Abstract This paper explains that, in 1998, a full scale investigation of the issue of mixed-sex training concluded unanimously that mixed-sex basictraining and housing should be ended; however, the most that came from the report was that the Army agreed to install partitions in the barracks to discourage sexual encounters. The author points out that the panel urged the military services to keep the sexes in separate barracks at the platoon level for the ten week of basictraining; yet, men and women would still train together. The paper relates that, while careful not to sound tolerant of sex crimes or harassment, critics declare that placing young men and women together during the first weeks of training and particularly placing seemingly all-powerful male drill sergeants in charge of young female recruits, is simply a recipe for trouble.
From the Paper "There were so many female recruits who were unable to pass hand grenade tossing tests at one Army base that authorities simply changed the standards, setting different requirements for male and female recruits, reports analyst James Anderson of the Heritage Foundation, in his paper, "Boot Camp or Summer Camp? Restoring Rigorous Standards to Basic Training" . Anderson says that in an effort to entice and retain women, basic training has become much more feminized, de-emphasizing toughness and rigor. At Great Lakes Naval Training Center, recruits are now shown a video that tells them that "anyone can make it through boot camp," when actually the point should be that not everyone can make it."
This paper describes aggression replacement training which works to give adolescents positive alternatives to their aggression and antisocial behavior.
Abstract This paper presents a thorough explanation of aggression replacement training and the basic tenants of this form of therapy. The goal is to give adolescents alternatives to their aggression and antisocial behavior and teach them to recognize the precursors to their physically aggressive and threatening behavior. The author also cites the importance of adolescents considering the consequences of their actions and taking positive control of their situation. The paper further describes the three intervention techniques used that correspond with the three components of aggressive behavior.
From the Paper "A group format is generally used for this type of training, because the dynamics of the group can be used to help advance learning much more quickly. Some of the ways that learning is solidified are through role playing, homework assignments, and the repetition of important concepts (Glick, et al, 1986). There are both pre- and post-tests that are given to the adolescents in order to help determine whether the program was effective and how much skill development the participants have seen, and adults that have interaction with these adolescents outside of the group, such as probation officers, teachers, and parents, are given information that explains the techniques and terminology that are used in the program (Goldstein & Glick, 1994). "
Abstract This paper proposes a research design to study issues related to training based on interaction with sites on the World Wide Web (WWW or Web). Literature relevant to Web-based training is reviewed in support of the proposed research study. The paper shows that the primary focus of the proposed research study is not on the specifics of the technologies involved in Web-based training, although the technology applied is of obvious importance to the training mission. Rather, the primary focus of the proposed study is on the ways in which training may be adapted to benefit from innovations in information technology (IT) and the advantages such adaptation may provide for both organizations and trainees. The study addresses three functional areas: human resources (which is responsible for training), development (which is responsible for acquiring and maintaining the new technologies that web-based training depends upon) and management (which is responsible for ensuring that these new training techniques and technologies are properly implemented).
From the Paper "As mentioned above, success, in this study, will not be a function of the utility of any training program. Rather, it will be based on the acceptance of the system by trainees. A successful training system is defined as one in which the trainees express both a comfort with and a willingness to use the web-based aspects of the system.
Web-based training is an extension of computer-based training which takes advantage of the immediacy of the World Wide Web and the ability to reach large numbers of people at the same time regardless of where they are located. Intranets are also being built to use Web-based training; these are ideal for employee training where outsiders are unlikely to have need to access the same information. Web-based training can be an expensive form of training to implement, and training professionals should not overlook critical parts of training programs such as designing an appropriate curriculum and ensuring that the information is up-to-date. Providing a way for students to evaluate the training program is also essential if Web-based training is to be effective."
Abstract This paper looks at the methods of and motivation for employee training in the service industries, such as hotels and restaurants. The paper begins with an exhaustive overview of the term training, including a detailed recitation of Carter McNamara's six-point rationale for training in "Employee Training and Development: Reasons and Benefits." The author also provides background information about the importance of good trainers and training techniques. The paper then looks at specific case studies, including the Hilton Hotels, to understand how and why companies train their employees and to evaluate their success.
From the Paper "One of the most important aspects of employee training is the cost involved, a cost that needs to be recovered when the employee becomes an effectively contributing member of the organization. The problem is that in spite of the fact that most companies spend less than $1,500 a year on employee training, it is a cost nevertheless and causes some concern among management regarding how long an employee will remain within the organization once the training is complete."
Tags:train, hotel, restaurant, employer, management, development, professional
Abstract This paper is about employee training and development. It uses a five-step process to develop the appropriate training program that includes training needs assessment; creation of training materials; the training medium (internal, external); the implementation, and an evaluation plan to determine the effectiveness of the training.
From the Paper "According to the book Effective Management training is one of the most important activities in which any company can engage. Employees need to learn how to do their work. They also need to learn about the company's products and ..."
Abstract This paper discusses how training in the work place can be enhanced by social learning theory. It explores the importance of knowing how employees learn to help organizations develop effective training programs that achieve the desired outcome. The author expands on various approaches to work place training including apprenticeships, peer-to-peer learning and Web-based training.
From the Paper "Companies regularly invest in upgrading their capital equipment factories, modernized computers are upgraded, newer equipment is installed. Yet one of a company's most important assets, its employees ..."
Tags: Social learning, training, employee training
Abstract This paper presents a thorough analysis of how police training on deadly force affects the incidences and use of deadly force. The paper asserts that the literature clearly demonstrates that the current police system does have serious problems with police use of deadly force but research also suggests that the right training mechanism for use of deadly force can lead to better outcomes for society. The paper then presents a comprehensive analysis of how police training on deadly force affect the incidences and use of deadly force. The paper also identifies the internal and external factors that affect the effectiveness of police training on deadly force.
Outline:
Principles of an effective training strategy
literature structure
methodology
Conclusion
Recommendations
From the Paper "There is the common misconception that any training program aimed at conflict resolution and negotiation is simple about combating terrorism or social disorder. As can be clearly seen from the eight principles outlined, the training program for the police on deadly force has to surpass combating terrorism and social disorder, but has to have an overarching aim of promoting full-fledged peace initiatives and combating all aspects of any activity that poses a threat to society's safety."
Abstract This paper examines how corporations conduct leadership training with an emphasis on seminar training. It considers the effectiveness of these programs, and outlines a module for training students to be better leaders.
From the Paper "Leadership in the workplace has become an important training issue for many organizations. Although professional managers have existed in the workplace for only a little more than a century the last years have seen an increase ..."
Tags: leadership training, effectiveness of leadership training, covey, Senge, Peters
Abstract In this article, the writer examines aspects of the Servicemen's Readjustment Act of 1944, in particular as it relates to corporate training. The writer discusses training aspects within an organization as they relate to corporate challenges. Further, the writer discusses the mutually beneficial aspects of corporate training for the employee and employer. The writer concludes that better training contributes to creating employees who become better in performing their work duties, which in turn contributes to more profitable corporations. This paper includes five pages of additional information and sources.
From the Paper "An employee benefit through training aka education, as this allows him/her to pursue personal goals. A major, mutual benefit for employer and employee, results from cooperate training as employees obtain college degrees, M.A.s, and Ph.D.s. Individuals benefit as they qualify for higher paying positions. As the number of employees completing training and obtaining decrees increases, companies also benefit as more qualified workers constitutes improved company performance / production. Performance of employees who also qualify for and receive training, other than or in addition to that provided by their corporation, may also ultimately affect a corporation's future. Iif the employee chooses to continue working for corporation, the company gains a more qualified employee. On the negative side of effects, however, if the employee decides to leave his current employee after completing his/her training, the employer experiences loss, particularly if the corporation financed the training prior the employee beginning to utilize what he/she learned."
Abstract This paper is a research proposal to study the effects of sports imagery training on novice athletes and athletes who enjoy their sport recreationally. The paper begins with an overview of the positive effects of sports imagery training and then looks at some of the studies done and literature available on the subject. The paper suggests a study that will seek to answer the questions as to whether or not sports imagery training is of value only to the professional athlete or if it can benefit athletes at all levels.
From the Paper "The positive effects of sports imagery training has been validated by athletes and trainers at the highest level of athletic competition. When the athlete visualizes the individual aspects of an athletic competition, they approach the event with more confidence, and are able to attain significantly higher scores. In one study, findings revealed that the Five Step Strategy, which includes mental readying, imaging, focusing, executing, and evaluation procedures, significantly influenced performance in tasks that were low cognitive demand and higher physical demand tasks. The study showed support for a hypothesis that performance in tasks appearing to contain a greater number of motor elements is enhanced more with the FSS than those having a high number of cognitive elements."
Abstract This paper explain that in-house training can increase the return on investment for the company, which uses this option. The author points out that training is an essential component in the operation of a company. The paper relates that proper training can reduce costs and improve customer service throughout a company.
From the Paper "Training is an essential component in the operation of a company, and proper training can reduce costs and improve customer service throughout a company. Training means orienting the new hire to the corporate culture, to the way things are done, to the procedures of a company, and to the procedures and culture of the entire industry. Today, training can be quite complex, with the need being for employees who can handle complicated IT applications and systems. The better the training, the better will be the work history of each worker. Schools provide some training, but most new hires require added training in the company for which they work. Such training can be farmed out, but in-house training can be more cost effective, even though there is an added expense in terms of paying for the time of the trainer and for whatever other equipment and facilities are needed."
Abstract The paper discusses the writer's beliefs that he/she does not believe that there is a specific age at which young children should be indoctrinated with the toilet training process. The writer continues that there is most certainly a range that needs to be considered by parents and child care professionals in order to maximize the effectiveness of toilet training. The writer argues that parents especially need to be cognizant of the exact moment to begin this training as early as eighteen months, but certainly no later than twenty-four months.
From the Paper "Determining the correct age to begin toilet training can be an exceptional point of consternation for the new parent - or even the seasoned parent whose subsequent children do not fit the developmental mold of earlier children. Even tracing the literature back as far as Freud, we can see that that particular psychologist did not feel that toilet training was a natural process. Consequently, Freud felt that incorrect application of this process possessed a high potential for developmental trauma (Miserandino, 1994). Though I do not believe that there is a specific age at which young children should be indoctrinated with the toilet training process, there is most certainly a range that needs to be considered by parents and child care professionals in order to maximize the effectiveness of toilet training."
Abstract This paper outlines a Human Resources Training and Development Plan for payroll and accounting employees in the Finance and Accounting Department of a manufacturing company set to double its output. This plan provides an overview of training objectives and the resulting training process required for the following three identified staffing groups; new employees, existing employees, managers and supervisors.
From the Paper "Blending the objectives of the company and employees, this plan represents SMC's commitment to the community by emphasizing the "increased value of employee knowledge" in the prevailing tight employment market (Tyler, 2005, para. 6). SMC's objectives for this training are that; the training must be cost-effective, measurable, result in appropriately qualified staff, build on the department's core competencies, be deployed with minimal impact on productivity, and address employee satisfaction. The following sector employee objectives have also been identified; "training must be convenient, cost-effective, topic-specific and approved for continuing education credits" ("Payroll Manager")."
Abstract The paper looks at toilet training from historical, social, developmental and health perspectives. The paper analyzes the role that the child plays (mentally and developmentally), the parents play (their world-views and influence) and the primary care physicians play (advice, proper medication). The paper further examines what may occur if toilet training is a positive experience for the child (self-image), and what may occur if it is negative (constipation, lack of control, painful bowel movements). The writer shows the importance of carefully implemented toilet training.
From the Paper "Toilet training may never seem to be a negative experience; after all, few adults can fully recall their own encounters with this event. However, it can be an important milestone in the life of a child, especially in the autonomy of a toddler. If the experience is a positive one, the child learns self-control, effective bladder and bowel management, and gains a sense of achievement. If the experience is a negative one, the child may feel a loss of control, fear of toileting, and experience constipation, encopresis or enuresis. While each child will learn to be potty trained at distinctive ages and through various methods, it is important that the parents and primary care physicians be vigilant in understanding the child's various needs through the toilet training process."
Abstract This paper acts as an overview of a supervisory training program for new managers, that is being designed and overseen. This paper discusses three aspects of the training program in detail, these being: perception and attribution used for evaluating employee performance, job satisfaction and functions of attitudes used for employee morale, and the management of and promotion of the company's values on diversity.
From the Paper "The first aspect of management that will be addressed in this plan for training is that of perception. Perception can be defined as how one sees others or one's surroundings. An effective and efficient manager should be very aware of his or her perceptiveness, especially while evaluating employee performance. Two types of perception of which a manager must be aware, and which must be balanced with one another, are those of spotlight perception and floodlight perception."
