However, they focus on cost efficiency and development programs can be costly. Also at this stage, it is crucial to differentiate between the various resources which are required, such as technological resources, financial resources or labor force resources (Mayhew, 2011). This specifically implies that it is necessary to recognize and accept the costs of the development program. It is for instance plausible for the program to generate operational inefficiencies and Wal-Mart has to accept these short-term limitations.
6. Communications. Communications play a crucial role in the development of managers at Wal-Mart, but also at any other economic agent. Communication is in essence "so fundamental, that without it, no organization can exist and function effectively towards achieving its goals" (FK Publications). In order to enhance communications, John M. Grohol recommends the following:

a. Stopping and listening to the other party

b. Forcing oneself to hear what the other is saying

c. Paying attention of…...

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References:

Bright, K., 2011, HRD -- management learning and development

Bruce, A., 2006, Ho to motivate every employee: 24 proven tactics to spark productivity in the workplace, McGraw-Hill Professional, ISBN 0071463305

Grohol, J.M., 9 steps t better communication today, World of Psychology,   / last accessed on May 9, 2011http://psychcentral.com/blog/archives/2009/04/14/9-steps-to-better-communication-today 

Hoeger, W.W.K., Hoeger, S.A., 2008, Fitness and wellness, 8th edition, Cengage Learning, ISBN 0495388408

HUMAN RESOURCE DEVELOPMENT STRATEGIES IN THE GHANA WATER COMPANY.
Human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization's workforce. The more important aspects of human resources are aptitude, values, attitudes and beliefs. But, in a given situation, if these vital aspects remain same, the other aspects of human resources like knowledge, skills, creative abilities and talents play an important role in deciding the efficiency and effectiveness of an organization's workforce.

However, enhancement of utilization value of human resources depends on improvement of the human resource aspects like skill, knowledge, creative abilities and talents and molding of other aspects like values, beliefs, aptitude and attitude in accordance with the changing requirements of groups, organization and society at large. This process is the essence of human resource development. It is clear from this interpretation that human resource development improves the utilization value of an organization.…...

HM
Equal Employment Opportunity and Employee ights eview

The Office of Civil ights (OC) in the United States is the organization that ensures compliance with anti-discrimination acts such as the Pregnancy Discrimination Act of 1978 and the Drug-Free Workplace Act of 1988. These are two completely different acts, in that the Pregnancy Discrimination Act of 1978 explicitly prevents discrimination against pregnant women and is therefore an employee rights act; whereas the Drug-Free Workplace Act applies only to federal employers and does not extend even to contractors. While it does theoretically protect some workers from the potential dangers of working with colleagues under the influence, the Act is limited in scope and in fact, potentially enables federal agencies covered under the act to violate civil liberties of employees via drug testing. It is worth noting, however, that the Drug-Free Workplace Act does not require nor authorize drug testing (United States Department of Labor,…...

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References

"Drug-Free Workplace Act of 1988," (n.d.). Society for Human Resource Management. Retrieved online:  http://www.shrm.org/legalissues/federalresources/federalstatutesregulationsandguidanc/pages/drug-freeworkplaceactof1988.aspx 

United States Equal Employment Opportunity Commission (n.d.). The Pregnancy Discrimination Act of 1978. Retrieved online:  http://www.eeoc.gov/laws/statutes/pregnancy.cfm 

United States Department of Labor (n.d). Drug-Free Workplace Act of 1988. Retrieved online:  http://www.dol.gov/elaws/asp/drugfree/screenfq.htm

The differences identified during this process determined the training objectives that must be reached by these programs. Furthermore, the company selects the trainees, the training methods, and the evaluation process.
The necessity of training programs relies on a series of factors. This is because these programs are able to help the company develop a pool of skilled employees that can be recruited on several positions within the company. This is useful in the case of companies that prefer to focus on internal recruitment sources. In addition to this, such training programs allow the company to better use technological developments as a result of skilled employees.

Training programs also develop motivated teams, characterized by high efficiency and productivity levels. This increases employee satisfaction and helps the company improve its position on the market in comparison with its competitors. This strategy also allows the company to expand its business on international level.

There are…...

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Reference list:

1. Friesen, M. & Johnson, J. (1995). The Success Paradigm: Creating Organizational Effectiveness through Quality and Strategy. Retrieved April 30, 2011 from  http://books.google.ro/books?id=YhyRCupKG5wC&printsec=frontcover&dq=organizational+effectiveness&hl=ro#v=onepage&q&f=false .

2. Wang, Z. & Chen, J. (2005). Technology Innovation and Human Resource Management. International Journal of Manpower. Retrieved April 30, 2011 from  http://books.google.ro/books?id=-ehC2sQOIbUC&pg=PT5&dq=organizational+effectiveness&hl=ro#v=onepage&q=organizational%20effectiveness&f=false .

3. Hallam, G. (2011). Advantages and Disadvantages of Internal Coaching. Retrieved April 30, 2011.

4. Jackson, S. et al. (2009). Managing Human Resources. Cengage Learning. Retrieved April 30, 2011 from  http://books.google.ro/books?id=gpimdMwZuwsC&pg=PR10&dq=training+human+resources&hl=ro#v=onepage&q=training%20human%20resources&f=false .

Strategic human resource development in small businesses, in the United States," explores prior studies, which investigated the frequency and impact of strategic human resource development, and strategic planning in small businesses in America (Fox, 2013, p. 77-115). In order to achieve the objective, the paper utilizes studies from countries, for instance Canada, and the United Kingdom, primarily because the countries share several economic and cultural attributes with the United States (Fox, 2013, p. 79). Following the review, the paper aims, in addition to the fore-mentioned aims, to explore the role of human resource professionals in the strategic business planning (Fox, 2013, p. 99).
Fox's presents a literature review and follows a review of relevant literatures on the subject. The work depends greatly on prior literatures, which explains the online search strategy the author employed. Fox searched for the prior literatures using popular databases including Scopus, Business Source Complete, ABI Inform…...

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References

Fox, L.H. (2013). Strategic human resource development in small businesses in the United

States. Academy of entrepreneurship journal, 19(1), 77-118.

Kraus, S., Reiche, S., & Reschke, H.C. (2007). Implications of Strategic Planning In SMEs For

International Entrepreneurship Research and Practice. Published in M. Terziovski (Ed.), Energizing Management through Innovation and Entrepreneurship: European Research and Practice, pp. 110-127. London: Routledge. Retrieved from  http://blog.iese.edu/reiche/files/2010/08/Implications-of-strategic-planning-in-SMEs.pdf

1. Describe the learning condition you think is most necessary for learning to occur. Use specific examples to support your answer. Learning depends on practice more than anything else, the ability to rehearse either mentally or physically the necessary skills or knowledge. As Noe (2013) points out, there are several pre-practice conditions necessary for learning to occur. Those include metacognitive conditions and a positive climate of learning. Characteristics of a positive climate of learning include feedback, reinforcement, goal setting, and reminders. Employees need feedback, “information about how well people are meeting the training objectives,” (Noe, 2013, p. 176). Feedback helps keep trainees on course, maximizing training resources and minimizing time wasted. Feedback is not empty praise or criticism but concrete and detailed evidence about what is being done correctly and how to change what is not. Metacognition refers to the conditions whereby individuals develop self-mastery and control over their own thinking…...

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References

Keller, J. M. (1987). Development and use of ARCS model of motivation design. Journal of Instructional Development, 2-10.

Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw-Hill.

 

A number of companies put into practice an ethnocentric direction in which the management is focused on the home market. Ideas that begin from the headquarters are thought to be better than to those that come from the foreign subordinate. Top organization in the foreign business is usually managers that come from the head office. Some of the businesses take a polycentric approach, in which each market is thought to be exclusive. Supervision in home companies is typically taken on by local people. The third approach is geocentric, which is rather like the ethnocentric approach as it shifts the authority back to the head office for employing managers. These supervisors are hired from dissimilar areas around the world. Essentially the geocentric approach looks for the most part appropriate employees from a collection of gifted people and they are employed on their value and not because of where they came…...

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Works Cited

"Cultural Savvy." 2010, viewed 2 October, 2010, from

"Managing Global Human Resources." 2010, viewed 2 October, 2010,

Off the job training is implemented in a location different from the actual place of employment. The more common methods of off the job training include the day releases (through which the employees take the day off work to engage in the training program), distance learning, block release courses, sandwich courses or self-study. The main advantages of this method are that the quality of the results is increased, as the commitment is also higher. Additionally, the trainees come to capitalize on the expertise of various specialists and can become more knowledgeable and confident employees. Still, despite these advantages, off the job training is not suitable for diversity efforts at the Police Departments; it is costly and it induces the loss of work (Tutor2U).

Last, the behavioral methods of training include processes such as games and simulations, behavior modeling efforts, business games, case studies, equipment stimulators or role plays (Training and Development).…...

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References:

Oskamp, S., 2000, Reducing prejudice and discrimination, Routledge

Homan, M.S., 2010, Promoting community change: making it happen in the real world, 5th edition, Cengage Learning

Nkomo, S.M., Fotter, M.D., McAfee, R.B., 2010, Human resource management applications, 7th edition, Cengage Learning

People management -- types and methods of training at work, Tutor2U,   accessed on June 6, 2012http://tutor2u.net/business/gcse/people_training_types.htmlast 

Human esources Development (HD) Needs Analysis. Description: You obtain information directly uploaded material ( slides voice recording / upload audio file) HD Manager official website company information provide company, strategy, current issues future plans assessment.
Human resource development issues at ACQ Australia

As the workplace changes, ACQ must also change and place more emphasis on the development of its staff members. The identified problems include an increased attention on customers and a decreased attention on employees, a complex working schedule and an increased workload of adjacent services. It is as such recommended for the company to focus more on its employees and seek a balance between customer and staff orientation, to engage the employees in the schedule construction and to differentiate the tasks assigned based on skills.

Table of contents

Introduction

Purpose of the report

Issues

esearch methods

Significance of the project

52. Literature review

52.1. Customer centric business

62.2. Difficult working schedules

72.3. Adjacent tasks

73. The issues at ACQ

73.1. Customer…...

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References:

Allen, D.R., Wilburn, M., 2002, Linking customer and employee satisfaction to the bottom line: a comprehensive guide to establishing the impact of customer and employee satisfaction on critical business outcomes, ASQ Quality Press

Arup, C., 2006, Labor law and labor market regulation: essays on the construction, constitution and regulation of labor markets and work relationships, Federation Press

Bach, S., 2005, Managing human resources: personnel management in transition, John Wiley and Sons

Finkelstein, M.S., 2004, Net-works: workplace change in the global economy: a critical and practical guide, Rowan and Littlefield

Adult Education
Within Human esources Development

The literature which describes and analyzes the important aspects of adult education - within the Human esources Development genre - is vitally important in relating to today's employees who seek - and deserve - learning opportunities within their workplace environment. It provides a point of reference, it offers stimulating ideas for digestion and analysis, and it zeros in on the issue at hand, which is that learning should be encouraged and facilitated by employers, and it should be done in such a way that gains in individual learning and knowledge will transfer to competency on the job, and ultimately, profitability for the employer.

An exceptionally useful article by Theodore J. Marchese, entitled, "Insights from Neuroscience and Anthropology, Cognitive Science and Work-Place Studies": e.g., the brain is "remarkably plastic across the lifespan..."

Early experiences and genetic inheritance are very important," Marchese writes in his piece, 'The New Conversations…...

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References

Glastra, Folke J; & Hake, Barry J.; & Schedler, Petra E. "Lifelong Learning as Transitional Learning." Adult Education Quarterly 54 (2004): 291-306.

Hodkinson, Phil; & Hodkinson, Heather; & Evans, Karen; & Kersh, Natasha; & Fuller,

Alison; & Unwini, Loma; & Senker, Peter. "The significance of individual biography

In workplacelearning." Studies in the Education of Adults 36, (2004): 6-26.

HD Strategy
Strategy and Human esources Development: Evidence of Best Practices and General ecommendations

Developing and adhering to a clear and concrete strategy is something that seems of obvious importance to any organization, yet a true understanding of what strategic planning and commitment entails is often surprisingly lacking in many organizations. In order for a strategy to be effective, not only must it appropriately account for external situations and internal capabilities, but it must also include concrete operational controls that will serve to maintain strategic focus and goal attainment in all areas of the organization's activities. One such area is human resources management, and especially human resources development. The following pages contain a review of current literature on the subject, providing a set of evidence-based best practices for human resources development that support overall strategies and providing a brief set of general recommendations in the area.

Evidence of Best Practices

General and long-term research…...

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References

Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. Philadelphia, PA: Kogan.

Boonstra, J. & Cummings, T. (2008). Dynamics of Organizational Change and Learning. New York: Wiley.

Elkharmi, O., Frazar, S., Essner, J., Vergino, E…. & Kovacic, D. (2009). Proposed Methodology for Developing a National Strategy for Human Resource Development: Lessons Learned from a NNSA Workshop. Institute of Nuclear Materials Management.

Garavan, T. (2007). A Strategic Perspective on Human Resource Development. Advances in Developing Human Resources 9(1): 11-30.

Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on or off duty misconduct, and/or to address personal issues that influence them in the workplace. Employees are told about appropriate policies, legislation, and bargaining agreements. Employees are also directed about their complaint and appeal rights and discrimination and whistleblower safeguards (Employee elations, 2009).
Preserving a positive, productive work environment is significant for all managers. This is often accomplished by engaging in: mentoring and coaching your staff, regular feedback, including annual performance reviews, open and honest communication regarding group, unit and university…...

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References

Compensation and Benefits. (n.d.). Retrieved August 18, 2010, from Auxillium West Web site:

 http://www.auxillium.com/pay.shtml 

Employee Health and Safety. (2009). Retrieved August 19, 2010, from Small Business Notes

Web site:  http://www.smallbusinessnotes.com/operating/hr/safety.html

Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace community should try to capitalize more on the points of difference offered by culturally diverse staff members, such as their increased ability to communicate with culturally diverse customers.

5. Impact of the Study on Career and Personal Life

It is yet uncertain as to how the personal career of the researcher would be impacted by the findings of the study. What is however known with certainty is that the baggage of HM knowledge of the researcher has significantly increased. Within the context…...

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References:

Heathfield, S.M., What is human resource development (HRD)? About,   last accessed on July 02, 2010http://humanresources.about.com/od/glossaryh/f/hr_development.htm 

McNamara, C., Employee benefits and compensation, Management Help,   last accessed on July 02, 2010http://managementhelp.org/pay_ben/pay_ben.htm 

2007, Health and safety, HRM Guide,   last accessed on July 02, 2010http://www.hrmguide.co.uk/employee_relations/health-and-safety.htm 

Equal employment opportunities, Liverpool City Council,   last accessed on June 30, 2010http://govinfo.library.unt.edu/npr/library/reports/hrm10.html 

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.
Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its competitive…...

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References

Edwards, P. (2003). Industrial Relations: Theory and Practice. Oxford: Blackwell Pub.

Kreitner, R. (2009). Management. Boston: Houghton Mifflin Co.

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ.

Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.

In addition to supplying training so that workers can obtain and maintain entry-level jobs, training must be given that is based on national skills principles, assessments, and qualifications that will improve a participant's ability to compete successfully in the current global economy. This component will be the focus around which the other four HD training components will revolve. This training component will be broken down into five different categories: Job Training, Job-Looking Skills, Job-etention Skills, Lifetime Learning, and Life Abilities.
Job Looking Skills

Job etention Skills

1. Job Search 1. Personal esponsibilities 5. Job performance

2. Application/esume 2. Time Management 6. Interpersonal Skills

3. Interviewing 3. Economic Literacy 7. Learning Skills

4. Job Selection Process 4. Work Attitudes 8. Math Skills

Lifetime Learning Life Abilities

1. eflection 1. Consumer Buying 3. Preventative Health Care

2. Change Management 2. Parenting Skills 4. Community esources

Communication Skills

1. Communication Styles 4. Observation Skills

7. Teamwork Skills

2. Listening Skills

5. eading Skills

8. Leadership Skills

3. Speaking…...

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References

Human Resources Development Program Evaluation Guide. (2010). Retrieved May 18, 2010,

from Web site:

http://cpolrhp.belvoir.army.mil/scr/FunctionalAreas/CHRA/hrd/Guidance/SCHRD_PRO

GRAM_EVAL.pdf

Literature Review: Assess the Influence of Kolb's Experiential Learning Theory on Performance, Focusing on Various Educational Settings, Such as Higher Education and Employee Training

Introduction

David Kolb's Experiential Learning Theory (ELT) has significantly influenced education and training practices, particularly in higher education and employee development. This literature review delves into the impact of ELT on performance in these settings, examining empirical studies and theoretical perspectives.

ELT in Higher Education

Enhanced Learning: ELT promotes active engagement and hands-on experiences, leading to improved retention and understanding. Students are able to directly apply concepts and theories, fostering deeper learning. (Kolb & Kolb, 2005)
Skill Development: Practical....