Examples of training in the following topics:
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- Both the employee and the company benefit from training.
- How does one decide on a training system?
- The process begins with a training needs assessment.
- Designing and implementing the training systems requires the company to consider a number of things; the method of training, the material the training will deal with, who will provide the training, how to evaluate the effectiveness of the training, etc.
- Once on site, training takes the shape of training at any other branch of the company.
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- enhanced company image, e.g. conducting ethics training (note that this is not a good reason for ethics training!
- risk management, e.g. training about sexual harassment, diversity training (Duening & Ivancevich, 2003)
- Designing and implementing the training systems requires the company to consider a number of things; the method of training, the material the training will deal with, who will provide the training, how to evaluate the effectiveness of the training, etc.
- Technical training: specialized training that focuses on a specific need of specific employees.
- Once on site, training takes the shape of training at any other branch of the company (see "Training methods" section).
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- On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use once they are fully trained.
- Off-the-job training has the advantage in that it allows people to get away from work and concentrate more thoroughly on the training itself.
- A more recent development in job training is the On the Job Training Plan or OJT Plan.
- The sponsors of training and development are senior managers.
- The clients of training and development are business planners.
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- Effective training and coaching of a firm's sales force can help it outperform competitors.
- Training and development is now a key factor used to measure personal selling.
- Effective training programs includes group role-playing.
- Management should also take time to train all employees in their product offerings.
- Explain how training programs are used to measure the impacts of personal selling
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- Cross training involves workers being trained in tangent job functions, while job sharing involves two people working together on the same job.
- Cross-training in business operations involves training employees to engage in quality control measures.
- Employees are trained in tangent job functions to increase oversight in ways that are impossible through management interactions with workers alone .
- Increases the employability of staff who have the opportunity to train in areas outside of their original responsibilities
- Workers on an assembly line, who normally do a single task, benefit from cross-training to develop their skills and be able to work on a variety of areas.
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- Train A is traveling towards B at $50$ miles per hour and train B is traveling towards A at $80$ miles per hour.
- At what time will the two trains meet?
- Since train B is $325$ miles away from train A initially, its position is $(0,325)$.
- Since train A is traveling towards train B, which has a greater $y$ value, train A's rate of change must be positive and equal to its speed of $50$.
- The two trains meet after $2.5$ hours.
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- In the current Western artistic tradition, artists typically train at an art school or institution.
- Training in the visual arts has traditionally revolved around the apprentice system.
- In the current Western artistic tradition, artists typically train at an art school or institution.
- In addition, artistic training is often taught in elementary school, and is valued as a tool to enhance technical abilities and creativity.
- Artists today spend many years learning and training in their various disciplines.
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- A core function of human resource management is development—training efforts to improve personal, group, or organizational effectiveness.
- Human resource development consists of training, organization, and career-development efforts to improve individual, group, and organizational effectiveness.
- Talent development refers to an organization's ability to align strategic training and career opportunities for employees.
- What this essentially means is that human resources departments, in addition to their other responsibilities of job design, hiring, training, and employee interaction, are also tasked with helping others improve their career opportunities.
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- Experience, training, and associations and connections are all important factors that can boost credibility.
- Do you have any formal or informal training that relates to your topic?
- Relevant training programs and credentials include academic degrees, professional certifications, classes, conferences, and personal research.
- Even if your training isn't directly related to your topic, there may be an indirect connection.
- Don't feel obligated to stretch your story if it really doesn't fit, but also don't rule out training experiences that are out of your current field.
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- Ethics training inside corporations is aimed at helping employees address the moral dimension of business decisions.
- Training for ethical decision making can include workshops, guest lectures, and manager/employee discussions.
- Most ethics training focuses on clarifying and communicating an organization's ethical code so employees understand what is expected.
- Some ethics training will also cover the resources available to help employees when they face an ethical dilemma or suspect that someone in the organization has made an ethical breach.
- Recognize the value in ensuring that managers are trained in business ethics and legal standards, particularly in light of the growing complexity of legal factors