| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "JOB TRAINING": |
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On-the-Job Training, 2002.
Discusses the importance of on-the-job training and the reasons why it is so important.
2,400 words (approx. 9.6 pages), 12 sources, $ 89.95
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Abstract
There was a time in America when virtually all workers learned their craft or skilled positions on the job. As the manufacturing sector expanded, on-the-job training was often replaced by seminars and other job-enhancement techniques at off-site locations. Those were - attended by supervisors, who then brought back newly learned techniques to the manufacturer and then taught them to their section's employees. On-the-job training, however, is more important now than ever before, for a variety of reasons, which are explored in this paper.
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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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Job Training for Learning-Disabled Students, 1993.
A look at effective vocational and career education programs including assessment, counseling, skills and job placement.
1,350 words (approx. 5.4 pages), 7 sources, $ 47.95
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From the Paper
"Effective vocational and career education for learning disabled students at the secondary school level are multidisciplinary, including assessment, psychosocial assistance, vocational counseling, cognitive practice, improvement of work habits, and practical work assistance tailored to the individual's specific disability. Programs rarely address all these areas necessary to effective career education of learning disabled students. For the purposes of this paper, several programs and research are discussed which pertain to these aspects of job training for learning disabled students. This information will elucidate the reasons for multidisciplinary career programs for secondary students who are learning disabled.
Two well-known instruments that assess personality and interests are the Myers-Briggs Type Indicator and the..."
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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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Training Manual for Cashiers, 2004.
This paper discusses the nature of a cashier's job and then suggests a training manual.
904 words (approx. 3.6 pages), 1 source, MLA, $ 31.95
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Abstract
This paper explains the nature of a cashier's job and then suggests a training manual.
From the Paper
"I assume the Andersons store for which this training manual for cashiers is designed is fictitious since no other information about it is given in the project request form. I will also assume it is a supermarket grocery store. Cashier Training Manual: Before explaining how I will create a training manual for cashiers, it is first necessary to describe the job of cashier. Working as a cashier in a supermarket is a demanding job."
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Training and Decision-Making, 2005.
Examines training and the teaching of decision-making skills to new employees.
955 words (approx. 3.8 pages), 1 source, MLA, $ 33.95
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Abstract
Personnel departments face the dilemma of providing adequate training that will prepare individuals for their a new job, with the least amount of disruption to the current corporate flow. This paper shows that in the past, new employees assumed a temporary "training" role, usually working side by side with a more experienced employee that filled the same function. In today's world of enormous technological advancements, multi-media course-ware can be used to simulate real-world situations and teach decision making skills to new employees. The paper shows that this allows financial goals, technical needs, safety factors and knowledge to be integrated into a classroom arrangement that approximates on the job training.
From the Paper
"To use the multi-media approach to training most effectively, the choices and training scenarios should as closely as possible simulate real-world situations. This may include using actual job materials whenever possible, incorporating the experiences of present employees in the training and creation of the training scenarios, and constructing scale models to simulate technical problems without jeopardizing expensive equipment. This type of training will also have potential value for exposing other individuals in the company to the different aspects of the company's operations they may not be exposed to on a daily basis."
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Training Unskilled Labor, 2002.
An examination of how the internet can be used as a tool to train unskilled labor.
3,715 words (approx. 14.9 pages), 11 sources, MLA, $ 102.95
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Abstract
The case study proposed in this prospectus discusses the possibilities offered by the internet for the training of unskilled labor. It shows how the internet can be used to educate and train those persons without readily marketable skills. It also shows how such individuals can enter the job market via the internet, interacting with potential employers, and obtaining those positions that best match their new skills. Also examined, are the potential drawbacks of internet job training and placement, and how these various drawbacks can be overcome. The case study focuses on unskilled workers of many backgrounds, including non-native speakers of English, persons with varying levels of primary and secondary education and also varying levels of English literacy and basic mathematical ability. Individuals are tracked through from their current employment and economic situations to a point one year after their completion of the training program. Their relative conditions are compared and it is from these comparisons that the successes and strong points of the program are determined, and also those areas which require improvement or emendation.
From the Paper
"A perennial problem in modern, post-industrial society is the condition of unskilled workers. In the United States, as in Canada, Australia, Asia, and Western Europe the unskilled form a seemingly permanent underclass. These are individuals who lack the education and the training to benefit from the current economy and technology. They are excluded from high-paying jobs, and even for the most part, those jobs that pay a living wage and offer steady employment. Such persons find what work they can at fast food restaurants, discount chains, and so forth, and as manual laborers and hired hands. Rarely covered by medical insurance, they are frequently compelled to leave their jobs or go into debt in cases of medical emergency. Many of these individuals are recent immigrants, and have little or no command of the English language. This too greatly limits their ability to take on better-paying jobs, and to advance in the job market. Even many native-born Americans suffer from the inability to read or write adequately. Illiteracy limits their choices, and narrows the scope of their opportunities. They are flesh-and-blood examples of the failings of the American educational system, poverty-stricken citizens imprisoned in the slums and housing projects of America?s cities and in the backwaters of her countryside. Despite numerous federal, state, and private programs, they have fallen through the safety net, and remain at the bottom of American society. Economically disadvantaged, socially disadvantaged, and often the victims of ethnic and racial prejudice as well, they seem destined to remain in their current sad state forever if something is not done soon. Yet there is help. There must be help, and it can be found in the world of the new technologies from which these individuals have been for so long excluded. The Internet can help the welfare mother in inner-city Chicago and the Mexican gardener in rural Michigan as much as it can help wealthy entrepreneur on Lakeshore Drive, and the comfortable professor in Ann Arbor."
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Strength Training and Fitness, 2007.
An analysis of specific and whole-body strength training for athletes, as well as over-training syndrome.
1,141 words (approx. 4.6 pages), 5 sources, MLA, $ 39.95
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Abstract
This paper discusses the need for strength training and fitness in athletes. It begins by discussing the principles and practices of strength training for specific athletes - basketballers, baseballers and golfers. It then discusses the importance of overall strength training for success in athletics. The paper concludes by discussing the affects of over-training syndrome and ways to avoid it.
Table of Contents:
Strength Training
Basketball
Baseball
Golf
Over-training Syndrome
From the Paper
"As pointed out above, early detection is the key to keeping the syndrome in check. Similarly, athletes should be aware of their tendencies and realize if they are prone to overtraining. The types of athletes who are most susceptible are single-sport athletes who focus on a very specific movement and who bring to their training an ambitious, focused, almost obsessive intensity. Athletes who are at risk with such characteristics fall into a risk profile and they must therefore monitor their own activities, along with their coaches, so that they do not overtrain."
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Ranger Training, 2001.
Analysis to determine need for Ranger Training in U.S. Army. Risks to trainees, incl. Deaths. Training procedures. Ranger Training Brigade. Government inquiry. Recommendations to ensure safety of training.
3,375 words (approx. 13.5 pages), 5 sources, $ 119.95
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From the Paper
"The purpose of this inquiry is to determine whether there is a need for Ranger training in the United States Army, and if so, why the Army continues to staff such training below minimum safe levels. Fifty-six Ranger students have died while in the Ranger Training Program since it was instituted in the 1950s. Four of these students died in a single incident in Florida in 1995. The investigations following the deaths of the four students identified certain minimum safe levels of training staffing necessary to prevent the reoccurrence of such an incident. The National Security, International Affairs, & Criminal Justice Subcommittee ("the Subcommittee") of the Government Reform and Oversight Committee ("the Committee") has all ..."
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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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Web-Based Organizational Training, 2002.
An assessment of perceptions of the effectiveness and efficiency of web-based organizational training.
9,181 words (approx. 36.7 pages), 37 sources, MLA, $ 190.95
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Abstract
This paper examines how one of the latest applications of information technology to organizational functions is the development of formal training programs that are delivered through the Internet or through organizational intranets otherwise known as web-based training. It proposes a research study to study the effectiveness and efficiency of these training programs in comparison to traditional organizational training.
Outline
General Background to the Study
Purpose of the Study and Target Audience
Statement of the Problem
Overview of the Remainder of the Proposal
Review of the Literature
Introduction
The Nature of Training and its Importance to the Organization
Traditional Training Programs
Traditional Training Techniques
Moving to a New Training Paradigm
Computer-Based Training
Preparing for Web-Based Training
Web-Based Training
Web-Based Training in Practice
Technological Considerations Related to Web-Based Training
Importance of Evaluating Training
Evaluating Web-Based Training
Conclusion
Methodology
Introduction
Population and Sample
Instrumentation
Data Collection
Analysis of the Data
Conclusions
Schedule
Appendix
Survey Questionnaire
From the Paper
"Most organizations recognize the value of training; however, the contemporary business environment, as a consequence of globalization and other factors, dictates that these organizations structure training in the most cost-efficient way possible (?Training Trends to Cost Effectiveness,? 1997). For some organizations, the most cost-effective approach to obtaining high-quality training is through outsourcing, which increasingly may involve Internet-based training. Many organizations outsourcing training have ?been impressed with the results. Rather than keeping program designers, administrators and trainers on staff, they have worked with outside trainers who act as an off-site training department. These off-site providers partner with clients to perform a whole range of duties from assessing training needs, to designing appropriate solutions and providing administrative support."
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Web-Based Training, 2002.
An examination of the issues related to training based on interaction with sites on the World Wide Web.
8,079 words (approx. 32.3 pages), 37 sources, MLA, $ 173.95
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Abstract
This paper discusses how 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. It proposes a study 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. Through an extensive literature review, it attempts to identify factors that contribute to either the success or failure of web-based training systems.
Outline
Statement of the Problem
Introduction
Research Questions
Definition of Key Terms
Literature Review
The Nature of Training and its Importance to the Organization
Traditional Training Programs
Traditional Training Techniques
Moving to A New Training Paradigm
Computer-Based Training
Preparing for Web-Based Training
Web-Based Training
Web-Based Training in Practice
Technological Considerations Related to Web-Based Training
Importance of Evaluating Training
Evaluating Web-Based Training
Conclusion
Methodology
Population and Sample
Materials
Procedures
Data Analysis
From the Paper
"An organization is a community. Social interactionists conceive a community as a social group, and that within the community as a social group, individuals develop both their own self-concept and individual identity through social interactions within the community structure (Levine, 1991). Identity refers to self-meanings in a role. Roles are shared norms applied by occupants of social positions. This development, according to social interactionists, allows a person to move from a personal perception of ?I? (the spontaneous self) to a personal perception of ?Me? (the social self), through a role taking behavior wherein the person assumes the role of the generalized other. Through this behavioral process, the person derives meanings from the nonverbal actions and verbal statements of significant others within the community structure."
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Web Based Training Systems, 2002.
In-depth examination of issues related to training based on interaction with sites on the World Wide Web.
9,541 words (approx. 38.2 pages), 23 sources, MLA, $ 195.95
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Abstract
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.
I. Statement of the Problem
Introduction
Research Questions
Definition of Key Terms
II. Literature Review
The Nature of Training and Its Importance to the Organization
Traditional Training Programs
Traditional Training Techniques
Moving to A New Training Paradigm
Computer-Based Training
Preparing for Web-Based Training
Web-Based Training
Web-Based Training in Practice
Technological Considerations Related to Web-Based Training
Importance of Evaluating Training
Evaluating Web-Based Training
Conclusion
III. Methodology
Population and Sample
Materials
Procedures
Data Analysis
Limitations
References
From the Paper
"Training is one of the most critical aspects of a company?s operations, yet it is also one of the most problematic. Companies, particularly large organizations, must develop ways to ensure that existing and new employees receive information that they need to perform their jobs at the appropriate time and in an appropriate manner. Timing, however, is critical. The employees should not receive the information too soon or too late. If the former occurs, employees may forget the information, while in the latter event, a strong probability exists that employees will have already learned the material in a less effective manner.
Companies commit a significant portion of their resources to recruiting employees, and additional resources are invested in providing those employees with the tools necessary for them to perform their tasks. The environment of most organizations, however, is a dynamic one, and it is critical that individual employees be kept up to date on developments within their industry and their profession in order to help give the company a competitive edge (Davis, 1996). Companies use training in order to accomplish this outcome."
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Training, 2004.
This paper is a research study of the role of training in an organization and includes an extensive literature review.
18,455 words (approx. 73.8 pages), 49 sources, MLA, $ 249.95
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Abstract
This paper reports on a study to verify whether training can help organizations and uses a questionnaire to collect empirical data. The author points out that the survey will help identify specific benefits and trends because organizations, like people, have their own individuality and style, and no blue print can be considered a universal fit for all organizations. The paper relates that replacing a skilled and trained employee can be very expensive for an organization in terms of time and money; therefore, organizations are increasingly using training and higher education options in their benefits packages to obtain and retain talent in the organization. Questionnaire. Charts
Table of Contents
Introduction
Statement of Research Study
Research Question
Scope of the Study
Significance of the Study
Limits of the Study
Literature Review
The Work Environment
History of Human Resource Understanding and Management
The Importance of Training the Workforce
The Role of Training Based on Nature of the Organization
Training Employees
Identifying the Training Requirement for new Employees and for existing Employee
Type of Training Based on the Organization Requirement
Impact of Trainers and Teachers on the Education and Training Process
The Effect of Training on the Motivation of the Employees
Impact of the Worker?s Cognitive Style on the Training
should Organizations Use In-House Training or External Consultants?The Type of Medium Used for Training Employees
Results of the Study
Evaluation of the Analysis
Impact of Training
Discussion, Recommendation and Conclusion
Discussion
Recommendations
Conclusion
From the Paper
"Within organizations, the Human Resource Department, in conjunction with other departments, play an important role in training and preparing the workforce. Training the worker is very challenging and complex. New technology, techniques and organizational structures constantly influence organizations. When changes are made, training is necessary to make everybody in the organization aware of these changes. The Trainer becomes an important conduit in the entire process."
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