| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "DEVELOPMENT TRAINING": |
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Development and Training, 2007.
An examination of how an organization can be improved by implementing a development and training program.
948 words (approx. 3.8 pages), 1 source, APA, $ 33.95
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Abstract
This paper discusses how, by implementing a development and training program at Panasonic, the HR department can ensure that every department of the company runs smoothly. The paper looks at the position of service parts planner in the Service Center at Panasonic - a position that is so critical that when he or she is absent, the operation of the Service Department is severely crippled. The paper then discusses how many instances of this very problem have prompted the HR department to access the needs of the department and implement a cross-training program for this position. It explains how Panasonic recently built a new training center on the grounds of the facility and how the trainees benefit because their new knowledge shows their employer that they are willing to learn new things and because it puts them on the forefront for advancement and promotion.
From the Paper
"Because of the fast pace of the modern business world and the rapid changes that occur everyday, it has become necessary for employers to keep employees trained on new skills. Employees who play a part in their own career development are valued most now. For this reason, employers have found it necessary to implement development and training programs to ensure that their workers are kept up to date on the latest information and technology affecting their careers. Training programs can be used to prepare employees for future positions, improvement of their current positions, reduce turnover, and many other specific goals."
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Models of Management Development & Training, 2008.
This paper discusses management development and training within the current business environment.
1,161 words (approx. 4.6 pages), 16 sources, MLA, $ 40.95
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Abstract
In this article, the writer notes that the current business environment is characterized by a high level of competitiveness and business organizations have to constantly re-engineer their internal operations in order to develop and maintain a competitive edge. The writer maintains that for this reason, management development in recent times has become an issue of great concern. The writer discusses that because work practices are constantly changing as a result of business process re-engineering undertaken on a periodic basis, the learning process which contributes to management development has been subjected to intensive research in order to develop its effectiveness. In this respect, the reflective practitioner model has garnered considerable attention in the corporate world as a result of its ability to generate behavioral patterns which are highly adaptive to the changing business environment. The writer discusses that at the core of the reflective practitioner model is the issue of effective management behavior as a function of two elements: development focused on effectiveness and effective learning process.
From the Paper
"As mentioned before, the process of management development has to vary from one situation to another in order to have any value in terms of effectiveness. However when it comes to formalized training and development programs, the process of generalization leads to confusion on the part of the managers as to the relevance of the subject matter in the context of their particular working environments. This leads to a vicious learning cycle which can create a defensive mindset on the part of managers in their refusal to acknowledge the existence of problems so that the need for learning is obviated. Therefore, when it comes to effective management development, the issue of concern is to research the particulars of the leaning cycle. Any generalization in this respect would facilitate the development of an effective learning framework. That generalization may be found in the learning cycle as proposed by David Kolb. According to this learning cycle, managers draw on concrete experience to start the learning process. The learners subject concrete experience to reflective observation. In this stage, different aspects of prior experience are viewed from different perspectives in order to determine the degree of their relevance to the present situation. Once the reflective observation stage is complete, the learner moves to abstract conceptualization in which stage he develops theoretical constructs based on the results of the reflective observation to address the present scenario. The constructs are then subjected to active experimentation in real life."
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Training and Development, 2005.
An overview of employee training and development.
920 words (approx. 3.7 pages), 1 source, APA, $ 31.95
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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 ..."
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Training and Development of Employees, 2004.
A discussion of the importance of training employees and a question about who should have the responsibility for the training and development of these individuals.
2,895 words (approx. 11.6 pages), 3 sources, MLA, $ 85.95
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Abstract
This paper examines who should take responsibility for retraining employees in specific fields. It explains that the first option is for the state to have this responsibility, the second is for employers to have this responsibility, and the third is for employees to have this responsibility. Each of these options has reasons both for and against. These three options are discussed in turn, with reference to both the reasons for and against. Following this discussion, the information is combined to reach a conclusion on who should have responsibility for the training and development of employees.
From the Paper
"The training and development of employees is necessary for the operation of the State because individuals provide all the goods and services the State requires via work activities. For example, doctors and nurses provide health care services, plumbers and carpenters provide home-building services, and teachers and professors provide educational services. Workers also provide goods via work activities. For example, factory workers manufacture goods, engineers design and allow for structures such as roads and bridges to be created, and a range of professionals are involved in the development and production of all kinds of consumer products from clothing to cars to toothbrushes."
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Training and Development, 2007.
An examination of training and development tools for employers.
1,583 words (approx. 6.3 pages), 7 sources, MLA, $ 51.95
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Abstract
The paper discusses how, in the modern world of ever-changing technology and constant information and innovation, it is essential for training to take place in order to keep employees up-to-date with current technology. In this paper the researcher compares and contrasts two types of training, as well as highlighting their comparative advantages and disadvantages.
Outline:
Abstract
An Overview of Training
Instructor Led Training
Technology Based Training
Closing Summary
References
From the Paper
"For those who are introverted, the "virtual classroom" takes away the fear of being in a room with possible strangers, and it is more accommodating for people with disabilities who may not be able to spend long periods of time seated in a classroom. The use of technology for training purposes has also been identified as a trend and best practice within the training arena (Colteryahn, 2005). Adding a dimension of personal experience to the discussion of technologically based training, the researcher personally knows several individuals who have earned various college degrees, ranging from Bachelor's to Master's, by "attending" an online university's "virtual campus"."
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Business Training and Development, 2004.
The paper looks at a case study for a business organization and how it needs to improve the effectiveness and productivity of its employees.
820 words (approx. 3.3 pages), 3 sources, MLA, $ 29.95
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Abstract
Training and development in and for the business and enterprise development is an important area of the requirement of business enterprises and companies today as technology and work techniques change very rapidly. This paper first considers a real business, which can benefit from training and development of the employees/staff and then looks at how the requirements for training were identified, who in the organization needed the training, and how the training was then imparted to increase the productivity of the workforce.
From the Paper
'The company recently introduced a new software system for store operations which would automate the inventory system and change the way that the employees did their job. There was firstly a need to understand how the new system will impact on the organization and then the workforce which was going to be affected had to be trained so that there was a seamless change to the new system."
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Training and Developing a Work Force, 2001.
This essay describes the process a company undergoes when training and developing a work force.
4,535 words (approx. 18.1 pages), 13 sources, MLA, $ 118.95
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Abstract
This paper is a guide to companies when executing the training of a new work force. The author shows how job training is crucial for the workers as well as for the corporations. He indicates that companies are paying more attention to the training and development then to recruiting. There are many changes that are being made to the process of training and developing a new work force mainly towards developing existing skills and acquiring new ones. The paper examines several factors that affect this process such as: government intervention, wages, diversity, globalization...and much more.
From the Paper
"When a company or enterprise consider workforce development it is not merely to polish existing skills or image standards. Job training is crucial for the workers as well as for the corporations. On the job it means reaping profits and for the nation it means creating human resources. Thus for this reason enterprise are paying more attention in training and development then in recruitment. The focus therefore is to ?change? and the trend is towards developing existing skills, acquiring new ones.
In the recent years this has been treated as part of human resources training where individuals were recruited and ?TRAINED? to the organization. Those who have skills would benefit less from the training and those who don?t learn to acquire some. The overall outcome is not what the skills the employee has but rather what skills the individuals have instilled those are congruent to the environment in which they work. Hence, the training process has been morel like an educational process, where individuals were given lectures on development of skills instead of acquiring the true skills required."
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Interval Training vs. Steady Training, 2002.
An in-depth study into the benefits of interval vs. steady (continuous) training on endurance performance.
5,229 words (approx. 20.9 pages), 26 sources, MLA, $ 130.95
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Abstract
Interval training is a concept wherein a person works out at a medium to high intensity for a specified period of time or distance and then reduces the exercise intensity for an equal period of time or distance. A 1997 study found that splitting training tasks into intervals or repetitions will increase the amount of oxygen consumed and needed to be repaid after each unit when compared to performing the same distance at the same workload in a continuous or steady exercise regimen. The paper explains that intermittent, or interval, training tasks were found to place a greater load on the oxygen transport system than do continuous tasks This study investigates the effects of interval versus steady (continuous) training on endurance performance. The paper includes detailed tables.
Table of Contents:
Introduction
Statement of the Problem
Operational Definitions
Delimitations
Limitations
Hypotheses
Significance of the Study
Review of the Literature
Introduction
Theoretical Framework
The Muscle System
Muscle As Motors and Regulators
Classification of Muscles by Location, Function, and Structure
Gross Structure and Functioning
Structure of Myofilaments
Internal Membranes of Muscle Fiber
Skeletal Muscle Contraction and Muscle Power
Energy Pathways Involved in Exercise
Interval Training Versus Continuous Training
Short-Term Maximal Performance
Methods
Subjects
Instrumentation
Experimental Protocol
Design and Statistics
Bibliography
From the Paper
"The creatine phosphate pool provides a buffer for the rapid supply of ATP for the work of contraction, as well as a link to the cellular sources of ATP. Depending on the type of muscle fiber, this cellular ATP is produced by one or both of two common biochemical pathways?glycolysis (anaerobic) and the citric acid cycle (aerobic). The aerobic pathway is the most efficient off the two; however, when muscle activity level reaches approximately 70 percent of the maximum possible level, aerobic metabolism no longer is able to supply the muscle with a sufficient supply of ATP. At this point, the anaerobic metabolism pathway begins to function. The anaerobic pathway works more quickly, although less efficiently, than the aerobic pathway, and thus can supply large amounts of ATP that are stored in the muscle itself (24)."
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Technology Staff Development, 2004.
A look at the development of technology in the education system and the need for sufficient staff development and training.
2,898 words (approx. 11.6 pages), 15 sources, MLA, $ 85.95
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Abstract
This paper examines how technology is increasingly becoming a prominent factor in the education system and in the school curriculum, as it is seen to enhance and improve student learning. It looks at how this poses a challenge to teachers and brings up the need for comprehensive technology training programs that reflect the dynamic nature of the underlying technology.
Outline
Introduction
Characteristics of an Appropriate Technology Training Program
Criteria For the Development of a Technology Training Program
Skills to Be Acquired By Teachers to Become Effective and Efficient With Technology
Specific Components to Be Included in a Technology Training Plan
Implementing Technology Training Program
Evaluation Of Technology Training Program
Conclusion
From the Paper
"Over three decades of the use of technology in schools, the extensive research data available and the experience of students and teachers indicate clearly that if properly applied technology improves students achievement, enhance teacher skills and knowledge, facilitates families? involvement in children?s education and makes school administration and management easier. However, the key to effectiveness is ?properly? applying technology and this involves much more than access to technology in schools. To this end, appropriate technology based on the student need and the objective of education needs to be ascertained and adopted."
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Job Training in High School Education, 2002.
Examines the development and use of job-training stations at the high school level.
1,736 words (approx. 6.9 pages), 13 sources, APA, $ 56.95
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Abstract
In 1985, when the high-technology revolution was hitting the mass market, some futurists projected that public education would increasingly form working partnerships with private-sector industries to train students for jobs. This paper investigates just how correct these predictions were. It sets forth the background of public-school-and-business cooperation in various areas of vocational and/or distributive education. The paper then discusses ways in which the structure of distributive education has shifted in recent years, with a view toward forecasting possible lines of future development.
From the Paper
"The National Society for Experiential Education (NSEE) is a facilitating organization that encourages businesses in many industries to offer internship opportunities to high school and college students, as well as to adult learners. In its School-to-Work Transitions program, on-the-job training is integrated with classroom instruction at both secondary and postsecondary levels and that "results in both academic credential and certification of mastery of work skills" (NSEE, 2000)."
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Training Dentists, 2002.
Developes a training session for dentists, focusing on surgical microscopes.
1,150 words (approx. 4.6 pages), 3 sources, $ 44.95
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Abstract
This paper examines the nature of a training program, the process of developing such a program and how one should evaluate it. It uses the specific example of surgical microscopes in dental surgery.
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Employee and Organizational Development in the UK, 2005.
Argues that the British government does not invest enough in its employee training and development policies.
2,086 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
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Abstract
Over the last several years, Britain has been suffering from underinvestment in the areas of education and development. Although the country has made considerable advancements in terms of economic performance and educational developments, it still lags behind a number of other developed nations that once used to follow the lead of Great Britain. This paper shows how the training and development policies of the British government have changed significantly during the last several years, making it ineffective and consequently harming the human capital development process of the country.
Paper Outline:
Introduction
Employee Development and State Intervention
Human Capital Development
Core Competencies
Role Competencies
Works Cited
From the Paper
"Finally, the selected intervention strategies are implemented and the outcomes are measured through a final evaluation. Intervention strategies are usually implemented by initiating a change management process throughout the organization. The success and effective implementation of these strategies is ensured by evaluating the outcomes of the human performance intervention process."
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Employee Training Programs: A Strategic Business Component, 2004.
This paper discusses the major aspects of employee training and analyzes how this activity is related to strategic business.
3,727 words (approx. 14.9 pages), 4 sources, MLA, $ 103.95
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Abstract
This paper examines how training is an important process for employees, as well as a tool for fulfilling strategic goals and objectives. It looks at the major components of employee training, including the definition of training, importance of training, training program design, needs assessment, legal considerations and program development. It also discusses how more research is needed in the field to ensure that training continually meets the needs of companies, especially during times of technological growth and development.
Outline
Introduction to Training
Importance of Training
Prerequisites to Training Design
Designing Effective Training Programs
Conducting a Needs Assessment
Legal Considerations
Program Development
Training Implementation
Ensuring Transfer of Training
Cost-Benefit Analysis
Conclusion
From the Paper
"Presentation methods are those in which trainees are passive recipients of information. This information may include facts, information, processes, and problem-solving ideas. The two major presentation methods are lectures and audiovisual techniques. A lecture involves communication through spoken words. Major advantages of the lecture method are that it is inexpensive, doesn't consume very much time, and is effective in large groups of trainees. There are several variations to the lecture method. The standard lecture involves the trainer talking while employees listen. Team teaching involves two or more trainers presenting different topics or different views on the same topic. Guest speakers visit the session for a set time period and conduct the primary training. Panels involve two or more speakers presenting information and asking questions. "
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Human Resource Development at 3m, 1996.
Examines the human resources problems at Minnesota Mining & Manufacturing (3M). Details 3M's Human Resource Development (HRD) program, which focuses on training, education, & development.
1,125 words (approx. 4.5 pages), 5 sources, $ 39.95
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From the Paper
"The 3M Company has made a number of changes in the way it structures its human resources in order to provide greater empowerment to the employees as a way of improving productivity and reducing turnover. The elements of Human Resources Development are being utilized by the company to improve its overall performance. Human resource development (HRD) has three important components--training, education, and development. When the three are properly coordinated, HRD has a positive effect on worker productivity and so on the productivity of the company. Training improves the performance of workers and so increases their motivation, and as they work harder and produce more, the company profits.
HRD is also dedicated to seeing to it that skills do not become obsolete. Employees may have their skills upgraded through added training and education, and this benefits them in terms of ..."
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Human Resource Development, 2001.
Examination of 3 main HRD functions:- training & development, recruitment & performance management.
1,935 words (approx. 7.7 pages), 15 sources, MLA, $ 61.95
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Abstract
The paper describes three Human Resource Development functions and their importance for succesful absorbtion into a job for a new employer. The writer presents these three functions and examines each one in detail. The paper looks at the importance of a successful human resource department in any business and for worker satisfaction.
From the Paper
"The use of effective training and development systems can provide a source of competitive advantage to Australian organisations. As well as ensuring individual employees have the required skills to perform their current job role good human resource development strategies can increase productivity and employee job satisfaction, while decreasing absenteeism and staff turnover (Schuler et al 1992). Australian organisations have fallen behind many developed countries in the amount resources allocated to training and developing their workers. For example in 1990 Australia spent only 1.2% of it's Gross Domestic Product (GDP) on training and development as compared to 5.6% in Japan (Smith 1998). If Australia is to compete in the New World global economy it needs a plan to have enough sufficiently skilled workers across a variety of industries."
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