out with our designs and our Mailer font issues in the InDesign program and other internal programs. We need to offer more than the compliance training online and also offer PowerPoint, InDesign, Word, Excel and Illustrator classes. Who will need to take these classes? We will send out a form to each Creative Director and Product Manager in every department. We will need you to list the employees in your group you feel need to take these classes. We will be offering these classes online and face-to-face to anyone who would like to brush up on their computer skills. We are currently...
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