Training and Development

The current P-12 educational landscape is riddled with inequities, especially for historically underserved students. As such, greater efforts are needed from educational stakeholders (i.e. counselors and principals) who center social justice and advocacy practices that eliminate systemic barriers to rigorous educational experiences for all students. This paper proposes an alignment of advocacy and social justice professional standards and competencies for school counselors and principals. This alignment, which consists of three contextual dimensions including social justice identity, human resources, and advocacy actions, serves as the foundational framework for principal-counselor collaboration around social justice advocacy. Implications for practice and research are discussed.

A review of the literature on franchising has revealed a significant lack of academic research on employee training in franchise systems. Further, most research in this area tended to focus on training for franchises as part of the overall package. This study seeks to address this shortfall of research in this area by investigating the influence of training and development on an employee’s job satisfaction at one of Australia’s fastest growing franchises. This study collected data from 135 frontline staff at one of Australia’s largest bakery retail franchises. The data was gathered by means of a structured questionnaire of which 16 items were devoted to an evaluation of the organisation’s training and development programmes and six items were dedicated to job satisfaction. There are several key findings for this study. First, the effectiveness and efficacy of a training program is dependent on evaluation on training quality, course design and learning experience. Next, employee satisfaction is found to be influenced by work environment, company values and job responsibilities. Findings from this study have important managerial implications for retail franchisors and individual franchisees on how to enhance the job satisfaction of employees by the provision of effective training and development programmes.

Job Instruction Training (JIT) is a relatively simple, one-to-one training technique consisting of the following steps: (1) Get ready to instruct, (2) Prepare the learner, (3) Present the learning, (4) Try out learner performance, and (5) Follow up.  Use this technique when you want to teach manual skills or procedures, train new employees or apprentices at the workplace, or prepare competent workers who are able to perform specific job tasks at any level, from top to bottom in an organization.

The purpose of this study is to investigate the impact of remuneration on employee motivation. Today, business world is too much competitive. Therefore, all the business organization ensures best employees for getting competitive position. This study mainly focuses on Unilever because it is the biggest multinational corporation of Bangladesh. The researchers evaluate here how remuneration impact on employee’s motivation in the context of Unilever, Bangladesh. Hence, it also identified that which remuneration factor influences the employee’s desire level. This study also evaluates the relationship between remuneration and motivation. The qualitative research method is used for data collections and researchers used secondary sources of data for review in the systematic manner. The researcher also used the case study methods for understanding the unclear situation of Unilever.

This paper similar to the study of recruitment and selection process, element of organisation social capital building, the paper focused attention on one function of human resource as it relates to organisational social capital building, the paper is widening the gap in knowledge on how to influence other human resources function such as training and development. This paper opens discussion on how training and development relates to organisational social capital building using Nigeria medium enterprises human resource perception. Business today operates in an environment, where every organisation focus on attaining increased productivity and performance from the staff they recruit. Human resource practitioners are expected to, not just, recruit staffs; they are saddled with the responsibility of training and developing employees they recruit in order to the achieve objectives of their firm. Hence, the use of training and development programmes and policies to build social capital for firms requires attention, that too, in a contextual manner. This paper studied the view of medium enterprises human resource practitioners as regards using training and development programmes to build organisation social capital.
Quantitative approach was used as the sole research method, 500 questionnaires were sent out to human resource practitioners in Nigeria medium enterprises, 451 were retrieved back. The paper uses a Likert-scale questionnaire as instrument and descriptive, bivariate and multiple regression analysis to investigate if human resource practitioners in Nigeria medium enterprises understand the need to use their training and development programmes to build organisation social capital for their firms and what influences this perception generates. The study reveal that Nigeria medium enterprises human resource practitioners focus on the social nature of work than on efficient process of work whilst design training and development programmes and in assessment of training needs of the organisation implying they are in support of the use of training and development function to build organisation social capital. Education background and qualification of human resource practitioners is found to the only factor responsible this positive perception.

The purpose of the study was to investigate the effect of the four-week two strength training program on the skin fold thickness and body fat percentage (BFP) characteristics according to the maximal strength and strength endurance principles. Sixteen male volunteers participated in the study. The subjects were divided into two groups as the maximal strength group (MSG, n=8, Age=24.00±3.78 year, Height=172.25±2.19 cm, Weight=75.13±6.60 kg) and the strength endurance group (SEG, n=8, Age=25.13±3.09 year, Height=173.38±2.62 cm, Weight=77.00±7.54 kg). 4 weeks training program was applied to maximal strength group according to maximal strength training principles and applied to strength endurance group according to strength endurance training principles. In both groups, body weight, body mass index (BMI), skin fold thickness (triceps, biceps, pectoral, subscapula, abdominal, suprailiac, femur anterior and posterior, calf) and body fat percentage measurements were taken one day before and after the 4 week period. Between pre-test and post-test of SEG group, significant change was showed in triceps, biceps, pectoral, subscapula, abdominal, suprailiac, femur anterior and posterior skin fold thickness measurements and VFM parameters (p < 0.05). Significant change was determined in pre-test and post-test of MSG group in triceps, pectoral, subscapula, abdominal, suprailiac, femur anterior skin fold thickness measurements and VFM parameters (p < 0.05). When the pre-post test differences of the groups were compared, no difference was found between MSG and SEG groups (p > 0.05). As a result, it can be said that 4-week maximal strength training and strength endurance training have positive effects on the skin fold thickness and body fat percentage parameters.

Empathy Circles are a hands on, walking the talk, empathy practice. The circles are based in science from many different disciplines such as psychology, neuroscience, biology, philosophy and arts (i.e. dance and literature). When developing the empathy circles, we did not want to get fussy over the term while getting distracted from the real important outcomes of the volumes of books, scientific studies and practices developed. We therefore decided to take a blended approach to empathy and started to actually practice in the empathy circles what all these different disciplines had to say about it. We blended science and practice to both decipher what empathy looks and feels like as well as figure out what works and what does not work in practice. Combining the different disciplines lead us to propose five phases of empathy: Self-empathy, mirrored empathy, reflective empathy, imaginative empathy and empathic creativity or -action. At the core of these five phases of empathy are different levels of synchronicity between two or more people.

Empathy Circles are meant to be a hands-on method in supporting your practice.

Prompted by preparation of a presentation at a TA learning event, Part 1 of this paper provides a largely TA-based literature review of references to psychological boundaries, related to a proposed new framework for categorising such boundaries at the levels of person (intrapersonal, personal), people (interpersonal, family, neighbourhood), place (region, country, area, continent) and planet (environment, Earth, Universe). TA concepts seen as relevant for each boundary are described. Comments on practitioner boundaries lead into Part 2, which addresses psychological bridges across boundaries such as created through supervision and frameworks for increasing awareness of unconscious processes. A critique of the current TA field of application boundaries is included and Part 2 concludes with a model that represents a general bridge to contact.

Topics in article include:

boundaries: planet, place, people, person; power potentials, boundary diagrams, asymmetrical, intrapersonal, personal, interpersonal, family, neighbourhood, region, country, continent, universe, script matrix, autonomy matrix, Levin, Lenhardt, Kaplan, imagoes, org structural diagrams, organisational cone, sailship success, practitioner boundaries, supervision, steps to success, Evans’ stages, parallel process, transference/countertransference formats, dual relationships, comparative script system, fields of TA, common competencies, channels of communication, AP3

Training and development of employees is critical in organisations in this era of competition due to the fact that organizations need to survive, grow and develop. The work focused on “a detailed analysis on training needs”. It is the process of system of procedures, training, and methods to monitor an organization’s impact of training program conducted. This work was conducted at Cochin Shipyard Ltd, Kochi. The perception and attitude of the employees have a greater impact on the success of any organization. The analysis focuses to employees satisfaction level towards training, towards trainer and training environment. This research design adopted is descriptive type. The sample size is taken as 100 respondents in Cochin Shipyard Ltd, Kochi. The needed data were collected by both primary and secondary data. The primary data is collected from structured questionnaire which are following in the open end, closed end and likert scale. For this study ANOVA and independent sample t test is used to compare the means of the samples. The study will help the organization for identifying the developmental needs and areas prior to each training program.

En Chile, salvo los niveles de inversión de políticas públicas se desconocen las características de quienes acceden a capacitación. Este artículo tiene como objetivo examinar las variables demográficas, sociales y laborales que inciden en el acceso a capacitación, como también proponer un modelo empírico que permita diferenciar las características principales de los capacitandos y crear sus perfiles. Para esto, se realiza un análisis a través de la Encuesta de Caracterización Socioeconómica (CASEN) del año 2009 y los datos entregados por el informe técnico desarrollado por el Servicio Nacional de Capacitación y Empleo (SENCE) del mismo año. Se demuestra que los predictores de mayor relevancia son la categoría ocupacional y los niveles de educación formal. Se discuten las implicancias de los resultados para las políticas públicas.

Como es bien conocido, en los últimos 150 años el planeta ha cambiado la estructura natural de su atmósfera y su hidrósfera más que en todo el tiempo, millones de años, que tiene de existencia. Se necesitan cambios drásticos y normas muy estrictas. Debemos participar en forma activa en la creación de leyes y reglamentos que tengan un impacto benéfico para el ambiente, nuestra salud y la economía. Con los problemas a los que nos enfrentamos en la actualidad, problemas de tipo político, económico, social y hasta deportivos, dejamos de lado uno con el que tenemos contacto más cercano, el problema de la contaminación, un problema que nosotros creamos e incrementamos de forma gradual todos los días. Se sabe que es fácil y con frecuencia inútil, caer en la interminable enumeración de problemas y catástrofes ambientales que soporta nuestro planeta. Describir calamidades no es agradable, ni para el que las cuenta, ni para el que las escucha, pero únicamente la información y la concientización puede corregir situaciones equivocadas y mitigar sus consecuencias. Se considera contaminación ambiental a la presencia en el medio ambiente de uno o más contaminantes en cantidades superiores a los límites tolerados por el ser humano, combinados de tal manera que en mayor o en menor medida causan un desequilibrio ecológico y dañan la salud y el bienestar del hombre. La contaminación ambiental generalmente se origina como consecuencia del crecimiento y desarrollo incontrolado de centros de población, turísticos e industriales, con el correlativo incremento de las fuentes de contaminación, el deterioro de los recursos naturales y el impacto de algunos fenómenos del mismo tipo, como las erupciones volcánicas, tolvaneras, fugas tóxicas, entre otros problemas. A medida que aumenta el poder del hombre sobre la naturaleza y aparecen nuevas necesidades como consecuencia de la vida en sociedad, el medio ambiente que lo rodea se deteriora cada vez más. El comportamiento social del hombre, que lo condujo a comunicarse por medio del lenguaje, que posteriormente formó la cultura humana, le permitió diferenciarse de los demás seres vivos. Pero mientras ellos se adaptan al medio ambiente para sobrevivir, el hombre adapta y modifica ese mismo medio según sus necesidades El progreso tecnológico, por una parte y el acelerado crecimiento demográfico, por la otra, producen la alteración del medio, llegando en algunos casos a atentar contra el equilibrio biológico de la Tierra. No es que exista una incompatibilidad absoluta entre el desarrollo tecnológico, el avance de la civilización y el mantenimiento del equilibrio ecológico, pero es importante que el hombre sepa armonizarlos. Para ello es necesario que proteja los recursos renovables y no renovables y que tome conciencia de que el saneamiento del ambiente es fundamental para la vida sobre el planeta. En general, la contaminación ambiental en Argentina es mayor que lo que se podría esperar en un país con tanta legislación ambiental. Esto es producto de la fragmentación de los distintos actores, sean estos municipales, provinciales o nacional, se ha originado un cuadro de situación ambiental confuso que permite actitudes irresponsables. En nuestro país, el análisis y el monitoreo del ambiente es prácticamente inexistente en el caso de la mayoría de los contaminantes. Como resultado de ello, no hay una base adecuada sobre como tomar decisiones informadas acerca del manejo de la contaminación ambiental.

America’s Airmen are amazing. Even after more than two decades of nonstop combat operations, they continue to rise to every challenge put before them. I wish I could say that things are about to get easier, but I cannot, because the dominant trends point to a complex future that will challenge us in new and demanding ways. Adversaries are emerging in all shapes and sizes, and the pace of technological and societal change is
increasing—with a corresponding increase in the demand for air, space, and cyber power. In this context, senior United States Air Force (USAF) leaders realize we need a single, integrated strategy to focus the way our service organizes, trains, and equips the force to conduct future operations.

We need a strategy that points the way forward and does not limit us to an intractable view of the future—one that is actionable, with clear goals and vectors that are implementable, assessable, and revisable. This article describes that strategy—the new USAF strategic framework for strategy-driven resourcing.

The Single Payment Authority (SPA) is a Public Organization that complies with the most
modern management systems, seeking the maximum utilization of human resources and
a high degree of effectiveness and efficiency in Greece and Europe. The present study
attempts to investigate the training needs, attitudes, and views of the staff of the SPA in
the context of reform actions and modernization of the Public Administration. The
necessity of the study is considered important so that the personnel managed by SPA are
able to face the challenges and respond to crisis conditions. The aim of the study is to
highlight the benefits civil servants gain by attending training programs, identify the
barriers hindering their participation in the training programs offered and define new
subjects for training programs that will cover the modern needs of SPA employees. The
sources of investigation for the systematic collection of information and data analysis
were based on the method of triangulation with literature review, interviews and
questionnaires ensuring validity and activating the meritocratic judgment. From the
research results, it becomes clear that the training in the public sector needs to improve
in terms of subject areas, methodology, as well as adult educational methods and
techniques in order to satisfy the constantly changing needs of the services. Needs
analysis must be included as a vital step of any educational program design in order to
meet the needs of SPA employees today, thus upgrading the services and facilitating its
development

This study assessed the effect of training and development on staff retention in selected commercial banks in Adamawa state. The bed rock of this study was that inadequate skilled staff and inability to retain staff are bedevilling the Nigeria’s banking institutions. Data were collected from 197 bank staff from Yola north, Yola south, Mubi north and Numan local government areas of Adamawa State, Nigeria using both close and open ended questionnaires. Regression analysis was used in the study.  A 1% increase in internal training, (ITT), increased staff retention by 0.239, a 1% increase in fairness of training policy (FTP) led to 2.902 increase in staff retention.  Finding of the study therefore revealed that training and development had positive effect on staff retention in commercial banks at 5% level of significant.  Staff retention in commercial banks is encouraged when training and development are applied as motivational strategies. The study therefore recommended that the banks ...

This study compares training and development practices within and across nine countries and one region, and addresses whether there are universal training and development practices. After a brief review of the literature on training and development for the countries and region examined, the study identifies country-specific and region-specific training and development practices. The results are descriptive in nature and discussed as benchmarks of current and desired levels of training and development practices within ...

This project studies how to establish a training and development plan in a rural local Church. Training, in Church contexts, occurs during worship, in Sunday School, and other Church activities on Sundays or any other day during the week. The language about the training may differ from what the corporate world uses. However, the concepts are the same. Churches can thrive only when they master needs assessment, train to equip their congregants to meet the needs, and have in place a system to always check on how they are doing with regards to their ministry goals. 

مع التطور العلمي الرهيب الذي يحدث على الساحة في الوقت الراهن، ظهرت الكثير من الأساليب الحديثة التي تتعلق بالموارد البشرية والتدريب والتطوير الوظيفي، وكلنا يعلم أن أساليب الموارد البشرية من أهم ما يجب أن يتعلمه الإنسان في كل مكان، حيث أن ذلك يفتح له آفاق جديدة، ويفتح أمامه سوق العمل، وهناك الكثير من الدورات التدريبية الحديثة التي تعمل على تنمية المهارات الذاتية للأشخاص بحيث تؤهلهم إلى إدارة الأفراد وتنمية مهارات الغير، وتقدم يوروماتيك أهم الدورات التدريبية المعتمدة، في الموارد البشرية والتدريب والتطوير الوظيفي وفق احدث الممارسات والمنهجيات الحديثة .

هذه البرامج والدورات والمؤتمرات،  تعمل على تزويد المشتركين بها بالكثير من المعلومات والكثير من الاستراتيجيات الحديثة التي تخص الموارد البشرية، التدريب، والتطوير الوظيفي  حيث أن تلك البرامج تعمل على تزويد المشتركين أيضًا بأحدث التوجهات العالمية المتبعة في هذا المجال، وبالتالي يزيد وعي المشتركين في هذه الدورات. والجدير بالذكر أن هناك الكثير والكثير في هذا المجال، ولكننا  نقدم لك أهم الدورات التي من شأنها تعمل على التعريف بكل ما يخص الموارد البشرية والتدريب والتطوير الوظيفي ، منذ البداية إلى الاحتراف، والتي من خلالها يتم التعرف على  افضل الممارسات الاستراتيجيات الحديثة.


For more information:
https://euromatech-me.com/فئة-البرامج/المــوارد-البشـريـة-والتـدريـب

This paper considers current government policy, industry trends and needs, and a range of stakeholder views related to the roles played by Vocational Education and Training in Australia&#39;s post COVID-19 pandemic economic recovery. The discussion addresses opportunities for training providers to position themselves to maximise their returns and their contribution to economic recovery. Training and labour market cycles are considered from the perspective of the Cobweb Model and contextualised to post pandemic recovery. Recommendations are made around the training delivery approaches and strategies that can be applied including innovative industry based approaches such as paid internships, mentoring, and community service and delivery methods such as online qualifications, business certifications, and micro-credentials over a range of products including combined certificates and short courses.

The link between Education and Multiculturalism is a solution to diverse cultural realities as a process of developing all potential that respects plurality and heterogeneity as a consequence of cultural diversity. In previous studies it was found that multicultural education can predict better performance in steps of creative thinking skills. The Kaki Dian Emas Foundation with its From Lawang to Sentul (FLaTS) program places multicultural education as a training curriculum where through appreciation of differences can enhance creative thinking skills during the training process. In another study, through socio-cultural theories proves that multicultural interactions can enhance creative thinking skills and the role of cognitive flexibility rather than multicultural exposures. The research objective to be achieved is to find out and analyze the role of multicultural education on students' creative thinking skills. In the implementation, this study took primary data using questionnaires. Secondary data is obtained from the Foundation Secretariat. The type of research used is using quantitative research with explanatory methods. The number of respondents was 46 students of FLaTS Batch XXXII. Primary data obtained by using questionnaires. The analysis technique used is using the Moderated Regression Analysis (MRA) or interaction test. Based on the results of the analysis and discussion, the conclusions of the study are: Multicultural interactions in which there are values of appreciation and are open to each other to differences will provide a significant relationship to the dimensions in creative thinking skills. The form of in-depth multicultural education in FLaTS accommodates repeated interactions in a continuous time so that it expands the creative thinking process of students.

If you have not heard of Transversal Skills or Competencies you need to get up to date quickly.

They are defined by the Education Glossary quite accurately as follows:

’The term 21st century skills refers to a broad set of knowledge, skills, work habits, and character traits that are believed—by educators, school reformers, college professors, employers, and others—to be critically important to success in today’s world, particularly in collegiate programs and contemporary careers and workplaces.’ https://www.edglossary.org/21st-century-skills/

They are, however, out of date!

On May 2 2018 the EU Government published a ‘Decision’ which was passed earlier on April 18 2018.

‘DECISION (EU) 2018/646 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 18 April 2018
on a common framework for the provision of better services for skills and qualifications (Europass) and repealing Decision No 2241/2004/EC’

The case study is about the experience of the TESP M&E Unit of the evaluation of the trainings of HEIs staff in Pakistan. The case study explains how the M&E Unit standardized the Level-1 evaluation format to analyze the contribution of different elements in making the training a success. The Model produced surprisingly interesting results for improved accountability and planning for future trainings.

Although training is often used in child welfare as an intervention to promote effective performance on the job (transfer of learning—TOL) as well as staff retention, there is not a preponderance of empirical evidence to support this practice. The “transfer problem” is well documented in training and development literature and the relationship between training and turnover in child welfare is unclear. This article describes a longitudinal research study that attempted to promote a better understanding of the training, transfer, and turnover relationship. The research identified transfer of learning factors and an indicator of overall transfer support and explored their relationship to child welfare social worker retention. Overall transfer support, demographic variables (experience, age, education, gender) and several transfer support factors (supervisory support, coworker support, application planning, caseload size) were identified as predictors of retention. The results provide support for the use of training and development activities as part of comprehensive staff retention programs. The results also raise additional questions about the ambiguous relationship between training and turnover and suggest the need for ongoing research in child welfare regarding training, transfer of learning and staff retention.

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

HR is about helping an organization to create value through its people – literally providing human resources. The work of an HR professional will vary depending on the type and size of their organization, but could include recruiting people, training and developing employees, and helping to decide how staff should be paid and rewarded.

There are even roles which focus on employment law and protecting the rights of employees at work. HR professionals will also often deal with legal issues, help to shape the culture of their organizations, and focus on what keeps their colleagues productive and engaged.

HR plays a vital role in both business performance and people’s careers. HR is about making sure the right people are in the right jobs. Attracting people is an important first step, but that’s just the beginning. How do you then get your people to stay with you and perform to the best of their abilities, day in, day out? Are you giving them the skills, training and development to build long-term careers? How do you get them working together to drive business success? Or protect their rights and make sure they are fairly rewarded and treated at work? This is the important role that HR experts play at work.

A Window of HR from 1980 and on focusing on what motivates and inspires the workforce, giving the profile of Organizations who will gain the trust and loyalty of their human capital, so that they will be able to create the turnover and surplus value for the Enterprise, the Community, the Environment.