...Simulation is a technique for practice and learning that can be used in many nursing facilities to help trainees to learn different skills in training and communication. It is a technique to replace and amplify real experiences with guided ones that can help the trainee to develop essential skills while at work. Simulation-based learning can be the way to develop health professionals’ knowledge, skills, and attitudes, while protecting patients from high risks situations. Simulation-based medical education can be the basics which provides a valuable information in learning how to solve certain problems and issues in nursing. Simulation-based training techniques, tools, and strategies can be applied learning experiences, as well as be used as...
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...PROJECT PLAN: Training & Development March 22, 2015 Topic & Brief Description: ‘Skills and Knowledge Training for Call Center Employees’ Call centers are a business element that is here to stay and potentially a thrust sector for Bangladesh. This training program will help call center agents learn to make the most of their telephone-based work, including understanding the best ways to listen and be heard. Each phone interaction has elements of sales and customer service skills, which we will explore in detail throughout this energizing and practical three-day workshop. Training Objectives: At the end of this workshop, participants will be able to: * Understand the nuances of body language and verbal skills, which are so important in conversations that do not have a face-to-face element. * Learn aspects of verbal communication such as tone, cadence, and pitch. * Demonstrate an understanding of questioning and listening skills. * Acquire comfort with delivering bad news and saying no. * Learn effective ways to negotiate. * Understand the importance of creating and delivering meaningful messages. * Use tools to facilitate communication. * Realize the value of personalizing interactions and developing relationships. * Practice vocal techniques that enhance speech and communication ability. * Personalize techniques for managing stress. Training Methods & Justification: Classroom or Instructor-Led Training: Instructor-led...
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... TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training ...
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... TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training ...
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...Effective Communication Paper Effective communication is an important and essential tool needed in health care organizations. Effective communication influences an organization success in a variety of positive ways. Keeping the organization employees informed about changes being made, knowledge gained, and successes achieved are an essential way of providing effective communication. Communication also provides the opportunity for questions they may have, employees need to feel that they matter to such organization they are employed by and need to feel the cohesiveness of not only their teams but from the whole organization, which promotes effective communication and unity within such teams of the organization. There is a variety of communication methods in order for the health care organization can communicate effectively internally and externally as well. The organizational model that best describes the organization I am employed by would be the hierarchical structured model. The organization is carefully blueprinted into functional departments, which are managed from the top of the hierarchy chief executive through a variety of structures, regulations, job description, rules and policies. This model seems to work efficiently, but room for improvement is always a possibility. The organization is compromised of several department heads and lower level employees who job duties are performed based on job descriptions. The department managers communicate through all staff meetings on...
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...Although small companies may not need to have specific training programs, in order to grow and maintain consistency within a business, more concrete programs need to be put in place. Carter Cleaning Company should update their orientation program, identification of tasks performed by employees and use specific training techniques to accomplish their goal of growing their business and maintaining consistent employee results. To standardize employee behavior and performance, and have the ability to measure an employee's success in these areas, there must be rules and guidelines to follow. The purpose of this paper is to explain specifically what Carter Cleaning Company should cover in their new employee orientation program, explain why a job instruction sheet will help their counter person in the performance of their job, and describe specific training techniques the company should use to train pressers, cleaners/spotters, managers and counter people. The purpose for these changes is to increase employer and customer retention as well as standardize all aspects of the different jobs when they begin to expand to more cleaning sites. The Carters have progressed from a small company whose policies and procedures were scattered and unfocussed to a company who now needs to implement more formal orientation, training policies, and procedures to ensure job consistency and employee and customer retention. Dessler (2013) gives a brief synopsis of some of the difficulties encountered...
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...Employee Training and Development Employee training and development could have great impact on a firm's market share. This research paper is designed to give factual reports of employee training and development, and to show how they differ from smaller to larger firms. The following research will cover beginning from the early stages of employee training and development, to the present day techniques used by Human Resource Managers in the U.S. "During and after World War II, in-service training by employers became a common practice. The rapid changeover in industry from peace to war led to training schemes for semiskilled workers, for workers transferred to new jobs, and for women newly brought into industry. Thereafter, the rapid contemporary advance of technological change made training a necessity in almost all walks of life. At the operating level in industry and in public utilities, new techniques, new methods, new tools, new synthetics, new sources of power, and increased uses of automation have brought extensive changes in the past decades, and the rate of change tends to increase as time goes on. Comparable changes are taking place in the office with the extended use of computers and data processors, which provide for the storing and recall of information in amounts unknown 20 years ago," 1Britcana Encyclopedia. The training and development with a candidate usually starts with orientation. Work 911 had this to say about the importance of orientation, "1. To Reduce...
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...Introduction Wayne Mondy defines training as “Activities designed to provide learners with the knowledge and skills needed for their present jobs.” Training, therefore, is job specific and is concerned with the day to day performance improvement of the employee. Teaching a new employee hired for the R&D department the use of design software training or teaching a plant worker the operation of a machine constitutes training. Training is also project related. Suppose a new project has arrived at an organization and very few people possess the technical know-how to execute the project. They are then entrusted with the task of spreading the knowledge of the skills required and ensuring that the right people know the right things required to execute the project. This constitutes training. A newly promoted employee needs training to be able to fit into his/her new role and perform as expected. A technically competent designer may have been promoted to a managerial or executive job on request or due to exceptional performance. He may not be comfortable with the use of for example, MS Office. He will then require training for the same. Development is defined as “Learning that goes beyond today’s job and has a more long-term focus.” It prepares every employee to keep pace with the organization’s pace of growth. In today’s world, where customer focus and changing customer needs are the key drivers for growth, development plays a pivotal role. It looks towards enhancing or adapting...
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...ever the Hell this means. Getting back to your question in the specific. Understanding job analysis information. I am guessing but I believe it means understand how to do your job and understand how others should be doing theirs and do it. Even if they mean something else it probably is just a straight forward concept and saying it in a round about way to make it sound really important. Jeez Louise these people can make you nuts with all their craziness. I would have loved to bash one of my boss's brain in with his best practices paper weight. Don't let it get to you like me. Best Regards Bob Summary: Many companies and managers use job descriptions and job analysis to set employee goals and objectives, so they are tied into the needs of the work unit or company. In this article, you'll learn what job descriptions (and job analysis) are, their uses and applications, and how they can be used to improve performance. What is job analysis? Before we can discuss job descriptions, it is important to understand the distinction between descriptions and specifications. Job analysis is the combination of job descriptions and job specifications. For simplification purposes, "specifications" are the skills and background necessary to perform the responsibilities of the job. Since specifications are often a matter of conjecture and/or judgment, we have often advised that they not be listed on a job description and, if they are, that they have...
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...The call center industry has one of the highest turnover rates compared to other jobs due to its high level of stress and dullness. Retention starts with hiring the right person for the job. Human resource recruiters should look for applicants with these characteristics: self motivated, high tolerance for stress, positive attitude, good listening skills, good communication skills, ability to work as an individual and in a group, good problem solving skills, and enjoy helping customers. A good way to test out the applicants is to pre-screen telephone interviews to test out their phone skills. One of the most useful techniques that call centers use is the employee referral program. This program allows employees to recommend a friend, relative, or family member to the job and receive a cash prize if they pass the probation period. This technique tends to provide the new recruit with more realistic expectations and can provide a better cultural fit. Training and orientation is also important in human resource management in a call center. Training should include lots of role-play so employees can get comfortable talking to customers over the phone, learn to turn negative thoughts into positive ones, and understand the company’s goals, mission, and corporate culture. Another interesting technique used by companies such as Bodog.com, is having all new employees in the organization take part of the training and orientation of the call center to learn about the company and make them realize...
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...Development of Training and Mentoring Program for the New Sales Department Development of Training and Mentoring Program for the New Sales Department The current merge and reorganization of InterClean have created a need for training and mentoring for the new sales team. As employees begin to assume their new responsibility, the company requires training procedures to be set in place to help the new team member understand how to do their job and what the job requirements and expectations are. This training will equip the new sales team with the knowledge that they need to be successful sales people. Training must be developed according to the diverse needs of the participants. The goal of the training is to provide a formal and structured approach to sales by all sales person in support of the strategic plan of the company. Training programs in addition to mentoring programs are being planned so as to get the most results. The primary objectives of the training is to increased the ability of sales personnel to generate sales, open and retain new customers and retain multi million dollar accounts. New Training and Mentoring needs: InterClean, Inc will administer a one-on-one mentoring program. This will be a selection where each junior sales person will be matched to senior sales person over a period of 6 weeks so that each new sales person will learn from the senior sales person and ask questions as needed. This mentoring program will require accountability by both...
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...efficiency and effectiveness in business. This study will seek to analyze the various tools and techniques used in sales personnel management. Personnel management encompasses a deep interest in the well-being of an employee. Its main aim is ensuring that employees have a sense of satisfaction. Personnel management tasks include training, selection, hiring, motivation, rewards, and compensation among others. Personnel managers are mainly involved in execution of these important tasks (Ingram, 2008). Training encompasses the process of improving personnel competencies, knowledge and potentialities, (in regards to the specific tasks that will be assigned to them). This is an essential process that should be perpetual, in order to achieve excellent execution of jobs (Ingram, 2008). It gives sales personnel managers an easier time in dealing with sales personnel. There are different basis on which training is carried out. Training is carried out upon induction of new sales people to the company. It is also important to train current sales personnel. This empowers them to brush up on their knowledge and ultimately improve their performance. Another party that would require training would be a promoted employee. It would be important for him to be fully trained on new aspects pertaining to the job. Training that accompanies upgrades on the existing technologies is fundamental as well. Sales personnel’s training is implemented on the basis of the premise that...
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... TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training ...
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...Course Title: Course Code: Pre-requisite Courses: Credit Hours: Semester: Degree: Human Resource Management MGT323 Principles of Management Three (3) Sixth BBA Program Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates...
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...estimating and many other math related skills. Carpenters learn their work mostly on the job and through training programs. Many carpenters learn their skills in school. High school courses in carpentry, shop, drawing, and math will help on the job. Some carpenters join a program called an apprenticeship. This program combines learning on the job and classroom work. Applicants for this program must be at least 17 years old and pass an exam to see if they have the skills to become a carpenter. The length of the program is usually thirty-six to forty-eight weeks. Carpenters learn their trade through on-the-job training, as well as training programs. Most pick up skills by working under the supervision of experienced workers. Others participate in employer training programs or apprenticeships. Most employers recommend an apprenticeship as the best way to learn carpentry. These programs combine on-the-job training with related classroom instruction. On the job, apprentices learn elementary construction design and become familiar with common carpentry jobs, such as layout, form building, rough framing, and outside and inside finishing. They also learn to use the tools, machines, equipment, and materials of the trade. Apprentices receive classroom instruction in safety, first aid, blueprint reading, freehand sketching, basic mathematics, and different carpentry techniques. Both in the classroom and on the job, they learn the relationship between carpentry and the other building trades. ...
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