The Importance Of Training Courses In The Department Of Family And Protective Services

In many occupations, employees are required to take continuing education and skill development courses throughout their careers, creating demand for workers who develop and provide training materials.

Before taking this class or completing my service learning with Child Protective Services (CPS), I really had not had any experience with CPS. I just made the assumption that the agency was biased and flawed based on the experiences other people had with CPS. I also did not think it would be a place that I would want to work because I did not want to work with children, although now I realize that was a really unfair opinion I had of the agency. I also thought a lot of people abused the service because I had heard a lot of stories of people calling CPS on each other out of spite. After learning about CPS and being able to observe what the agency does, I do realize the agency is not what I thought it was. I also realize

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

The outline shows the sequences of the courses required after the student has earned the “Associate of Arts plus the general education courses, upper division common core courses, concentration area courses, area electives, and capstone course (http://palmbeachstate.edu).” The outline would be similar to a goal setting, as stated by Uhl-Bien, Schermerhorn, and Osborn (2014), “goal setting is the process of developing, negotiating, and formalizing the targets or objectives that a person is responsible for accomplishing (p. 112).” My degree goal is a formula of college courses that needs to be accomplished in a specific order. If I do not have the printed document course outline in front of me or have the Bachelor of Applied Science Website link open on my computer, I will not know the next course that I would have to register for the upcoming semester. I think that on the Palm Beach State College Website for “Search for Classes,” there should be section for the student to click on the choice of the college degree the student is seeking. The college does offer choices to the student to search for a course by “term, session, campus, course title, course ID/number, the instructor name, days of the week, the start time and end time for the class, alternative instructional method, and subject area (http://palmbeachstate.edu).” If there was a section below the “subject area,” maybe it can be identified as degree seeking area, then the sequence of the courses will come up for student to see which course would be the required to register for the upcoming semester. This would be the only area that I see that would be necessary, and at this time, I do not see any area that should be

Comment: Others trainings needed are: training on tools to make decisions, activation of backup personnel, what is EM Resource and how to have

Leadership is the hallmark of any prominent business school. The pedagogy employed at a prominent business school equips its graduates for success and provides a standard of excellence to which peer institutions aspire. The following two initiatives are designed to extend the leadership and influence in business education.

When taking college courses it is important for students to be well informed. Without knowledge, students are not able to take full advantage of course catalogs. Course catalogs include all of the courses offered and the terms in which they are offered. Students should read the course catalog, usually provided in a book format. It can be helpful when planning college courses for the duration of a student’s time at a particular college. Colleges and universities promise this courses will be available for certain terms.

According to Rittschof and Fortunato (2016), there has been little research conducted about the correlation between child protective service worker burnout rates and supportive supervisors and leadership personnel. The objective of this quantitative scholarly article is to inform the reader of the high turnover and burnout rate among child protective service workers. This article also includes information about the areas of growth that need to be improved upon in this department of social services. According to Rittschof and Fortunato (2016), leadership, management, and supervision are huge factors in the success and retention rate of child protective service workers. This article specifically pinpoints, through data analysis, the correlation between effective and positive transformational leadership and its impact on child protective service worker performance (Rittschof and Fortuno, 2016).

You may have already seen the news article on the DHS Infonet regarding DHS child welfare training program receives approval for veterans to use G.I. Bill® education benefits. However, I am forwarding the article to you which was recently featured in the TulsaWorld that highlights CWS II, Kris Biddle, in more detail.

The first step in developing an effective evaluation plan for any training program or other educational endeavor is to establish what specific learning outcomes the program or education is supposed to provide (Spaulding, 2009). At the Portsmouth Naval Shipyard, the fifty employees that will be evaluated probably have a range of knowledge and skill information related to the proper method for recording and reporting as well as actually performing various aspects of their jobs. The program evaluation can take the form of simple computer-based testing for certain learning outcomes, but should probably include some practical observation and analysis, as well (Kirkpatrick, 2008;

Participants will be enrolled in Entergy’s formal leadership development program and they will be required to repeat this two-year program every five years

Trainees will be asked for feedback in the form of criterion-referenced test and performance tests. Also, Kirkpatrick 's Four-Level Training Evaluation Model will be utilized to evaluate and assess overall training. The four levels are reaction, learning, behavior and results (Mind Tools, 2015). Reactions can be assessed directly after the training is complete in the form of questionnaires, surveys, or feedback forms. Questionnaires would be a good short term method for ensuring the training plan has translated into desired performance. It is quite simple and low cost to gather employee reactions this way in a group setting. It is important that employees provide constructive feedback when recounting their training experience to coworkers who are determining whether or not to undergo the same training. The company should make sure that trainees were not troubled or dissatisfied. The questionnaires should be given out every day towards the end of the conference.

Given that many organizations view training as a way to gain competitive advantage, and considering the costs associated with training development and implementation, it’s important that trainees learn the necessary knowledge and skills and transfer what they learned to the job successfully.

i. What are the major purposes of training and development, and what key internal and external influences impact on training?

tatement ..................................................................................4 1.4 Objectives of the study.............................................................................5 1.5 Research Questions .................................................................................5 1.6 Relevance of the study .............................................................................5 1.7 Scope and limitations of study...................................................................6 1.8 Chapter disposition ..................................................................................6 CHAPTER 2: LITERATURE REVIEW................................................................................8 2.1 Overview of Training ................................................................................8 2.2 Training..................................................................................................9 2.2.1 Importance of training.........................................................................10 2.2.2 Best ways to develop training programs ................................................ 12 2.2.3 Determining training needs ..................................................................12 2.2.4 Training Objectives and Plans ...............................................................13 2.2.5 Evaluating training programs................................................................ 14 2.2.6 Types of training