...There are different reasons as to why a company needs to have training, whether it is for immediate use or in anticipation of long-term use. Sometimes new technologies not being used by the employees yet requires new products to be used. Other times the employees may take a new job or get promoted within the company and will require new training for the position. Job redesign and technological change produce the need for employees to learn more skills. Finally, new employees must often be trained so they can successfully perform their new job tasks. One of the most important things for Human Resources to do is to make sure that their employees are effective at their jobs and are well trained. The employees quality must be dependable by the employer, that way they know that their performance at work will be satisfactory. Many times these aims differ and clash with each other, but if they are managed properly they can coexist and be both achieved. Maximization of profits is very important for an organization as well. This can be achieved by increasing productivity. In order to make employees more productive they must be trained and developed properly. Performance deficiencies must be removed, whether current or anticipated, that way the employees do not perform at any less than standard for their job. The companies that need the most training are the ones who have declining productivity rates. Organizations use training and development...
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...Development and Training Paper Development and Training Paper ABC, Inc. established a new sales metal market process in 2007. The metal market process meant millions of dollars for the organization. This process consisted of a monthly manual data entry of hundreds of part numbers. Once the metal market was received the manual entry had to be done within a week. Several associates were required to put aside their daily responsibilities and work on the metal market process sometimes for two to three days until it was completed. After a couple of years of doing the manual entry, a team was put together to determine how and if the process could be automated, what training would be necessary, and how would the training be administered. The team worked with the IT department and automated the metal market process now it was time to use a five step process, needs assessment, design, development, implementation, and evaluation to develop and administer the appropriate training program. Needs Assessment ABC, Inc. began conducting a needs assessment once the new automated metal market procedure was completed. “Instructional design logically should begin with a needs assessment, the process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessary” Noe, Hollenbeck, Gerhart, and Wright, 2007, p. 210). Once the new automated metal market procedure was developed, a step by step flowchart was created. ...
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...Running Head: Training and Career Development System 1 Training and Career Development System Michelle De Silva May 13, 2013 University of Phoenix Training and Career Development System 2 ABSTRACT A topic that is relevant to almost all organizations is work motivation. All employees in every organization are a common research area in I/O psychology. There are two types of motivation that have emerged in recent years are the driven to work and enjoyment of work motives based on the vast motivation literature. The driven to work motive is based on the feeling that a person should work (they feel compelled to), while the enjoyment of work motive emphasizes intrinsic motivation and personal enjoyment of the work itself. Training and Career Development System 3 Training & Career Development System I. Introduction ……………………………………………..pg 4-6 II. Purpose for training ……………………………………..pg 6-7 A. Ability to attract employees …………………………pg 7-9 B. Recognize, Reinforce & Reward C. Skills Development D. Enhancing performance motivation E. Assessment phase ……………………………………pg 10-11 1. Readiness for training 2. Skill orientation 3. Planning III. Model of Motivation ……………………………………pg 11-13 1. Expectancy Theory 2. Organizational...
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...Three Major Sins of Professional Development How Can We Make It Better? .Authors:VARELA, ALEJANDRA M..Source:Education Digest, Dec2012, Vol. 78 Issue 4, p17-20, 4p.Document Type:Article.Subject Terms:TEACHERS -- In-service training -- United States TEACHER development -- Methodology PROFESSIONAL education -- United States CAREER development TEACHERS -- Training of -- United States CLASSROOM management -- Study & teaching TEACHER participation in curriculum planning.Geographic Terms:UNITED States.Abstract:The article addresses flaws with teachers' professional development and in-service training programs in the U.S., particularly noting the lack of teacher input in professional development and curricula planning. It discusses the lack of practical demonstrations of concepts taught in professional development courses. It comments on the issues with treating all teachers and subjects the same, isolating in-service training from daily classroom practices, and ignoring follow-up. It notes the benefits of utilizing research-driven practices in classroom management and teacher training..Lexile:1240.ISSN:0013127X.Accession Number:83883062.Database: MasterFILE Premier.... Translate Full Text:. Choose Languageالإنجليزية/العربيةанглийски език/български英语/简体中文英語/繁體中文angličtina/češtinaEngelsk/danskEngels/DuitsAnglais/FrançaisEnglisch/DeutschΑγγλικά/ΕλληνικάEnglish/Hausaאנגלית/עבריתअंग्रेज़ी/हिंदीangol/magyarInggris/bahasa IndonesiaInglesi/Italiano英語/日本語영어/한국어Engelsk/Norskانگل...
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...been cited as a risk factor that contributes to loss of developmental potential. On the other hand, positive caregiver-child interactions are said to facilitate social-emotional development (Walker et al., 2011). This is especially true in infancy.” “Lack of caregiver-child interaction has been cited as a risk factor that contributes to loss of developmental potential. On the other hand, positive caregiver-child interactions are said to facilitate social-emotional development (Walker et al., 2011). This is especially true in infancy.” In this essay I wish to discuss the above emphasised statements in the context of normal social behaviour. This essay places specific emphases on three main areas; the role of attachment in child developement, how a lack of caregiver-child interactions affect the infant and the protective factors that could facilitate the child’s social-emotional development. After World War II, it was found that many children who lost their parents presented similar psychological difficulties (Cassidy & Shaver, 1999). Psychiatrist and psychoanalyst John Bowlby wrote a pamphlet on the situation, entitled “Meternal Deprivation”. Out of this work spawned the attachment theory. For the first time people became aware that the close careciver-child attachment, usually mother-child, was very important in the healthy development of a child. Research has since and is still being done on understanding the role of attachment. Principles of the theory have been...
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...Ethn: Themes In American Culture Chapter 3: The faces of American Schools -School counsels in low income schools have fewer counselors ( E.g California per 800 students -School Librarians one for every 5,123 students -School psychologists one for every 1,383 students in 2007 -Social workers one for every 18, Three reason s why children do not participant in preschool programs - Fewer programs are located in their neighborhood -Many of parents are concerned that traditional values are not being taught in preschool -Students are not being taught in their primary language in preschool -Other reasons- if they aren't available , affordable and culturally sensitive than they aren't sending their children to preschool. How latinos students are tracked -In first grade, are typically grouped for reading instruction -Boundaries are formed early on by these group - High achieving groups really have behavior problems but rather have engaged students -confirms that the earlier you are assigned to groups in tracked. Inadequate School Funding -All have high latino populations all have low pre student spending in their k-12 schools -How school funding affects student achievement -Peer conditions The digital divide -Latino student shave less access to the internet than do white students -Latino student are more likely to use technology for games and entertainment than for educational purpose. -Latino students are less like to have parents help them navigate a...
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...Review for OB Chapter 1 1.Define Organizational Behaviour (OB) • the study of what people feel think and do in and around organizations • organizations: groups that work interdependantly towards a purpose. • must have structure 2.Explain the foundations of OB theory and knowledge and its research methods • OB is multidisciplinary relates to psychology, sociology, anythropology etc • Three units of analysis: individual, group, orginization • Research Methods : • field studies : real life organizations • case studies : in depth studies of situations • laboratory studies : in controlled environments • survey studies : questionnaires and interviews • meta-analysis : statistics 3.Describe the “systems approach”, the “contingency approach”, and the levels of analysis in understanding behaviour in organizations • Systems approach : • organizations depend upon the external environment • transform inputs into outputs efficiently and effectively • subsystems --> transformation process--> feedback • Contingency approach : OB involves complex relationships, it does not have right or wrong answers just makes hypotheses and uses consistencies to predict behaviour • Levels of Analysis • individual • task performance : goal directed behavior • organizational citizenship : helpfulness above job requirements • counterproductive work behaviours: potentially harms the...
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...Insight paper Does your employer brand inspire top talent? Jumping on the employer branding bandwagon A strong brand can be a company’s most valuable asset, increasing customer loyalty or acting as a differentiator in a crowded market place. An employer brand can be used for similar effects, lowering turnover due to higher employee loyalty and helping employers stick out in the increasingly competitive job market. Despite the hype about employer branding, most companies still have difficulty in conceiving a serious and ‘thoughtthrough’ approach to the topic. To understand why an employer brand cannot be simply assembled out of a ‘how-to’ guide, let’s have a look at the definition of employer branding. There are dozens of definitions about employer branding flying around in the HR industry and most are perfectly usable. However, we will stick to the CIPD’s definition (Chartered Institute of Personnel and Development, 2008)1: An employer brand is a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. Chartered Institute of Personnel and Development In the above definition there is one important word: ‘intangible’. Employer branding is indeed a complex mix between your organisational identity and culture and its members (Tikoo, 2004)2, which is probably the reason why so many...
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...INDUSTRIAL TRAINING FROM TATA CMC, JAMMU ON EMBEDDED SYSTEMS. Submitted in the partial fulfilment of requirement for the award of degree of Bachelor of Engineering In Electronics and Communication Engineering Submitted By Ashish Gupta 258/12 Under the guidance of Ms. Sonika Mahajan IT Guide Department of Electronics & Communication Engineering Mahant Bachittar Singh College of Engineering and Technology, Jammu 2015 CERTIFICATE i DECLARATION I hereby declare that the Seminar Report entitled “EMBEDDED SYSTEMS” is an authentic record of my own work carried out as requirement for the award of degree of B.E. (E&C) of Mahant Bachittar Singh College of Engineering & Technology, Jammu. Date: ................ Ashish Gupta 258/12 Certified that the above statement made by the student is correct to the best of my knowledge and belief. Ms. Sonika Mahajan Ms. Neha Gupta Ms. Shalini Sharma IT Guide ...
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...What do we mean by the terms ‘best fit’ and ‘best practice ‘to describe SHRM. Use any short case examples to illustrate your discussion? REWARD What are the main elements/components of a reward strategy?may 2012 , MAY 2011 What should organisations consider when developing a reward strategy? OCT 2012 What are the main features of Lawler’s model on strategic issues in reward management? RECRUITMENT & Selection process How can recruitment and selection processes contribute to strategic HRM? MAY 2012 How can recruitment and selection processes contribute to strategic HRM? OCT 2012 How do recruitment and selection practices help to deliver SHRM? MAY 2011 LEARNING ORGANISATION / ORGANISATIONAL DEVELOPEMENT Discuss the main features of a Learning Organisation. Why is it important in a strategic HRD approach to organising development? oct 2012 How does the ‘Learning Organisation’ approach seek to deliver organizational success? MAY 2011 Discuss the main features of a Learning Organisation. Why is important in a strategic HRD approach To organising development? Outline the main features of the organisational development process as laid down by Beckard? HUMAN RESOURCE PLANING How does modern human resource planning relate to human resource strategy and how does it differ from manpower planning?may 2011 ------------------------------------------------- Outline the main principles of human resource planning. 1. Specify the data that you would need to analyse the potential...
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...more sucessful. They understand that the heart of every business is within its workforce and without it there’s nothing. The individual is one of the most critical celements in any large-scale organizational change (Brown, 2011). Employee empowerment is a vital tool in shaping the personal and collective goals of an organization. Positive change is inevitable once a corporation posesses a confident, proactive and self-sufficient workforce. A growing number of today’s companies are not only concerened but are doing something about the way they manage their employees (Brown, 2011). They’re initiating the necessary steps toward creating employee pride, responsibility, and empowermnet. It’s also becoming a corporate priority to invest in the developement and enhancement of workforce knowledge, perforamce, and well being. Policies and Procedures Open Door Policy. This communication method is used to promote a sense of openness and trust amongst management and its workforce. It allows employees to feel comfortable addressing questions and concerns, to any level of management, without the fear of repercussions. Companies that practice this policy have happier, self-managed employees who actively participate in the betterment and advancement of their organizations. With open communication and management’s willingness to listen, more problems are solved with less friction. Another benefit of having an open door policy in your business is that it can improve employee morale (Arthur...
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...Table of contents 1. Introduction _____________________________________________ 2 1.1 Context ______________________________________________ 2 2. Selection and Recruitment _________________________________ 2 2.1 Selection _____________________________________________ 2 2.2 Recruitment ___________________________________________ 3 3. Training and Development _________________________________ 3 3.1 Training ______________________________________________ 3 3.2 Development __________________________________________ 4 4. Reward and Incentives ____________________________________ 4 4.1 Reward ______________________________________________ 4 4.2 Incentives_____________________________________________ 5 5. HR professionals support line managers and their staff _________ 5 5.1 Department Staffing_____________________________________ 5 5.2 Workforce Strategy _____________________________________ 6 5.2 Performance Management ______________________________ 6 6. Conclusion _____________________________________________ 6 7. Appendices _____________________________________________ 7 1. Introduction 1.1 Context Every business is driven by its workforces. Accordingly, operative HR strategies are critical to guarantee productivity and maximum success. Human resources experts play a significant role with respect to coming up with the right approaches to support organizational track but they must have the skills to think beyond the strategies to identify the high level...
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... History of Airbus •1970: Airbus was formed as European consortium of French and German companies •Spain companies joined the consortium •1979: British Aerospace joined Airbus Industrie. •Each of the four partners operated as national companies •Airbus developed a deserved reputation •2001: Airbus became a single fully integrated company •2004: company had overtaken its main rival •In January 2005 the world’s largest and most advanced passenger aircraft appeared, the A380 •Airbus is one of the world’s leading aircraft manufacturers History of Boeing • was established by William Boeing • the most successful company of U.S. •1916: built their first plane •1917: the Boeing Airplane Company arose. •During World War I, the Navy needed training airplanes. • Boeing leading designer of military aircraft. •1927: Boeing created an airline, named Boeing Air Transport (BAT) •1958:The US became a leader in commercial jet manufacture. •2001: Boeing is focused on 787 Dreamliner •Boeing lost ground to Europe’s Airbus and lost its position as market leader in 2003. • 2006 sets another new Boeing record for total commercial orders in a single year. Question 1 Why is the aircraft manufacturing industry dominated by only two companies?Discuss the barriers to entry that exist in the market. The Porter model of competitive industy structure Key entry barriers include: •Economies of scale •Capital requirements •Switching costs •Access to distribution •Expected retaliation Only...
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...employees: 133,200(2010) Total assets: US$ 24 billion Prior improvement methodologies used in Xerox and reasons for switching to LSS. Though the earlier approaches assisted Xerox in improving business processes, Xerox had some deficiencies and the results were limited in scope. In 2002 company decided to adopt the integration of Six Sigma and Lean Manufacturing, which in a short time helped to achieve significant improvements[2]. Figure 1.1: Xerox LSS Framework[2] 1.1. LEAN SIX SIGMA IN XEROX 3 The deployment and implementation plans of LSS in the organization After identifying the individuals for the key management positions they developed the ”Deployment Guideline” with the help of the consultants. Afterwards the intensive trainings began in January...
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...Report on the Water for Life White Paper 23rd March 2012 Student number: P11240151 Student name: Mohammed Abdo Mohammed Tutor name: Kathryn Jones Module: Managing the Environment Contents page 1.0 Executive summary P 3 2.0 Introduction P 3 3.0 Methodology P 4 4.0 Findings 4.1 Water for Life White Paper P 4 4.2 The main water for life White Paper reforms P 5 4.3 Impact of the Water for Life White Paper on the organisation P 6-7 4.4 Relation of the paper with EU/International context P 8 4.5 Views of environmental actors P 9 4.6 Theoretical/Environmental concepts P 10-11 4.7 SWOT P 12-13 4.8 Good practice by other suppliers P 14-15 5.0 Conclusion P 16 6.0 Recommendation P 17 7.0 Bibliography P 18-19 1.0 Executive summary This report was commissioned for the purpose of researching the impact of the Water for Life White Paper which was introduced in December 2011. The paper intends to reform the water industry by opening the market, in the hope that the investors who are looking to enter the market will bring more creativity and help reduce the prices for customers. It also gives the customers the flexibility of choosing their suppliers. The paper states clearly that it intends to re-affirm its catchment to produce better qualities of water while the paper has its pros and cons for the organisation, it does overall cover sustainable development...
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