...Day One – Orientation Day one of training a new employee is a very important piece of orienting and training. In the firs day the employee is exposed to the new people and materials. Orientation is not just something that happens on the first day, but it is something that is included throughout the training process. In the beginning of the hiring process we can begin the orientation by explaining the job description to the potential employee as well as any company history, and any pay information. This is also known as an offer meeting. At this point it is a great time to ask the new employee if they have any questions or concerns. It is important to let them ask all questions they need to. This will make them feel more comfortable and open towards new concepts and ideas. Once they are hired we can begin on explaining all of the rules, polices, and procedures. It is very important to be clear and concise on the rules. Being clear about all the information can help to keep the new employees attitude be positive in the future of the company. All policies are also explained. The orientation can also get deeper into detail on any benefits such as setting up a 401 k, and how to request time off, or sick days. A way to make the new employee accountable is to have all rules and policies typed out, and after explain them in detail to the trainee have them sign off that they understand and will uphold all rules. The next step in the orienting process would be to give the new...
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...10/15/12 Harris-Stowe State University Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns (Dessler, 2011). Human Resource management is tied into the concept of the management process which includes planning, organizing, staffing, leading, and controlling. Planning is when goals are established, along with standards, developing rules, procedures, plans and forecasts. Organizing is when each subordinate is given a task, authority is delegated, and departments are established. Staffing is the process of when you determine what type of people you need to hire, developing them, and evaluating them. Leading may be the most important because it involves getting other to get the job done while maintaining morale and motivation. The last step is controlling which is when standards are set, performance is checked, and taking corrective actions implemented. This process is very similar to the steps that are involved in Human Resource Management. This process includes conducting job analyses, planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Now the question that many may have is, “Why is Human...
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...ERM Paper Effective business management requires that organizational leaders balance risks with outcomes. This is necessary as without taking some risks, organizations will never be able to expand and grow in their industries. Unfortunately for many organizations, this balancing act is not strategized and as a result risks control the organization instead of the organization controlling the risks. To prevent this from happening it is necessary to engage what is known as Enterprise Risk Management (ERM) (Cheeseman, 2010). This essay will examine how ERM strategies can be used to mediate the effects of tort risks and violations. Potential Tort Risk The type of tort risk that was addressed in the simulation was injury to plaintiff, personal injury. Actual cause: Ms. Bates was claiming that if the Alumina Inc. situation had not occurred five years ago, then her daughter would not have leukemia. Special negligence doctrine: a tort that permits a person to recover for emotional distress caused by the defendant’s negligent conduct. Negligence Per Se: Violation of a statue that causes an injury, statue was enacted to prevent injury. Strict Liability (Rationale): The activities of Alumina Inc. five years ago did place the public at risk, even though reasonable care was taken. These tort risks would be classified as Unintentional Torts (Cheeseman, H. R., 20120). The simulation also presented some other tort risk. The tort risk would have been a result of Alumina Inc., counter...
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...Success of Training Programs Evaluating any training programs is done in five steps. The first step is to set the criteria for the evaluation. Training-level criteria and performance level criteria are both important in evaluating training methods. The next step in evaluating a training program is to choose a design. A common design used is the pretest-posttest design. Trainees are evaluated before training and again after training. This design is a way to measure how much was gained from the training. The next step in successfully evaluating a training program is to choose the measures of the criteria. The particular criteria would determine appropriate measures. The final steps of successfully evaluating a training program are to collect the necessary data and analyze and interpret the data. If the first four steps are done correct and thoroughly one will be able to reach a conclusion about the effectiveness of the training program (Spector, 2008). The selection and training of employees is an important aspect for organizations. For example: if a relative had to have surgery and the doctor conducting the surgery was not properly trained, that relative and his or her family would want a trained surgeon to do the surgery. As a consumer the most qualified person for a position would be the right way to go, but there are also other aspects like personality, sociability, and skill levels. The health of an organization, their employees, and consumers in the area are also...
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...throughout this paper I will discuss the various levels in which an individual must complete in order to become a police officer. Of course every department has their different basic requirements whether it is at the local, state, or federal police departments. With the local police, having already applied with the San Antonio police department in the past I am pretty familiar with the department’s minimum requirements. Every individual that applies must be at least 20 and 6 months years old at the time of the written test because in the state of Texas you cannot carry a hand gun under the age of 21, also the maximum age of the individual cannot be over the age of 45 when entering the police academy, this is because of the intense physical training the police cadets go through during the academy. Being over the age of 45 can risk...
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...Council on Training and Development Establishing or creating a training and development department depends on a variety of factors that will keep companies in business. To better understand the master plan for training and development requires several essential steps that will be presented for recommendation for corporations of the United States. The first essential step the company will require to have is a business strategy which vision or mission will project the future a company wants to achieve. One would ask “What are the goals for the first five years?”; “What is this company trying to accomplish?” A company must have a clear vision of what they want to do and continue to grow. A strong foundation must be established. A SWOT analysis (strengths, weaknesses, opportunities, threats) analyzes the company’s operating environment. The product market must identify the opportunities and threats while the internal analysis involves the strengths and weaknesses. The strengths and weaknesses include the customers, technology and financial resources. Next, the company must stay in competition with other company. To be a successful company, they must decide how they will use the people, technology and capital to sustain the business. To gain competitive advantage the Human Resources practices must be linked to the business strategies, with training and development. Second, a company’s needs assessments are a key component in the planning process in training and development...
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...Training Human Resources Discuss in depth the four phases of the training process. Include a discussion of the methodology used in each phase. The need for training future and present employees is important to the success of any organization. Although management styles differ from one organization to another, they will generally follow a four-phase training process that includes assessment, design, delivery, and evaluation. During the assessment stage the training needs are recognized. Design is the next phase of training where learning objectives and outcomes are established. Once a training program has been developed, the training is scheduled, conducted, and monitored (Mathis & Jackson, 2011). The final stage, evaluation, measures the results of the training program. Needs assessment is crucial in identifying information that needs to be addressed before beginning the training program. By determining training needs, the organization can decide the specific knowledge, skills, and attitudes needed to improve job performance. There are three sources that can be used to analyze training needs. The first source, organizational analysis, enables organizations to focus on their strengths and weaknesses, strategies, goals, and objectives. Furthermore, this assessment of will determine the skills, knowledge, and ability needs of an organization. The second source, job/task analysis, defines a job in terms of the KSAs needed to perform the required daily tasks of...
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...any training program is to facilitate an open and comfortable environment where individuals feel they have the support from their instructors. Upon successful completion of the written G1 test and eye exam, individuals will have the opportunity to take part in the beginner’s training program. This program helps prepare individuals for their G2 examinations or simply to learn how to drive. It consists of 10 one on one, one hour sessions with an experienced instructor. Objective: Upon completion of the training program, the trainee is expected to be equipped with all the skills and knowledge to drive a vehicle safely to successfully pass their G2 examinations. Content of training program: The program will cover all aspects of driving including manoeuvring, parking, city and rural driving, lane changes, parallel parks, three-point turns, uphill/downhill parking, roundabouts and intersections. Intended Training Methods: The trainee will observe trainer as he/she models the desired behaviours for driving before the trainee takes the seat, and any time requested by the trainee to demonstrate how to perform tasks. Most of the training will consist of active practice which will allow the trainee to practice performing the task while applying all knowledge and skills during training (pg. 145). They will do this by physically taking charge in the driver seat and learn how to drive with instruction and guidance from the instructor. Conditions of Practice: Pre-training intervention...
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...Step Two; Light Aerobic Exercise- According to the team’s medical staff the player should begin graduated cardiovascular exercise. He may also engage in dynamic stretching and balance training. Step Three; Continued Aerobic Exercise and Introduction to Strength Training- The player continues with supervised cardiovascular exercises that are increased and may mimic sport specific activities. Strength training is also introduced to the player. Step Four; Football Specific activities- The player continues with cardiovascular, strength, and balance training. Step Five; Full Football Activity/Clearance- By clearance from the team physician for full football activity including contact, the player must be examined by the INC (Independant Neurological consultant) assigned to his club. If the INC concurs with the team physician that the player’s concussion has resolved he may participate in the team’s next game or...
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...the 5 step training and development In order for any company to be successful, their employees must perform. An employee cannot be expected to meet the established standard if that standard is not set and the employee is not taught how meet it. To establish quality training the employees should be made to feel that they are important to the team and that the training is important to them. The training should also easily transition from a classroom or training environment to “real world” use. If classroom concepts are outdated or far-fetched the instruction is useless and employees will lose interest. Training should include some “hands-on” exercises when possible. “Role play” scenarios work very well for some positions also. Employee motivation is extremely important. Most training programs are established using a five step method. The first step is the Needs and Analysis step. This step identifies whether training is needed, what type training, who needs to be trained and how the training will be performed. There are two primary means to determine the type training required. The first is Task Analysis. Task Analysis is the better way to establish the training for new employees. This allows new employees to be trained to the already set company standard. The second way is Performance Analysis. Performance Analysis evaluates how current employees are performing their duties and allows training to be based on strengthening the weaknesses. The second step of the...
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...Introduction Organizations are forced to understand the importance of the human capital. The current state of the competition which is spreading in all directions compels a company to ensure that it develops, fosters, and trains its personnel to ensure that they are in the best possible situation to tackle the challenges which are becoming so evident in the world of business today. (Fink, 2013) Despite this growing awareness there examples of organizations struggling to use their employees for the fullest extent. Uncountable resources are being spent to ensure that the human capital is at its peak but even then organizations are struggling to find the right type of people who would be able to perform the jobs and tasks in the best possible manner. The report will assess the overall HR function of DW Travel, like recruitment and selection, performance evaluation, compensation etc. but concentrate on the implementation of performance management system which is not yet accomplished in the organization. It will also provide recommendations, where deemed necessary to reduce the barriers and improve their performance. DW Travel is a subsidiary of Dubai World. It was set up in January 2004. It aims to be recognized for its high level of professionalism and claims to possess a highly experienced team. (DW Travel, 2014) Its core value are * Respectful of values, all cultures and our employees * Excellence in Customer Service * Logical and precise in our thinking ...
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...Introduction At the Tysons Corner division office of Allied Software Corporation, which is a developing software company, Dave is one of four program managers who works under the supervision of Alex, the general manager of the company division office. On his team, Dave has fifteen members, nine of whom have been in the company for more than two years. In order to meet a Monday deadline, Dave’s team takes the computers from the finance department over to their department on the weekend, and fails to return them before the finance department realizes the computers were missing. On Monday, when Alex was notified and had investigated what had happened to the computers, he called Dave into his office. When Dave explained to Alex what the motives for his team’s actions were, Alex understood, yet was concerned of the team’s behavior. Therefore, he decided to have a meeting with Dave regarding the events. While in the meeting, Alex confirmed that Dave’s team was having some internal issues that were affecting their performance. Consequently, Alex has to make a decision on how this issues could be solved. Framing the Decision Statement Alex makes use of his critical thinking skills for analyzing Dave and his team’s behavior with the purpose of finding the root cause of the issues they are facing. Seeking more information about how Dave and his team function, Alex takes Dave to dinner where he was able to analyze Dave’s behavior and gather more information about his...
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...process you first need to start that’s why I start my process so I can progress further. The next step of my database is user calling the help desk. Then it is the help desks assistant’s decision weather he answers the call or not. If he is busy dealing with other users then he will transfer the call to the answering machine. After he transfers the call to the answering machine he will listen to the user problem when ever he will get free and will return the call with advice in order to help user to solve his problem. But if he decides to answer the phone call his next step will be to get details of user then open record. After the help desk assistant opens the record he will than enter the details of user such as; Name, Work Station Number and the last but not the least the user problem. Date and the time may be entered automatically so the problem can be recorded in the system. The next step after the assistant gets the user problem is to know that is the problem on going. And then to know weather is this end user problem or not. The next step after the help desk assistant knows that if it is the end user problem. Than he will escalate and recommend training in order to solve the user problem. If the database tells that it is not the user problem than the assistant will give as much advice as he can in order to solve the user problem himself. The next step for assistant is to know weather his advice has solved the problem or not. If the advice...
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...that customer service is a key element in the success of store, and headquarters is concerned that sales associates don’t have the right skills to help ensure repeat business. You think a more robust training program would help resolve the issue. Name and describe the steps you would take to conduct a needs analysis to determine the training program that would be necessary. According to Carl Greenberg (2013), a good needs analysis will train the right people by using proper teaching methods. Our first step will be to determine what the desired outcomes are to be. In our industry we understand that no matter how good our sales staff is and how good the product is, there will always be problems with our customer base which need to be addressed. The second step will be to connect this desired outcome to both the current behavior and the desired behavior of our employees with regard to customer complaints. Next we will look at what part of attaining this goal can actually be trained. Some employees may require practice on the job while others can learn from a training on “how to listen to customers”. How well they listen to customer complaints may become a qualification for hiring our sales associates in the future rather than trying to train this particular competency. Step five will be to determine if we have any performance gaps. In other words we will look at the individual performances when it comes to comments...
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...Preparing for a half marathon takes weeks because it is a mental and physical process that your body needs to prepared to do. The various steps that you will need can be grouped into the following stages: training, diet and the day before preparation. Once you have made the decision and execute all the steps, the end result of preparing for a half marathon will earn you a record of 13.1 miles in the record book. Now that you have signed up for your first half marathon what do you do? The first step is planning your training schedule. It consists of daily runs which can be between 3 miles to 10 miles with rest days in between for 12 weeks. Basically you would run your long runs, which are 10-12 miles on Saturdays or Sundays, and run the shorter...
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