Sample Resume : Training Consultants

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

A person with the right personality and attitude can influence other 's, and I feel I 'm a great example of that. My personal ambition to reach new heights has also motivated me to apply for the staff position on Skyblocky.​

The main duties of a Certified Nurse Assistant are to take of the patients under supervision of Registered Nurses and Doctors. Assisting patients with daily chores like dressing, feeding, and monitoring activity are the main responsibilities. With so much time spent with the patients, CNAs often develop close relationships with many people.

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Reevaluation of Walmart’s training is necessary and is supported by current research which finds that there is a link between training and expect organizational and human resource outcomes. Research find that “that companies that conduct training are more likely to have more positive human resource outcomes and greater performance outcomes” (Noe, 2013, p. 234). By determining who needs training, the skills and knowledge that needs to be taught, and the timeframe the training needs to be completed in, the training can be tailored to meet the needs of the company as well as its employees.

New Kids on the Block is a book and a retail customer service organization with more than 30,000 employees. Within the organization, roughly 5,000 employees are serving as the heart of NKOTB, they are the “Customer Service Representatives”. Directors for the customer service center suggested that supervisors are not managing the call center representatives suitably and have failed on meeting company goals; they feel this could be due to lack of skills provided by insufficient training. Before the organization experiences loss of market share and profit, NKOTB would like to hire a consulting group to assist in a training development plan for revision on new and improved customer service skills for the call center. NYCMP Consulting places the needs of NKOTB as our highest priority and we would like to introduce a proposal for an efficient program that can prepare supervisors with the best leading skills to fulfill the vision of the company. As an

The objective of this training is to impart knowledge, references, and key concepts to new corporate trainers that will increase their effectiveness in a Training & Development (T&D) department. This will be accomplished by answering five key questions:

My name is Mapuor Pur, a HR manager at Veteran Affairs Office of Personnel Management (VAOPM), and my role is to create, sustain and develop high-performing workforce by leveraging diversity and empowering VA`s employees to achieve superior results in services, leadership and coaching to our Nation and its Veterans at large. The purpose of VA agency as it mission is to build a diverse workforce with inclusive workplace that delivers the best services to our Nation’s Veterans, their families, and beneficiaries. VA`s office of personnel management`s vision is to value professional hiring, develop effective managers as well as inclusive program adheres to the Department’s core values of integrity, commitment, advocacy, respect, and excellence in employees performance (Veteran Affairs, Report, 2012). My responsibilities are to fulfill the diversity and inclusive program’s mission and vision base on VA Office of Personnel management`s goals:

In conclusion, while conducting this review, I found that this chapter offered many tools that can be utilized to develop an effective training plan. While any form of employee development is beneficial, mentoring and coaching have proven to be very effective. By offering these volunteer programs, it allows all parties involved, the mentor,

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

Figure 1, represents the community of stakeholders for Just Country Australia (JCA) and identifies three key stakeholders having the greatest influence on the organisation namely its suppliers, major retailers and senior management.

Technical certifications are generally a proctored exam in a specific area of the IT industry that are meant to show that you understand the subject matter. So why take a certification test? The tests to certify can be costly and this is usually after taking a class or online training, so why would an IT professional or student want to take a certification test? There are many reasons and most of them are to get a good job. As an IT professional a person may want to move up the ladder and get a better position or switch career paths and get into another area. As a student technical certifications are useful on a resume because you may not have the work experience an employer is looking for. With the technical certifications you can show a potential employer that you know and understand the subject matter. It shows that you have a degree of credibility and skill in the focus area of the certification. A certification may also give you an edge on the competition. If you apply for a job that doesn’t require a certification you may get the job over another applicant that does not have it. The last reason for getting a technical certificate is for personal development. You may want to learn a new skill or brush up something you haven’t done for a while.

Communication skills are a critical component of any career field, its main purpose is to transmit a message so that it is clear. Communication can be used to

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.