| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "TRAINING PROGRAM": |
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E-Mail Training Program, 2002.
A research design for an e-mail training program to aid parole officers with a new communications system which can improve productivity.
1,368 words (approx. 5.5 pages), 4 sources, MLA, $ 45.95
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Abstract
This paper proposes research to develop an e-mail training program for a parole officer who is a field supervisor in the Department of Corrections. The purpose of this training program is to exploit the advantages of remote interactive messaging technology to enable field supervisors to meet their communication and information-management needs in a more timely and productive way. The research hopes to set forth the purpose of the program and make a needs assessment for the training, then discuss the training objectives, method and materials to be used for program implementation, as well as evaluation and reinforcement strategies.
From the Paper
"Evaluation of the psychological impact and features of e-mail messaging is essential. That is because computer-driven communication alters the entire communication process. E-mail by its very nature does not allow senders and receivers of messages to evaluate nonverbal cues. Sometimes e-mail writers fall into the trap of making statements in e-mail that they would not make if the receiver of their message were face to face with them (Sussman, Golden, & Beauclair, 1991). Messages typed and sent in haste or anger can lead to misunderstanding or conflict. Thus managers should be alert to complaints from recipients of supervisors' e-mail messages and should be ready to intervene as necessary to bring e-mail communications in line with organizational policy and protocols."
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Supervisory Training Program, 2006.
A review of the design of a supervisory training program outline, for training new managers.
675 words (approx. 2.7 pages), 3 sources, $ 26.95
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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."
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Neuromuscular Training Program, 2006.
A look at the effect of a neuromuscular training program on the incidence of anterior cruciate ligament tears and other injuries in young female soccer players.
4,048 words (approx. 16.2 pages), 13 sources, APA, $ 109.95
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Abstract
The purpose of this paper is to investigate the effect of a neuromuscular training program that is designed to decrease the incidence of anterior cruciate ligament (ACL) tears in adolescent female soccer players, as well as lower body injuries in general. It looks at how a neuromuscular training program consists of exercises that aim to improve the balance between the muscles of the body such as the hamstring and quadriceps muscle as well as improve techniques in cutting and landing which place an athlete at high risk for injury in a game situation.
Outline
Abstract
Method
Hypothesized Results
From the Paper
"Female Participation in recreational and competitive sports has increased over the last twenty years and along with this, there has also been an increase in the number of women sustaining knee injuries including tears to the anterior cruciate ligament (ACL). Female athletes who participate in sports such as soccer and basketball which involve quick directional changes while running as in pivoting and jumping show a four to six times higher incidence of knee injury over their male counterparts involved in the same sports (Hewett, 2000). Julie Agel and her colleagues (2005) found that despite the mechanism of injury, the rate of ACL injury was higher for female athletes at the collegiate level than male collegiate athletes. In this study, it was also found that more female athletes sustain ACL injuries that occurred through non-contact mechanisms. "
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Sales Training Program, 2002.
This paper examines a method for implementing a negotiative sales training program.
900 words (approx. 3.6 pages), 4 sources, $ 35.95
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Abstract
This paper depicts the basis of a negotiative sales training program.
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Training Programs at Goodyear Tire, 2004.
This paper discusses that training programs at Goodyear should help workers understand and evaluate the core business and the role they play in maintaining the dynamics of this core business.
1,910 words (approx. 7.6 pages), 4 sources, APA, $ 60.95
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Abstract
This paper explains that, at Goodyear, a worker can be trained for the task within the organization if the worker has the skill set required; the only criteria is that the worker needs to be sufficiently motivated to learn the tasks being taught. The author points out that, often, in the technology and engineering domain, the expert knowledge of the trainer is very important, and ?people-skills? are considered secondary. The paper stresses that knowing the limits of improvements that training can have on a work force is important to avoid training programs that are expensive and do not generate the intended results for the worker.
From the Paper
"Organizational learning and understanding the power bases for future success of the company is very important. The employees will have to understand the importance of multiple skill development and the need to understand the impact of a decision on other aspects of the business. Understanding the financials goals of the company and the need for planning and scheduling is important in a worker-empowered organization. In a lean and JIT operational system understanding the relevance of the supply chain and the value addition at every point will be stressed. Employees within Goodyear will be taught to identify these critical features."
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Training Program, 2002.
Evaluation of a training program employing object-based learning.
2,650 words (approx. 10.6 pages), 7 sources, $ 97.95
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Abstract
This paper examines an evaluation method for an object-based learning training system. It provides for a typical Kirkpatrick model of trainee response analysis. Importantly, it also outlines a model for assessing use of the learning-objects. It concludes with an analysis of the pros and cons of this evaluation method.
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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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Employee Training Program, 2007.
This paper presents a plan proposal for the Superior Wrench Corporation to train current and future employees on cross-cultural diversity.
1,223 words (approx. 4.9 pages), 4 sources, MLA, $ 41.95
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Abstract
The paper relates that the Superior Wrench Corporation (SWC) has experienced dynamic change in recent months by introducing new clients and deciding to work with multinational corporations. The paper discusses how in doing so, they neglected to communicate to employees how working with culturally diverse employees and companies would impact the workplace. This proposal outlines a training program for employees that will remove their fears about working internationally.
Outline:
Introduction
Executive Summary
Cross-Cultural Issues
Global Law and Finance
Multinational Companies
Multinational Teams
From the Paper
"In today's rapidly changing market, it is critical firms to recognize the many ways international or global business relationships will impact corporate procedures, productivity and culture. For organizations to succeed in the face of rapid growth, change and expansion it is important that all employees, potential employees and future employees recognize how vital shifts in organizational behavior and communication are to a company's success. Cultural diversity in a global marketplace is inevitable, and in itself presents many challenging issues managers must address. This plan proposal will describe the major topic areas relevant to a training proposal for Superior Wrench Corporation (SWC) as they centralize customer service functions."
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Training Program, 1991.
The details of a program for athletes including schedule, funding, exercise, diet and strength.
1,350 words (approx. 5.4 pages), 4 sources, $ 47.95
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From the Paper
"Any person aspiring to be a world class athlete will need an adequate training program in order to meet that goal. Not everyone is qualified to endure the training which is required. Only the most dedicated and disciplined athletes will be able to push themselves to the levels of international competition. The first stage in working out an adequate training program is that of creating a schedule. For all sports, it is a good idea to develop this schedule under the guidance of a competent coach or trainer. In addition, it is a good idea to carry out the entire training program under such guidance. A good coach can point to an athlete's mistakes and thereby help eliminate the problems that are holding that athlete back.
Time is a very important consideration in working out a training program. The aspiring athlete must be able to make time..."
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Negotiative Sales Trainning Program, 2002.
The planning and implementation of negiotiative sales training.
3,650 words (approx. 14.6 pages), 7 sources, $ 133.95
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Abstract
This paper outlines planning and analysis of a negotiative sales training program outlining various steps that needs to be taken and developing plans for enabling sales teams.
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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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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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Diversity Training for Law Enforcement, 2008.
A discussion of diversity in an organization including a concrete proposal for a diversity training program in a law enforcement organization.
3,056 words (approx. 12.2 pages), 19 sources, APA, $ 89.95
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Abstract
This paper discusses the importance of effective diversity training for law enforcement. It discusses the dysfunction within the human resource management (HRM) of the organization in question, relative to diversity. The paper then provides background information on what true diversity is in an organization and offers a concrete proposal for a diversity training program.
Table of Contents:
Overview
Diversity
Proposal
Diversity Program Outline
Objectives of the Program
The Case for Diversity - Improving an Organization's Bottom Line
Communication--How to Improve and Teach It
Stereotypes in the Workplace--Use of Us/Them Mentalities
Listening--How to Improve It
Body Language--Non-Verbal Communication
The Organizational Cultural Audit
Budget Proposal for Diversity Program
Rationale for ROI
Rationale for Personnel Expenses
Non-personnel Expenses Rationale
From the Paper
"Diversity has been an important and highly sought after quality in organizations over the past twenty years. In some sense it has become the holy grail of organizational efficiency and awarded almost mythical status as a panacea for a lack of organizational vision and creativity. Diversity programs have been instituted in companies and organizations as diverse as Allstate is to Canon ("Diversity", 1998). Almost every organization, public or private, makes some attempt to address diversity its workforce. Diversity in the workforce is most often equated with racial and cultural dimensions and the development of these differences in an equitable and productive manner (Thomas & Ely, 2001). In all instances, diversity training and the development of diversity is meant to both improve the work environment as well as the underlying performance quotient of the organization."
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Vocational and Education Training (VET), 2005.
This paper discusses the connection between skills shortages and the Vocational and Education Training (VET) programs.
3,600 words (approx. 14.4 pages), 10 sources, $ 142.95
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Abstract
This paper contends that the shortages of skilled workers is linked to the failure of government to support vocation and education training programs. The author points out that, for some time, it has been recognized that investment by governments in human capital by means of education and training is a good and useful. The paper stresses that it is increasingly recognized that Vocational and Education Training (VET), training that is specifically intended to provide the skills and knowledge required for work, is useful for enhancing people's employability by ensuring that they are equipped with specific skills required by employers.
From the Paper
"It has for some time been recognized that investment in human capital by means of education and training is a good and useful thing to governments to spend funds on. In particular, it is increasingly recognized that Vocational and Education Training (VET), i.e. training that is specifically intended to provide the skills and knowledge required for work, is useful for enhancing people's employability by ensuring that they are equipped with specific skills required by employers."
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Pawnbroker Training, 2008.
An assessment of the effectiveness of non-workplace based training programs for the pawnbroker industry.
5,996 words (approx. 24.0 pages), 18 sources, APA, $ 142.95
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Abstract
This paper contends that there is a lack of formal training in the pawnbroking industry and the lack of such training may severely restrict employees' professional development and constrain growth opportunities in the industry. It proposes a study to to determine which factors contribute to or hinder the effectiveness of non-workplace based training programs in the pawnbroker industry. It also investigates the reasons for the lack of formal training in the pawnbroking industry and suggest ways to improve the current situation of training in the industry.
Outline:
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Overview of Study
Review of Related Literature
Methodology .
Description of the Study Approach
Data-Gathering Method and Database of Study
Data Analysis
Summary
From the Paper
"In many ways, pawnshops are the simplest forms of banks. In pawnbroking, customers pledge goods of various values as collateral for different types of loans, most of which are short term. The pawnbroking industry is truly ancient, just as the recognition of the danger it involves of oppressing the poor is ancient. According to the encyclopedic entry for pawnbroking, "In fact, the Bible provides the poor with a number of safeguards against oppression from their creditors. According to Ex. 22.25-27 and Deut. 24, 6, 12, 13, 17, pawnbrokers may not practice usury, may not take necessities of life as security, and in general must not take as a pledge any article whose loss would severely injure the borrower" (Pawnbroker, 2007, p. 36900). During the Middle Ages, Christians were generally forbidden by the church from lending money at interest, and pawnbroking was left largely to the Jewish community as one of the few means of a livelihood available to them (Pawnbroker). "
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