They offer flexibility and freedom to act as a representative of the company. External focus would be in regards to the 4G as well as the software. Hierarchy comes in with having stability and control in regards to how the employee performance and education is assessed. Internal focus and integration is having stakeholders and business partners defining the education, behaviors, and the target focus. This allows Verizon to set up different education platforms to ensure that the employees are properly equipped to deal with all customer service issues.
All of these areas have to have a detail plan in place of each area to work out to their fullest potential. Next have a plan in place for training and development actives such as increase customer service training, develop websites for training or knowledge sharing, webcasting and teleconferencing. Once the plan is in place Walgreens needs a team of trainer to implement the whole training process so that it runs smoothly. The next step would be a metrics that showed the importance of the training process. These steps could include performance improvements, reduction in customer complaints, turnover and employee satisfaction.
| | |Teachers demonstrate knowledge, skills, and work progressions that |The Master Technology Teacher puts into practice their knowledge of | |will represent that of an innovative expert in a global and digital |digital learning competencies that include such things as Internet | |society. |research, graphics, animation, Web site mastering, and video | | |technology. | |Teachers recognize local and global issues that are related to society|The Master Technology Teacher serves as a resource with regard to the | |and understand their role and responsibility to that of the evolving |integration of assistive technologies and accessible design concepts to| |digital culture and demonstrate legal and ethical behavior in their |meet the needs of all students in the diverse classroom. | |professional practices. |
Strategic Staffing Decisions Recommendations Staffing Levels • Acquire or Develop Talent In deciding to acquire talent or to develop talent, Tanglewood should focus on developing talent in order to achieve the “centralization” the company is looking for. By focusing on developing talent, Tanglewood would be able to create a core workforce with the ability to learn KSAOs (KSAOs are the knowledge, skill, ability, and other characteristics that are needed to perform the job effectively) from entry level jobs all the way up to management jobs. The newly developed employees would be able maintain the current values and culture that Tanglewood is focusing on maintaining for now and in the future as they continue to grow. Tanglewood has previously focused on the acquisition of their employees. Even though many of the employees are able to start employment with little training, this has led to the differences in human resource practices among regional managers which counter Tanglewood’s original philosophy.
Also submit a brief justification of the approaches you intend to use, in relation to the learning needs of your peer-group. This justification could refer back to work previously submitted for PTLLS Assignments 4,5 and 6. 7) Delivering your micro-teach PTLLS: Using inclusive learning and teaching approaches in lifelong learning 2.1 Demonstrate inclusive learning and teaching approaches to engage and motivate learners 2.2 Demonstrate the use of appropriate resources to support inclusive learning and teaching 2.3 Use assessment methods to support learning and teaching 2.4 Communicate with learners to meet their needs and aid their understanding 2.5 Provide constructive feedback to learners PTLLS: Understanding inclusive learning and teaching in lifelong learning 2.4 Review how to provide opportunities for learners to practice their literacy, language, numeracy and ICT skills With the exception of UILTLL 2.4, the above criteria all imply skills that you will need to demonstrate during your (brief) micro-teach. You will be required to reflect critically on (self-assess) your own performance using the Micro-teach Observation form in Annex A and your tutor/assessor will also use this same document for summative assessment and feedback. You will notice that this observation form is cross-referenced to the criteria listed above and
Unit Title: Promote professional development Sector unit number SHC 52 Level: 4 Credit value: 4 Guided learning hours: 33 Unit Reference Number: L/602/2578 Unit purpose and aim The purpose of this unit is to assess the learner’s knowledge, understanding and skills required to promote the professional duty to maintain the currency of knowledge and skills and the need to continually reflect on and improve practice. Learning Outcomes Assessment Criteria The Learner will: The Learner can: 1 Understand principles of professional development 1.1 Explain the importance of continually improving knowledge and practice 1.2 Analyse potential barriers to professional development 1.3 Compare the use of different sources and systems of support for professional development 1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date Sources and systems of support may include: • Formal support • Informal support • Supervision • Appraisal • Mentoring • Within the organisation • Beyond the organisation 2 Be able to prioritise goals and targets for own professional development 2.1 Evaluate own knowledge and performance against standards and benchmarks 2.2 Prioritise development goals and targets to meet expected standards Standards and benchmarks may include: • Codes of practice • Regulations • Minimum/essential standards • National occupational standards © OCR 2010 Exemplification 1 Learning Outcomes Assessment Criteria 3 Be able to prepare a professional development plan 3.1 Select learning opportunities to meet development objectives and reflect personal learning style 3.2 Produce a plan for own professional development, using an appropriate source of support 3.3 Establish a process to evaluate the effectiveness of the plan 4 Be able to improve performance through reflective practice
Training Plan Levuris J Smith HRM/531 November 27, 2013 Samuel Hall Continual training and development of employees from low-level to high-level is an integral part of an organization reaching for and achieving its goals. In order for an organization to be successful, collaboration between individuals and departments is imperative. Organizations may have their standard training and development programs to assist employees in reaching their ultimate level of performance; however monitoring of performance is necessary to ensure individual and organizational goals are met. In advance of producing your training program, it is vital for you as the coach to do your homework and study your business’s situation methodically. By collecting
Distinction To achieve a distinction the evidence must show that, in addition to the pass and merit criteria, the learner is able to: The learner will: 1 Understand the learning process The learner can: P1 Explain key influences on personal learning processes of individuals M1 explain the importance of improving skills for learning to support learning processes 2 Be able to plan for and P2 Assess own knowledge, monitor own professional skills, practice, values, development beliefs and career aspirations at start of programme P3 Produce an action plan for self-development and the achievement of own personal goals 3 Be able to reflect on own development over time D1 evaluate changes P4 Produce evidence of own M2 analyse the importance made to action of meeting action plan progress against action plan in response to targets in supporting own plan over the duration of ongoing reflection of progression the programme development, targets and goals P5 Reflect on own personal and professional development M3 explain how knowledge D2 analyse own gained within the development and learning environment progression over time has influenced own professional development 4 Know service provision in the health or social care
Question 1: - Based on the information given, in the passage, it is said by J.R.Mac Donald that the goal of IBM CSC is to help future leaders “understand how the world works, show them how to network, and how to collaborate with people who are far away” Training objectives: The program should help employees see how they can apply their new skills on the job, deliver rewards for performance, be tied to organizational policies and practices that value diversity, and include a way to measure the success of training. In my own word, the leaders want to have their management trainees to be versatile, so they put their trainees in the form of cultural immersion. It means sending employee directly into communities where they have to interact with people form different cultures. They want to let their trainees to be suffer from difficulties, diseases,… From this, trainees can able to manage in the most harsh situations. In addition,trainees will collaborate with each other, help to point out the weakness of comrades, feel more friendly – not to feel any discrimination between each others (even employees are gay, les, transexual; color skin…) - Based on the information given, the program help their trainees get new skills to apply to the job, deliver rewards for performance, be tied to organizational policies.
1. Introduction The term ‘human resource management’, Bratton and Gold (2007) have suggested that is a strategic approach to leveraging people’s capabilities by achieving competitive advantage, which involves a distinctive set of integrated employment programs, policies and practices. As a subject of HRM student, massive skills, knowledge and competencies have to be adroitly grasped and applied in reality. To understand this specific field, it is not only depending on teaching, but also depending on individual strengths, weaknesses and external opportunities and threats. In following parts, I will analyze my SWOT in different areas in terms of group working, presentation skills as well as critical thinking skills 1.1 My Strengths According to my previous working experiences, my colleagues and line managers claimed that I was a good listener, diligence in assessing businesses with which I dealt and good ‘people’ skills by dealing with tricky issues both on internal business and on external business.