The document provides an introduction to the author's master's portfolio which represents over one year of study in a Training and Development program. It discusses three main themes covered in the program: ethics, performance, and task analysis. The author realized that a training professional plays an important role beyond just subject matter expertise. Throughout the program, the author gained knowledge about core models and theories and applying them to practice. The various courses provided insights that prepared the author to work as a training professional and help organizations through enhancing processes and developing people.
It is rare that senior executives as a group have serious dialogue about development. Regular meetings, strategy meetings and Supervisory Board meetings are their cooperation areas. Those involved are aware that they could work together more effectively, efficiently and sustainably and contribute better as individuals if they made time for themselves and for one another. For this reason, Group Coaching has been developed over the last two decades as a particularly effective format for management development.
Where are the differences?
Group Coaching and Team Coaching are two important instruments for leadership and organizational development. The respective specifics and special potentials of both formats are often mixed and confused, which makes a precise differentiation necessary. The focus is the methodical-theoretical positioning within the individual and group psychological context as well as the concrete application and its practical benefits. Two case studies will be compared in order to illustrate the similarities and differences.
FIRST EVER CERTIFICATION COURSE IN 12 WEEKSMichael Egbune
Introducing for the first ever certification course that gives someone the skills and knowledge to become a successful dating coach in 12 weeks. As an affiliate, you will earn 50% commission of the font end of a high-ticket program. We are open to new students and give you a proven funnel to send your leads through. This product is for both men and women. The coaches who started it all have been on top of the dating world for decades... Adam Lyons and Adam Gilad will serve your leads right and give you the reward you deserve.
COACHING TAKES YOU FROM “HOW TO WOW”
You aspire to achieve specific goals and fulfil your dreams. But working towards goal is not that easy, as you may encounter several how, where, why, when, whom, which etc. questions en-route to success. The inspiration to find solution of these hurdles, odds and rough patches are available through Coaching. The down times can get really down and dishearten you.
Setbacks and disappointments are an integral part of life and there is no escaping them. While you cannot change your circumstances or bypass the hurdles, you can brace yourself up against the difficult times by maintaining a positive & constructive frame of mind and then determine to keep you going against all odds.
When the going gets tough and you are overwhelmed by the rough times, all you need is Coaching to encourage and keep you going. The showcase to inspire the winner in you will do, by unchaining your real potential. Coaching stimuli will lift up your spirits, make you feel high-n-confident and put you back on right action track.
It is rare that senior executives as a group have serious dialogue about development. Regular meetings, strategy meetings and Supervisory Board meetings are their cooperation areas. Those involved are aware that they could work together more effectively, efficiently and sustainably and contribute better as individuals if they made time for themselves and for one another. For this reason, Group Coaching has been developed over the last two decades as a particularly effective format for management development.
Where are the differences?
Group Coaching and Team Coaching are two important instruments for leadership and organizational development. The respective specifics and special potentials of both formats are often mixed and confused, which makes a precise differentiation necessary. The focus is the methodical-theoretical positioning within the individual and group psychological context as well as the concrete application and its practical benefits. Two case studies will be compared in order to illustrate the similarities and differences.
FIRST EVER CERTIFICATION COURSE IN 12 WEEKSMichael Egbune
Introducing for the first ever certification course that gives someone the skills and knowledge to become a successful dating coach in 12 weeks. As an affiliate, you will earn 50% commission of the font end of a high-ticket program. We are open to new students and give you a proven funnel to send your leads through. This product is for both men and women. The coaches who started it all have been on top of the dating world for decades... Adam Lyons and Adam Gilad will serve your leads right and give you the reward you deserve.
COACHING TAKES YOU FROM “HOW TO WOW”
You aspire to achieve specific goals and fulfil your dreams. But working towards goal is not that easy, as you may encounter several how, where, why, when, whom, which etc. questions en-route to success. The inspiration to find solution of these hurdles, odds and rough patches are available through Coaching. The down times can get really down and dishearten you.
Setbacks and disappointments are an integral part of life and there is no escaping them. While you cannot change your circumstances or bypass the hurdles, you can brace yourself up against the difficult times by maintaining a positive & constructive frame of mind and then determine to keep you going against all odds.
When the going gets tough and you are overwhelmed by the rough times, all you need is Coaching to encourage and keep you going. The showcase to inspire the winner in you will do, by unchaining your real potential. Coaching stimuli will lift up your spirits, make you feel high-n-confident and put you back on right action track.
3 Es of Learning and Development and the 70-20-10 model .
What methods should an organisation provide to its people so that the cumbersome and outdated Single Event Based learning model can be updated to give a fast delivering, ingrained learning to the employees?
The 70:20:10 model, therefore, provides a variety of tools for Learning and Development professionals, an approach just as comfortably applicable and appropriate to SMEs as it is to multinational corporations.
I am sharing an insightful Report written by our CEO Reuben, titled “Learn to Work, Work to Learn”.
For a discussion, you can drop him a mail at reuben@pexitics.com / call him at +91 73496 62322
This presentation describes how companies with great leadership teams encourage intense leadership engagement. It explores the Leaders As Teachers approach, and specifically the practices at McCain Foods. Ed Betof, author of "Leaders As Teachers" also offers insights.
Personal & Professional Development Self LearningRichard Docc
This Personnel & Professional Development self managed learning can be helpful in both professional as well as personal life and self managed learning can help in enhancing lifelong development.
Hacking Training and Development - Why Your Employee Development Program SucksPatrick Bosworth
Stop wasting time and money on employee development programs. Are you an HR Manager or Chief Learning Officer? This slide deck gives a quick overview of some of the major reasons traditional employee development fails, and changes you can make to your training program to 3X long-term retention and application in your employee development, employee training, leadership development, or leadership training programs.
Human resource management in education is very important and toy with it would result in jeopardy. Human resources are the key to rapid socio-economic development and efficient service delivery. This is because education personnel’s are the major instrument for achieving educational goals and consequently, national development.
One day training course in London for line managers and the HR team employed by an international hotel chain, providing an impartial perspective on coaching and mentoring (services we do not provide).
3 Es of Learning and Development and the 70-20-10 model .
What methods should an organisation provide to its people so that the cumbersome and outdated Single Event Based learning model can be updated to give a fast delivering, ingrained learning to the employees?
The 70:20:10 model, therefore, provides a variety of tools for Learning and Development professionals, an approach just as comfortably applicable and appropriate to SMEs as it is to multinational corporations.
I am sharing an insightful Report written by our CEO Reuben, titled “Learn to Work, Work to Learn”.
For a discussion, you can drop him a mail at reuben@pexitics.com / call him at +91 73496 62322
This presentation describes how companies with great leadership teams encourage intense leadership engagement. It explores the Leaders As Teachers approach, and specifically the practices at McCain Foods. Ed Betof, author of "Leaders As Teachers" also offers insights.
Personal & Professional Development Self LearningRichard Docc
This Personnel & Professional Development self managed learning can be helpful in both professional as well as personal life and self managed learning can help in enhancing lifelong development.
Hacking Training and Development - Why Your Employee Development Program SucksPatrick Bosworth
Stop wasting time and money on employee development programs. Are you an HR Manager or Chief Learning Officer? This slide deck gives a quick overview of some of the major reasons traditional employee development fails, and changes you can make to your training program to 3X long-term retention and application in your employee development, employee training, leadership development, or leadership training programs.
Human resource management in education is very important and toy with it would result in jeopardy. Human resources are the key to rapid socio-economic development and efficient service delivery. This is because education personnel’s are the major instrument for achieving educational goals and consequently, national development.
One day training course in London for line managers and the HR team employed by an international hotel chain, providing an impartial perspective on coaching and mentoring (services we do not provide).
PrefaceTraditionally, training and development were not viewed a.docxharrisonhoward80223
Preface
Traditionally, training and development were not viewed as activities that could help companies create “value” and successfully deal with competitive challenges. Today, that view has changed. Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also help a company develop the human capital needed to meet competitive challenges. Many companies now recognize that learning through training, development, and knowledge management helps employees strengthen or increase their skills in order to improve or make new products, generate new and innovative ideas, and provide high-quality customer service. Also, development activities and career management are needed to prepare employees for managerial and leadership positions and to attract, motivate, and retain talented employees at all levels and in all jobs. An emphasis on learning through training, development, and knowledge management is no longer in the category of “nice to do”—they are a “must do” if companies want to gain a competitive advantage and meet employees’ expectations.
Businesses today must compete in the global marketplace, and the diversity of the workforce continues to increase. As a result, companies need to train employees to work with persons from different cultures, both within the United States and abroad. Technologies, such as social media, and tablet computers, such as the iPad, reduce the costs associated with bringing employees to a central location for training. At the same time, the challenge is ensuring that these training methods include the necessary conditions (practice, feedback, self-pacing, etc.) for learning to occur. Through the blended learning approach, companies are seeking the best balance between private, self-paced, technology-based training (such as online learning), and methods that allow interpersonal interaction among trainees (such as classroom instruction or active learning). Employees from the millennial generation are well versed in informal learning, especially through collaboration facilitated by social media such as Facebook and Twitter. Also, their gaming experiences lead them to expect that learning experiences will be fun, multidimensional, challenging, and provide immediate feedback and rewards.
The role of training has broadened beyond training program design. Effective instructional design remains important, but training managers, human resource experts, and trainers are increasingly being asked to create systems to motivate employees to learn, not only in programs but informally on the job; create knowledge; and share that knowledge with other employees in the company. Training has moved from an emphasis on a one-time event to the creation of conditions for learning that can occur through collaboration, online learning, traditional classroom training, or a combination of these methods. There is increased recog.
I need someone to complete this for me by tonight at 8pm EST. Please.docxevontdcichon
I need someone to complete this for me by tonight at 8pm EST. Please do not respond if you cannot finish by the deadline.
2 replies of 250–300 words each. Must:
- Include an analysis, synthesis, and evaluation of the topic.
- Include the textbook for the course.
- Include at least 1 additional scholarly resource.
- Include Bible references.
- Include an assessment/analysis of your Christian worldview as it relates to the topic.
- Include both in-text citations and references in APA format.
- Utilize correct English, grammar, spelling, and punctuation.
- Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph.
Textbook:
Werner, J., & DeSimone, R. (2012). Human resource development (6th ed.). Mason, OH: Thomson-Southwestern. ISBN: 9780538480994.
Alison M. Digges
Kirkpatrick’s Evaluation Framework
According to Werner and DeSimone (2012), “If the HRD department cannot demonstrate effectiveness, it may not be taken seriously within an organization” (p. 203). HRD evaluations are therefore necessary to ensure organizational effectiveness is maintained. Asadullah, Peretti, Ghulam Ali, and Bourgain (2015) found that, “the firms which are larger and provide training of longer duration to their employees, use more sophisticated training evaluation practices” (p. 445) and thus are able to increase the effectiveness of their training more actively. One of the most influential evaluation models is Kirkpatrick’s evaluation framework. This evaluation framework incorporates four distinct levels of criteria used to evaluate HRD programs, including: 1) reaction, 2) learning, 3) behavior, and 4) results (p. 206).
Reaction
The first level of Kirkpatrick’s evaluation framework is reaction. This level analyzes the general reaction of the trainees towards the training program. Negative reactions allow organizations to reevaluate how training is conducted. Positive reactions on the other hand allow organizations to promote their training programs to other possible trainees within the organization. Reactions help organizations ensure overall effectiveness in terms of trainee satisfaction and perceived learning. These positive reactions are an area of data specifically that I have experienced on my own that has increased effectiveness in a training program that I designed. After being promoted into a new role within my organization I reformatted the orientation class. It was so successful that employees who were hired previous to the reformatting began asking if they could re-take the class!
Learning
The second level of Kirkpatrick’s evaluation framework is learning. This level analyzes the transfer of learning experienced by the trainees involved in the training program. More specifically, it evaluates how learning objectives were met or unmet during the training based on the learning experience by the trainees. This level incorporates the use of tests or quizzes to evaluate trainee knowledge prior.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
1. Introduction
My master's portfolio represents the finale to over one year of training and development
education where my studies began on January 10, 2011 at the North Carolina State University
(NCSU) in Raleigh, NC.The portfolio contains my research, coursework, narratives, future plans,
resume, and poster presentation in preparation as I begin acareer in Training and
Development(T&D).The Master of Education in Training & Development (M.Ed T&D) program
as described by North Carolina State University has a focus that is committed to improving
human performance in organizations through graduate study and is structured around a core body
of knowledge in adult education and the principles and theories of human performance
improvement (HPI). The description alone was intriguing to me due to the fact that I have
worked in human resources as a recruiter for large corporate organizations for over 12 years, and
was ready to take a step out of my comfort zone into a new focus area within human resources
development (HRD). The end result would be two-fold as I viewed this as a way to leverage my
professional knowledge with this specific facet of HRD and it allowed me the opportunity to
develop the workforce that I have attracted to the company by enhancing their skills and abilities
for the success of the organization. I acquired a solid foundation in understanding both the theory
and practicality involved in HPI and gained newfound knowledge which provided the confidence
and enhanced skills needed in my current and future profession as an HRD practitioner.
Therefore, this introduction is a prelude to the collective portfolio and provides personal
insight from what I learned from the theoretical frameworks established by exemplars within
T&D and the progressions that were made in both my personal and professional skills while
being enrolled in the program. The portfolio will examine what I thought were three main
emerging themes found in the program involving Ethics, Performance, and Task Analysis that
2. had an impact on my educational and professional career. Personal narratives are provided in the
form of reflections to illustrate my application of what I have gained from various components of
the courses. These reflections will show my awareness and the enlightenment that I now possess
as an HRD professional after going through the program.
Inception
Prior to engaging in the program, I had no knowledge of critical training related factors
such as Kirkpatrick’s Four Levels of Evaluation and how it could yield more effective training
and return on investment by evaluating various levels of training, did not realize the importance
of using methods such as the ADDIE Model that serves as a roadmap and can guide training
initiatives from start to finish, nor had any true knowledge of what was required of a T&D
practitioner; but what I did know was that I would gain an understanding and enhance my skills
in program design and application of learning theory by incorporating principles, research, and
practice found within the curriculum. I have sat in on numerous trainings throughout my career
and always thought; this could be an interesting career field and would only involve a firm
understanding in one topic area where the professional would simply share the “ins and outs” of
what that topic is about. The field of T&D is more rigorous and complex than this and requires a
full understanding ofimportant factors such as adult learning theory, needs assessment,
developing learning objectives, effective transfer of learning, evaluating what methods have been
the most effective where training initiatives are implemented, and even intangibles involving
moral responsibility. Very early in the program I realized that I would acquire a newfound
understanding of how the role of a T&D professional is incorporated into an organization and
how I would be able to implement both theory and practice for future application within most
any organization.
3. During
Throughoutthe program I realized that the T&D practitioner, whether a trainer or
instructional designer, the roles hold more weight than simply being a subject matter expert
(SME) and should not only be viewed as a strategic partner but be considered as pivotal factors
involved in the strategic decisions made by senior management. The different facets of a T&D
professional’s role involves increasing the organization’s bottom line, enhancing individuals’
lives both professional and private, all while upholding their ethical responsibility within
organizations. I realized that regardless if it is long or short-term, the role of the T&D
professional can be an instrumental component to the overall success and profitability within any
organization. Throughout the program, three recurring themes were embedded into the
curriculum involving the importance of understanding the ethical ramifications in the field of
T&D, the critical relationship between organizational performance and the T&D practitioner,
and understanding what qualities, tasks, and purposes are exhibited in the role of a T&D
professional. Oftentimes, I viewed a three-legged stool as an analogy for the role that my new
profession would play, where three components: Ethics, Performance, and Task Analysis are
each a leg that holds up the organization. I constantly considered how the T&D professional is a
critical link that can assist in keeping the organization on course by enhancing process and
people through implementing practices focused on these core areas.
Closure
Once again, prior to the program, I had limited knowledge around the theory or practice
within T&D and had never implemented a framework involving how to assess training needs,
evaluate training methods, or understand what the roles were within this field. Therefore, I value
and appreciate the program introducing critical models that all T&D professionals should have a
4. basis in when implementing training initiatives such as theADDIE Model and Kirkpatrick’s Four
Levels of Evaluation taken from theorists who created frameworks around training and
development.
Additionally, every course within the curriculum aided my learning and development as a
student and professional. For instancecore courses such as EAC 559 The Adult Learnerprovided
insight to the variety of learning styles that adults exhibit, introduced topics around autonomous
and self-directed learning, and examined theories such as Transformative Learning that allowed
me to examine my own style of learning as a student and the importance of considering the
learning styles of others when establishing training initiatives. Course EAC 586 Methods and
Techniques of Training and Development helped me to understand how human resource
functions are structured and related within an organization and how I would be able to
incorporate other human resource improvement strategies when planning and implementing
training programsas a training professional. I learned through deeper examinations of adult
learning philosophy involvingSilberman's active training and Gagne' and Medsker's events of
instructiontheories the importance of having these paradigms remain intact when integrating
modern technology in training initiatives. Future implications involving technological
advancements in T&D require alternate and practical ideas when applying adult learning
techniquesall while satisfying the psychological needs of adults (behaviorism, cognitivism, and
constructivism) in order to have successful learning outcomes during training. Advanced
courses such as EAC 583 Needs Assessment & Task Analysis provided me with a basis to
successfully implement a training program for any organization using the ADDIE Model’s
framework of assessing and analyzing needs, developing learning objectives, designing and
developing the program, implementing the design, and evaluating the performance. EAC 584
5. Evaluating Training Transfer & Effectiveness has given me complete confidence in assessing
training programs through Kirkpatrick’s Four Level of Evaluations using criteria such as Level I-
Reaction, Level II-Learning, Level III-Behavior, and Level IV-Results where all levels ensure
optimal return on investment for the organization based on training outcomes.EAC 585
Integrating Technology into Training Design provided the realization that the entrance of new
online learning methods in education is inevitable, therefore changing the way in which
knowledge is obtained and how learning occurs. EAC 555 Ethics in the Workplace & Education
prompted awareness around moral responsibility within organizations as well as the role that the
T&D practitioner is expected to uphold; acting in an ethical manner, companies will hire, reward
and retain the best people. This will, in turn, help assure that the company has the best work
force possible to achieve its business goals and by adopting a definition of workplace ethics that
centers on job performance, HR professionals may be in a better position to persuade others in
the organization to make ethical behavior a priority to produce beneficial results.
The entire curriculum has provided me with a solid foundation and confidence to be a well-
rounded T&D practitioner. My current experience working as a recruiter and a prior background
in human resourcescoupled with the completion of this program will allow me to implement
theory, practice, and established frameworks as I engage in a new career as a change agent who
improves human performance that leadsto organizational success.