Training Guide
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This training guide discusses training, its importance, and how to plan an effective training program. It defines training as a systematic process to develop employee skills and knowledge through instruction and practical activities. Training is distinguished from education and development in being short-term and job-focused. When preparing a training plan, the guide advises identifying what employees need to know, should know, and it would be nice for them to know. Benefits of training include maintaining quality, achieving standards, reducing costs, and improving relationships. Effective training presentation requires using examples, encouraging participation, and connecting with trainees.
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feedback.
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for improving performance.
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1. Analysis - Conduct a needs assessment to identify gaps between current and desired skills/knowledge through surveys, interviews, and reports. Determine clear training objectives and methods.
2. Design and development - Develop the training content and points based on the objectives. Organize the presentation and incorporate visual elements.
3. Delivery - Engage trainees through an interesting delivery style using techniques like questions, examples, and activities. Deal with questions from trainees respectfully.
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This document discusses transparency and disclosure regarding interactions between the medical technology industry and healthcare professionals. It supports transparency as outlined in the Eucomed Code of Ethical Business Practice and understands calls for financial transparency involving disclosure of payments and transfers of value from companies to HCPs. However, financial transparency requirements should be proportionate, achieve their objective without rendering cooperation impossible, and not compromise personal or proprietary information. The document recommends categories of payments that could be disclosed, exclusions, recipients, publication obligations, levels of detail, frequency and location. It emphasizes the need to balance costs and benefits and allow sufficient implementation time.
Everything you need to know about climate change, in cartoons!
This document provides an overview of climate change impacts and solutions through a series of cartoons and captions. It discusses:
- Temperature and sea level rise that has already occurred and is projected.
- Impacts on wildlife such as extinction rates exceeding any time in the past 65 million years.
- Effects on food including potential reductions in fish catches and crop yields.
- The remaining carbon budget and timeline for action to limit warming given current emissions rates.
- Progress needed on renewable energy, electric vehicles, and other solutions to meet long-term decarbonization targets.
- Behavior changes around diet, transportation, housing that can significantly reduce emissions.
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Décret 2016-1545 du 16 novembre 2016 autorisant la création d’un trait...
Décret 2016-1545 du 16 novembre 2016 autorisant la création d’un trait...
Everything you need to know about climate change, in cartoons!
Everything you need to know about climate change, in cartoons!
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This document discusses training and provides information on various aspects of developing and implementing training programs. It defines training and explains why training is needed. It also outlines different training methods that can be used, such as instructor-led classroom training, e-learning, hands-on training, and simulations. The document discusses evaluating training programs to assess their effectiveness and determine areas for improvement. The evaluation should happen at three levels: through immediate feedback, post-training tests, and post-training appraisals.
TRAINING & DEVELOPMENT
This document discusses training and development. It begins by outlining the learning objectives, which are to describe the importance of training, distinguish it from education and development, define the ASK concept of addressing attitudes, skills and knowledge, list the nine steps in the training process, and develop a training lesson plan. It then discusses why organizations need training using the gap concept to show the difference between expected and actual performance. It outlines reasons for conducting a training needs analysis and the importance and benefits of training. Key aspects of training covered include definitions of training, education, and development; the ASK concept; principles of learning; and a nine step model for the systematic training process.
Training needs
The document discusses a proposed training session for teachers to address learning issues arising from school closures during the COVID-19 pandemic. It identifies key challenges including learning poverty, gaps, and loss. Questions from teachers relate to reconnecting with students, limited content coverage, assessment strategies, and restoring motivation. Proposed training areas include content, pedagogy, assessment, technology skills, counseling, and minimizing learning loss. The document provides examples of training objectives, importance, activities, and formats for developing training needs. The overall goal is to help teachers effectively support students in recovering from pandemic-related educational disruptions.
Training and development
This document discusses training and development. It introduces training and development as improving organizational and individual effectiveness through instruction and progressing long-term goals. It then lists reasons for training and development like increased productivity, skills development, reduced turnover, and improved satisfaction. Methods discussed include on-the-job training, coaching, case studies, and external programs. It also provides guidelines for management development programs and discusses techniques like online learning and how to train millennials with flexible, on-demand, bite-sized learning using technology.
Hrm human resources development
1) Human resource development (HRD) involves integrating training, organizational development, and developing effective teams and organizations. It can involve both human resource and development functions.
2) Training involves teaching people skills to perform jobs, while development aims to improve employees' abilities to handle various assignments and cultivate capabilities beyond their current roles.
3) Training focuses on understanding concepts, developing judgement, and demonstrating techniques. Development focuses on expanding capabilities and learning over a longer period of time.
Hrm (on the job training)
The document discusses training and development for teachers. It states that supporting teacher professional development through quality training leads to improved learner outcomes. Training is defined as increasing job-related knowledge and skills for a specific purpose, while development involves gaining conceptual and theoretical knowledge over the long term. The training and development process involves identifying needs, preparation, performance trials, follow up, and evaluation. Recommendations include using interactive training methods and increasing the number and variety of programs offered. The conclusion is that teachers will be more engaged if training helps them apply new skills and institutions should have clear training policies.
HRM (on the job training)
The document discusses the importance of training and professional development for teachers. It states that supporting teachers' professional growth leads to improved student outcomes. Effective training and reflective development are essential parts of a teacher's career. The document then defines training as increasing job-related knowledge and skills for a specific purpose, while development refers to a long-term educational process to gain conceptual and theoretical knowledge. Finally, it outlines the steps in a typical training and development program and some common methods used, including on-the-job training, workshops, and seminars.
Training and Development.ppt
Training is an important activity for human resource development departments to facilitate employees' ongoing learning of job-related skills. The goal of training is for employees to master competencies through instruction and practice in order to improve performance. Organizations benefit from training in many ways, such as maintaining qualified services, achieving high standards, and reducing mistakes. An effective training program follows a systematic approach, including assessing needs, specifying objectives, designing the program, selecting instructional methods, implementation, and evaluation.
Training and developing employees
Training employees is important for developing skills to perform jobs effectively. The process involves analyzing needs, designing instruction, implementing training techniques, and evaluating outcomes. Techniques include on-the-job, simulated, distance learning, and computer-based methods. Manager development focuses on leadership, case studies, and modeling behaviors to transfer skills. Evaluation assesses reactions, learning, changed behavior, and business results from training investments.
Jan 15 How Do You Know It Works Final Read Only
CANNEXUS 2010 presentation:
Measuring effectiveness of career interventions: presentation examines how we can measure effectiveness of a career intervention using a variety of methods, both objective and subjective. results, challenges and future directions are explored.
On the Job Training for Educational Institutions
The document discusses the importance of training and development for teachers, defining it as a process that systematically increases their work-related knowledge and skills to improve performance. It outlines the steps in developing an effective training and development program, including identifying needs, preparation, implementation, and follow-up. The findings suggest that training is seen as enhancing productivity, satisfaction, and opening new opportunities when adequate opportunities and modern methods are provided.
off the job training methods
This document discusses various off-the-job training methods including lectures, audio-visual techniques, simulations, case studies, role playing, business games, and field trips. Lectures involve verbal presentations to large audiences but have limited participation. Audio-visual techniques supplement lectures with visual content but can include too much extra material. Simulations replicate real work conditions without risks of on-the-job training. Case studies promote analytical thinking but require extensive preparation. Role playing develops skills through acting out scenarios. Business games simulate business decision making through competition. Field trips provide learning in real settings but require careful planning.
Training and development
This presentation will tell you about various training methods, their advantages. Difference between training and development. Pros and cons of training.
training methods for worker industrial safety
Training methods can be on-the-job or off-the-job. On-the-job methods include job rotation, coaching, and job instruction which provide hands-on learning. Off-the-job methods involve case study, role playing, lectures, and simulations to teach skills away from the work environment. The document discusses the advantages and disadvantages of various training methods organizations can use to increase employee skills and meet changing needs.
continuous professional development in nursing
The document discusses continuing professional development (CPD) for nurses. It defines CPD as an ongoing process to maintain and improve knowledge and skills throughout a nurse's career. The objectives of CPD are to keep nurses updated in their field and increase their abilities. CPD is important to provide safe, effective patient care and meet changing needs. It benefits both individual nurses through career advancement and organizations by maximizing staff potential. The document outlines various methods of CPD including work-based learning, professional activities, formal education, self-directed learning, and overcoming potential barriers.
Traininganditsmethod all
This document discusses various training methods, including on-the-job training methods like job rotation, coaching, and job instruction, as well as off-the-job methods like case study, role play, simulation, and lectures. It provides details on each method, including advantages and disadvantages. The goal of training is to increase employee skills and knowledge for performing jobs effectively through both practical, hands-on learning as well as formal classroom-style sessions.
Training and its method
This document discusses various training methods, including on-the-job training methods like job rotation, coaching, and job instruction, as well as off-the-job methods like case study, role play, simulation, and lectures. It provides details on each method, including what it involves and its advantages and disadvantages. The goal of training is to increase employees' skills and knowledge for performing their jobs effectively through both practical, hands-on learning as well as formal classroom-style instruction.
Human resource management
The document discusses orientation, training, and employee development. It defines orientation as providing new employees with background information to reduce anxiety and make them feel welcome. Training increases productivity and job satisfaction by keeping skills up to date. Common training methods include on-the-job and off-the-job instruction. Employee development involves ongoing training to enhance skills and stay current on new developments, and benefits both employees and employers.
Training of library personnel
Training of library staff is not an easy task. This presentation tells us about how to train library staff? what are their types & procedures? what type of factors influence the training?
Human resource management unit 3
Employee training involves assessing needs, designing instruction, implementing programs, and evaluating results. It can occur through formal classroom training, on-the-job training, e-learning, webinars, and more. Common types of training include new employee orientation, compliance training, soft skills development, and management or leadership development. Effective training transfers skills to the workplace and motivates learning.
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Importance of humor at Work
The importance of humor at work cannot be underestimated, as it has numerous benefits for both individuals and the overall work environment.
TIME LINE OF MONEY
Money has evolved significantly over human history, from early barter systems to various commodity currencies to modern government-issued paper and digital currencies. Early currencies included shells, cocoa beans, salt, stones and animal pelts. Precious metals like gold, silver and copper were later used to mint standardized coins. Paper money was first developed in China and later adopted more widely. Most currencies are now fiat money not backed by gold, though digital currencies like Bitcoin have emerged recently. The future may see a fully digital and potentially global currency as physical cash use declines due to technology advances pushing for a cashless society.
Telephonic interview guide
Phone screening is certainly one way to determine whether a candidate might be suitable for a role and therefore whether or not they should qualify for a face-to-face interview. But knowing what to keep an eye (or ear!) out for during a phone screening call could also prevent the odd catastrophe.
Employee Background Verification
When most people think of a background check, they think of a simple criminal history check. A background check is much more than that. It’s the process by which you find your best candidate by looking at criminal records but also education and employment history, civil records, references, and more. Each is a critical piece of the puzzle. A background check helps your company stay safe through a criminal history check. It helps ensure applicants can do what they claim they can through employment and education verification. It verifies applicants are who they claim to be and aren’t wanted internationally. Background screenings, background checks, pre-employment screenings—call them what you will, they are always there to help protect your company, your employees, and your clients.
Professional Ethics
Professionals work in a wide variety of settings and across many different industries including business, science, medicine, education, art, and public service. Many professions have Codes of Conduct that specify ethical behavior and expectations particular to that field. In addition, professionals must often make ethical judgments in their area of specialty that falls outside their specific Code of Conduct.
Professionals often need to apply moral reasoning to their interactions with co-workers, clients, and the general public. These resources offer insights that apply to a wide range of professionals as they seek to develop standards of ethical behavior in their careers.
Here we are pointing out some professional ethical standards
Employees First Day in Office
The first day for a new employee can be overwhelming, with a flood of new faces, introductions, and information to help them gain familiarity with their new environment. To help ease the new hire into his/her role, it is important to focus the first day on the employee’s individual work space, navigating the office itself, modes of communication, use of equipment, as well as office expectations.
Green Wind Solutions
Green Wind Solutions provides a wide range of services and solutions powered by the latest technologies and specialized professionals. They maintain high standards of ethical behavior and professional integrity. Their mission is to create added value and competitive advantage for clients by delivering excellence and building a mindset that can succeed in a complex, changing environment.
Sales Training
The document provides guidance on sales training and what makes a successful salesperson. It discusses that selling involves person-to-person communication to discover customer needs and match appropriate products/services to those needs. It outlines that salespeople need domain knowledge of their industry, products, customers and competitors, as well as skills like listening, questioning, identifying buying signals, and negotiating. They must have the right attitude of being confident, persistent, relationship-focused, and willing to change. The basic sales cycle is defined as listening to understand needs, analyzing and recommending solutions, handling objections, closing the sale, and building follow-up opportunities.
HR Audit from Green Wind Solutions
HR audit is an overall quality control check on human resource activities in a division or company and how those activities support the organization’s strategy. A human resource audit evaluates the personnel activities used in an organization. The audit may include one division or entire company.
Business Communication
Green Wind Solutions Pvt Ltd is a corporate consulting firm located in India that provides services related to wind energy. It can be contacted by phone or email, and additional information about the company and its services can be found on its Facebook page, blog, SlideShare profile, and WordPress blog.
Employee engagement
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
Customerservicegreenwind
The document provides an overview of a customer service training module from Green Wind Solutions. The training aims to help participants understand different types of customers, identify important customer service qualities, and learn how to create positive customer experiences. It discusses internal and external customers, key service attributes like accuracy and friendliness, and emphasizes the importance of proactive rather than reactive customer service. The summary also highlights how customer service is largely dependent on attitude and the importance of using caring, assertive communication with customers.
Conflict management green wind
Conflict is inevitable given the wide range of goals for the different stakeholder in the organization.
Lack of conflict signals that management emphasizes conformity and stifles innovation.
Conflict is good for organizational performance although excessive conflict causes managers to spend too much time achieving their own ends.
Green Wind Solutions training provides effective solutions to reduce organizational conflict
Customer care1
Green wind is offering a wide range of services and solutions which are powered with the latest technologies by specialized professionals. Green wind Solutions is a private limited company incorporated under the company Act in the cultural city of Kerala, Thrissur.We have lasting solutions in Corporate consultancy and have expert team for Training and developmental program
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QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
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查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
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Training Guide
- 1. TRAINING GUIDE Prepared By : Green Wind Solutions
- 2. WHAT IS TRAINING Training is a systematic process through which an organization’s human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance.
- 3. DIFFERENCES BETWEEN TRAINING, EDUCATION & DEVELOPMENT • Training is short term, task oriented and targeted on achieving a change of attitude, skills and knowledge in a specific area. It is usually job related. • Education is a lifetime investment. It tends to be initiated by a person in the area of his/her interest • Development is a long term investment in human resources.
- 4. A SYSTEMATIC APPROACH TO TRAINING Key Concepts in Preparing a Training Plan Before you train and develop people identify what: – They must know - before they can perform job – They should know - to improve performance – Would be nice for them to know – but not necessary to perform duties.
- 5. IMPORTANCE OF TRAINING • Maintains qualified products / services • Achieves high service standards • Provides information for new comers • Refreshes memory of old employees • Achieves learning about new things; technology, products / service delivery • Reduces mistakes - minimizing costs • Opportunity for staff to feedback / suggest improvements • Improves communication & relationships - better teamwork
- 6. BENEFITS OF TRAINING Most training is targeted to ensure trainees “learn” something they apply to their job. Be Smart
- 7. DO ORGANIZATIONS NEED TRAINING The answer is “YES” However, we must know the purpose and functions of training before we can use it.
- 8. ICEBREAKER: INTRODUCE YOURSELF Introduce yourself to the rest of the group and talk briefly about: • Your name • An interesting fact about Company • Why you are taking this training • What your interest is in the substance abuse field
- 9. TIPS FOR EFFECTIVELY PRESENTING IN PP • Use participants’ names • Face participants • Be aware of your timing: Stay on schedule • Use the power of your voice • Use non-verbal communication • Use examples as much as you can • Avoid simply reading the slides • Establish continuous eye contact • Refer to the pictures, graphics, & figures • Be aware of participants’ non-verbal signs • Encourage participation: questions, comments, examples, feedback, etc. Go straight to the point Make it easy Connect with participants!
- 10. WHAT IS IN THE SLIDES? Structure of the presentations: • Case studies • Learning activities • Questions and comments • Post-assessment • Thank you for your time!
- 11. THE ASK CONCEPT • If we follow the GAP concept, training is simply a means to use activities to fill the gaps of performance between the actual results and the expected results. • This GAP can be separated into 3 main themes 1.Attitude 2.Skills 3.Knowledge
- 12. RANK ASK BY DIFFICULTY TO DEVELOP IN PEOPLE • Attitude • Skills • Knowledge • Easy • Moderately difficult • Most difficult
- 13. TRAINING LOGISTICS• 1. Identification of suitable venue • 2. Booking of venue • 3. Specification of equipment needed • 4. Print Manual • 5. Registration of participants • 6. Confirmation to participants • 7. Seating Arrangements • 8. Catering requirements (if any) • 9. Copying of handouts and other training material • 10. Print Feedback Sheets • 11. Print Attendance Sheet • 12. Equipment checklist • Overhead projector • Flipchart • Whiteboard • Video visualizer • Data projector and computer set-up • Projection screen • Video Recording • DVD player • Internet link
- 14. THANK YOU “People are more likely to understand what they figure out for themselves than what you figure out for them” (Silverman, 1995)