...Technological Based Training Methods Student name Institutional Affiliation Traditional Versus Technological Based Training Methods There are various methods and materials accessible to help an organization prepare and equip its employees to better carry out their functions. Indeed, with numerous choices out there, it is daunting to establish which methods to employ as well as when to use them. The use of several methods for every training session may in fact be the most effective means to assist employees learn and retain knowledge. Today, organizations realize that they cannot use only traditional training methods, especially if they want to remain competitive (Noe, 2012). In the information period also, learning opportunities across a lifetime from one’s childhood to adulthood. The skills and knowledge of people need constant refreshing, so as to keep up with the new technologies and trends. Currently, the radical change in the workforce structure and the reinventing of traditional work, in either the factory or in the large-scale repetitive clerical operations, develop the use of advanced technologies as a prerequisite for successful training (Papani, n.d). Recently, facilities for education and training at a distance have been recognized as a way of offering access to knowledge as well as learning facilitation for people for whom if otherwise might be denied. Such facilities include intranets, extranets, e-learning, online training, and m-learning...
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...www.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...
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...Lead Phase I: * Read to Lead is an initiative of ICICI Bank to facilitate access to elementary education for underprivileged children in the age group of 3–14 years including girls and tribal children from the remote rural areas. * This initiative supports partner NGOs to design and implement programmes that mobilise parent and community involvement in education, strengthen schools and enable children to enter and complete formal elementary education. * Read to Lead has reached out to 100,000 children across 14 states Read to Lead Phase II: In Phase II of the Read to Lead programme, ICICI Bank has supported the establishment of 63 libraries that will reach out to approximately 7,200 children in the rural areas of Jagdalpur block of Bastar district in Chhattisgarh. The programme includes building libraries, sourcing books and conducting various interactive activities to make the library a dynamic centre for learning. VOCATIONAL TRAINING COURSE STARTED IN OCTOBER 2013 : ICICI Bank has opened a skill training academy in Jaipur as part of its Corporate Social Responsibility (CSR) efforts, to provide vocational training to youth from economically weaker section of the society. The vocational training course will provide sustainable livelihood opportunities to the beneficiaries. This is the strategy of ICICI to promote inclusive growth in India, by training 5,000 youth at nine training centres across the country in the first year of operation. The courses offered...
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...franchisement. Wendy’s has a very complex technological system at each branch & with the duty of having to train five mangers per store, there is a desperate need to have a easy & convenient training program to achieve this. Jeff Kent, Wendy’s vice president of solution delivery, said that “training & development is very key part of providing our customers with a consistent experience in every restaurant regardless of store locations.” In order to achieve this they need a system that could implement a training & development solution that agrees with the franchise standards, evaluate test results before & after to monitor the effectiveness of the program as well as adapt to its ever-changing workforce. A system which turns away from their disparate legacy paper based training system which was highly unreliable & it was difficult to track whether the training was given effectively & which employee or manager stood fit to do the job. Wendy’s search criteria for such a system included, improvement to the consistency of company’s training program at all locations, providing just-in-time training & reducing the time it takes to get a class in the field. Overall the program needed to combined the classroom with computer based training & the training provider solution must be able to be used companywide. Plateau provided this. Plateau Systems provides adaptable web-based software for developing, managing, and optimizing organizational skills and talent...
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...Employee Training and Development Employees are an integral part of an organization’s ultimate success; an organization’s goal should not only be to attract high quality employees, but also to produce them. In order to cope with the rapid changes in the external environments, organizations need to grow and innovate continuously and sustain itself in a highly competitive market by strengthening or expanding knowledge base, skills and abilities of their employees (Truitt, 2011). Thus organizations must implement effective training programs to help their employees gain essential skills they need for success, productivity and enhanced job performance. Training and education have shown to have a significant positive effect on job involvement, job satisfaction and organizational commitment (Truitt, 2011). Effective training programs should foster “positive relationship between learning satisfaction and the effectiveness of the learning applied” (Truitt, 2011, p.2). Training should be aimed to provide employees with proficiency in the execution of given tasks and allows employees to enhance their skills and competence levels and to ensure that they have access to all the resources that they need to support development and growth. Employee training “typically entails personal involvement, commitment, and experiential gains” and involves “learning by doing” (Hughey & Mussnug, 1997, p. ). Positive training may assist with the reduction of anxiety and frustration which most employees...
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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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...Chapter 1 Introduction 1. Background of the Study: International organizations, policymakers, and scholars acknowledge the importance of universal education. Both public and private gains to investment in education are high: economic growth, individual earning potential, and health indicators are all positively correlated with education. Multiple forums, including the Universal Declaration of Human Rights, have recognized primary education as a human right. The United Nations Educational, Scientific and Cultural Organization’s (UNESCO) Education for All movement set a goal of universal primary and secondary education by 2015, a target simultaneously established in the Millennium Development Goals. Public financing of education has been a priority for governments in developing countries for several decades. This is because education is perceived in modern societies as an important pillar of socioeconomic development. However, in recent years, the education sector has faced stronger competition from other sectors also seeking financial government support. In the budget for fiscal year 2011-2012 the government has proposed Tk 19,873 crore for education sector with Tk 10,850 crore for the Education ministry The proposed volume is Tk 1725 crore more than that of the allocation of Tk 18,148 crore in the fiscal year 2010-2011. In 2010-2011 fiscal year the allocation for the technical and vocational education was 233.64 crore which was 14.98% of total education development program...
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...Manufacturing has relocated in China due to China being partners and already having the facilities to start production. Riodan Manufacturing is still researching the shipping requirement to meet deadlines and get products to the customers. They have run over budget by $100,000 due to training employees to learn new systems. I have created a new system that will both save the company money and be able to train employees. 1. This system with has live Internet classes that are offered to the employees in the company. Cost has gone up to train employees the new systems and the employees have had to travel to complete these trainings. With onsite training, meetings and 24-hour tech services being provided to employees, this will cut down on cost in the future. The company will need to spend money to get this new system going but it will save them money in the future and they will also have the sources to keep up with the newest technology and be able to move more business around the world. 2. This system will be ran by human resources. Human resource will have a defined group who will set up all training that will be onsite of each factory with face-to-face conferences via Internet with teachers. 3. Along with training be onsite in each factory, human resources will also have a 24-hour system where any employee can speak with tech services when a new system is introduced or a problem arises with any of the equipment. 1. The company will need to update all computers and provide portable...
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...HRM/531 Human Capital Management October 18, 2010 Cassandra Molavrh A Training and Mentoring Program Training and mentoring Training consists of planned programs intended to develop performance at the individual, group, or organizational levels (Cascio, 2005). Our training and mentoring program designed to help support all employees’ career paths. It will address the company needs, and assist the employees in identifying their goals. In addition to the above, it provides individual training that will assist employees to improve his or her skills. Initially, employees will be asked to jot down a specific goal. After goals identified, a schedule developed to provide on- the- job training both onsite and offsite in relation to their goals. Milestones can establish and deadlines will be set when each training objective must complete. Employees, who have finished training will not be left without any support. The mentoring program will give new employees a mentor to help them adapt to their new position, and this will continue throughout their entire caret with the company, but they can expect to become more independent as they continue to learn and grow in their positions. Organizations generally benefit from mentor-protégé relationships (Kram, 1980). Mentorship aids in the expansion of managerial ability for the business. Not only do these associations help young professionals become skilled at procedural knowledge, but they also aid them in learning the organizational...
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...Retention Focus Area #2 Customer Service Focus Area #3 Career Pathways Focus Area #4 Fostering a Training Culture Detailed Action Plan 3 4 6 9 10 11 12 13 15 Definitions THA VET Tasmanian Hospitality Association Vocational Education and Training RTOs Registered Training Organisations AACs Australian Apprenticeship Centres 2 Hospitality Industry Skills Plan – June 2012 Foreword The hospitality industry employs approximately 20 000 people1, which is equal to approximately 11% of the Tasmanian workforce. The industry is heavily reliant on casual labour with part-time and casual employees making up almost three quarters of the hospitality workforce in Tasmania2. The role and contribution of the industry to both the economy and community is largely unrecognised. This is reflected in the fact that only a small proportion of employees perceive hospitality as a long term career choice. As hospitality is a service based industry, a skilled workforce is a key requirement to ensure quality service delivery to both local and visitor markets. In order to provide quality service employees require access to training which delivers the essential skills and knowledge. Access to training is only one element of the equation. Also essential is venue owners and operators placing more value on the benefits of training, as well as engaging more effectively with training providers to ensure training meets the needs of both the business and the employees. The hospitality industry is comprised...
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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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...provide technical support to the operating forces. Today the Help Desk is referred to as OFTSSC (Operating Forces Tactical Systems Support Center) with a specific mission stated as: to provide continuous, distributed technical support, troubleshooting, and problem resolution for Command, Control, Communications, Computers and Intelligence (C4I) systems, in order to optimize those systems as force multipliers in assisting Marines to win battles. While the OFTSSC focuses on the needs of the Marine Corps, it offers technical assistance to all C4I system users across the entire Department of Defense (DoD), U.S. Government and all U.S. Foreign National Allies. The OFTSSC provides its customers with remote technical assistance by facilitating online access to supported system documentation, system software and offering live interaction with system subject matter experts (SMEs), via phone, online chat, and email. If a solution to a customer problem is not immediately available, OFTSSC personnel will actively work to obtain a solution by elevating customer issues to MCTSSA support engineers, system vendors, Marine Corps Systems Command program managers or other commercial or DoD customer support agencies. Help Desk Operations for the Operating Forces The OFTSSC from the start operated in an ad-hoc manner maintaining its mission capability with a support staff composed of contractors and civilian government analysts and a limited number of uniformed personnel. This odd mix of employees...
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...Riordan’s current training process consists of trainer(s) having to travel from one office to another office’s location. Upon arriving the trainer now needs to have a rental car and a hotel for the duration of the training. Depending on the amount of time that the trainer stays on site will also determine the amount of total expenses the trainer racks up relating to fuel for the car and food for the trainer. All of these expenses are completely paid for by Riordan and are devastating to the company’s budget. Training flows from trainer to employee directly. Only the group or offices with the trainer(s) visiting at that time receive the required information and that prevents all of Riordan’s employees from being on the same page at the same time. This can lead to inconsistencies with the day to day business processes the employees follow and could lead to costly mistakes made by a misinformed employee following old practices. The amount of time and money required for this process is simply too costly and with the IT systems available training like this just is not effective. All of this is illustrated by figure 1. Figure [ 1 ] The new process would require the removal of the trainer traveling to all the different locations all together. Instead any all training would be done through Skill soft as their primary training method and if needed Intercall would be used as an alternative method. Skill soft would provide the majority of the training and if any extra or more in...
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...CASE STUDY OF VODAFONE 1 Role of Training and Development in Employee Retention Case Study of Vodafone 2 ABSTRACT Employees are the strategic asset of any organization; this talent has to be managed and preserved. This project presents a descriptive study, which mainly investigates on the functioning and role of training and development in employee retention, a case study of VODAFONE, a leading telecommunication company of UK, has been presented in this research. This study also investigate on the significance of training and development in managing of employees, different types of training methods in use, and its effects on retention of employees and about benefits which company gains as well. The study mainly helps in finding about the benefits of training and development in retention of employees as well as about the retention of companies information as well. This study emphasizes the role of training and development plays a very crucial role in retaining the capable employees, which are the precious assets treasured by all organizations. Keywords: retention, T&D (Training and Development), Vodafone Contents 3 Abstract ......................................................................................................................................3 Acknowledgements .....................................................................................................................8 CHAPTER 1: INTRODUCTION .........................
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...Chick-Fil-A Training and Development Thomas Hunter Clifton Norton Matthew Todd Keller Graduate School of Management Chick-Fil-A Training Needs Assessment And Recommendations Chick-Fil-A opened its first store in Atlanta, Georgia in 1967. It has continued to grow at a steady pace and now has over 1,700 locations across the United States. The popular restaurant has recorded 45 consecutive years of positive sales growth and, “System-wide sales in 2012 reached 4.6 billion.” (Company Fact Sheet, 2014). Chick-Fil-A is still a private, family owned company that offers franchise opportunities to well qualified entrepreneurs. Their growth model is deliberately slow, building on a firm foundation of conservative business practices. The success is attributed in part from the founder’s firm decision to close its doors every Sunday. The idea is that “…all franchised Chick-fil-A Operators and their Restaurant employees should have an opportunity to rest, spend time with family and friends, and worship if they choose to do so.” (Why We’re Closed on Sundays, 2014). The focus for this project is on the Chick-Fil-A store located at 7990 North Academy Blvd, Colorado Springs, CO. This location is used for many of the pilot programs that test the suitability of new procedures and equipment before chain-wide implementation. During an interview with the Director of Training, Brad Beck said about his training philosophy, “99 percent of a successful training program is fitting...
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