The document discusses the responsibilities of senior youth workers. It outlines that senior youth workers are responsible for promoting ethical work practices, supporting effective communication in the workplace, facilitating staff education relevant to the community sector, monitoring professional work standards, working effectively within the community services system, and taking opportunities to develop their own competence. Some key responsibilities include monitoring decision-making to ensure ethical guidelines are followed, addressing breaches of procedures, promoting respect for others' rights, and identifying and addressing potential conflicts of interest.
Dissertation Whether Training and Education for Gender Equality SampleDissertationFirst
In today's world, HRM has made the training and education as priority to access the skills and knowledge required for the employee to work in an organization and to work with great equality to achieve the desire results and furthermore quality training is also necessary to develop the technical competency of the employees Bhatnagar, Budhwar, Srivastava and Saini, (2010). In addition, literature review also suggests that the training in manufacturing industry of India is not available at high scale and it is poor in many organizations in India Sharma, (1992). The purpose of the research is to examine extensively the importance of training and education in future and the aim of the study is to determine ways of training employees in the Indian organizations and how can training and education impacts human capital and gender equality.
Training is an important issue to explore because non - trainers will get affected in the future because of the technological change and the new legal procedures, Sharma, (1992). Additionally, training and education opportunities will also reduce the risk of unemployment and will increase the firm's competitiveness Malik and Nilakant, (2011). The research will also focus on those areas which remains unexplored in the field of training and education in Indian organization and which needs to get investigated.
Moreover, the purpose will focus on the qualitative data and the interviews because the need of the research is to take the employees views for the lack of training in the Indian organization. According to the research question "Whether training and education can significantly contribute to human capital and gender equality in Indian manufacturing organization'' the two main areas which are to be considered are need of the training for employees in the Indian organization and the reason for the lack of training in the organization. The interviews will reveal the opinions and suggestions of the employees and the qualitative method will be used in the form of structured and unstructured interviews and will be processed through the manual open code method which will help in collecting the rich data
The document is a project report on employees' perceptions of performance appraisals at UFlex Limited. It includes an introduction to the company and HR department. The report aims to study employees' views of performance appraisals and how they can benefit organizations. Primary data was collected through surveys and from the HR department. The findings, conclusions, and recommendations are presented along with references. Performance appraisals are conducted annually to assess employees, provide feedback, and help improve performance and organizational goals.
This document discusses how to get more Pinterest followers through the website www.pinfollowerz.com. It explains that Pinterest has grown tremendously in recent years and become a major social media platform for businesses. It states that having more Pinterest followers can help promote brands and drive traffic to websites. The website offers a service to generate more followers for users by simply providing their Pinterest username.
Yuletide Office Solutions provides competitive pricing on office supplies for schools, churches, government offices, and non-profits while also offering savings programs and supporting local businesses. They guarantee savings of at least 1% for the first three months and 7% for the first year, offer over 10,000 non-core items and 250 core items to choose from, and provide simple and convenient ordering with next day delivery.
The document reports on a study that used eye tracking to analyze the impact of the visitor pattern on program comprehension and maintenance. It found that while the presence of the visitor pattern did not significantly change comprehension effort, it did significantly reduce effort for maintenance tasks when presented in its canonical layout. However, threats to validity included the use of student subjects and limited task varieties. Future work could involve replicating the study with other patterns, variables, and professional subjects.
Ppt chccom504 b workplace communication module 4 v 22.3.13CTA Australia
This document discusses effective communication strategies for managing a youth work environment. It covers the differences between communicating information and intention, barriers to communication including language, disabilities, experiences and personality differences. Effective communication styles like passive, aggressive, assertive and problem-solving are explored. The document also provides guidance on developing, implementing and promoting communication strategies within an organization and with clients.
130214 wei wu - extracting business rules and removing duplication with irisPtidej Team
The document discusses using the IRIS tool to extract business rules from source code and detect duplicated rules. It outlines extracting terms and conditions from database-related code elements. Rules are extracted by identifying top-level conditional statements and associated code elements. Duplicated rules are detected by normalizing rules and comparing identifiers. Examples show rules extracted from COBOL code and duplicated rules identified. Future work includes refining detection of similar rules and removing irrelevant elements.
Dissertation Whether Training and Education for Gender Equality SampleDissertationFirst
In today's world, HRM has made the training and education as priority to access the skills and knowledge required for the employee to work in an organization and to work with great equality to achieve the desire results and furthermore quality training is also necessary to develop the technical competency of the employees Bhatnagar, Budhwar, Srivastava and Saini, (2010). In addition, literature review also suggests that the training in manufacturing industry of India is not available at high scale and it is poor in many organizations in India Sharma, (1992). The purpose of the research is to examine extensively the importance of training and education in future and the aim of the study is to determine ways of training employees in the Indian organizations and how can training and education impacts human capital and gender equality.
Training is an important issue to explore because non - trainers will get affected in the future because of the technological change and the new legal procedures, Sharma, (1992). Additionally, training and education opportunities will also reduce the risk of unemployment and will increase the firm's competitiveness Malik and Nilakant, (2011). The research will also focus on those areas which remains unexplored in the field of training and education in Indian organization and which needs to get investigated.
Moreover, the purpose will focus on the qualitative data and the interviews because the need of the research is to take the employees views for the lack of training in the Indian organization. According to the research question "Whether training and education can significantly contribute to human capital and gender equality in Indian manufacturing organization'' the two main areas which are to be considered are need of the training for employees in the Indian organization and the reason for the lack of training in the organization. The interviews will reveal the opinions and suggestions of the employees and the qualitative method will be used in the form of structured and unstructured interviews and will be processed through the manual open code method which will help in collecting the rich data
The document is a project report on employees' perceptions of performance appraisals at UFlex Limited. It includes an introduction to the company and HR department. The report aims to study employees' views of performance appraisals and how they can benefit organizations. Primary data was collected through surveys and from the HR department. The findings, conclusions, and recommendations are presented along with references. Performance appraisals are conducted annually to assess employees, provide feedback, and help improve performance and organizational goals.
This document discusses how to get more Pinterest followers through the website www.pinfollowerz.com. It explains that Pinterest has grown tremendously in recent years and become a major social media platform for businesses. It states that having more Pinterest followers can help promote brands and drive traffic to websites. The website offers a service to generate more followers for users by simply providing their Pinterest username.
Yuletide Office Solutions provides competitive pricing on office supplies for schools, churches, government offices, and non-profits while also offering savings programs and supporting local businesses. They guarantee savings of at least 1% for the first three months and 7% for the first year, offer over 10,000 non-core items and 250 core items to choose from, and provide simple and convenient ordering with next day delivery.
The document reports on a study that used eye tracking to analyze the impact of the visitor pattern on program comprehension and maintenance. It found that while the presence of the visitor pattern did not significantly change comprehension effort, it did significantly reduce effort for maintenance tasks when presented in its canonical layout. However, threats to validity included the use of student subjects and limited task varieties. Future work could involve replicating the study with other patterns, variables, and professional subjects.
Ppt chccom504 b workplace communication module 4 v 22.3.13CTA Australia
This document discusses effective communication strategies for managing a youth work environment. It covers the differences between communicating information and intention, barriers to communication including language, disabilities, experiences and personality differences. Effective communication styles like passive, aggressive, assertive and problem-solving are explored. The document also provides guidance on developing, implementing and promoting communication strategies within an organization and with clients.
130214 wei wu - extracting business rules and removing duplication with irisPtidej Team
The document discusses using the IRIS tool to extract business rules from source code and detect duplicated rules. It outlines extracting terms and conditions from database-related code elements. Rules are extracted by identifying top-level conditional statements and associated code elements. Duplicated rules are detected by normalizing rules and comparing identifiers. Examples show rules extracted from COBOL code and duplicated rules identified. Future work includes refining detection of similar rules and removing irrelevant elements.
This document outlines the responsibilities and skills required for a case management supervisor. It discusses promoting high quality case management through professional development programs, practice reviews, ensuring adherence to organizational policies and relevant standards, and researching current trends to continually improve practices. A supervisor must have strong skills in roles like mentoring, facilitating feedback, team management, and data analysis. They must also have thorough knowledge of case management theories, models of supervision, applicable legislation, and their own values when leading a team.
Project Management: A Critical Examination of the PPARS ProjectOlivia Moran
This document explores the different aspects of Project Management and critically examines
the management of the recent PPARS project. This was a project which involved the development of a personnel and recruitment system for the HSE in Ireland.
It will also highlight the traps and obstacles
associated with the management of this project.
Training and development programs are divided into three categories: training, development, and education. Training involves acquiring skills to perform one's current job, development enables learning for future growth but not related to a specific job, and education involves training for a different job. Training focuses on near-term skills for the current role, development supports long-term career growth, and education qualifies individuals for different future roles. Effective training and development programs can improve productivity, quality, versatility, and job satisfaction while reducing costs from accidents and turnover. However, such programs require resources and take employees away from their regular work.
Periyar University MBA Project Report PDF Download Learning and Development a...DistPub India
Exploring Learning and Development: Periyar University MBA Project Report Analysis
Description:
Unlock the comprehensive analysis of Learning and Development strategies with the Periyar University MBA Project Report PDF download. Delve into the depths of this insightful report brought to you by the DistPub Team.
Are you a management enthusiast looking to grasp a better understanding of Learning and Development practices? Look no further! This meticulously prepared MBA project report provides an in-depth analysis of the strategies employed in the context of Periyar University.
The report encompasses a wide range of topics related to Learning and Development, shedding light on effective methodologies, case studies, and emerging trends. Whether you're a student aiming to gain academic insights or a professional seeking practical knowledge, this project report offers valuable insights that can be applied across various industries.
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Why wait? Elevate your knowledge and understanding of Learning and Development by accessing the Periyar University MBA Project Report today. With the expertise of the DistPub Team at your disposal, you're just a click away from a wealth of knowledge that can shape your academic and professional journey.
Assignment Help Moodle Monkey (2).docxZomakSoluion
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D3 Recruit, select and keep colleagues - Objectives
To identify issues with staff resources and solutions to address staff turnover. To compile and improve job descriptions and identify skill gaps. To be part of the selection and recruitment process for new colleagues.
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
5 Steps to Ensure Compliance with Policies and ProceduresConvergePoint
Establishing effective policies and procedures does not begin and end with regulations. It takes the right amount of collaboration, the right types of distributive mediums, and the right methods to measure understanding. All of these things take an enormous amount of time and energy, but automating them with a software solution can increase efficiency, and ensure compliance with your policies and procedures. ConvergePoint explains the 5 steps to ensure compliance, and what software features to look for to choose the best possible solution. View our Policies and Procedures solution features at http://www.convergepoint.com/policy-management-software
Training is any planned activity to transfer or modify knowledge, skills, and attitudes through learning experiences. Personnel may require training for a variety of reasons, including the need to maintain levels of competence and respond to the demands of changing circumstances and new approaches and technologies. Training by itself cannot solve structural, organizational, or policy problems within an organization, although supportive supervision and the use of motivational strategies can help sustain performance improvement derived from training (www.who.int/medicinedocs/documents).
Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'. Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies (www.businessballs.com).
This document provides information on management topics for an accounting technician exam, including:
1) Characteristics of open systems in organizations and examples of closed and open sub-systems.
2) Ways managers can ensure productive work teams and use teams to achieve organizational goals.
3) How information and communication technology can improve customer service, associated constraints, and remedies to minimize constraints.
4) Benefits and constraints of research and development activities, and ways to minimize constraints.
5) Typical steps in disciplinary and grievance procedures.
The document discusses preparing for requirements elicitation and collaboration. It covers the key elements to consider which include understanding the scope of elicitation, selecting elicitation techniques, setting up logistics, securing supporting materials, and preparing stakeholders. An example is provided of preparing for an elicitation session with prison wardens to understand the problems faced in managing offender records. The document emphasizes thoroughly planning elicitation activities and selecting techniques appropriate for the stakeholders, goals, and circumstances.
The following assignment gives the Staffing p.docxoreo10
The following assignment gives the “Staffing plan for a small, in-home day care”. The scenario has given the description of the situation and the provincial state of the operation for the “In-home day care” has asked the staffing plan for the start up, so as to approve the further approvals.Part 1: Staffing models
The two types of staffing model that could be applied to the above mentioned scenario are:
· 4-stage Staffing process
· Strategic staffing - a new approach, overcoming the traditional approach
a. 4-stage Staffing process
The four stage model of Staff planning is based on the sequential hiring, screening, selecting and offering a job to the potential candidates. This model can potentially be implementable for this scenario, as this model is suitable for hiring different candidature posts individuals, which is required in the scenario in the form of Certified Day Care or Registered Nursing Professionals, or office support or after school assistants. The description of the models is as follows:
Stage 1- Prospecting: a join interactive discussion with the organization and the potential job applicant.
Stage 2 – Recruitment: Finding the suitable match of the various Day-care, nurse and supporting professional related applicants with the requirements. The Staffing personnel of the company must provide the candidates the various benefits related to the job.
Stage 3 – Selection: This is an evaluative stage, where the assessment of potential candidates is calculated and an evaluative matrix is constructed.
Stage 4 – Offering the employment: This stage has involves the final decision making process and final employment is offered. The final match is eventually is selected.
Suitability of the model: The model, although offers a good framework, however, for the current scenario, it seems a generic framework. The model needs to be more specialized in staffing plan of the growing business, especially for the businesses which are not so popular, for example business like Day care and issues like hiring the suitable professionals.
b. Strategic staffing - a new approach, overcoming the traditional approach
The “Strategic staffing” is a new approach for the staff planning and challenges the traditional approach. The following framework describes this model (Bechet, not defined):
a) First the capabilities (Types) and staffing level (number) of the employees, who will have the different roles in future to make the business objective of Day Care a success. This is the demand side of the staffing plan.
b) Identify the current level of requirements in terms of resources, that is human personnel and the capabilities that is the roles and responsibilities for the Day care business.
c) Projection of “supply pool of the talents”, depending of the business requirements in the near future. This may need a quantitative analysis of the talent and the personnel need.
a. The parameters considered here are turnover effect factoring, retiring plans or planned m ...
The document discusses recruitment policy and procedures. It begins by explaining the importance of having a written recruitment policy with three key parts: aims, procedures, and review process. It then describes elements that should be covered in a recruitment policy, including who carries out recruitment, what the priorities are, and why certain procedures are used. Finally, it provides an overview of the typical recruitment cycle and various assessment methods that can be used during the selection process, such as interviews, tests, and assessment centers.
4-2 Revised.docxby Chaston CarterSubmission dat e 29- .docxtroutmanboris
4-2 Revised.docx
by Chaston Carter
Submission dat e : 29- Aug- 2018 11:4 5PM (UT C- 04 00)
Submission ID: 994 82604 1
File name : 4 - 2 Revised.do cx
Word count : 905
Charact e r count : 4 994
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4-2 Revised.docx
ORIGINALITY REPORT
PRIMARY SOURCES
Submitted to Southern New Hampshire
University - Continuing Education
St udent Paper
FINAL GRADE
/50
4-2 Revised.docx
GRADEMARK REPORT
GENERAL COMMENTS
Instructor
PAGE 1
PAGE 2
Comment 1
No research- based co ntent narratives to suppo rt assertio n and ratio nale that CRM system/to o l
can ef f ectively be used f o r trainning based o n this particular scenario
Comment 2
No research- based co ntent narratives to suppo rt assertio n and ratio nale that CRM system/to o l
can ef f ectively be used f o r trainning based o n this particular scenario
Comment 3
Very minimal ef f o rt and it was no t at all a go o d idea to co mbine narratives o n T WO majo r critical
elements [Co mmunicatio n AND Co llabo ratio n]; thus, while yo u determined co mmunicatio n
strategies f o r use in training the management team, lack o f research- based narratives made f o r
very inadequate co ncept & co ntent narratives - no t in- depth
Comment 4
Very minimal ef f o rt and it was no t at all a go o d idea to co mbine narratives o n T WO majo r critical
elements [Co mmunicatio n AND Co llabo ratio n]; thus, while yo u determined co mmunicatio n
strategies f o r use in training the management team, lack o f research- based narratives made f o r
very inadequate co ncept & co ntent narratives - no t in- depth
PAGE 3
Comment 5
Go o d ef f o rt – yo u selected a training metho d(s) and justif ies with research; ho wever, training
metho d is no t appro priate f o r the intended audiences o r justif icatio n is no t based in relevant
research.
Comment 6
Go o d ef f o rt – yo u selected a training metho d(s) and justif ies with research; ho wever, training
Go o d ef f o rt – yo u selected a training metho d(s) and justif ies with research; ho wever, training
metho d is no t appro priate f o r the intended audiences o r justif icatio n is no t based in relevant
research.
Comment 7
Must quo te and pro perly/co mpletely cite (including page o r paragraph number) uno riginal
verbiages o btained and used verbatim. No t do ing so is a vio latio n.
PAGE 4
Comment 8
Go o d ef f o rt; but yo ur narratives included so mewhat generic guidelines f o r creating technical
co mmunicatio ns within the f o cus area, and guidelines are no t detailed. Yo u kno w, CRM is no t
an ALL- IN- ALL to o l that sho uld co ntino usly be used in all narratives - even if it do es no t suppo rt
so lutio n ratio nales
Comment 9
Must quo te and pro perly/co mpletely cite (including page o r paragraph number) .
(Handbook) management of training & developmentAamirBashir51
This document provides an overview of training processes and the role of training managers. It begins with defining training and discussing the need and rationale for training. Training is defined as increasing an employee's knowledge and skills for a particular job. The need for training arises from factors like changing technology, demanding customers, productivity improvements, and motivation. Benefits of training are discussed for both employers and employees, such as increased productivity, standardization, and career advancement. The roles and responsibilities of trainers are also examined.
The Role of Business Ethics in Employee Engagement Novembe.docxoreo10
The Role of Business Ethics in Employee Engagement
November 04, 2009
//By Tom Monahan, CEO of the Corporate Executive Board
My focus on ethical management reminds me that I still own a box full of business cards with
my name from a company that no longer exists.
My first job out of college was with Arthur Andersen. At the time, it was a single organization
and I worked in a division that became Andersen Consulting, and is now Accenture. Arthur
Andersen had one of the most ethical cultures I have seen; the best people, the best business
systems, and a holistic commitment to performance ethics. Yet, it went from being one of the
leading professional services organizations to only a Wikipedia entry in a matter of months, due
to unethical behaviors in a reasonably small niche of the firm. The disappearance of my first
employer due to ethical failures is a powerful lesson I bring to work everyday.
While this is a somber example of the potential downside from an ethics or compliance failure, I
have the opportunity at CEB to see how much upside a manager and leader can create with a
focus on this issue. One of CEB’s core strengths is a voracious appetite for quantifying the
drivers of corporate performance. We ask ourselves: what do the best companies do to create
inordinate value? We have gathered and analyzed millions of data points about employee
perceptions and behavior and rigorously tied them to key drivers of corporate productivity. What
we found is a strong link between ethical cultures and employee engagement. If an employee
works for a company they consider having a strong ethical culture they work harder, stay longer,
and are less likely to leave. Collectively, this data points to a 9% productivity boost from ethical
leadership in the management ranks. That’s a stunning figure, and for me, maybe even more
compelling than the business cards.
While there is a strong link, both ethical behaviors and employee engagement are at risk. What
we see happening, across hundreds of thousands of employees at the world’s largest companies,
is a perfect storm brewing composed of three different factors.
First, we see heightened employee cynicism about commitment of management to ethical
principles and compliance standards, as management teams wrestle with critical issues elsewhere
in the business.
Second, unhappy employees are unable to leave their current roles. In a normal economy, if an
employee does not like their boss, they can leave. However, today unsatisfied employees are
unable to move because of limited opportunities. This results in what we estimate to be about a 7
percent productivity shortfall in most companies as a result of low engagement levels.
Third, employee disengagement is particularly pronounced with the highest potential employees
within an organization. These employees are three times as likely to leave as a normal employee
once the economy improves. Mos ...
Unit VIII Homework Conduct a phone or personal interview wi.docxaryan532920
Unit VIII Homework
Conduct a phone or personal interview with a current or past manager. Ask this person to describe the role that training plays in the company and where he or she thinks the future of training is headed for the organization. Do you agree with the manager? Please justify your response.
Use Microsoft Word to create your response. The write up should be between three to five pages in length, and all sources used need to be cited according to APA format.
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Compare and contrast internal and external validity.
7.1 Identify future trends that will affect training.
7.2 Explain how benchmarking can help determine if change is necessary.
7.3 Discuss the future skills and competencies of trainers.
10. Analyze the results of a training needs analysis (TNA) to determine the content, methods, and
instructional media necessary for a given training requirement.
10.1 Define re-engineering and explain the process.
10.2 Discuss the key issues in implementing change.
Reading Assignment
Chapter 11:
The Future of Training and Development
Unit Lesson
What are some of the future trends that might affect training?
Greater use of new technologies for training delivery
Increased demand for training for virtual work arrangements
Increased emphasis on speed in design, focus in content, and use of multiple delivery methods
Increased emphasis on capturing and sharing intellectual capital
Increased use of true performance support
Increased emphasis on performance analysis and learning for business enhancement
Increased use of training partnerships and outsourcing training
A change model perspective to training and development
There will be an increase in the use of new technologies for several reasons:
The cost of new technologies will decrease.
Technology will help employees to better serve customers and generate new business.
It can reduce training costs.
It allows trainers to build the desirable features of a learning environment into training.
Training can be delivered at any place and time.
Based on how quickly technology is growing, there is an increased demand for training in virtual work
arrangements. The location, organization structure, and employment relationships are not limiting factors in
virtual work arrangements. There are two major training challenges—companies must invest in training
delivery methods that facilitate digital collaboration, and teams and employees must be provided with tools
needed for finding knowledge.
There is an increased emphasis on the speed in the design, content, and use of multiple delivery methods.
Rapid instructional design (RID) is a group of techniques that allows training to be built more quickly and
efficiently. Although there are a number of principles that are ...
Running head: IMPROVEMENT OPPORTUNITY 1
IMPROVEMENT OPPORTUNITY 3
Quality Tool Analysis
The supply chain management sphere has an issue when considering a pharmacy facility organization. The problem with the pharmaceutical supply chain operations has resulted from all individuals lacking access to the most noteworthy quality medication and in addition keep up levels in medical care that occurs in the arrangement of supplying medicine, notwithstanding giving the improvement of new knowledge, aptitudes and systems that invigorate the advancement of medicine supply chain management. The quality tool used to recognize these issues is data collection sheet which gathers the essential information to have the capacity to answer any inquiries that may emerge. The quintessence of the data is that the reason for existing is apparent and that the data mirrors the fact of the matter, is anything but difficult to gather and utilize. A quantitative method was used to gather the data. The data collection sheet is being used in the dispersion of factors of the articles delivered, classification of broken things locating of the defects of the pieces, recognizing reasons for deformities and verification check or support undertakings (Awad, 2012).
To arrive at the problem, a questionnaire was utilized together with the data collection sheet. There was a clear framework on how data was to be gathered and with what sort of document will be made and how the gather data ought to be utilized. How the data will be analyzed was additionally sketched out, and the individual who ought to oversee gathering the data was distinguished. For the optimization of data accumulation, Sharp and McDermott (2009) suggest that the data collection be finished by an experienced auditor and in an arbitrary example of the exercises, of the general population and of the groups of the territories that they ought to be observed. The association recognized an experienced auditor was utilized to gather data and examine it since they have a high likelihood of giving precise data.
Stakeholder Analysis
Commonly, as an expert, one needs to think the what before the who when confronting an undertaking. Along these lines, they underscore the deliverables instead of the general population. The principal procedure of the communication knowledge zone, to be executed in the initiation of the task, is to identify the individuals with an interest.
One method for this procedure is partner examination, which a procedure of systematically collecting and investigating quantitative and qualitative data with the end goal to figure out what premiums specific must be considered all through the venture. It permits to recognize the interests, expectations, and impact of the interested individuals and relates them to the motivation behind the underta.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
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This document outlines the responsibilities and skills required for a case management supervisor. It discusses promoting high quality case management through professional development programs, practice reviews, ensuring adherence to organizational policies and relevant standards, and researching current trends to continually improve practices. A supervisor must have strong skills in roles like mentoring, facilitating feedback, team management, and data analysis. They must also have thorough knowledge of case management theories, models of supervision, applicable legislation, and their own values when leading a team.
Project Management: A Critical Examination of the PPARS ProjectOlivia Moran
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Training and development programs are divided into three categories: training, development, and education. Training involves acquiring skills to perform one's current job, development enables learning for future growth but not related to a specific job, and education involves training for a different job. Training focuses on near-term skills for the current role, development supports long-term career growth, and education qualifies individuals for different future roles. Effective training and development programs can improve productivity, quality, versatility, and job satisfaction while reducing costs from accidents and turnover. However, such programs require resources and take employees away from their regular work.
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Unlock the comprehensive analysis of Learning and Development strategies with the Periyar University MBA Project Report PDF download. Delve into the depths of this insightful report brought to you by the DistPub Team.
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D3 Recruit, select and keep colleagues - Objectives
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Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
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Training is any planned activity to transfer or modify knowledge, skills, and attitudes through learning experiences. Personnel may require training for a variety of reasons, including the need to maintain levels of competence and respond to the demands of changing circumstances and new approaches and technologies. Training by itself cannot solve structural, organizational, or policy problems within an organization, although supportive supervision and the use of motivational strategies can help sustain performance improvement derived from training (www.who.int/medicinedocs/documents).
Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'. Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies (www.businessballs.com).
This document provides information on management topics for an accounting technician exam, including:
1) Characteristics of open systems in organizations and examples of closed and open sub-systems.
2) Ways managers can ensure productive work teams and use teams to achieve organizational goals.
3) How information and communication technology can improve customer service, associated constraints, and remedies to minimize constraints.
4) Benefits and constraints of research and development activities, and ways to minimize constraints.
5) Typical steps in disciplinary and grievance procedures.
The document discusses preparing for requirements elicitation and collaboration. It covers the key elements to consider which include understanding the scope of elicitation, selecting elicitation techniques, setting up logistics, securing supporting materials, and preparing stakeholders. An example is provided of preparing for an elicitation session with prison wardens to understand the problems faced in managing offender records. The document emphasizes thoroughly planning elicitation activities and selecting techniques appropriate for the stakeholders, goals, and circumstances.
The following assignment gives the Staffing p.docxoreo10
The following assignment gives the “Staffing plan for a small, in-home day care”. The scenario has given the description of the situation and the provincial state of the operation for the “In-home day care” has asked the staffing plan for the start up, so as to approve the further approvals.Part 1: Staffing models
The two types of staffing model that could be applied to the above mentioned scenario are:
· 4-stage Staffing process
· Strategic staffing - a new approach, overcoming the traditional approach
a. 4-stage Staffing process
The four stage model of Staff planning is based on the sequential hiring, screening, selecting and offering a job to the potential candidates. This model can potentially be implementable for this scenario, as this model is suitable for hiring different candidature posts individuals, which is required in the scenario in the form of Certified Day Care or Registered Nursing Professionals, or office support or after school assistants. The description of the models is as follows:
Stage 1- Prospecting: a join interactive discussion with the organization and the potential job applicant.
Stage 2 – Recruitment: Finding the suitable match of the various Day-care, nurse and supporting professional related applicants with the requirements. The Staffing personnel of the company must provide the candidates the various benefits related to the job.
Stage 3 – Selection: This is an evaluative stage, where the assessment of potential candidates is calculated and an evaluative matrix is constructed.
Stage 4 – Offering the employment: This stage has involves the final decision making process and final employment is offered. The final match is eventually is selected.
Suitability of the model: The model, although offers a good framework, however, for the current scenario, it seems a generic framework. The model needs to be more specialized in staffing plan of the growing business, especially for the businesses which are not so popular, for example business like Day care and issues like hiring the suitable professionals.
b. Strategic staffing - a new approach, overcoming the traditional approach
The “Strategic staffing” is a new approach for the staff planning and challenges the traditional approach. The following framework describes this model (Bechet, not defined):
a) First the capabilities (Types) and staffing level (number) of the employees, who will have the different roles in future to make the business objective of Day Care a success. This is the demand side of the staffing plan.
b) Identify the current level of requirements in terms of resources, that is human personnel and the capabilities that is the roles and responsibilities for the Day care business.
c) Projection of “supply pool of the talents”, depending of the business requirements in the near future. This may need a quantitative analysis of the talent and the personnel need.
a. The parameters considered here are turnover effect factoring, retiring plans or planned m ...
The document discusses recruitment policy and procedures. It begins by explaining the importance of having a written recruitment policy with three key parts: aims, procedures, and review process. It then describes elements that should be covered in a recruitment policy, including who carries out recruitment, what the priorities are, and why certain procedures are used. Finally, it provides an overview of the typical recruitment cycle and various assessment methods that can be used during the selection process, such as interviews, tests, and assessment centers.
4-2 Revised.docxby Chaston CarterSubmission dat e 29- .docxtroutmanboris
4-2 Revised.docx
by Chaston Carter
Submission dat e : 29- Aug- 2018 11:4 5PM (UT C- 04 00)
Submission ID: 994 82604 1
File name : 4 - 2 Revised.do cx
Word count : 905
Charact e r count : 4 994
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SIMILARIT Y INDEX
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PUBLICAT IONS
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ST UDENT PAPERS
1 15%
Exclude quo tes On
Exclude biblio graphy On
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4-2 Revised.docx
ORIGINALITY REPORT
PRIMARY SOURCES
Submitted to Southern New Hampshire
University - Continuing Education
St udent Paper
FINAL GRADE
/50
4-2 Revised.docx
GRADEMARK REPORT
GENERAL COMMENTS
Instructor
PAGE 1
PAGE 2
Comment 1
No research- based co ntent narratives to suppo rt assertio n and ratio nale that CRM system/to o l
can ef f ectively be used f o r trainning based o n this particular scenario
Comment 2
No research- based co ntent narratives to suppo rt assertio n and ratio nale that CRM system/to o l
can ef f ectively be used f o r trainning based o n this particular scenario
Comment 3
Very minimal ef f o rt and it was no t at all a go o d idea to co mbine narratives o n T WO majo r critical
elements [Co mmunicatio n AND Co llabo ratio n]; thus, while yo u determined co mmunicatio n
strategies f o r use in training the management team, lack o f research- based narratives made f o r
very inadequate co ncept & co ntent narratives - no t in- depth
Comment 4
Very minimal ef f o rt and it was no t at all a go o d idea to co mbine narratives o n T WO majo r critical
elements [Co mmunicatio n AND Co llabo ratio n]; thus, while yo u determined co mmunicatio n
strategies f o r use in training the management team, lack o f research- based narratives made f o r
very inadequate co ncept & co ntent narratives - no t in- depth
PAGE 3
Comment 5
Go o d ef f o rt – yo u selected a training metho d(s) and justif ies with research; ho wever, training
metho d is no t appro priate f o r the intended audiences o r justif icatio n is no t based in relevant
research.
Comment 6
Go o d ef f o rt – yo u selected a training metho d(s) and justif ies with research; ho wever, training
Go o d ef f o rt – yo u selected a training metho d(s) and justif ies with research; ho wever, training
metho d is no t appro priate f o r the intended audiences o r justif icatio n is no t based in relevant
research.
Comment 7
Must quo te and pro perly/co mpletely cite (including page o r paragraph number) uno riginal
verbiages o btained and used verbatim. No t do ing so is a vio latio n.
PAGE 4
Comment 8
Go o d ef f o rt; but yo ur narratives included so mewhat generic guidelines f o r creating technical
co mmunicatio ns within the f o cus area, and guidelines are no t detailed. Yo u kno w, CRM is no t
an ALL- IN- ALL to o l that sho uld co ntino usly be used in all narratives - even if it do es no t suppo rt
so lutio n ratio nales
Comment 9
Must quo te and pro perly/co mpletely cite (including page o r paragraph number) .
(Handbook) management of training & developmentAamirBashir51
This document provides an overview of training processes and the role of training managers. It begins with defining training and discussing the need and rationale for training. Training is defined as increasing an employee's knowledge and skills for a particular job. The need for training arises from factors like changing technology, demanding customers, productivity improvements, and motivation. Benefits of training are discussed for both employers and employees, such as increased productivity, standardization, and career advancement. The roles and responsibilities of trainers are also examined.
The Role of Business Ethics in Employee Engagement Novembe.docxoreo10
The Role of Business Ethics in Employee Engagement
November 04, 2009
//By Tom Monahan, CEO of the Corporate Executive Board
My focus on ethical management reminds me that I still own a box full of business cards with
my name from a company that no longer exists.
My first job out of college was with Arthur Andersen. At the time, it was a single organization
and I worked in a division that became Andersen Consulting, and is now Accenture. Arthur
Andersen had one of the most ethical cultures I have seen; the best people, the best business
systems, and a holistic commitment to performance ethics. Yet, it went from being one of the
leading professional services organizations to only a Wikipedia entry in a matter of months, due
to unethical behaviors in a reasonably small niche of the firm. The disappearance of my first
employer due to ethical failures is a powerful lesson I bring to work everyday.
While this is a somber example of the potential downside from an ethics or compliance failure, I
have the opportunity at CEB to see how much upside a manager and leader can create with a
focus on this issue. One of CEB’s core strengths is a voracious appetite for quantifying the
drivers of corporate performance. We ask ourselves: what do the best companies do to create
inordinate value? We have gathered and analyzed millions of data points about employee
perceptions and behavior and rigorously tied them to key drivers of corporate productivity. What
we found is a strong link between ethical cultures and employee engagement. If an employee
works for a company they consider having a strong ethical culture they work harder, stay longer,
and are less likely to leave. Collectively, this data points to a 9% productivity boost from ethical
leadership in the management ranks. That’s a stunning figure, and for me, maybe even more
compelling than the business cards.
While there is a strong link, both ethical behaviors and employee engagement are at risk. What
we see happening, across hundreds of thousands of employees at the world’s largest companies,
is a perfect storm brewing composed of three different factors.
First, we see heightened employee cynicism about commitment of management to ethical
principles and compliance standards, as management teams wrestle with critical issues elsewhere
in the business.
Second, unhappy employees are unable to leave their current roles. In a normal economy, if an
employee does not like their boss, they can leave. However, today unsatisfied employees are
unable to move because of limited opportunities. This results in what we estimate to be about a 7
percent productivity shortfall in most companies as a result of low engagement levels.
Third, employee disengagement is particularly pronounced with the highest potential employees
within an organization. These employees are three times as likely to leave as a normal employee
once the economy improves. Mos ...
Unit VIII Homework Conduct a phone or personal interview wi.docxaryan532920
Unit VIII Homework
Conduct a phone or personal interview with a current or past manager. Ask this person to describe the role that training plays in the company and where he or she thinks the future of training is headed for the organization. Do you agree with the manager? Please justify your response.
Use Microsoft Word to create your response. The write up should be between three to five pages in length, and all sources used need to be cited according to APA format.
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Compare and contrast internal and external validity.
7.1 Identify future trends that will affect training.
7.2 Explain how benchmarking can help determine if change is necessary.
7.3 Discuss the future skills and competencies of trainers.
10. Analyze the results of a training needs analysis (TNA) to determine the content, methods, and
instructional media necessary for a given training requirement.
10.1 Define re-engineering and explain the process.
10.2 Discuss the key issues in implementing change.
Reading Assignment
Chapter 11:
The Future of Training and Development
Unit Lesson
What are some of the future trends that might affect training?
Greater use of new technologies for training delivery
Increased demand for training for virtual work arrangements
Increased emphasis on speed in design, focus in content, and use of multiple delivery methods
Increased emphasis on capturing and sharing intellectual capital
Increased use of true performance support
Increased emphasis on performance analysis and learning for business enhancement
Increased use of training partnerships and outsourcing training
A change model perspective to training and development
There will be an increase in the use of new technologies for several reasons:
The cost of new technologies will decrease.
Technology will help employees to better serve customers and generate new business.
It can reduce training costs.
It allows trainers to build the desirable features of a learning environment into training.
Training can be delivered at any place and time.
Based on how quickly technology is growing, there is an increased demand for training in virtual work
arrangements. The location, organization structure, and employment relationships are not limiting factors in
virtual work arrangements. There are two major training challenges—companies must invest in training
delivery methods that facilitate digital collaboration, and teams and employees must be provided with tools
needed for finding knowledge.
There is an increased emphasis on the speed in the design, content, and use of multiple delivery methods.
Rapid instructional design (RID) is a group of techniques that allows training to be built more quickly and
efficiently. Although there are a number of principles that are ...
Running head: IMPROVEMENT OPPORTUNITY 1
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Quality Tool Analysis
The supply chain management sphere has an issue when considering a pharmacy facility organization. The problem with the pharmaceutical supply chain operations has resulted from all individuals lacking access to the most noteworthy quality medication and in addition keep up levels in medical care that occurs in the arrangement of supplying medicine, notwithstanding giving the improvement of new knowledge, aptitudes and systems that invigorate the advancement of medicine supply chain management. The quality tool used to recognize these issues is data collection sheet which gathers the essential information to have the capacity to answer any inquiries that may emerge. The quintessence of the data is that the reason for existing is apparent and that the data mirrors the fact of the matter, is anything but difficult to gather and utilize. A quantitative method was used to gather the data. The data collection sheet is being used in the dispersion of factors of the articles delivered, classification of broken things locating of the defects of the pieces, recognizing reasons for deformities and verification check or support undertakings (Awad, 2012).
To arrive at the problem, a questionnaire was utilized together with the data collection sheet. There was a clear framework on how data was to be gathered and with what sort of document will be made and how the gather data ought to be utilized. How the data will be analyzed was additionally sketched out, and the individual who ought to oversee gathering the data was distinguished. For the optimization of data accumulation, Sharp and McDermott (2009) suggest that the data collection be finished by an experienced auditor and in an arbitrary example of the exercises, of the general population and of the groups of the territories that they ought to be observed. The association recognized an experienced auditor was utilized to gather data and examine it since they have a high likelihood of giving precise data.
Stakeholder Analysis
Commonly, as an expert, one needs to think the what before the who when confronting an undertaking. Along these lines, they underscore the deliverables instead of the general population. The principal procedure of the communication knowledge zone, to be executed in the initiation of the task, is to identify the individuals with an interest.
One method for this procedure is partner examination, which a procedure of systematically collecting and investigating quantitative and qualitative data with the end goal to figure out what premiums specific must be considered all through the venture. It permits to recognize the interests, expectations, and impact of the interested individuals and relates them to the motivation behind the underta.
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Ppt chccs513 c maintain an effective work environment module 4 v 22.3.13
1. Module 4: Managing the Youth
Work Environment
1
CHCCS513C: Maintain an Effective
Community Sector Work Environment
(c) Copyright CTA CHCCS513C, MODULE 4 Version Date: 22/3/2013
2. Work to Achieve Identified Outcomes
In starting work as a youth worker... more than likely
you will have been given a duty statement or position
description. This will clarify the work that you are
required to do, and the boundaries of your job role
In addition you should be aware of the policies and
procedures of the organisation and understand any
legislation that applies to your role
2 (c) Copyright CTA CHCCS513C, MODULE 4 Version Date: 22/3/2013
3. Work to Achieve Identified Outcomes
If you work as a part of a team, your co-workers
should be able to give you a good idea of the work you
need to do, and of course your boss/supervisor would
know!
If your workplace isn’t entirely clear on your role, take
time to write down what you think it is and get your
manager to sign off on it...
(c) Copyright CTA CHCCS513C, MODULE 4 Version Date: 22/3/2013
4. Establish and Maintain Appropriate
Work Relationships
This means that you will work as a team player
Treat your co-workers as you would like to be treated
by them (be friendly, respectful and helpful)
If there is conflict in the work environment, try to
resolve the issue with the person concerned first
If you continue to have difficulty, speak to your
supervisor to see if they can help resolve the issue
If the problems continue it might be a good idea to
use an external mediator to see if they can help
resolve the conflict and the differences between
everyone involved
4 (c) Copyright CTA CHCCS513C, MODULE 4 Version Date: 22/3/2013
5. Facilitate Operation of the
Workgroup
Participate in processes to
ensure goals are met in the
workplace
Carry your own load and
communicate with others to
ensure they can do their job as
well too
Try to bring peace and fun into
your workplace... you can make
the critical difference to other
people’s lives
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6. Review and Develop own
Performance
Take a look from time to time at your job role and
consider whether you are working well within it
Ask about reviews or mechanisms of evaluation of
your performance so that you can work towards
improving weaker areas and utilising your strong
points within the work environment
Roles can change... of course by negotiation if you
excel in an area and prefer not to do certain things...
you may benefit the organisation by having a change
in job description
More organisations are moving towards an ecological
model... which allows human beings to ‘breathe’
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7. Working as a Youth Worker it is
Important to Know About...
Organisation mission, philosophy, organisation
structure, policies and procedures
Legislation relevant to organisation and work
carried out
Effective Team Management
Rate your current knowledge about this now on a scale of
1-5 (is the best)
What will you do to improve your scores?
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8. Working as a Youth Worker it is
Important that you can:
Demonstrate effective team operation
Meet legal, legislative and industrial
requirements
Undertake assessment of own training and
development
Manage conflict
How well can you do these things now?
On a scale of 1-5 (5 is the best) how would you rate
your current capacity?
What can you do to improve these skills areas?
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9. Complex Capacities for Youth Workers:
Team building
Time management and prioritising
Work planning and evaluation
Effective communication and interpersonal
relationship
Motivating, directing and facilitating a work team or
group
Capacity to utilise relevant information technology
and workplace equipment effectively in line with
occupational health and safety (WHS) guidelines
On a scale of 1-5 (5 is the best) how well are you doing
these things currently? What do you need to help you
improve in these areas?
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10. Definitions
Team includes:
Formal and informal arrangements
Workgroups including members from outside the
organisation
The context for creating, maintaining and enhancing
productive working relationships includes with:
Clients
Significant others
Unpaid workers
Staff for whom worker is responsible
Peers
Supervisors
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11. Definitions
Guidelines and procedures include:
Workplace health and safety policies
Equal employment opportunity – anti discrimination
policy
Harassment
First aid
Grievance management
Infection control
Workplace behaviours and protocols
Creating, maintaining and enhancing productive
working relationships carried out within
requirements:
State and commonwealth legislation
Organisation policy, procedures and standards
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12. As a senior youth worker
more is required...
Your responsibility is not only towards clients
and co-workers but to your staff and the
organisation.
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13. 1. Promote ethical work practices
1.1 Monitor decision-making to ensure ethical
guidelines are followed and underlying ethical
complexity is recognised
1.2 Ensure staff understanding and compliance with
the principles of duty of care and legal responsibilities
in all work undertaken
1.3 Ensure appropriate action is taken to address any
breach or non adherence to standard procedures or
adverse event
1.4 Monitor work practices to ensure confidentiality
of any client matter in line with organisational policy
and procedure, regulatory requirements and/or code
of practice
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14. 1. Promote ethical work practices
1.5 Promote respect for rights and responsibilities of
others through considered application of work
practices
1.6 Apply and promote knowledge and
understanding of employee and employer rights and
responsibilities in all work practices
1.7 Identify potential conflict of interest in the
workplace and take action to avoid and/or address
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15. 2. Support culture of effective
communication
2.1 Monitor and address communication issues in
the workplace
2.2 Monitor oral and written communication in the
workplace to ensure confidentiality of client and staff
matters
2.3 Monitor workplace communication to support
accuracy and understanding of information provided
and received
2.4 Promote recognition of individual and cultural
differences in the workplace and support any
adjustments to communication needed to facilitate
the achievement of identified outcomes
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16. 2. Support culture of effective
communication
2.5 Promote and support a client-centered approach
to community services work throughout interpersonal
communication with clients and colleagues
2.6 Promote and assist with the resolution of conflict
and interpersonal differences in the workplace
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17. 3. Facilitate staff education relevant
to the community sector
3.1 Contribute to staff knowledge of different sectors
within community services and how the inter-relationships
between these sectors may be used to enhance their work
3.2 Maintain and share knowledge of current issues which
impact on community services in own work
area/organisation and as related to different models of work
3.3 Promote greater understanding of community services
work and issues among key stakeholders and
representatives from relevant target groups
3.4 Facilitate staff knowledge of and commitment to the
central philosophies and values of the community services
industry
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18. 4. Monitor professional work standards
4.1 Monitor implementation of organisation policies and
procedures relating to awards, standards and legislative
requirements of staff
4.2 Identify areas for improving work practices and
support implementation in line with organisation policies
and procedures
4.3 Check compliance of work undertaken with relevant
accreditation and professional standards applying to work
undertaken and address issues where pertinent
4.4 Facilitate staff understanding and focus on achieving
organisation goals and objectives in work undertaken
4.5 Ensure issues requiring mandatory notification are
identified and reported appropriately and within
organisation's specified timeframes
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19. 5. Work effectively within the
community services system
5.1 Establish effective relationships with workers
from different sectors and levels of the industry in line
with work role requirements
5.2 Apply knowledge of the roles and functions of
relevant community services structures, organisations
and systems
5.3 Maintain knowledge of current issues influencing
the community services system, including issues for
Aboriginal and Torres Strait Islander people and
contemporary cultural issues
5.4 Work with an understanding of funding
mechanisms, and how the organisation's operations
are financed
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20. 6. Take opportunities to develop own
competence
• 6.1 Monitor own skills/knowledge in relation to
ongoing and changing work requirements
• 6.2 Identify areas for personal development in line
with community services industry developments,
organisation requirements and personal interest
• 6.3 Take initiative to access and/or create
development opportunities to support organisation
need and personal career development
• 6.4 Undertake available formal and informal
skill/knowledge development and maintenance
activities
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21. Essential Knowledge
Awareness and management of personal bias, beliefs
and values
Contemporary approaches to work in the industry,
associated rationales and supporting behaviours
Current issues facing clients and the sector
Contemporary employment terms and conditions in
the workplace
Details of accreditation processes and quality
improvement practices
Definition of duty of care, confidentiality of
information and ethical decision-making in relation to
specific work roles and responsibilities; what
constitutes a breach of these and potential
ramifications of breach and non-reporting
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22. Essential Knowledge
Detailed implications of relevant legislation, including:
Work Health and Safety Act 2011 (WHS)
Access and Equity (1985, 1989 and 1996)
Queensland Anti-Discrimination Act 1991)
Queensland Information Privacy Act 2009
Queensland Child Protection Act 1999
Organisation procedures relating to:
Safety issues and prevention in community services
work
Emergency response
Security
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23. Essential Knowledge
Own and others' responsibilities within the workplace
Role, function and objectives of the organisation, and
relevance to specific work role
Relevance of the work role and functions to
maintaining sustainability of the workplace, including
environmental, economic, workforce and social
sustainability
Responsibilities in relation to child protection and
other mandatory reporting requirements where
relevant
Understanding and management of difference and
diversity in relation to individual needs, discrimination
and social vulnerability
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24. Essential Knowledge
Understanding of relevant organisation procedures,
policies, awards, standards and legislation and how to
access them
Understanding and application of legal and ethical
framework in the community services industry
Understanding and application of professional
boundaries and need to refer appropriately
Values, principles and ethics underpinning work in the
sector including:
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25. Essential Knowledge
holistic and client-centered support and services
client needs and rights including duty of care
principles of access and equity
principles of human rights
principles of client safety
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26. Skills
Address breaches of duty of care, confidentiality, ethical
guidelines and other relevant policies and legislation
Monitor and promote professional and ethical work
practices in the workplace
Analyse implementation of workplace procedures and
their outcomes to identify areas for improvement
Apply decision-making and problem solving skills as
required to monitor decision-making processes and
provide constructive input to assist others
Apply functional literacy skills needed for written and
oral information about workplace requirements
Contribute to team development where appropriate
Monitor safety issues relevant to own work context
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27. Skills
Use high level interpersonal communication skills
with clients and other stakeholders
Use initiative in responding to challenging
situations and individuals
Use communication skills as required by specific
work role, including:
interpreting and following verbal and/or written
instructions
seeking clarification of tasks
providing information
reporting incidents in line with organisation
requirements
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28. Skills
Take a responsible approach to professional
development, including:
taking responsibility for accessing opportunities to
expand and develop own skills and knowledge
sharing information and contributing to learning of
others
Take into account, use and promote effectively
opportunities to address waste minimisation,
environmental responsibility and sustainable practice
issues, including efficient use of resources
Work in a non-judgmental manner and promote
similar behaviour in others supporting the discussion
of new ideas and techniques in a range of settings
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29. A Commitment to Access and Equity
Must be Demonstrated by:
• A non-discriminatory approach to all people
using the service, their family and friends, the
general public and co-workers
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30. Basic Home Fire Safety includes
Knowledge of:
Behaviour that may contribute to fire injury and/or
fatality
High fire risk groups
Optimum placement of smoke alarms
Referring client for smoke alarm installation and
maintenance
Role of a working smoke alarm
Smoke alarm testing and cleaning
Types of smoke alarms
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