What is on the-job training, for staff and individualsThe Pathway Group
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what is on the job training for staff and individuals, sitting with nellie, advantages sitting nellie, On-the-job training, On-the-job training is training that takes place while employees are actually working. benefits of training on the job, on the job training methods, on the job training means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day.
How to maximise learning from your work experience processPhillip Hayes
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This is a webinar developed to outline an approach to work experience that will maximise student learning.
The process includes: -
Creating a badge to teach students how they can “sell themselves” to an employer
Making work experience a competitive process
Learning to articulate skill development whilst out on work experience
Following up work experience to cement learning
Deriving data from the process
What is on the-job training, for staff and individualsThe Pathway Group
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what is on the job training for staff and individuals, sitting with nellie, advantages sitting nellie, On-the-job training, On-the-job training is training that takes place while employees are actually working. benefits of training on the job, on the job training methods, on the job training means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day.
How to maximise learning from your work experience processPhillip Hayes
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This is a webinar developed to outline an approach to work experience that will maximise student learning.
The process includes: -
Creating a badge to teach students how they can “sell themselves” to an employer
Making work experience a competitive process
Learning to articulate skill development whilst out on work experience
Following up work experience to cement learning
Deriving data from the process
Campus to Corporate Training Delhi Indianeha_irikai
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iRikai (www.irikai.com) is a New Delhi, India based training firm. One of our key offerings is the campus to corporate transition program. Designed in conjunction with industry veterans and customized by industry, the program addresses the vast gap between skills taught in Indian colleges and skills required by industry. The focus is on creating professional, loyal and motivated employees who are able to set and achieve long term goals for themselves and can contribute positively to the organization.
Campus to Corporate Training Delhi Indianeha_irikai
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iRikai (www.irikai.com) is a New Delhi, India based training firm. One of our key offerings is the campus to corporate transition program. Designed in conjunction with industry veterans and customized by industry, the program addresses the vast gap between skills taught in Indian colleges and skills required by industry. The focus is on creating professional, loyal and motivated employees who are able to set and achieve long term goals for themselves and can contribute positively to the organization.
Essentials of hrm nmims latest solved assignmentssmumbahelp
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Review the video The Performance Review Process” then answer the .docxronak56
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Review the video “The Performance Review Process” then answer the following two questions using the question and answer (Q&A) format; in other words, include the original question along with your response.
Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from CSU-Global online library or the Internet, and provide the full citation at the end. Use APA guidelines to format your references.
1. What are the principal components of an effective performance appraisal system?
2. How can a performance appraisal system effectively address employee-related challenges in the workplace such as performance problems, unsatisfactory conduct, and/or violations of policies?
This is the video transcript of video
- Suppose you're an employee who's just been told by your boss that it's time for your annual review. Suddenly, you're overcome with a deep sense of dread and foreboding. You think you've had a pretty good year but suppose the boss doesn't see things the way you do.More importantly, how will the boss's judgment affect the pay raise you're expecting? If pay for performance means anything, it means that there needs to be some judgment by a person in authority about your performance so they can tie that judgment to decisions about pay.
So I want to help you understand how organizations link pay to performance through performance reviews. In the US, about 90% of all organizations use performance reviews as a basis for pay decisions yet over the last decade, there have been vast changes in how reviews are done and how frequently they are done. At a general level, reviews serve as a basis for management decisions such as whom to promote, whom to let go or how to make adjustments in pay and to provide constructive feedback to help employees improve their performance.
Some organizations make performance reviews an annual event. However, when they do that, it's impossible to separate discussions about professional growth and development from discussions about pay adjustments. Employees tend to focus on the pay adjustments and often get defensive when the boss says anything negative about their performance. Today, we recognize that performance reviews for pay purposes are part of a larger, more frequent process of performance management.
Just like coaching in sports, the objective of performance management is to offer feedback about your performance to help you get better.Many companies have moved to more frequent check-ins, daily, weekly or monthly so that there are no surprises. If there are no surprises during employees' pay reviews then there's little reason to get defensive. The discussion can focus exclusively on the reasons for the decision about your pay.
There are practical advantages for managers to provide more frequent feedback including higher employee retention, higher customer satisfaction, higher levels of employee commitment and increased profits. Okay, by no ...
Essay common economic & political factors in emerging marketsGitanjali Maria
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The essay tries to figure out correlation between economic development and political uncertainty in the emerging countries. Through examples and others, it tries to find out whether political uncertainty has slowed down development and lower the economic development and other related parameters of emerging markets - once considered the bright stars of the future.
How to Make a Field invisible in Odoo 17Celine George
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Model Attribute Check Company Auto PropertyCeline George
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In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
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http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
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Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
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Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
1. Problem Statement:
A Young engineering graduate needs help in dispelling her worries regarding joining a new
company as a full time employee for the first time because she think corporate
environments are strict and harsh and do not accept new comers easily
Ideas:
Compulsory Internships for students/Working and studying: Internships, though of a
short duration is one of the best ways to get the corporate feel. Colleges should give
equivalent weightage to internships as they do for course work and reward students who
take up more number of quality internships related to their study and do well in their roles
as interns. This will also help bring the company and the college also in close collaboration.
Mentorship programmes and ice-breaking sessions in Company: This will help increase
the comfort levels of the new joiners and also ensure them they have someone whom they
can approach when in trouble. The Mentor should also be evaluated on a 360 degree
feedback from the mentee.
2. Compulsory full time internship with a company for at
least 3 months
Performance Measurement Metrics
• Student to be measured by new contacts made
(Networking skills): This can be done by considering
number of new contacts from the company acquired by
the student on professional networks like LinkedIn,
number of new recommendations received based on
the internship etc.
• College Faculty direct interaction with company
personnel to measure efficiency of student and to
suggest improvements, both personally for the student
and the college curriculum and training as a whole
• Presentation of work done by student and submission
of report to both the company and the college.
Marks/Grades to be awarded for the same
• Make the student the channel of interaction between
that particular company and college and measure
him/her on the interaction he/she makes with the
company
• Number of Internships undertaken
• Exposure to industry sectors covered during
internships: An enthusiastic student may take up
multiple internships in different industry sectors like
manufacturing, IT, e-commerce, banking etc.
Internship Report
Card
Project Completion
Networking
Communication
Interaction Level
Creativity
Perseverance
Number of
Internships
3. Fresher Joining
Program -
Agenda
Train the new joinee in
analytics, delivering
presentations etc. Send them
for confidence building
classes, etiquette training
sessions, public speaking etc.
Encourage the new joinee to take
up something that they like in the
company, like joining the various
clubs like Social Outreach,
Adventure etc.
Ice Breaker games and
Introduction – Help the new joinee
relax and feel that work is just an
extension (application) of college.
Other team building games that
will help reinforce the fact that it is
a team (company) play rather than
a competitive rat race Provide the new joinee with a
3-6 month training period
where they’ll work on mock
projects or participate in real
time projects where their
mistakes can be tolerated
(afforded) mistakes, yet they’ll
contribute the company and
learn
Allot a mentor to the new
joinee within the company
whom they can approach any
time. Let the mentor just be 1-2
years older than the new joinee
Appreciation and small
token rewards for good
performance
4. I
N
T
E
R
N
S
H
I
P
R
E
P
O
R
T
C
A
R
D
Connecting
Bridge
College Side Company Side
Compulsory full time internship with a
company for at least 3 months
Performance Measurement Metrics
• Studentto be measured by new
contacts made (Networking skills):
This can be done by considering
number of new contacts from the
company acquired by the student on
professional networks like LinkedIn,
number of new recommendations
received based on the internship etc.
• College Faculty direct interaction with
company personnel to measure
efficiency of student and to suggest
improvements, both personally for
the student and the college
curriculum and training as a whole
• Presentation of work done by student
and submission of report to both the
company and the college.
Marks/Grades to be awarded for the
same
• Make the student the channel of
interaction between that particular
company and college and measure
him/her on the interaction he/she
makes with the company
• Number of Internships undertaken
• Exposure to industry sectors covered
during internships: An enthusiastic
student may take up multiple
internships in different industry
sectors like manufacturing, IT, e-
commerce, banking etc.
Fresher
Joining
Program
-
Agenda
Train the new joinee in
analytics, delivering
presentations etc. Send
them for confidence
buildingclasses,
etiquettetraining
sessions, public
speaking etc.
Encourage the new
joinee to take up
something that they
like in the company, like
joining the various clubs
like Social Outreach,
Adventure etc.
Ice Breaker games and
Introduction– Help the new
joinee relax and feel that
work is just an extension
(application)of college.
Otherteam building games
that will help reinforce the
fact that it is a team
(company)play rather than a
competitiverat race
Provide the new joinee
with a 3-6 month training
period where they’ll work
on mock projects or
participatein real time
projects where their
mistakes can be tolerated
(afforded)mistakes, yet
they’ll contributethe
company and learn
Allota mentor to the new
joinee within the
company whom they can
approach any time. Let
the mentor just be 1-2
years older than the new
joinee
Appreciation
and small token
rewards for
good
performance
COLLEGE – TO – COMPANY TRANSITION
Confidence Building
5. What Worked
Internships will be exciting and a learning
experience
What Could Be Improved
NA
Questions
Will companies spend so much time and money
in training new joinees?
What if some new joinees take more time in
Adjusting?
Ideas
Your own college alumini working in the
company can be your mentors
6. MY REFLECTIONS
• Opinions tend to vary from person to person. What one person thinks is a
good idea is not the same felt by another person in the same
situation/environment
• Some people need solution to this problem more than others
• It is generally felt that the college has a greater role in preparing students
for corporate life than companies