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HRM617 - Training and Development Mid Term Paper and Final Term Paper

An individual development plan is prepared by the employee in partnership with his or her supervisor. The plan is based upon the needs of the employee, the position and the organization. A good individual development plan will be interesting, achievable, practical and realistic. It is implemented with the approval of the employee's supervisor.

TRAINING & DEVELOPMENT Competency 3040.1.1: Needs Assessment – The graduate explains the need for training and development within the context of the strategic success of an organization. Competency 3040.1.2: Program Management – The graduate manages training and development programs to ensure the workforce has the necessary knowledge, skills, abilities, and other characteristics to meet present and future organizational needs. Competency 3040.1.3: Program Evaluation – The graduate utilizes best practice to ensure that training transfer occurs and training programs are accurately evaluated. TASK 1 Introduction: In todays hyper-competitive business environment, an organizations sustainable competitive advantage is derived largely from intangible assets: human, social, and intellectual capital. Intangible assets are produced by skilled, capable workers. Human resource professionals enable current and future organizational competitiveness by ensuring that people with the skills, knowledge, and abilities needed to produce these resources are in adequate supply. This is accomplished through employee training, talent management, and performance management. As a human resource professional, your ability to effectively plan and implement employee training, develop talent management programs, and facilitate performance management will directly contribute to your organizations success. Scenario: You are the newly appointed director of training and development for a mid-sized construction company operating in five states in the northeastern United States. Although you have been on the job for only a short time, a project requires your immediate attention. One service provided by your company is residential roofing installation, repair, and replacement. Each job is performed by a crew consisting of an on-site supervisor (see the document Exhibit 1: Position Description for Roofing Supervisor attached) and semi-skilled and unskilled laborers, many of whom are college students working summer jobs and seasonal workers with limited English speaking skills. Although construction work is inherently dangerous, your company has experienced three serious on-the-job accidentsone fatalon roofing jobs in the past month. An accident report from an Occupational Safety and Health Administration (OSHA) inspector identified numerous safety violations that could have contributed to the accidents (see the document Exhibit 2: Injury and Illness Incident Report attached). Senior management has directed you to plan and implement a mandatory training program on workplace safety for all roofing supervisors. While you control the training programs design and implementation, management has stipulated that the training should be comprehensive and each supervisor receive 30 hours of training. Because roofing work is performed only in warm weather and supervisors receive an attractive monthly bonus based on the number of roofing jobs completed to a clients satisfaction, you suspect that some supervisors may resist attending the training session. Requirements: Write a paper (suggested length of 812 pages) in which you do the following: A. Conduct a needs assessment for the roofing supervisor safety training program by doing the following: 1. Justify the use of a needs assessment in the safety training program, a. Include three advantages of conducting a needs assessment prior to designing the training program. 2. Discuss three reasons why companies may decide not to perform a needs assessment. 3. Identify three stakeholder groups that should be involved in the needs assessment. a. Explain why each stakeholder group should be involved in the needs assessment. b. Describe the method used to gather information from each stakeholder group. i. Identify one advantage of each method selected to gather information from the stakeholder groups. ii. Identify one disadvantage of each method selected to gather information from the stakeholder groups. 4. Analyze four safety skills gaps/training needs of roofing supervisors by comparing the document Exhibit 2: Injury and Illness Incident Report attached and the document Exhibit 1: Position Description for Roofing Supervisor attached. a. Identify four safety-related learning objectives to incorporate in the training program based on your needs assessment. i. Identify one safety-related learning or behavioral change that should result from each learning objective identified in part A4a. Note: A total of four learning or behavioral changes at minimum should be identified. b. Identify one non-safety-related skills gap for roofing supervisors. i. Explain how this non-safety-related skills gap may have contributed to the accidents. 5. Describe two strategies that may improve training transfer at each of the following stages of the training process: a. before training takes place b. during the training program c. after training takes place B. Develop a comprehensive training plan for the roofing supervisors safety training program by doing the following: 1. Identify two effective delivery methods for the safety training program. a. Justify your choice of delivery methods. b. Identify sites or facilities where the training should take place, based on your chosen delivery methods. 2. Recommend using either internally designed or externally designed training programs for this project. a. Justify your recommendation of design type. 3. Determine who should facilitate the safety training to the roofing supervisors. a. Justify your choice of facilitator(s). 4. Describe a process for pilot-testing the safety training program before delivery to all roofing supervisors. 5. Recommend two effective strategies for motivating roofing supervisors to effectively participate in the safety training program. C. Describe effective strategies for training program evaluation by doing the following: 1. Explain the importance of evaluating training programs using all four levels of evaluation (i.e., reaction, learning, behavior, results). 2. Describe one tool or method for evaluating post-training changes in supervisors learning or behavior for each learning objective identified in part A4a. Note: A total of four tools or methods, at minimum, must be described. a. Describe two specific, concrete examples of what behaviors must be demonstrated by the roofing supervisors to indicate that change has or has not occurred. D. When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes: Author Date Title Location of information (e.g., publisher, journal, or website URL) Note: For definitions of terms commonly used in the rubric, see the Rubric Terms web link included in the Evaluation Procedures section. Note: The use of APA citation style is encouraged but is not required for this task. Evaluators will offer feedback on the acknowledgement of source information but not with regard to conformity with APA or other citation style. For tips on using APA style, please refer to the APA Resources web link found under General Information/APA Guidelines in the left-hand panel in Taskstream. Note: No more than a combined total of 30% of a submission can be directly quoted or closely paraphrased from outside sources, even if cited correctly. Web Links: The following web links provide information about Occupational Safety and Health Administration (OSHA) requirements and resources for workplace safety. This information may be helpful in completing the projects in this performance assessment. FILE ATTACHMENTS: Injury and Illness Incident Report link opens in new window Position Description for Roofing Supervisor link opens in new window WEB LINKS: 1. OSHA Forms for Recording Workplace-related Injury link opens in new window OSHA Forms for Recording Workplace-related Injuries and Illnesses 2. OSHA Homepage link opens in new window 3. OSHA Outreach Training Program link opens in new window 4. OSHA Outreach Training Program link opens in new window OSHA Outreach Training Program for the Construction Industry TASK 2 Introduction: In todays hyper-competitive business environment, an organizations sustainable competitive advantage is derived largely from intangible assets: human, social, and intellectual capital. Intangible assets are produced by skilled, capable workers. Human resource professionals enable current and future organizational competitiveness by ensuring that people with the skills, knowledge, and abilities needed to produce these resources are in adequate supply. This is accomplished through employee training, talent management, and performance management. As a human resource professional, your ability to effectively plan and implement employee training, develop talent management programs, and facilitate performance management will directly contribute to your organizations success. Scenario: You are the newly appointed director of training and development for a mid-sized construction company operating in five states in the northeastern United States. Your company plans to expand operations in the future, a move which will increase the need for new supervisors and middle managers. Internal staffing, or promotion from within the companys existing workforce, is the preferred method of filling managerial and supervisory positions. However, because performance management of first-line supervisors and high-performing construction employees has always been informal, sporadic, and non-standardized, the company does not currently possess formal, legally defensible evidence indicating which employees are good candidates for promotion. The current reward system for supervisors gives performance-based bonuses only on the number of roofing jobs completed to the clients satisfaction. You have been directed to develop an improved performance management process for construction supervisors and laborers using your knowledge of best practices in performance management. Requirements: Write a paper (suggested length of 510 pages) in which you do the following: A. Describe best practices for setting employee expectations. 1. Explain which performance outcomes (i.e., goals or standards) should be used for construction supervisors and laborers. 2. Identify three characteristics of employee performance expectations that conform to best practices. B. Recommend best practices for performance management of roofing supervisors by doing the following: 1. Describe one best practice/benefit for each of the following elements of performance evaluation: a. observation b. coaching c. feedback 2. Explain one specific policy that employs the best practice described in parts B1ac for each of the following elements of performance evaluation: a. observation b. coaching c. feedback C. Describe best practices for formal, legally defensible performance reviews by doing the following: 1. Identify four problems or biases that can produce errors in performance observation and evaluation. a. Recommend one specific strategy used to manage each of the problems or biases identified in part C1. 2. Describe five characteristics of a legally defensible performance appraisal system. 3. Recommend one party that should contribute information to the performance appraisals of supervisors and laborers, based on your understanding of legally defensible performance appraisals. 4. Recommend three strategies for conducting an effective performance review session. D. Discuss strategies for using rewards/incentives to encourage positive employee performance by doing the following: 1. Explain how the current reward system for supervisors could undermine the planning and implementation of a formal performance management system. 2. Identify two modifications to the current reward system that could motivate supervisors and managers to effectively observe, document, and evaluate employee performance in a formal performance management system. 3. Recommend two strategies that could encourage construction laborers to accept constructive criticism and use it to improve their work performance. E. When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes: Author Date Title Location of information (e.g., publisher, journal, or website URL) Note: For definitions of terms commonly used in the rubric, see the Rubric Terms web link included in the Evaluation Procedures section. Note: The use of APA citation style is encouraged but is not required for this task. Evaluators will offer feedback on the acknowledgement of source information but not with regard to conformity with APA or other citation style. For tips on using APA style, please refer to the APA Resources web link found under General Information/APA Guidelines in the left-hand panel in Taskstream. Note: No more than a combined total of 30% of a submission can be directly quoted or closely paraphrased from outside sources, even if cited correctly.

Training and Development Paper - Term Paper

Read this essay on Training and Development Paper

Term Paper on Training and Development | Your Term …

Both business relationship management (BRM) professionals and iterative development practitioners are frequently faced with the same question: “Do we really need both BRM and Agile? Can you find a way to tweak your team and have them do both?”

The purpose of a Training Plan is to identify the work to be carried out to achieve agreed objectives. Training Plans should be drawn up to identify long term (4 years) objectives as well as short term plans for the forth coming season. For the rest of this topic I will concentrate on the development of the short term annual Training Plan. In its simplest form the plan could comprise of a single, A4 sheet identifying the overall plan for the year, and more detailed weekly plans identifying the specific activities the athlete is to carry out.

Training and Development Research Paper - 2596 Words

you use willlead to effective training and teaching. This Toolkit strongly recommends thatyou follow a participatory approach to curriculum development since this willbring about the best results, and lead to real learning.

Training and Career Development Paper Employee training and development is the key to ..

The best model of a successful term paper writing is a free example term paper on training and development written by an experienced writer which offers students good help and tips concerning high-quality paper writing. Often students do not need anything to prepare a good paper themselves but a good free sample term paper on training and development in the web which illustrates all the moments and important points of paper writing.

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Training & Development – Task 1 &2 – Rush Term Papers


A Term paper On Training & Development of Employees …

Moreover, in order to make training effective the applicant should already be talented and possess the majority of the required skills. That is why a smart boss who hires an applicant for work should be able to predict his abilities to work properly and make contribution into the development of the company; determine whether he suits the position and will work effectively. A successful term paper should be properly researched and the problem under investigation has to be analyzed well. A student will have to read much about the topic, look through various reliable literary sources to improve his knowledge and brainstorm interesting ideas about the problem. A student has to demonstrate his knowledge and professional skills and introduce good methods and ways of training and development which can make the process faster and cheaper.

The terms training and development are often ..

Experienced managers create short courses which teach the basis of the working standards and an employee is ready to work in no more than two weeks. The main problem of the process of training and development is time. Evidently, it is not cheap to teach novice employees required skills and spend money on their development. If the number of such worker is high, the company loses much money and resources. That is why bosses employ the best psychologists and managers who create brief courses and prepare professionals in the shortest terms.

Training and Development - College Term Papers

Note: Wikipedia and other Websites do not qualify as academic resources.•Analyze concepts, meanings, and trends in training.
•Justify the importance of aligning training with organizational strategy.
•Evaluate theories associated with learning, motivation, and employee performance.
•Use technology and information resources to research issues in training and development.
•Write clearly and concisely about training and development using proper writing mechanics Are you looking for a similar paper or any other quality academic essay?

Free term papers & essays - Training and Development, Business

This notice updates and replaces the previous notice, , released January 25, 2007. The Ruth L. Kirschstein National Research Service Award (NRSA) institutional training grant, NRSA fellowship, and career development Funding Opportunity Announcement s (FOAs) listed below have expiration dates prior to the anticipated conversion of these programs to electronic submission (see ). However, the date of conversion of these mechanisms has been delayed (see: ). Due to the upcoming receipt dates for several FOAs using these mechanisms, their expiration dates are being extended until January 8, 2010. The participating NIH Institutes and Centers will continue accepting paper applications in response to the below listed FOAs (see: ) until these mechanisms are converted to electronic submission via , and the use of the SF 424 Research and Related (R&R) forms. Updates on the status of the transition to electronic submission are posted on the .

Important Note: Because some of the extended FOAs may not have the latest policies incorporated within them, applicants must consult the NIH Training and Career Development website for a comprehensive listing of programs and policies, see: .

NRSA Institutional Training Programs:

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