...personalise your training log! Everyone’s log should be presented differently – use different fonts/layouts and ways of presenting the information However – choose a format and keep it consistent throughout your log!! Student designed front cover * Name * Candidate Number * Heading: Safe and Effective Exercise – Circuit Training Log * Include an appropriate picture Personal health & fitness Profile (Insert picture) Name: Age: Height: Weight: Current/previous injuries: Typical Exercise per week: Monday | Tuesday | Wednesday | Thursday | Friday | Saturday | Sunday | | | | | | | | Sporting representation: Current stage in season/training: Typical Diet: Typical sleep: General health & safety considerations * Talk about the induction process/include the pre-exercise questionnaire * Talk about general considerations before embarking on an exercise programme * Talk about health and safety/risk assessment considerations when working out in a gym * Talk about the need to warm up and cool down * Talk about the importance of considering the order and type of exercises carefully during a circuit training programme * There is lots of health and safety information on the internet!!!! Overall goals of my training programme Activity for which I am training: Would be good to link to an activity that you currently take part in The Overall goals of my training programme are:...
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...Circuit Training Please note that this template is a guide only – you can deviate away from it to personalise your training log! Everyone’s log should be presented differently – use different fonts/layouts and ways of presenting the information However – choose a format and keep it consistent throughout your log!! Student designed front cover Name Candidate Number Heading: Safe and Effective Exercise – Circuit Training Log Include an appropriate picture! ___________________________________________________ Personal health & fitness Profile Name: Age: Height: Weight: Current/previous injuries: Typical Exercise per week: Mon | Tues | Wed | Thurs | Fri | Sat | Sun | Sporting representation: Current stage in season/training: Typical Diet: Typical sleep: ___________________________________________________ General health & safety considerations Talk about the induction process Talk about general considerations before embarking on an exercise programme Talk about health and safety/risk assessment considerations when working out in a gym Talk about the need to warm up and cool down Talk about the importance of considering the order and type of exercises carefully during a circuit training programme There is lots of health and safety information on the internet!!!! Overall goals of my training programme Activity for which I am training: Would be...
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...Fastreact Training Package Tutor’s Guide Fast React Systems Limited. Evolution House, Stephenson’s Way, The Wyvern, Derby DE21 6LY www.fastreact.co.uk Fast React Asia 11 Floor, 253 Asoke, Sukhumvit 21 Road Klongtoey-Nua, Wattana, Bangkok 10110 Telephone 662-664-3326 Fax: 662-664-3325 ISSS #19, Pallavan Street, Ambal Nagar Ekkattuthangal, Chennai-600 097 th FASTREACT TR AINING COURSE – TUTOR GUIDE General Information The Fastreact Training Package comes with a pre-configured ‘admin’ account. To start the Training Package launch the application FRTPv4.exe which should be setup as a shortcut from the desktop to the server folder where all the program and database files have been installed. Getting Started When logging into the training course for the first time the user name and password is the same for both: admin. User names and passwords are not case sensitive. It is a good idea to change the password to something that only you know. To amend the ‘admin’ user’s password: Ø Ø Ø Ø On the ‘Account management’ tab ensure that the username ‘admin’ is shown in the drop down box for ‘Login name’ Enter a new password in the ‘Password’ field Enter the new password again in the ‘Confirm password’ field Click the Password button Please make a note of this password as it may only be cleared by Fast React Systems Ltd or their appointed agents. Administrative functions: The administrative functions within this training course provide the ability to: Ø Ø Ø Ø Ø Create and...
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...Pre-Course Work Q1. Describe what your role, responsibilities and boundaries would be as a teacher / tutor in terms of the teaching / training cycle. Note - FENTO (The standards body before LLUK) described the teaching cycle as follows for each group of students:- a. Assessing the learners needs b. Planning and preparing teaching and learning programmes for groups and individuals c. Developing and using a range of teaching and learning techniques Managing the learning process d. Providing the learners with support e. Assessing the outcomes of learning and learners achievements f. Reflecting upon and evaluating one’s own performance and planning future practice g. Meeting professional requirements. A1. A tutor is responsible for all of the above aspects: * Pre –Course be aware of the level of knowledge, experience and competence of the candidates * Planning and preparation of the course. Aims and objectives must be met, how long the course is, the information to be taught and how it will be assessed. * Different teaching styles to meet the needs of the candidates as different styles suit some better than others and be prepared to adapt. * Management of the process be prepared to adapt training to fit the needs of the delegates, confirm knowledge throughout with assessments. * Tutor support throughout the course; be prepared to give help and guidance to the individuals. Question and answer sessions, what maybe obvious...
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...fire-service training and also the key role played by training as regards risk management through reduction of the overall liability in the fire department. It further describes the interrelation between the liability issues and the role played by training as mentioned above. It seeks to put emphasis on the incorporation of revised policies and procedures that ought to be adhered to by instructors to scale up student performance and reduce legal liability as well as eliminate ignorance on routine procedures. Purpose, research process and results To obtain information to address my topic, I have carried out case studies in various fire safety training departments and also have done reviews of previous works carried out by Curt Varone in his article ‘A Less-Risky Business’. My research has proved that there is a relative failure in the way a risky event is handled as regards fire health and safety. Proper policies and adequate procedures ought to be put into practice to avert any likelihood of an unforeseen occurrence of a hazardous event and any kind of legal liability as a result of the same. In addition, proper training for drivers, vehicle maintenance personnel and other handlers of apparatus used must be done and documented as a risk-control technique. Implication The article basically attempts to stress on the importance of adhering to properly documented formal training policies and procedures. This means that any single course of action beginning with training of all personnel...
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...Information System: A system that provides information support to the decision-making process at each level of an organization Health Information System: A system that integrates data collection, processing, reporting, and use of the information necessary for improving health service effectiveness and efficiency through better management at all levels of health services Health Management Information System: An information system specially designed to assist in the management and planning of health programs, as opposed to delivery of care HMIS: Health management information system Steps in Developing a Health Management Information System (1) Review the existing system (2) Define the data needs of relevant units within the health system (3) Determine the most appropriate and effective data flow (4) Design the data collection and reporting tools (5) Develop the procedures and mechanisms for data processing (6) Develop and implement a training program for data providers and data users (7) Pre-test, and if necessary, redesign the system for data collection, data flow, data processing and data utilization (8) Monitor and evaluate the system (9) Develop effective data dissemination and feedback mechanisms (10) Enhance the HMIS 1. REVIEWING THE EXISTING SYSTEM PRINCIPLE Do not destroy existing systems; build on the strengths and learn from the weaknesses of what already exists. STEPS (1) Make an inventory of the forms, log books and other tools...
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...Development Planning INTRODUCTION Agencies must create a culture that encourages, supports, and invests in the short- and long-term development of their employees. Employees’ professional development should be an ongoing process to ensure employees are staying current—if not one step ahead—in their fields and mission-critical competencies. Planning for continuous development must be anchored to the agency’s mission, goals, objectives, and needs, as well as be tied to the employee’s work and career goals. This tool contains the following information and guidance: • • • • Purpose and benefits of individual development planning Roles and responsibilities Individual development planning process Key elements of an individual development plan. Associated Web sites are included at the end of this section. PURPOSE AND BENEFITS OF INDIVIDUAL DEVELOPMENT PLANNING Individual development planning helps identify the employee’s career development goals and the strategies for achieving them. Typically, the employee will complete an Individual Development Plan on an annual basis. This plan is intended to: • • • Encourage the employee to take ownership of his/her career development Provide an administrative mechanism for identifying and tracking development needs and plans Assist in planning for the agency’s training and development requirements. September 2005 1 Individual Development Planning (continued) PURPOSE AND BENEFITS OF INDIVIDUAL DEVELOPMENT PLANNING (continued)...
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...Improving Performance in the Workplace Effective Training: A Case Study from the Oil & Gas Industry 1. Provide a summary of the who, what, and why of the case. This is a case study of the Oil & Gas Industry (O&G) and the safety measures and evaluations they employ. Throughout this case study, it was determined that the main focus was the safety of the inexperienced workers (roughnecks and worms) and drivers of the rigs. Although everyone in the industry may require some sort of safety training, it seems plausible that those with less experience need more training as they begin a new “high-risk” job. O&G was not sufficiently annotating past injury cases to show the lack of safety within their organization. This required outside individuals to visit 40 plus oil rigs over a several year period to perform a question and answer rendition in order to collect imperative data of past, present and future safety programs, as well as annotate the processes which were emplaced at the various sites. Most of the safety information seemed to be passed via story boards. In other words, the experienced workers would tell stories about individuals within the company, which seems to be productive. Since the average person envelops and grasps the content better via stories, this proved to be the choice of the organization venue for their safety programs. 2. Was the organization ready for the training? Should management should have done more planning? When the headquarters decided to develop...
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...GENERIC RISK ASSESSMENTS CONTENTS PAGE 1. All educational visits 2. Travel on educational visits 3. Residential visit accommodation 4. Use of tour operator or provider of activities 5. Ski trip 6. School exchange visit with a school abroad 7. Walks in normal country 8. Walks in remote terrain 9. Indirectly supervised walks (Duke of Edinburgh expeditions and similar) 10. River walks, gorge or stream scramble as an adventure activity 11. Field study by or in water 12. Rock climbing 13. Swimming during educational visits 14. Visits to coastal locations 15. Visits to farms 16. Cycling 17. Standing camps 18. Lightweight camping (Duke of Edinburgh expeditions and similar) 19. Canoeing/kayaking Assessments completed by. Rob Brindley | Date. January 2010 | Reviewed. | GENERIC RISK ASSESSMENT 1 – ALL EDUCATIONAL VISITS HAZARD OBSERVED | RISK BEFORE CONTROL MEASURES | PERSONS AT RISK | CONTROL MEASURES | COMMENTSACTIONS | RESIDUAL RISK RATING | Exposure to weather. | Cold injury, heat injury, over-exposure to sun. | Pupils and staff. | Consider possible weather conditions and plan appropriate programme, clothing and equipment. Plan for pupils who may not bring suitable clothing – check before departure and/or bring spares. Daily weather forecast obtained and plans adjusted accordingly. | Provide clear information about suitable clothing and equipment to pupils and parents. | Low | Pupil lost or separated...
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...Organizational Chart Training Requirements Training Program For effective training and learning evaluation training must take place. Evaluation of training There are the two principal factors which need to be resolved: * Who is responsible for the validation and evaluation processes? * What resources of time, people and money are available for validation/evaluation purposes? (Within this, consider the effect of variation to these, for instance an unexpected cut in budget or manpower. In other words anticipate and plan contingency to deal with variation.) responsibility for the evaluation of training Senior Management - training evaluation responsibilities * Awareness of the need and value of training to the organization. * The necessity of involving the Training Manager (or equivalent) in senior management meetings where decisions are made about future changes when training will be essential. * Knowledge of and support of training plans. * Active participation in events. * Requirement for evaluation to be performed and require regular summary report. * Policy and strategic decisions based on results and return on investment data. The trainer The trainer - training evaluation responsibilities * Provision of any necessary pre-programme work etc and programme planning. * Identification at the start of the programme of the knowledge and skills level of the trainees/learners. * Provision of training and learning resources...
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...Performance Appraisal and Succession Planning Benefits Benefits of a Performance Appraisal System • One-on-one discussion of issues • Opportunity to focus on work activities and goals • Provides employee recognition • Lets employee know the company is interested in their performance and development Optimal Results of Performance Appraisals • Measure performance • Establish job expectations • Nurture growth • Open communication • Increase motivation • Merit increase or bonus Pre-Appraisal Activities • Constantly ongoing • Monthly or weekly “catch up” meetings • Maintain running list of projects or achievements • Give employee a copy of appraisal before meeting Post-Appraisal Activities • Keep dialogue open • Set additional meeting for merit discussion • Document key points of appraisal meeting • Set expectations for next year Appraisal Feedback • Make feedback constructive • Do not “sugar-coat” the feedback • Feedback is an open discussion • Not a time to train/coach • Avoid feedback that can be considered personal • Ask correct questions Giving an Optimal Performance Appraisal • Take notes during appraisal • Understand different points of view • Encourage or offer help • Help with weaknesses • Set short, long-term and company goals Company Benefits • Skilled workforce • Increased productivity and loyalty • Decreased turnover • Interactive ideas Assessing Teams • Evaluated just as often as individuals • Interact, not observe teams •...
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...age of three that he has a learning delay and is on the Autism spectrum, she was devastated. She already had 2 other children. Once she was able to get over the shock of his diagnosis, she was able to refocus on what she needed to do next. My friend made sure she researched the diagnosis and possible programs that he can attend. She was able to get her son into the pre-school at the League Education and Treatment Center. The time that my friend’s son spent at the pre-school was very beneficial to him. He was able to make strides in many areas but continue to struggle with challenging behaviors and lack of speech. You...
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...1997-2012. This report will pay particular attention to the overall management, and will highlight major strengths and weaknesses while offering some explanation for observed changes. The report will comment on the prospects of the company and make recommendations that would improve Avery Dennison Ltd’s current performance. These observations do have limitations which will be noted. This report will explain how a management can be effective for the better enhancement of the company outcome. Avery Dennison is a recognized industry leader that develops innovative identification and decorative solutions for businesses and consumers worldwide. Every day, everywhere. Avery Dennison is a much planned organization which uses long and short term planning in their strategy. Avery Dennison has a rich history and humble beginnings, remarkable growth and a history of satisfied customers. Following are highlights of the many milestones the Company has achieved during its more than 70 year history. Avery Dennison Retail Branding & Information Solutions is passionate about the apparel industry and our mission to help you elevate your brands and accelerate your performance throughout the global supply chain. 1.2 Objectives of the report 1.2.1 Broad Objective: To complete our MBA degree it is a must. To match our academic knowledge with the real corporate business set up. To enlarge our experienced from a real corporate exposure. To enhance our adaptive quality with the real life situation...
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...“Tell me and I forget, teach me, and I may remember, involve me and I learn.” ― Benjamin Franklin Why do we conduct exercises? We test and validate capabilities and identify our strengths and limitations. The next logical step is to fix areas that limited our capacity to respond, although often times we fail to implement changes indicated as a result of the exercise. Why? One of the most significant reasons is lack of funding. That is why improvement planning needs to begin even prior to planning for a particular exercise. Rather, funding should be identified in the program management phase of the HSEEP cycle. Actually securing the funding, however, can be challenging. After-action reports from previous exercises can provide the greatest investment...
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...Welcome to Human Resource Initiatives meeting! The goal of this meeting is to present Human Resource Initiatives around: Performance Evaluations, Team Evaluation and Implementing Succession Planning. 1 A Performance Evaluation is the means by employee performance is documented and assessed. The evaluation is based on pre-determined criteria. For example a manager would sit down with an employee and discuss clear goals for the current position they hold. Pre-determined criteria would give specific, measurable goals. Like the receptionist will return all messages with 48 hours of receiving them. The manager would have a system in place to ensure they could determine if all messages were returned within the 48 hours. Another area could be company citizenship. Company citizenship is what has the employee done inside the company that aligns with a companies corporate citizenship goals. This could be volunteering to conduct a Lunch & Learn meeting, or helping to plan an employee appreciation event. Accomplishments could be evaluated by listing all of the things the employee accomplished during the previous year. An accomplishment is usually something that goes above and beyond current job responsibilities. And lastly, Future Improvement is what an employee is doing to better themselves. This could be signing up for a course, pursuing a degree or designation. 2 Performance Evaluations are used to manager and align all of an organization's resources in order to achieve...
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