Training Program Executive Summary Management Essay

Training Program Executive Summary Management Essay The Leadership Training program for z-Vision Incorporated is describes the process of the training program being design and how the training officer planned for it. This training program considers the impacts of business process changes for the eyewear industry and z-Vision Incorporated employees and provides a framework to equip and prepare end-users with the skills and knowledge necessary to perform efficiently in their respective to-be roles in the new business environment resulting from the implementation of this training program. Employees to be Train This Leadership Training program is designed for all the store managers. Objectives for the Training The main objective for the training program being designed is to ensure each store managers can be able to conduct training of staff in their respective store. In the mean time, its also to enhance their knowledge and skills in daily management for their respective store. Budget for the Training The total budget for the three days leadership training program is $ 36,000. In terms that each day of training need $12,000. Learning Evaluation Approach Once the training program has finished there will be a learning assessment will be conduct to the trainees and trainers to overview the training result. The evaluation results will be analyzed to determine if adjustments need to be made in the training approach and/or materials in order to maximize the learning environment for trainees. Table of Content 1.0 Introduction This report is written to provide suggestion for training officer at z-Vision Incorporated. And it is prepare a comprehensive Report to the management on the importance of training and proposed Training Plan for z-Vision Incorporated store managers. This training is intended to ensure each Store Manager has the knowledge of and basic skills to conduct training of staff in their respective store. It will include the importance of Training analysis, Conduct of Training Needs Analysis Planning of Training, Conduct of Training Needs Analysis Planning of Training, Program Budgeting analysis, Design and Development analysis, Delivery of Training, and Assessment of Learning Outcomes. 2.0 Importance of Training 2.1 Definition of Training Training can be best understood as planned, structured, and often formalized learning experiences that seek to develop specific skills and knowledge needed for effective job performance. Historically employees have learnt many of the competencies they need to perform effectively by be trained. (Author: Jannifer Gregory Encouraging Organizational Learning through Pay after a Corporate Downsizing) 2.2 Importance of Training If Z-Vision Incorporate consider its Z-Vision Incorporate store managers to be human assets, training and development represents an ongoing investment in these assets and one of the most significant Z-Vision Incorporate can make. Training involves Z-Vision Incorporate store managers acquiring knowledge and learning skills that they will be able to use immediately; Z-Vision Incorporate store managers development involves learning that will aid the Z-Vision Incorporate and Z-Vision Incorporate store managers later in the Z-Vision Incorporate store managers career. Many organizations use the term learning rather than training to emphasize the point that the activities engaged in as part of this developmental process are broad-based and involve much more than straightforward acquisition of manual or technical skills. (Author(s): Ajay M. Pangarkar, Teresa Kirkwood Strategic alignment: linking your learning strategy to the balanced scorecard) Optimum Utilization of Human Resources -Z-Vision Incorporate Training and Development helps in optimizing the utilization of human resource that further helps the Z-Vision Incorporate store managers to achieve the organizational goals as well as their individual goals. Development of Human Resources -Z-Vision Incorporate Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the Z-Vision Incorporate store managers in attaining personal growth.( Human resources development, employment and globalization in the hotel, catering and tourism sector.) Development of skills of employees Training and Development helps in increasing the job knowledge and skills of Z-Vision Incorporate store managers at each level. It helps to expand the horizons of human intellect and an overall personality of the Z-Vision Incorporate store managers. (Aliance Traning and Consulting. INC ) Productivity Training and Development helps in increasing the productivity of the Z-Vision Incorporate store managers that helps Z-Vision Incorporate further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the Z-Vision Incorporate store managers.( Team Spirit Leadership Training http://www.showmeteamspirit.com/) Organization Culture Training and Development helps to develop and improve the Z-Vision Incorporate store health culture and effectiveness. It helps in creating the learning culture within the Z-Vision Incorporate. (Asim Khan, CEO Business Management Group, Inc Matching People with Organizational Culture) Organization Climate Training and Development helps building the positive perception and feeling about the Z-Vision Incorporate store managers. The Z-Vision Incorporate store managers get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.( Ron prewitt Signs of a healthy work Environment) Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organization policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. 3.0 Conduct of Training needs Analysis Planning of Training A Training Needs Analysis (TNA) is used to assess an organizations training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organizations objectives. The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, what, who, when, where and how. (Author: Arman E. Manlalangit Training Needs Analysis) The training plan is for the store manager. They need to study leadership skills. Such as: knowing and using the resources of the group, Communication, Controlling group performance, take Ownership and Responsibility and so on. The six Es of training-why Z-Vision Incorporate train Z-Vision Incorporate store managers Engage Effective training provides the opportunity for Z-Vision Incorporate store managers to connect with the Z-Vision Incorporate, and its policies and methods of working. It helps to ensure that Z-Vision Incorporate store managers buy into, or engage with, Z-Vision Incorporates culture. It helps to make Z-Vision Incorporate store managers feel valued and develop working relationships with their colleagues. Educate Training can help to educate or increase the knowledge and awareness of individuals and terms. Enhance Training can help to enhance or improve the skills and competence of individuals and terms within an organization Empower By properly training employees, an organization can increase the accountability of teams and individuals, and can ensure that faster, better quality decisions can be made, while avoiding the need to pass decision making unnecessarily up to the organizational chain. Energize Participation in training can help to energize, motivate and inspire Z-Vision Incorporate store managers. It provides an opportunity. To take a step back and allows people to consider how they can best contribute towards the effectiveness of the Z-Vision Incorporate. Enlighten Training can also be an effective means of helping Z-Vision Incorporate store managers to see things in a different way. It can help Z-Vision Incorporate store managers reach an often sudden conclusion that there is a better, more effective way doing something and can help to unlock previously untapped potential (Anthony Henry Understanding strategic management) 4.0 Developing program and Learning Objectives 4.1 Developing program In order to prepare a comprehensive report to management on the importance of training and proposed training plan for Z-vision incorporated store managers. Here make the plan of training for the store manager is the leadership training for the store manager. The leadership training will take three working days. Leadership Training for the store manager (activities schedule) Date Time Activity 20 May 2010 10.00-12.00 am Communication skill 2.00-5.00 pm Coaching and Development 21 May 2010 9.00-11.00 am Decision Making Practice 11.00-1.00 pm Teamwork Building 2.00- 4.00 pm Sales Marketing 22 May 2010 9.00-11.30 am Vision/strategy skill 1.00-3.00 pm Planning * Refer to Appendix 2 for Details 4.2 The key of Learning Objectives Training involves some kind of change for Z-vision incorporated store managers: changes in how they do their jobs, how they relate to others, the conditions under which they perform, or change in their job responsibilities. ( Ford,D.JBenchmarking HRD Training Development, Vol.47,No.6(1993):36-41) Z-vision incorporated can benefit from training, beyond bottom line and general efficiency and profitability, when they create more flexible workers who can assume varied responsibilities and have a more holistic understanding of what the Z-vision incorporated does and the role they play in the Z-vision Incorporateds success.( Broadwell, M .M how to train experienced supervisors Training, Vol. 30, no 5(1993)) Z-vision incorporated that take a strategic approach to human resources can find that Z-vision incorporated store managers training can be much more efficacious as part of an integrated approach to HR. For example: training and development are greatly assisted by having appropriate and well-thought-out staffing strategies. (Andersen companies, Training Development, Vol 47, No.1 (1993); 30- 35) 5.0 Program Budgeting, Design and Development 5.1 Training Design Training design involves adapting the learning environment to maximize learning. Training design issues include the conditions of practice that influence learning and the factors that impact retention of what is learned. Recall Gagnes (1987) arguments there is no substitute for conducting a thorough task analysis and clearly specifying what is to be learned. As the training officer for z-Vision Incorporated I decided to use spaced practice sessions to enhance the effectiveness for training program. In general, information and skills can be learned either way, but spaced practice sessions with a reasonable rest period between them lead to better performance and longer retention of what is learned than a massed practice session. Although using spaced practice sessions may increase time and resources but series of spaced practice training would be more effective. 5.1.1 Selecting the Trainer Since now the organization has made the decision to design our own training program, and purchase the attitudes training program, the trainer must be selected. There are three trainers included two internal training officers and one trainer from the outsourced training centre. Organization training officer will conduct the teaming program which included knowledge and skills session for the trainees. On the other hand the trainer from the outsourced training centre will deliver the attitudes talk for the trainees. 5.1.2 Selecting Training Methods Up to this point the organization have coming out with the preliminary steps involved in the design and implementation for the training program. Our next step is to select the appropriate training methods. On the Job Training Method is the most suitable method for the program as this method can absolutely improve the trainees work performance and can enhance their knowledge in order for them to train their subordinates. 5.1.3 Training Budget Training Budget Organization: z-Vision Incorporated Year: 2010 Department: Human Resource Submitted by: HR Training Officer Annual training allotment: $200,000 Day 1 Budget: $12,000 Day 3 Budget: $12,000 Total Budget: $36,000 Day 2 Budget: $12,000 * Refer to Appendix 3 for Details. Based on the annual training allotment from the Board of Directors. The training officer has planned the training budget well in order to minimize the cost but can maximize the training result. The training budget is designed based on the needs of the training activities, trainer fees, rental for venue and some other expenses. 6.0 Training delivery methods Training delivery methods consist of the techniques and materials used by trainers to structure learning experiences. Different training delivery methods are better or worse at achieving various learning objectives. During the design phase the different methods are examined to determine their appropriateness for the learning objectives. Once appropriate methods have been identified, they are applied to the training plan in the development phase. There are three categories of learning objectives: knowledge, skills, and attitudes (KSAs). Knowledge objectives are of three types: declarative, procedural, and strategic. Declarative knowledge is the persons store of factual information. Procedural knowledge is the persons understanding about how and when to apply the facts. Strategic knowledge is used for planning, monitoring, and revising goal-directed activity. Skill reflects ones proficiency at specific tasks such as operating a piece of equipment, giving a presentation, or making a business decision. Attitudes are beliefs and/or opinions about objects and events and the positive or negative affect (feelings) associated with them. Attitudes affect motivation levels, which in turn influence a persons behavior. Most training programs have learning objectives for knowledge, skill, and attitudes; these programs need to combine in house training method and public training method into an integrated whole because no single method can do everything well. (source: www.school-for-champions.com à ¢Ã¢â€š ¬Ã‚ º Training) 7.0 Evaluation of Learning Outcomes Training evaluation is the process of connecting results to objectives from a training program. The criteria to determine this training program success or failure is based on the performance of the trainees, the conditions under which they must do it and the evaluation from the trainers and feedback from trainees after the training session. The evaluation results will be analyzed to determine if adjustments need to be made in the training approach and/or materials in order to maximize the learning environment for trainees. It is also recommended that knowledge retention be measured at three months, six months, and one year after implementation. Reference Jennifer Gregory Encouraging Organizational Learning through Pay after a Corporate Downsizing Ajay M. Pangarkar, Teresa Kirkwood Strategic alignment: linking your learning strategy to the balanced scorecard Arman E. Manlalangit Training Needs Analysis Henry Understanding strategic management Ford,D.JBenchmarking HRD Training Development, Vol.47,No.6(1993):36-41 Broadwell, M .M how to train experienced supervisors Training, Vol. 30, no 5(1993) Andersen companies, Training Development, Vol 47, No.1 (1993); 30- 35 Human resources development, employment and globalization in the hotel, catering and tourism sector.( Report for discussion at the Tripartite Meeting on the Human Resources Development, Employment and Globalization in the Hotel, Catering and Tourism Sector Geneva, 2001) Team Spirit Leadership Training http://www.showmeteamspirit.com/, Online. Accessed march 31, 2010 Asim Khan, CEO Business Management Group, Inc Matching People with Organizational Culture Ron prewitt Signs of a healthy work Environment Aliance Traning and Consulting. INC http://www.alliancetac.com/index.html?PAGE_ID=2449, Online. Accessed April 5, 2010 www.school-for-champions.com à ¢Ã¢â€š ¬Ã‚ º Training, Online. Accessed April 5, 2010 http://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/index.html, Online. Accessed April 10, 2010 http://www.humanresources.hrvinet.com/job-training-methods , Online. Accessed April 10, 2010 http://www.referenceforbusiness.com/encyclopedia/Oli-Per/On-the-Job-Training.html, Online. Accessed April 10, 2010 R.F.Mager(1997). Preparing instructional objectives 3rd edition www. road.uww.edu/road/wernerj/428%20-%20Training%20%20Development/Chapter%2004%20slides%204e.ppt training hrd process model, Online. Accessed April 10, 2010 http://www.haiweb.org/medicineprices/manual/medpricesAttachements/excercises/SampleTrainingEvalForm.doc, Accessed April 10, 2010 Appendix Appendix 1 Source: www. road.uww.edu/road/wernerj/428%20-%20Training%20%20Development/Chapter%2004%20slides%204e.ppt training hrd process model Appendix 2 Training Program Schedule 20 May 2010 22 May 2010 Program Title: z-Vision Leadership Training Objectives of this program: To enhance store managers management skills. To ensure each store manager be able to conduct training of staff in their respective store. Environment: In house training and train at outsourced training centre Trainers: Organization training officer outsourced training consultant Trainees: Store Managers from all stores. Date Time Activity 20 May 2010 10.00-12.00 am Communication skill 2.00-5.00 pm Coaching and Development 21 May 2010 9.00-11.00 am Decision Making Practice 11.00-1.00 pm Teamwork Building 2.00- 4.00 pm Sales Marketing 22 May 2010 9.00-11.30 am Vision Strategy Skill 1.00-3.00 pm Planning Appendix 3 Training Budget Organization: z-Vision Incorporated Year: 2010 Department: Human Resource Submitted by: HR Training Officer Annual training allotment: $200,000 Day 1 Budget: $12,000 Day 3 Budget: $12,000 Total Budget: $36,000 Day 2 Budget: $12,000 3 Days Training Budget Line Item Description/Justification Qty. Unit Cost/Rate Total 1 Courseware development 0 2 Courseware purchase Purchase training course from training centre 1 $4,000 4,000 3 Certification 0 4 Train-the-trainer 0 5 Hardware purchase 0 6 Facility rental Medium Hotel Meeting Room 22,000 7 Instructional materials 0 8 Technical equipment 0 9 Consulting fees Advice from consultation company 2,000 10 Instructor fees Fees Allowance for internal and external trainers 3,000 11 Content acquisition 0 12 Travel Travel Allowance 2,500 13 Lunch Tea Food Beverages 2,500 14 0 15 0 Grand Total $36,000

Human Gene Therapy :: Science Genetics Papers

Human Gene Therapy Each of us carry about half a dozen defective genes. Most of us do not suffer any harmful effects from our defective genes because we carry two copies of nearly all genes, one derived from our mother and the other from our father. Because in the majority of cases, the potentially harmful gene is recessive, its normal counterpart will carry out all the tasks assigned to both. Only if we inherit from our parents two copies of the same recessive gene will a disease develop. Every year a considerable number of children are born with a genetic disease, a disease that occurs because each of their parents carries a defect in the same gene (Rigby 1995). The most common disease of this sort, with about couple thousand affected children born each year, is cystic fibrosis, which leads to a clogging of the lungs, and to problems with digestion and other functions. Although improvements in care and treatment mean that people with cystic fibrosis can now live for up to twenty-five years, there is no cure. A much rarer but nevertheless well known disease, is severe combined immunodeficiency (SCID). SCID children with this condition have a defect in both copies of a gene which is required for the proper functioning of the immune system. The children can be kept alive but they have to live in sterile plastic bubbles to isolate them from bacteria and viruses. These children would die of infections which would only keep the rest of us in bed for a couple of days. Again , while there are treatments, there is no cure. However, in simple terms the cure is obvious. If the children are ill because they have two bad copies of a gene, it follows that if we could give them a good copy of the gene they would then be like their parents and be healthy. This very obvious idea is called gene therapy. Concept of Gene Therapy Gene therapy is the insertion of a functioning gene into the cells of a patient to correct an inborn error of metabolism or to provide a new function in a cell. This is a very broad definition that includes the potential treatment of essentially all types of human disease through the genetic modification of cells of the human body to prevent or eliminate disease. There are two main types of gene therapy, germinal cell and somatic cell gene therapy (Culver 1996).

Health and Social Care Communication Essay

The communication cycle was discovered by Argyle in 1972. The cycle consists of six areas, all of these six areas are important during communication, if any of these areas of the cycle are disrupted then the receiver would not understand or may interpret the message wrongly. The first stage to this cycle is to have a starting idea or the code of the message; in this stage the mind processes on how the sentence is going to be told, such as the tone of the voice and also what words will need to be used so that the receiver will interpret the message correctly. The thoughts will be put into the language or into some other code such as sign language. The second stage of how to say what you want to say to make sure the receiver understands what you are saying and interprets it how you are meaning them to. see more:promoting effective communication and relationships in health and social care This means what non-verbal language you are going to use as you are talking so they understand what you mean, also the tone. The tone is the key to how the receiver is going to interpret your message. The third stage to the communication cycle is to say it or to send the message, during this stage you will speak or sign or communicate in some way as long as the message is sent. During this stage the environment around you is the key to making sure the receiver can understand the words that you are saying. For example if you are in a loud room, and you are trying to communicate with another person the receiver is more than likely going to get the message you have sent, wrong because the receiver might not be able to hear all of the words that are said. This means that they will have to assume what words were said to make the sentence make sense. The fourth stage is message received, the receiver here hears or sees the words that you have said, and they have heard you properly and not missed any words out because if they have then this is where the communication goes wrong. The fifth stage is message decoded the receiver now has to interpret your message, e.g. what you have said. This is not always as easy as it seems as the other person will make some assumptions about your body language and the words that you have used. The final stage of the communication cycle is message understood, the final stage is the receiver has to understand what your message is through all the correct non-verbal language, and verbal response, if all goes well the cycle is finished. Tuckman made a theory about group discussions in 1965.Tuckman suggested that nearly all groups go through a process involving four stages when they first meet. The stages are called forming, storming, norming and performing. All these stages make the group become stronger and make sure that they are in the correct group. Forming is the first stage of the theory, so when a group gets together, they introduce themselves to the group. Most people have their best faces on and are polite; people do this because of first impressions. First impressions are important to people in the group because the impression a person sets is what other people expect from that person all of the time. Storming is finding out about each other, find out more about each other what people interest and strengths is, this is also the stage where people brain storm. But this is the stage where most people drop out because they find out that this is not the correct group for them. Norming is where the trust begins, this is the stage where team members support others and listen to other team member’s opinion. Everyone seems to get a sense of belonging and the group is now recognised and identified as a group. The final stage performing is where group members can rely on others on helping them if they are needed, where loyalty is high now. People can go in sub groups to get the work done faster. â€Å"Tuckman then added a fifth stage (Adjourning) in the 1970s to cover the end-game in his explanation of how groups develop.† Adjourning was added to end the group when the group finishes and separates as eventually all groups will separate, when groups separate they might have a party, or they might make plans to what they want to do next in life. Tuckman said after completing his theory: â€Å"Groups initially concern themselves with orientation accomplished primarily through testing. Such testing serves to identify the boundaries of both interpersonal and task behaviours. Coincident with testing in the interpersonal realm is the establishment of dependency relationships with leaders, other group members, or preexisting standards. It may be said that orientation, testing and dependence constitute the group process of forming.† (Wolfwise, 2012) It is important to have effective communication in the work of health and social care because if there isn’t effective communication between doctor and patient then the patient will get confused and overwhelmed. They will just want to walk out. It is important that doctors or nurses do not use jargon whilst talking to a patient as this will affect communication dramatically. If the doctor talks in jargon to a patient in the cycle they will only get to stage four because the patients won’t be able to decode what the doctor has just said this means that this communication is ineffective and this will have affected the patient. But if the doctor used language she understood then the patient would understand and would complete the conversation. There are lots of different types of ways to communicate in a health and social care environment there is: one to one, group, formal, informal, verbal, and written and loads more. All of these ways of communicating is great for health and social care all depending on how you use them all. If you use all these but you use them poorly then this is poor communication but if you use them all well then this is obviously good communication. (Developing effective communication in Health and Social Care. June 2011) Developing effective communication in Health and Social Care.

The theme of coming-of-age in To Kill a Mockingbird - Free Essay Example

Sample details Pages: 2 Words: 531 Downloads: 1 Date added: 2019/02/20 Category Literature Essay Level High school Topics: To Kill a Mockingbird Essay Did you like this example? In To Kill a Mockingbird, Harper Lee uses diction and symbolism to promote the theme that coming-of-age requires time for reflection to accept the painful truth. In chapter 11, Atticus delivers the news of Mrs. Dubose’s death to Jem to which he responds with the word â€Å"well.† Harper Lee uses â€Å"well† to imply Jem’s feeling towards Mrs. Don’t waste time! Our writers will create an original "The theme of coming-of-age in To Kill a Mockingbird" essay for you Create order Duboses death. â€Å"Well† is a word with a neutral connotation: it does not have a negative nor a positive nuance to it. In this passage, Jem simply responds with â€Å"well† to indicate that he is not affected by the sad news. The purpose of the language is to indicate Jem’s dislike towards Mrs. Dubose to a point where he does not show concern even after he learns about her death. After hearing about Mrs. Dubose’s death, Jem continues to hold grudges towards her, indicating his level of maturity at the beginning of this passage. After delivering the news, Atticus continues by explaining Mrs. Dubose’s morphine addiction and her goals of breaking from it before she dies. Harper Lee uses many question marks in the dialogue to illustrate Jem’s sudden curiosity. Jem’s sudden curiosity indicates that he is beginning to open his closed mind; therefore, Jem shows progress in terms of understanding. Atticus then gives Jem the candy box containing a camelia. Harper Lee describes the camelia with words such as white, waxy, and perfect. â€Å"White,† â€Å"waxy and â€Å"perfect† symbolizes purity; thus, the purpose of this language is to imply Mrs. Duboses sincere intentions towards Jem. This was Mrs. Dubose’s way of expressing her gratitude for Jem’s help when he read to her as a distraction. However, Jem does not realize her sincere intentions for he hysterically reacts to the present he receives. Lee’s words such as popped, hell-devil, screamed, and fl inging creates a mood of anger and furiousness. The purpose of this language is to depict Jem’s reaction and imply his anger and hatred towards Mrs. Dubose. Jems anger indicates his unwillingness to accept and understand the truth; thus, making him immature. After Atticus explains why he thinks Mrs. Dubose is the bravest person, Jem starts to finger the camelia he receives. Jem fingering the camelia represents his acceptance of the truth. Initially, he shows hatred with the present he receives and refuses to accept Atticus’s words of wisdom. His refusal to accept and understand the truth indicates his immaturity. However, at the end of the passage, Jem realizes what Atticus said was true. He accepts it despite it being difficult for him due to the fact that his past encounters with Mrs. Dubose were not pleasant. Being able to understand and accept truth does not occur at an instant, especially when the truth requires pride to be set aside. For Jem, it took him a few moments to fully understand Mrs. Dubose’s situation and why she had said all the harsh words. He went through various emotions such as anger to finally accept the truth. His realization of the truth led him to forgiveness and letting go of grudges; the refore, at the end of chapter 11, Jem’s level of maturity rose.