3.1. Training program The training program comprised a mix of introduction, demonstrations, videos,

This document will serve as a guideline on the use of electronic communications and addresses major issues such as; email and cell phone usage, best practices, how we define appropriate use of email and cell phones in the workplace, the effective use of email as a business tool for internal and

Schmitke stated in her interview that “Our team knows that I check my email daily and they can readily get ahold of me through this method. Email also allows me to send important music files to the team that they can print off at home, and our church office uses email to send me documents to review for the ministry. I also use email as a scheduling device to set up practice times for smaller music ensembles and have used it to schedule piano lessons with a former student who has now graduated” (Schmitke). While email has many uses, differences across various applications can be seen while investigating its features.

Training and development are an essential part of any human resource (HR) department. One manner this can be done is through a training needs assessment, which provides the goal of helping to improve employee job performance. A training needs assessment is broken into three specific areas: organization analysis, task analysis, and personal analysis. The first area deals with what type of environment, strategies, and resources are needed to help determine where to emphasize training. The second deals with what kind of activities are needed to be performed in order to determine the KSOAs needed. While the third area is used to understand what the specific performance, knowledge, and skills base are needed to help ensure the right individuals receive training (Snell & Morris, 2016, pp. 264). This third area is important, because not every employee needs to be trained on the same thing which can save resources for the

The author of this research report also worked alongside these individuals during the training process leading up to the final assessment. So in this section will include personal observations and

implemented, focused mainly on the recognition and avoidance of negative thoughts and behaviors related to drug use. Skill building is individualized with the purpose of breaking old habits and learning ways to cope with thoughts and behaviors. (American Psychiatric Association, Work Group on Substance Use Disorders. Practice guidelines for the treatment of patients with substance use disorders: Alcohol, cocaine, opioids. Am J Psychiatry 152(suppl):2-59, 1995.)

We proposed to use the four levels of learning evaluation: Reaction, Learning, Behavior and Results for all training program. We plan to develop evaluation survey that trait to answer the following question: Reaction: How was the training overall? What did participants like and dislike?; Learning: What knowledge and abilities did participants learn at the training?; Behavior: How have participants applied the skills they learned? And Results: What was the effect on the agency or organization?. We plan to evaluate the Program Recruitment, Enrollment trainee, and Completion of training for feedback and identify weaknesses and provide suggestions for program improvements.

Email is one of the most disruptive tools that professionals use daily. In this technologically advanced world, most companies use email as the main source of communication to send messages, word documents, images, and other files. The use of e-mail has even surpassed the use of verbal communication in many organizations (MacNevin, 2007). The problem starts with the culture surrounding email. People feel the need to respond to an email the second it arrives (MacNevin, 2007). This disruption is a serious problem for the employee 's and company 's well-being, costing both valuable resources to manage.

In order to judge the effectiveness of a certain training program, we need to make sure that the participants gained the intended skills and realized the importance of such skills in improving the workplace. Also we need to discover the obstacles that prevented the participants from developing such skills after taking part in the training program.

Team E will discuss all the different types of training tools and modules. In this paper team e will discuss the needs assessments, training methods, and training evaluation strategies. Mr. Stonefield will be able to effectively provide training materials and safe work practices for all employees.

Employee training revolves around building strong teams, establishing rules, and connecting with the company. To measure this, a previously used composite measure of questions would be used that ensures content validity. These questions will have five response options that go from strongly agree (6) to strongly disagree (1) (Chiang, Back, and Canter 2005: 105). Some questions have the answers of: always (5), usually (4), sometimes (3), rarely (2), never (1) (Chiang et al. 2005: 105-106). The responses to each of questions are then averaged to create a scale, and a higher value means the more impact employee training has had on the individual. This approach is preferable because there will be an understanding of the impact training has had on the thoughts of employees. There are no drawbacks.

In organizational level, a successful Human Resources Development program makes the individual to carry out a higher level of work. In these settings, Human Resources Development is the sketch that accents on the organizations aptitudes at the first stage, training, and then developing the staff, through teaching, to please the organizations long-term requirements and the individuals’ career objectives and add value to their present and future

For HRD professionals to be seen as business partners the training program must be beneficial to the business, solve problems, and open opportunities and they must all be clearly visible and understood by management. The end results for any training program must be articulated before it even begins. Take into consideration the cost per employee should be calculated management must see if their budget will allow it and they must determine if it is needed or what benefits it would have. Data should be provided to managers to help them see a picture that the anticipated outcome has been achieved.

With this training program, we have for several years produced effective GTAs for our undergraduate classes, both in small classroom discussions and in chemistry laboratory instruction. The program evaluations provided overwhelmingly favorable feedback (see Fig.1). Within the six major training categories evaluated, three categories had no negative evaluations. The other three groups provided 97% favorable or neutral evaluations, with a maximum of 3% for poor evaluations. Surpassing our initial expectations, the results of these evaluations strongly support our conclusion that we have achieved the goals of the training program.

Training and development programs are introduced to organizations to improve the knowledge, skills, and abilities of employees. In addition, development and training programs are essential for an organization to successfully train and educate their employees. The quality and variety of the training companies provide is key for motivation. Reasons for training range from new-hire training about your operation to introducing a new concept to a workgroup. Quality training and development programs are essential in keeping the staff motivated about learning new concepts and keeping the department profitable.

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