Refresher Skills Lite Training Case Study

Employees are unaware of which policies and procedures are current and have not received training on them in 2 years

Jeri Harlow provided a recap of the meeting held Tuesday, May 22nd, by Kerry Knott. The group was asked by Jeri to please go around the table and repeat what they got out of the training on Tuesday. They are listed below:

Training plans need to support the goals and objectives of the company while also following established policy and procedures. Four guidelines are offered for training professionals on planning collaborative interventions that are more likely to affect business objectives are develop a theory of impact, reframe the point of evaluation from proof of evidence, isolate the effects of training, and establish accountability for training (Bernardin & Russell, 2013). Naturally, the training plan for customer service representatives will include the methods of how to perform the expectations of the position. Of course, the instructor should set the tone of training at the beginning for the importance of providing superior customer service while

Currently, I provide assistance with the oversight and coordination of the Business Programs Division’s recruitment efforts for the Resources and Training Section. These tasks include: scheduling interviews, updating the recruitment interview activity logs, schedule logs and the Exam and Online Certification System (ECOS). My attention to detail and accuracy is critical for these new tasks to ensure that the Resources and Training Section is maintaining accurate tracking information for all interaction with candidates. Other tasks include distributing the Business Programs Division’s Lab report from the Human Resources Division, creating general work labels for each unit and distributing name plates for staff and students within the Business Programs

The approach that a company takes when it comes to training the personnel is important making the wrong decision could be costly and the personnel not understanding the concept of what is being taught to them and the outcome is not what the company expected. As individuals are different so are their learning styles while some would like a classroom setting so they can ask a question at the time others may want online training and this could be due to their work schedule. Just as selecting the teaching method having the correct instructor is important also, just because the company decides to use a credited institution does not mean that they could not get the same quality of training from a consultant (Whitman & Mattord, 2014).

Structured retraining programs such as the Attention Process Training have both strengths and weaknesses. Firstly, these programs consist of a well organized approach to focus on specific areas of attention (i.e, sustained attention, attention switching and divided attention). This provides the clinician with the ability to improve specific areas of attention deficit. Secondly, this training consists of a hierarchy where simple attention tasks are implemented first, gradually getting more demanding as the training progresses. This can me done using the same attention task or switch between task, for example, a divided task, to a attention switching task. In doing so, the clinician has the ability to enhance the clients attention span while

Thanks to the need to improve practices in corporate training, and education personnel wanting to become theoretically sound, the Whole-Part-Whole Learning model was created. Combining theory and the best practices in the design of learning programs, the model reflects our natural rhythm of whole-part-whole learning. The model can be used for many different types of training, from a coaching perspective to a managerial mindset.

In this paper, we will be discussing some recommendations that employers should provide in terms of training for anger management problems that employees may have in the workplace. The recommendations that we will be discussing are: Cognitive Behavioural Therapy, Cognitive Restructuring, Communication Assertiveness, and Employee Assistance Programs. We will be discussing the positives and negatives of anger management training in the workplace, and we will also discuss whether or not employee skills improved after receiving training in the workplace. In order for organization to be as successful as possible, employees and management need to know how to properly manage anger in the workplace in a healthy manner with each individual and the

During the year 2016-2017, CHDs submitted a customized 3-year work plan; CHD planners had the flexibility to adopt the suggested work plan or choose a different year of completion for the deliverables, because the new set of CHD Preparedness Expectations included activities that may have been completed previously or were taking place at that time. Based on the period of

As a new hire at Skanska, it is a requirement to take several courses. The new hire will receive access to the Skanska Learning Center and go to “My Pending Training” to complete the required training. Most of these mandatory courses need to be completed within 15 days of the start date at Skanska.

a) The training on sexual harassment within the workplace is intended to increase awareness on the issue, and to provide instructions on how to prevent such events from taking place. The importance of anti sexual harassment methods is of great importance to companies with large numbers of employees where such issues tend to be more frequent. This training is also intended to help harassed employees know what to do when confronted with such issues.

Based on the data outlined in the three documents provided (County Health Department Preparedness Expectations, 2016-2017 County Health Department’s Preparedness Expectations Summary, and the Monthly Budget Report for County Health Department Expenditures of Preparedness Funds), it is recommended that the Unit target its technical assistance resources during the 2017-18 fiscal year with a two pronged approach: one for the ten County Health Departments (CHD) that failed to achieve one or more of the four Annual Deliverables last year (i.e., deliverables: 3, 9, 30 and 31); and another for those that failed to meet the two Quarterly Deliverables (i.e., deliverables: 8 and 10).

During the year 2016-2017, CHDs submitted a customized 3-year work plan; CHD planners had the flexibility to adopt the suggested work plan or choose a different year of completion for the deliverables, because the new set of CHD Preparedness Expectations included activities that may have been completed previously or were taking place at that time. Based on the period of completion, the workplan categorized the deliverables as follows:

In order to create a successful training program, ConAgra Foods has to have analyzed their organization, personnel, and tasks to ensure what kind of training is necessary. After, assessing the organization 's needs, it 's clear ConAgra Foods main objective for its new training program is to focus on providing its sales team with new skills; so every one of its salespeople “know their product lines and customers so well they can serve as trusted advisors” (Noe et al., 202). This means each employee needs to be trained in understanding financial data and how sales affect ConAgra’s profits. To accomplish this goal, the company has opened up a system to share training resources in hopes of meeting each individual 's needs. To track employee

Being friendly and bubbly and getting to know each individual client, is the secret to setting the right atmosphere with them. It will help the young person to feel relaxed and also - enthusiastic about starting their training. I need to try and make it clear that I’m not another teacher telling them what to do; but am ‘partnering’ with them to help them to reach their fitness goals.