Butterball Farms partnered with the local Literacy Center to provide workplace skills training to its employees. Over 50 employees enrolled in classes on foundational skills, workplace English, and employability skills. The training helped improve employees' communication, English proficiency, and job skills. As a result, several employees received promotions and pay increases, with some gaining over 50% higher compensation. The training also increased employees' confidence in continuing to learn new skills and pursue additional opportunities. The partnership with the Literacy Center helped Butterball Farms advance its goal of developing a skilled and continually learning workforce.
Literacy center speech gvsu literacy summit final 9 11-12 bulletedLiteracyCenter
1. Butterball started using Work Keys in 2007 to better align training with needed skills for positions like team leaders and technicians. Over 200 employees took Work Keys tests initially.
2. In 2010, automation eliminated 80 positions. Work Keys scores were used to help determine which employees were a good fit for the new, more technical roles.
3. In 2011, Butterball partnered with the Literacy Center to provide workplace training classes in areas like English, basic skills, and soft skills to help employees advance. Over 50 employees enrolled in the initial classes.
Literacy center speech gvsu literacy summit final 9 11-12 bulleted ncrc-mroczekLiteracyCenter
1. Butterball started using WorkKeys in 2007 to better align training with needed skills for positions like team leaders and technicians. Over 200 employees took WorkKeys tests initially.
2. In 2010, automation eliminated 80 positions. WorkKeys scores were used to help determine which employees were a good fit for the new, more technical roles.
3. In 2011, Butterball partnered with the Literacy Center to provide workplace training classes in areas like English, basic skills, and soft skills to help employees advance. Over 50 employees enrolled in the initial training program.
“Career Day” event is important for young graduates they will get a chance to hear and know from industry experts about the industry expectation more inclined towards recruitment’s. Event also gives an opportunity to hear speakers from senior Management, Professional Trainers, HR Managers and Experiences professional from across verticals.
Skillpromise Interview Preparation Program PLUSVikasMehra38
The document describes the Interview Preparation Program PLUS offered by Skillpromise. It provides a comprehensive online and face-to-face program to help students and job seekers prepare for interviews. The program offers training on various components of the selection process like aptitude tests, case studies, group discussions, and personal interviews. It provides online learning modules, coaching from industry experts, mock interviews, and additional resources like assessments and a dashboard. Testimonials from students and colleges praise the program for helping participants secure jobs with top companies through its holistic and effective approach to interview preparation.
The document outlines the 9 step recruitment process that businesses should follow when hiring new employees. The steps include: 1) identifying the need to hire, 2) developing a job description, 3) advertising the position, 4) evaluating applications, 5) notifying applicants, 6) conducting interviews, 7) selecting the best candidate, 8) notifying applicants of the decision, and 9) general guidelines like keeping records. Going through each step in a thorough manner will help businesses attract qualified candidates and make informed hiring decisions.
hey guys hello in my this upload it is of soft skills .
it will help you in cracking interviews.
so go through it because at the end you need job. so guys go for it go through it
ALL THE BEST (y) :)
The document contains a job advertisement for an English teacher position at Oxford English Course in Menteng, Jakarta, Indonesia. The position requirements include having an S1 graduate degree preferably in a related field, good English skills both written and spoken, a good personality and computer skills. Interested candidates should submit their CV and application letter by November 5th, 2011.
The second part of the document contains an application letter and CV from Risang Adhi Pradana applying for the English teacher position. In the letter, Risang highlights that he meets the qualifications of the position and would like to be considered for the role. His CV provides details of his educational background and qualifications.
Literacy center speech gvsu literacy summit final 9 11-12 bulletedLiteracyCenter
1. Butterball started using Work Keys in 2007 to better align training with needed skills for positions like team leaders and technicians. Over 200 employees took Work Keys tests initially.
2. In 2010, automation eliminated 80 positions. Work Keys scores were used to help determine which employees were a good fit for the new, more technical roles.
3. In 2011, Butterball partnered with the Literacy Center to provide workplace training classes in areas like English, basic skills, and soft skills to help employees advance. Over 50 employees enrolled in the initial classes.
Literacy center speech gvsu literacy summit final 9 11-12 bulleted ncrc-mroczekLiteracyCenter
1. Butterball started using WorkKeys in 2007 to better align training with needed skills for positions like team leaders and technicians. Over 200 employees took WorkKeys tests initially.
2. In 2010, automation eliminated 80 positions. WorkKeys scores were used to help determine which employees were a good fit for the new, more technical roles.
3. In 2011, Butterball partnered with the Literacy Center to provide workplace training classes in areas like English, basic skills, and soft skills to help employees advance. Over 50 employees enrolled in the initial training program.
“Career Day” event is important for young graduates they will get a chance to hear and know from industry experts about the industry expectation more inclined towards recruitment’s. Event also gives an opportunity to hear speakers from senior Management, Professional Trainers, HR Managers and Experiences professional from across verticals.
Skillpromise Interview Preparation Program PLUSVikasMehra38
The document describes the Interview Preparation Program PLUS offered by Skillpromise. It provides a comprehensive online and face-to-face program to help students and job seekers prepare for interviews. The program offers training on various components of the selection process like aptitude tests, case studies, group discussions, and personal interviews. It provides online learning modules, coaching from industry experts, mock interviews, and additional resources like assessments and a dashboard. Testimonials from students and colleges praise the program for helping participants secure jobs with top companies through its holistic and effective approach to interview preparation.
The document outlines the 9 step recruitment process that businesses should follow when hiring new employees. The steps include: 1) identifying the need to hire, 2) developing a job description, 3) advertising the position, 4) evaluating applications, 5) notifying applicants, 6) conducting interviews, 7) selecting the best candidate, 8) notifying applicants of the decision, and 9) general guidelines like keeping records. Going through each step in a thorough manner will help businesses attract qualified candidates and make informed hiring decisions.
hey guys hello in my this upload it is of soft skills .
it will help you in cracking interviews.
so go through it because at the end you need job. so guys go for it go through it
ALL THE BEST (y) :)
The document contains a job advertisement for an English teacher position at Oxford English Course in Menteng, Jakarta, Indonesia. The position requirements include having an S1 graduate degree preferably in a related field, good English skills both written and spoken, a good personality and computer skills. Interested candidates should submit their CV and application letter by November 5th, 2011.
The second part of the document contains an application letter and CV from Risang Adhi Pradana applying for the English teacher position. In the letter, Risang highlights that he meets the qualifications of the position and would like to be considered for the role. His CV provides details of his educational background and qualifications.
guys am shivaraj am workout wih this documents in my 5th sem civil engg it is an report as we done in my cllg
if u have any doubt means we can contact here
www.shivaraju2521998@gmail.com
This presentation is about a special project The English Academy has started to help professionals and students develop soft skills, an extremely important requirement for success in personal and professional life
This document discusses employment opportunities and job roles in the media sector. It covers different types of employment like full-time, part-time, freelance and voluntary work. It also discusses ways to find work like using careers guidance, trade fairs, trade publications, networking, and word of mouth. The document provides guidance on researching a specific job role including required skills and qualifications. It also discusses the benefits of work experience and evaluating one's functional skills for employment.
Business Learning Solutions was formed to satisfy a demand for more in-depth and relevant training in those companies where English is becoming the working language.
We provide skills training in English in three areas:
• Management Development
• Personal Skills
• Interpersonal Skills
We also provide a UNIQUE COACHING SERVICE in English which allows individuals to achieve a specific goal whilst improving their English at the same time.
WE ARE THE "WHAT'S NEXT?" AFTER TRADITIONAL LANGUAGE TRAINING
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
The document provides guidance on creating a competitive resume for a tight job market. It discusses the purpose of a resume, types of resumes, and key components to include. Resumes should be reader-focused, emphasize strengths and relevant experience, be consistent, and motivate the employer to invite the job seeker for an interview. The document outlines sections to include like contact information, an objective/profile, education history, skills, experience, and references. It emphasizes using action verbs and quantifying achievements.
This document provides information about employment opportunities and job roles in the media sector for a BTEC Extended Diploma in Creative Media Production course. It discusses different types of employment such as full-time, part-time, freelance and voluntary work. It also covers topics like shift work, permanent and temporary contracts, multiskilling, casual work, hourly paid work and piecework. The document provides guidance on finding work through careers guidance, trade fairs, trade press, networking and maintaining personal contacts. It instructs students to research a potential career path including required skills, qualifications and courses. Examples of applying for jobs and the benefits of work experience are also discussed.
Kenyetta dunlap forest park, ga [email protected] 4044845460ADDY50
This resume summarizes Kenyetta Dunlap's work experience, education, and skills. For work experience, it lists her roles as a customer care representative, hairstylist/owner, and school nutrition manager. It notes her education includes a Master's in Cosmetology and an Associate's in Business. The summary highlights her customer service and problem solving skills from over 15 years of experience in call centers and business management. Contact information and a list of skills are also included.
This document provides tips for resume writing, interview preparation and performance, and next steps after an interview. It recommends keeping a resume to 1-2 pages, using action verbs and relevant experience. For interviews, suggestions include researching the company, practicing answers to common questions, and asking questions of your own. Key points are to arrive early, dress appropriately, be enthusiastic and highlight your achievements. Follow up after an interview by sending thank you letters within 24 hours.
Under armour interview questions and answersjonesnathan741
This document provides tips and sample answers for common interview questions for Under Armour, including questions about previous employment, interest in the company, knowledge of Under Armour, why the applicant should be hired, what they can offer the company, salary expectations, and questions to ask the interviewer. The tips advise staying positive, highlighting alignment with company values, demonstrating research on the company, linking skills and experience to the role, portraying enthusiasm and commitment, and asking about development opportunities rather than salary. Additional materials on interview preparation are also referenced.
Effective Technical Report Writing 14 - 15 January 2015 Kuala Lumpur / 19 - 2...360 BSI
Have you had a formal or professional training on Technical Report writing before?
Have you experienced any difficulties to put your work, ideas & proposals in writing, professionally?
Have you had any of your reports being rejected or not understood?
Have you always wanted to impress your readers & superiors with a clear and professional report?
Effective Technical Report Writing will provide you with the exact skills to write technical reports and proposals that are informative, persuasive, clear and professional.
Contact Kris at kris@360bsi.com for further details.
This is a deck presented at a career workshop held at IIUM Kuantan on 13 April 2014. While the content is targeted at helping fresh graduates about to enter the job market, some of the points are relevant for experienced job-seekers as well. May you find this useful. :)
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
Eddie Graham Kabuni is a customer service professional with over 10 years of experience in the financial services industry. He currently works as a Member Services Officer for Nambawan Super Limited, where he is responsible for providing excellent customer service and assisting clients. Kabuni has strong communication, leadership, and time management skills. He aims to utilize his expertise in a full-time customer service role.
Literacy center speech gvsu literacy summit final 9 11-12LiteracyCenter
Butterball Farms partnered with the local Literacy Center in 2011 to provide workforce training classes to employees. Over 50 employees enrolled in one of three classes - Workplace English, Foundational Skills, and Employability Skills. The goal was to improve communication, job skills, and prepare employees to earn a National Career Readiness Certificate. Many employees had not taken a test in years and lacked confidence, but supporting them through the classes helped boost their skills and confidence. As a result, employees achieved promotions, pay increases, and one was even able to get a job outside of Butterball with a 27% higher starting pay due to improved English skills from the training. The partnership helped employees advance their careers and provided
The document provides answers to frequently asked questions about Community Profiles and MAPAS, which are data reporting and mapping tools created by the Community Research Institute. The Community Profiles provide demographic, economic, and other data for different geographic areas, and can be accessed on their website. MAPAS is an interactive mapping system that allows users to map various indicators and view location data for points of interest. It provides data from the Community Profiles and other sources. Scenarios are provided as examples of how non-profits, foundations and others can use the tools to inform decision making and target community efforts.
The document discusses chronic absenteeism, which is defined as missing more than 10% of the school year for any reason. It finds that as many as 7.5 million US students miss nearly a month of school annually. Chronic absenteeism is linked to lower academic performance and increased risk of dropping out. The study examined chronic absenteeism data from 2006-2010 in Kent County school districts, finding higher rates in urban areas with greater poverty. Chronically absent students were twice as likely to receive free lunch. Improving attendance requires leadership, policies, parent outreach, and addressing barriers to attendance.
The Unconscious Learning Lies and the Unconscious Teaching LiesLiteracyCenter
This document discusses cognitive dissonance theory and how unconscious beliefs from childhood can influence behaviors and choices. It notes that childhood experiences form the foundations of our self-concept and are stored unconsciously. These unconscious beliefs can motivate people to seek out familiar yet unhealthy relationships and environments that recreate past negative experiences. The document provides examples of how unconscious scripts and agendas from childhood can influence relationship choices and perceptions as adults.
Using Digital Storytelling to Improve Literacy SkillsLiteracyCenter
The document discusses using the online platform Storybird to improve literacy skills through digital storytelling. Storybird allows students to write stories by dragging and dropping pictures onto pages and adding text. Teachers had students in different classes and schools collaborate on stories using Storybird. This encouraged writing, reading, and literacy skills. Storybird also helped reluctant writers and engaged young students. It promoted creativity, imagination, and literacy.
This document provides an interview guide for candidates applying for an entry-level manager position. It outlines the interview process, which involves a 4-person panel interviewing each candidate for 15 minutes. The guide includes reminders for interviewers, sample introductions, the competency requirements for the role, sample interview questions and answers, and appendices with additional job analysis information and sample answers.
An onboarding program is proposed to train new hires at DepoTexas following recent mergers and acquisitions. Currently, only one person provides individual training over the course of a week, which is insufficient for the large number of new employees. A team of four trainers from each department would establish a structured onboarding program including orientation, cross-training between departments, and bi-monthly meetings. Surveys of current employees found dissatisfaction with the lack of training and communication. The proposed program aims to improve training consistency, boost morale, and help new employees better understand DepoTexas' culture.
guys am shivaraj am workout wih this documents in my 5th sem civil engg it is an report as we done in my cllg
if u have any doubt means we can contact here
www.shivaraju2521998@gmail.com
This presentation is about a special project The English Academy has started to help professionals and students develop soft skills, an extremely important requirement for success in personal and professional life
This document discusses employment opportunities and job roles in the media sector. It covers different types of employment like full-time, part-time, freelance and voluntary work. It also discusses ways to find work like using careers guidance, trade fairs, trade publications, networking, and word of mouth. The document provides guidance on researching a specific job role including required skills and qualifications. It also discusses the benefits of work experience and evaluating one's functional skills for employment.
Business Learning Solutions was formed to satisfy a demand for more in-depth and relevant training in those companies where English is becoming the working language.
We provide skills training in English in three areas:
• Management Development
• Personal Skills
• Interpersonal Skills
We also provide a UNIQUE COACHING SERVICE in English which allows individuals to achieve a specific goal whilst improving their English at the same time.
WE ARE THE "WHAT'S NEXT?" AFTER TRADITIONAL LANGUAGE TRAINING
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
The document provides guidance on creating a competitive resume for a tight job market. It discusses the purpose of a resume, types of resumes, and key components to include. Resumes should be reader-focused, emphasize strengths and relevant experience, be consistent, and motivate the employer to invite the job seeker for an interview. The document outlines sections to include like contact information, an objective/profile, education history, skills, experience, and references. It emphasizes using action verbs and quantifying achievements.
This document provides information about employment opportunities and job roles in the media sector for a BTEC Extended Diploma in Creative Media Production course. It discusses different types of employment such as full-time, part-time, freelance and voluntary work. It also covers topics like shift work, permanent and temporary contracts, multiskilling, casual work, hourly paid work and piecework. The document provides guidance on finding work through careers guidance, trade fairs, trade press, networking and maintaining personal contacts. It instructs students to research a potential career path including required skills, qualifications and courses. Examples of applying for jobs and the benefits of work experience are also discussed.
Kenyetta dunlap forest park, ga [email protected] 4044845460ADDY50
This resume summarizes Kenyetta Dunlap's work experience, education, and skills. For work experience, it lists her roles as a customer care representative, hairstylist/owner, and school nutrition manager. It notes her education includes a Master's in Cosmetology and an Associate's in Business. The summary highlights her customer service and problem solving skills from over 15 years of experience in call centers and business management. Contact information and a list of skills are also included.
This document provides tips for resume writing, interview preparation and performance, and next steps after an interview. It recommends keeping a resume to 1-2 pages, using action verbs and relevant experience. For interviews, suggestions include researching the company, practicing answers to common questions, and asking questions of your own. Key points are to arrive early, dress appropriately, be enthusiastic and highlight your achievements. Follow up after an interview by sending thank you letters within 24 hours.
Under armour interview questions and answersjonesnathan741
This document provides tips and sample answers for common interview questions for Under Armour, including questions about previous employment, interest in the company, knowledge of Under Armour, why the applicant should be hired, what they can offer the company, salary expectations, and questions to ask the interviewer. The tips advise staying positive, highlighting alignment with company values, demonstrating research on the company, linking skills and experience to the role, portraying enthusiasm and commitment, and asking about development opportunities rather than salary. Additional materials on interview preparation are also referenced.
Effective Technical Report Writing 14 - 15 January 2015 Kuala Lumpur / 19 - 2...360 BSI
Have you had a formal or professional training on Technical Report writing before?
Have you experienced any difficulties to put your work, ideas & proposals in writing, professionally?
Have you had any of your reports being rejected or not understood?
Have you always wanted to impress your readers & superiors with a clear and professional report?
Effective Technical Report Writing will provide you with the exact skills to write technical reports and proposals that are informative, persuasive, clear and professional.
Contact Kris at kris@360bsi.com for further details.
This is a deck presented at a career workshop held at IIUM Kuantan on 13 April 2014. While the content is targeted at helping fresh graduates about to enter the job market, some of the points are relevant for experienced job-seekers as well. May you find this useful. :)
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
Eddie Graham Kabuni is a customer service professional with over 10 years of experience in the financial services industry. He currently works as a Member Services Officer for Nambawan Super Limited, where he is responsible for providing excellent customer service and assisting clients. Kabuni has strong communication, leadership, and time management skills. He aims to utilize his expertise in a full-time customer service role.
Literacy center speech gvsu literacy summit final 9 11-12LiteracyCenter
Butterball Farms partnered with the local Literacy Center in 2011 to provide workforce training classes to employees. Over 50 employees enrolled in one of three classes - Workplace English, Foundational Skills, and Employability Skills. The goal was to improve communication, job skills, and prepare employees to earn a National Career Readiness Certificate. Many employees had not taken a test in years and lacked confidence, but supporting them through the classes helped boost their skills and confidence. As a result, employees achieved promotions, pay increases, and one was even able to get a job outside of Butterball with a 27% higher starting pay due to improved English skills from the training. The partnership helped employees advance their careers and provided
The document provides answers to frequently asked questions about Community Profiles and MAPAS, which are data reporting and mapping tools created by the Community Research Institute. The Community Profiles provide demographic, economic, and other data for different geographic areas, and can be accessed on their website. MAPAS is an interactive mapping system that allows users to map various indicators and view location data for points of interest. It provides data from the Community Profiles and other sources. Scenarios are provided as examples of how non-profits, foundations and others can use the tools to inform decision making and target community efforts.
The document discusses chronic absenteeism, which is defined as missing more than 10% of the school year for any reason. It finds that as many as 7.5 million US students miss nearly a month of school annually. Chronic absenteeism is linked to lower academic performance and increased risk of dropping out. The study examined chronic absenteeism data from 2006-2010 in Kent County school districts, finding higher rates in urban areas with greater poverty. Chronically absent students were twice as likely to receive free lunch. Improving attendance requires leadership, policies, parent outreach, and addressing barriers to attendance.
The Unconscious Learning Lies and the Unconscious Teaching LiesLiteracyCenter
This document discusses cognitive dissonance theory and how unconscious beliefs from childhood can influence behaviors and choices. It notes that childhood experiences form the foundations of our self-concept and are stored unconsciously. These unconscious beliefs can motivate people to seek out familiar yet unhealthy relationships and environments that recreate past negative experiences. The document provides examples of how unconscious scripts and agendas from childhood can influence relationship choices and perceptions as adults.
Using Digital Storytelling to Improve Literacy SkillsLiteracyCenter
The document discusses using the online platform Storybird to improve literacy skills through digital storytelling. Storybird allows students to write stories by dragging and dropping pictures onto pages and adding text. Teachers had students in different classes and schools collaborate on stories using Storybird. This encouraged writing, reading, and literacy skills. Storybird also helped reluctant writers and engaged young students. It promoted creativity, imagination, and literacy.
This document provides an interview guide for candidates applying for an entry-level manager position. It outlines the interview process, which involves a 4-person panel interviewing each candidate for 15 minutes. The guide includes reminders for interviewers, sample introductions, the competency requirements for the role, sample interview questions and answers, and appendices with additional job analysis information and sample answers.
An onboarding program is proposed to train new hires at DepoTexas following recent mergers and acquisitions. Currently, only one person provides individual training over the course of a week, which is insufficient for the large number of new employees. A team of four trainers from each department would establish a structured onboarding program including orientation, cross-training between departments, and bi-monthly meetings. Surveys of current employees found dissatisfaction with the lack of training and communication. The proposed program aims to improve training consistency, boost morale, and help new employees better understand DepoTexas' culture.
We Don't Know What We 'Don't Know': Apprenticeship SuccessThe Pathway Group
The secret to 'apprenticeship success' is the collaboration between employers and providers.
This slideshow outlines the key questions that should be at the front of your mind.
- The document is a practicum report submitted by Andrei Von E. Deypalubos for their on-the-job training at MI Only Gadget Store.
- The report details Andrei's 500 hours of work over 3 months performing tasks like data entry, answering calls, designing marketing materials, and inventory management.
- Andrei learned the importance of punctuality, responsibility, communication skills and gained real-world experience of working in an office environment.
The document summarizes a presentation by the Career Guidance Council on September 25th, 2011 about empowering youth through career guidance programs. It outlines the various programs and services offered like resume writing, interview preparation, aptitude training, and counseling. It also discusses partnerships with organizations and achievements in guiding over 12,000 students. Oracle volunteers collaborate with Career Guidance Council on career counseling sessions covering topics like resume building, interview tips, and self-assessment.
Job Skills Essay
The Work For The Government Essay
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Why Teenagers Should Have Part Time Jobs
Essay On Job Opportunities
Teenagers On After-school Jobs Essays
Essay about Choosing a Right Career Path
Essay On Job Change In The Workplace
Essay about How To Be A Good Employee
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This document provides templates and guidance for writing effective job postings. It includes a job posting template, examples of good job postings, and forms for preparing important details about the position and ideal candidate with hiring managers. The introduction explains that the toolkit aims to help recruiters quickly and smoothly manage the job posting process to write better posts and get back time for other priorities. The document then provides guidance on important prep work like defining the position and candidate before writing the posting, and includes templates to capture this information from initial meetings. It also showcases examples of well-written postings and emphasizes crafting compelling descriptions that attract quality applicants.
The training process at Apex Door Company lacks structure and documentation, resulting in employees performing jobs in their own way without clear understanding of expectations. To improve training, specific steps would be taken: 1) Developing comprehensive job descriptions, 2) Implementing a standardized new employee orientation program, 3) Conducting training needs assessments, 4) Implementing tailored training methods like on-the-job training and job instruction training, 5) Developing management through on-the-job training, and 6) Evaluating training effectiveness through measuring reaction, learning, behavior, and results.
The document discusses employee orientation in detail. It begins by defining orientation and explaining why it is important for new employees. It then provides examples of what should be included in an employee orientation program, such as welcoming the employee, reviewing company policies and benefits, giving facility tours, and describing job responsibilities. The document also discusses best practices for conducting orientation, such as preparing beforehand, making the first day comfortable, and following up with subsequent meetings to ensure a successful onboarding process.
This is my one month internship report done at Fizz E- Ventures Pvt Ltd during my UG Degree at Loyola College, Chennai. This is just to aid for those who are looking in for an internship report online. Hope this gives you a rough idea on how to go about . However plagiarism would be disrespectful.
Thank you
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Introduction an online profile is a necessity to nowadays job seessuser337fce
This document provides instructions for Assignment 3 in the Personal Insights unit. The assignment requires students to source an internship opportunity, prepare an application including a cover letter and resume tailored for that position, and update their career action plan. Students must describe how they found the internship and the application process, and reflect on how this experience aligns with their future career goals. They must also update their Deakin Talent profile and reflect on what they have learned about career planning through the unit. The submission must include the job sourcing description, application materials, updated action plan, and reflections.
1. The document describes the induction and training system at the Commonwealth Bank of Australia. The training was rigorous but rewarding, helping the author gain skills and understanding of financial markets, banking, and the bank's goals.
2. The induction process provided an overview of departmental goals, strategy, and how individual roles contribute. It outlined the organizational structure, performance reviews, and compensation. Employees are expected to share responsibility for becoming valuable team members through two-way communication.
3. Throughout training, the author felt valued through challenging assignments and social activities building relationships. Frequent reviews and communication helped address any issues. While initial training was helpful, subsequent support varied depending on workload.
The document discusses the importance of an effective onboarding process, suggesting organizations provide ample information about their workplace and culture on their website and during the interview process. A strategic onboarding program should focus on engaging new employees to orient them to their job and the company's goals and culture. The onboarding process should begin before the employee's first day so they are well prepared to be productive when they start.
Taylor Performance Solutions is announcing changes to reduce expenses and go paperless, including moving to a virtual office model by June 2011 and a new 800 phone number. They are also highlighting new and updated training programs being offered, such as presentation skills, business writing, sales negotiation, and leadership development workshops. All programs are customizable and many are now offered as webinars.
The document discusses the CareerLaunch program, which helps teens develop career readiness skills. It provides an overview of the program, including its goals and key lessons. The CareerLaunch program aims to help teens set goals, explore career options, and prepare for the job market. The session teaches Club staff how to develop an action plan to implement CareerLaunch at their Club to assist teen members.
The document proposes adding new compensation and benefits to remain competitive in attracting and retaining a diverse workforce. It recommends establishing a health and wellness program with monthly events, a training and development program to provide skills and mentorship, an employee referral program with incentives, and assistance with childcare services through a provider network. The programs aim to improve employee satisfaction and engagement to support the company's continued growth.
To Sarah Nelson, OwnerFrom Logan Meredith, TrainerDate Marc.docxturveycharlyn
To: Sarah Nelson, Owner
From: Logan Meredith, Trainer
Date: March 1, 2016
Subject: Proposal to implement workshops for owner and staff
Over the years Plato’s Closet has certainly made a name for itself in the second-hand clothing market. The gently used clothing and accessories that are purchased and sold by the store must meet a strict and detailed criteria. This includes, but is not limited to the following: items must be top-name brands, in-season, trendy, clean and in good condition. This provides the customers of Plato’s Closet the opportunity sell their items and revamp their wardrobes with products of a quality equal to that of a department store but at a greatly reduced price. The Greenbrier Plato’s Closet is especially known for its approachable, friendly and helpful staff. While working at Plato’s Closet I have enjoyed learning and experiencing the unique and demanding qualities of the retail world, as well as that required of a training position. As the trainer, I was committed in providing effective and efficient preparation for the new and current employees. However, there has been a decline in the overall quality and retention in trainees due to shortened training schedules and lack of communication between floor staff and managerial positions.
According to the company’s hiring log, in a period of 5 months, 30 new employees have been hired and fired. This issue is not only taking a toll on sales but is causing tension between employees, hindering the ability to operate as a team. My time and learning experience studying management at Virginia Commonwealth University has taught me that without proper training, new employees are almost certain to fail as they are not able to process the information quickly to advance in their position. Furthermore, since the decline in the quality of training, communication between the owner, manager, key holders, trainer, and staff has been unclear and almost non-existent. The lack of communication has caused the ability to assign tasks and then have those task successfully completed, to be severely undermined.
I believe there are 2 potential solutions to this problem and they are as followed: first, adding more training shifts to be held in the mornings before we open and second, to implement workshops catering to the companies most troubled areas. Both of these proposed solutions should happen sequentially with additional hours of training occurring first to build a solid staff and follow up with workshops to reinforce better work ethics solid communication. Implementing workshops would not only boost employee morale but it would also create a better work environment. Also, with additional training hours, employees are granted more time to absorb and learn the information without the pressures to be perfect in such a short amount of time. In the remainder of this memo, I assess the cause and effects without sufficient training and communication and I also ev ...
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Literacy center speech gvsu literacy summit final 9 11-12 ncrc-mroczek
1. 1
Community Literacy Summit
9/17/12
(History of how we started using Work Keys):
Butterball started with Work Keys through the wired grant in 2007. At that time, we profiled the Team
Leader position to determine the skill level needed to be successful in the position. We also asked
employees in team leader, technical and some office positions to take the three Work Keys
tests(Reading for Information, Locating Information and Applied Math). We explained that the reason
we were participating with Work Keys was to better align our training programs with their needs and
that this would give us information to be able to do that. We also explained that we wanted to make
sure employees selected for positions had the skills they needed to be successful in the position. It was
very important that we communicate it was in no way punitive.
At the time, we had approximately 200 employees. 45 employees completed some or all of the testing
and 31 received a National Career Readiness Certificate(NCRC).
Following the testing, the operations management team and Human Resources discussed performance
on the job and the work keys scores to see if we saw a correlation between on the job work
performance and work keys scores. In some cases, we as the employer were surprised at the high skill
level and were able to give some employees additional challenges.
The majority of employees were nervous to take the test. Many hadn’t taken a test for many years. To
show them they weren’t singled out, and that we too were vulnerable the owner of Butterball, Mark
Peters and I also took the tests with the first group to see what it felt like. This allowed me an
opportunity to much better explain to them what to expect and to better relate to their fears as I think
we all have some level of anxiety when it comes to taking a test not to mention 3 hours of testing. We
also found that after some testing the results acted as a confidence booster, some employees had the
reaction of “Oh I’m smarter than I thought”.
In 2010, Butterball Farms Inc automated part of our production process which resulted in a reduction of
80 positions. To determine which employee positions were eliminated, we reviewed skill level. The new
equipment required a different skill level as it was much more technical in nature – less manual labor.
Skills that were necessary to be successful in the new positions included more critical thinking skills,
team work and communication skills. Understanding the entire line and how adjustments to one piece
of equipment affect the rest of the line and the team was now critical. A much higher technical aptitude
was required. The product moves too fast for the human eye to visually inspect so it’s using and
monitoring equipment to ensure that quality meets expectations and that we are producing perfect
product every time. We are also looking for people in this position to be more proactive, to learn how
to do things on the line and watch others so their level of understanding can increase vs calling someone
else to figure out and correct problems when they occur. For the new line, we implemented a new
position with the title of technician. Additional requirements for a technician included having a GED or
High School Diploma, ability to read, speak and write English proficiently and having a NCRC at the silver
level or higher.
2. 2
(Program thru Literacy Center)
In 2011, the Literacy Center approached us and asked if we were interested in partnering with them on
an ASCET grant. The timing of this was perfect. We also had just rolled out a new initiative to all hourly
and salaried employees. We told them that we continue to believe in giving employees opportunities.
However, going forward, we as an organization have to get better every year. So to do that, each
employee has to improve their skills and what they contribute to the organization every year. No one
can continue to simply do the same thing this year as they did last year. We communicated that each
employee would be required to demonstrate that by providing information on specific training they
took the previous year and what they are doing differently on the job this year than they were last year.
After some discussion with the Literacy Center regarding what our needs were, they put together three
sets of classes including Workplace English, Foundational Skills(Work Keys) and Employability Skills(Soft
skills). The goal of the classes included improving communication on the job, job seeking skills, and to
prepare employees to take the Work Keys testing and to earn a National Career Readiness Certificate
(NCRC). The goal of the Workplace English class was to improve the speaking, reading and writing skills
of non-native English speaking employees. We believed that these skills would help them to be more
effective in their current position and be better positioned for promotions.
Communication about the specific training offered and why employees should consider investing their
personal time was key. The Literacy Center helped us create the talking points which included tying the
classes to our mission statement which is to Enrich Lives. Part of that mission means that we give you
opportunities to learn and improve your skills. To get and keep a job today, all employees need to learn
new skills every year so they are able to provide for themselves and their families. We then explained
the importance of Work Keys and that over 85% of all jobs in the US require skills in these areas. For
promotion opportunities at BBF, a NCRC would be required. This nationally recognized credential puts
applicants at the top of many employers recruitment lists so it helps them not only here at Butterball
but with other employers as well.
The Foundational skills class met weekly, the Workplace English classes met twice a week and the
Employability Skills Class met once every three weeks. All classes involved online work at home or
practicing skills learned during the training. Homework was a key part of the training. We explained
that one of our guiding principles is to promote continuous learning and innovation. But it was up to
them to take the first step and we challenged them to take it. We provided information about the
classes at employee meetings and had some people sign up immediately. What I found however was to
get them to take that step, a lot of individual 1 to 1 communication was needed to give them
encouragement and a nudge that this was a good opportunity they should not let slip by. We also
posted a list of companies in Kent County who prefer Work Keys certified candidates.
Some employees knew employees who worked at other companies that used work keys. They became
ambassadors for us by talking with other employees and validating that other companies use this also
and some base your rate of pay on how you score on Work Keys.
3. 3
The first step was that the Literacy Center administered an assessment. This determined which class
was best matched to their skill level and needs. Because they were in a class with people they work with
who had similar skills levels, this boosted their confidence that they could do it – learn new skills. The
cost for the class was funded through the Ascet grant. Butterball paid employees at the normal rate of
pay for 50% of their class time to encourage them.
We had about 120 employees at this time and 56 employees enrolled in one of the three classes. For
some, attending the classes was at times difficult or impossible due to their work schedule and if they
were required to work extra hours that day to meet customer expectations.
Overall, the result of the training was very positive.
(Slide)Results that were immediately noticed by managers of those attending the training were
improved job skills especially communication and speaking English on the job rather than their native
language which was more comfortable. Not only did their English language skills improve as a result of
the class but the class was conducted in English and their confidence level of practicing with each other
during the 13 weeks spilled over to confidence in their position on the plant floor speaking English.
Following the class, two of our employees on 3rd shift who previously needed translation at each
employee communication meeting told us they could understand in English and didn’t need the
translation anymore. This was a huge success!
Another two employees went on to attend additional training of 200 hours with other programs so they
could continue to improve their English skills.
There is no doubt in my mind that the training conducted by the Literacy Center gave them the
confidence to continue their education and training and helped to instill continuous learning in them.
We try to publically recognize employees who are completing training and gaining a NCRC by
recognizing them at employee meetings, posting information on the bulletin board and publishing the
information in the employee news letter and on Butterball News Network. It’s important to recognize
and reward the behaviors that you want to see more of.
Other success stories from the training program include:
One employee who completed the Workplace English class applied for and was hired for a position
outside of Butterball Farms and was offered a starting wage of $2/hour more per hour, a 27% increase.
He told me that he was hired because he was able to complete the application in English and interview
in English. This was a great success for him as well as for our community.
Another individual was promoted from a team leader to a supervisor position.
Two employees were promoted from an Operator I position to an Operator II position and received a
15% increase in pay
Three employees were promoted to Team Leader positions and received increases of up to 52% increase
in their base pay.
4. 4
Another employee was promoted first to a Team Leader position and then to a Quality Supervisor
position and received a 35% increase in compensation
Promoted to a back-up team leader position.
(How we use now:)
We now use Work Keys in the hiring process and give preference to applicants who have the
certification. We ask the question on our application – are you work keys certified. In addition, we use
it for advancement in the organization. Some employees thought they were too old to learn something
new or to take a test, some employees didn’t think they were smart enough to take the classes offered
but they found they could do it so it has increased employee confidence.
(What were the challenges):
Some challenges we faced were holding true to our standard. When an individual showed strong
performance on the job, we had supervisors who wanted to promote them and give them a pay increase
prior to receiving the certification. HR had to hold firm on this not happening so it didn’t erode the
value of the certificate. Another challenge was availability of testing though this has been resolved now.
(How Work Keys is used in industry)
Works keys is used in industry to establish skill level. It in no way diminishes the value of a GED or High
School Diploma but gives employers information on specific skill levels that are required. It is used as a
tool to recruit people with the right skills into positions(rather than a less formal system or just basing
the decision on what an applicant tells you or how they interview). It’s a very valuable tool that has
increased success in hiring and promoting people into positions.
(Personal stories):
What long lasting impact did the Literacy Training have at Butterball?
One of our employees who attended the Workplace training class decided not to take the Work Keys
test at the time but it planted the seed and he is now seeking his GED and is planning to take the Work
Keys testing following that.
Another employee in a team leader role said that as a result of attending the Workplace training classes
it helped her do a better job by learning how to better communicate with people, how to be a better
leader.
One office employee shared that in the class there was a lot of discussion about how to handle difficult
co-workers and difficult situations. The group had a good dialogue about how they could handle a
situation like that and Jane challenged them to think about additional more effective ways they would
do this as well.
Another employee who attended the training was very enthusiastic to learn new skills and to try to put
himself into a more secure position to enable him to provide for himself and his growing family. He was
very diligent about attending the classes and doing his homework. He took the Work Keys tests and
5. 5
achieved a NCRC at the bronze level. His goal is to raise his score to a silver level and he retook the
Locating Information test which is the only one he is at the bronze level in. He missed being at the silver
level by 2 points when he retook the test so he is again studying so he can retake the test. He is very
driven to achieve the silver level which was instilled by the Literacy Center – the continual drive to
succeed – not giving up, but studying, retraining and trying again until you are successful.
A total of 9 employees who attended the Literacy Center training have been promoted to positions of
increased responsibility. The training helped improve our employees comprehension which gave them
confidence that they could continue learning.
I can’t say enough about how the Literacy Center training helped moved our employees toward our
organization goals and the confidence that it gave each of them and how it helped us as an organization
toward our goal of each employee being a continual learner.