This is the most comprehensive job winning course ever offered online. It’s the course that your competition doesn’t want you to take. Jobing Smarter Not Harder! contains hundreds of techniques that can be used to maximize your success at resume and cover letter writing, professional networking, interviewing smart, and even negotiating salary offers. This course is designed to help both the seasoned job hunter and novice. The ultimate winner of a job is not necessarily the person who is most skilled for the position, but the individual who is most skilled at the jobing process. In this exciting course you will: Learn how to find jobs before they are advertised Learn effective resume and cover letter writing techniques Learn how to find and contact decision makers Uncover interview secrets Learn preparation techniques for behavioral interviewing Understand the negotiation process In addition you will gain access to: An index of over 40 job boards Lists of common interview questions Salary negotiation tips Resume templates Cover letter templates Thank you letter secrets Resume formats and tips Cover letter techniques Checklists And much, much, more!
Compliance is a hot topic today. HR management is an integral part of success in any organization. There are ample reasons highlighting the importance of Human Resource Management. This e-learning course provides a comprehensive package that includes all the required compliance training to help you meet your organization's needs and legal requirements.
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. During the Measuring Results From Training course, participants will learn about the different ways to evaluate training progress, and how to use those tools to demonstrate the results that training brings. Once the training has been evaluated the next step is to modify and updated the curriculum to create a content that is better suited for the participants.
Crating a Lunch and Learn session is a low cost training option. It is a great way to introduce a topic or give a small demonstration on a new product or service. Participants will be shown the criteria involved in creating a great Lunch and Learn environment. They are usually voluntary, thus attendance can sometimes be an issue. With this workshop you will be given the knowledge work through this issue and others. Our Lunch and Learn workshop will give your organization a quick and useful tool to add to its training department. Participants will be able to use it as a follow-up or refresher to a previous training session. It doesn’t have to be just about a learning event, it can also involve collaboration, networking, or sharing best practices between employees.
Webinars are a great inexpensive way to reach a large number of people. Webinars are great tools if you want to market a new or improved product, train employees, demonstrate a new task, or have a meeting with employees located throughout the globe. Being an interactive form of media, Webinars provides a great environment for these activities and so much more. Creating a Great Webinar is all about providing a great interaction between the presenter and the audience. Participants will develop the skills needed to promote, host, or facilitate a great Webinar for your company. Sharing your passion and knowledge with a Webinar is the best way to reach many
Bloom’s Taxonomy is not just for elementary school teachers. The three domains of the taxonomy apply to adult education as well. In this manual, we will pay attention to the psychomotor domain. This is the domain of action and physicality. It is important to remember that psychomotor works together with the other domains when implementing it.
Bloom’s Taxonomy is not just for elementary school teachers. The three domains of the taxonomy apply to adult education as well. In this course, we will pay attention to the cognitive domain. This is the domain of knowledge and intellect, and it is the main focus of most educators. With our “Adult Learner: Bloom’s Taxonomy – Cognitive Domain” workshop, participants will discover the specifics of how the cognitive domain increases intellectual capability.
Whether you are preparing to be a professional trainer, or you are someone who does a bit of training as a part of their job, you'll want to be prepared for the training that you do. Participants will begin the process of becoming trainers themselves, and understand that training is a process where skills, knowledge, and attitudes are applied. The Train-The-Trainer workshop will give all types of trainer's tools to help participants create and deliver engaging, compelling workshops that will encourage trainees to come back for more. Skills such as facilitating, needs analyses, understanding participant’s needs, and managing tough topics will give participants what the need to become a trainer themselves.
Job Responsibilities Serving customers Protect our stores Project a positive image First impressions Keeping the entire store clean Arranging displays Unloading, and unpacking freight Putting away stock and pricing. Loss Prevention Shrink Internal losses are created by employees through inaccuracy, Lack of intention to detail Intentional theft of money or merchandise. There are measures we all must take to prevent internal theft. Abusing employee discounts No merchandise may leave the store Reporting unlawful acts Opening the store Know your sales floor What to do if you see a shoplifter Career Opportunities Career offers Career advancement Positive attitude and ability to work with customers Safety Ladder Safety Inspecting for loose or damaged rungs, steps, or rails. Checking for loose screws, bolts, or hinges. Locking spreaders on step ladders Safety feet Reporting ladder defects Keeping the base area clean Locking spreaders Facing the ladder Holding the ladder with 2 hands Overextension of your upper body. Climbing too high. Safety stickers Lifting Techniques: Load Testing Facing the object Never twist your hips or back while lifting. Keep the load close to your body. Techniques to put less strain on your back muscles. If you must strain to carry the load, it’s too heavy Using hand trucks or dolly’s. Being aware of your surroundings. Make sure you can see where you are walking. Walking on slippery uneven surfaces Going over applicable safety guidelines with your supervisor And always put safety first Harassment and Discrimination Keeping the workplace free from discrimination and harassment. Treating customers equally and with dignity and respect. Reporting harassment This course contains a video and employee quiz.
This is a 72-slide PowerPoint. Training needs analysis is not a compilation of employees' training wants. Neither is it simply talking to a few supervisors or circulating a memo to supervisors asking them to rank the courses listed. To be effective, a training needs analysis has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective training needs analysis that ensures training is targeted at the right competencies, the right employees and is addressing a business need. In this training powerpoint, you will learn the meaning and importance of conducting a training needs analysis, understand the components of a training needs analysis, and acquire detailed knowledge on the nine-step process for conducting a training needs analysis. LEARNING OBJECTIVES 1. Understand the meaning and importance of conducting a Training Needs Analysis 2. Gain knowledge on the components of a Training Needs Analysis 3. Understand the common training and evaluation models 4. Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis CONTENTS 1. What Is Training Needs Analysis What is a Need? What is Training Needs Analysis? What Training Needs Analysis Is Not The ADDIE Model What is the Impact of a Poorly Designed Training Needs Analysis? Scope of Training Needs Analysis Classification of Training Needs 2. Components of a Training Needs Analysis Components of a Training Needs Analysis Organizational Needs Analysis Task/Job Analysis Person Analysis The Causes & Outcomes of a Training Needs Analysis Key Concerns of Management and Trainers in Needs Analysis The Kirkpatrick Training Evaluation Model 3. How to Conduct a Training Needs Analysis? Nine Steps of Training Needs Analysis Step 1 - Determine Desired Outcomes Step 2 - Link Desired Outcomes with Employee Behavior Step 3 - Identify Trainable Competencies Step 4 - Evaluate Competencies & Determine Gaps Step 5 - Prioritize Training Needs Step 6 - Determine Training Method Step 7 - Conduct Cost-Benefit Analysis Step 8 - Report Analysis & Findings Step 9 - Plan for Training Evaluation Summary
This is a 59-slide PowerPoint with accompanying Word templates The TWI Problem Solving (PS) program trains supervisors in how to solve problems in order to achieve the desired results. Based on the TWI four-step model, the TWI-PS program integrates and elevates the three original TWI skills (JI, JM and JR) into a problem-solving focus. This training presentation teaches you how to isolate the problem and then analyze the problem from the mechanical and people angles to find the root causes. Solutions are identified and prioritized to correct the problem. The results are checked and evaluated for the desired impact. This Training Package Includes: 1. TWI Problem Solving Slides (PowerPoint format) 2. Problem Analysis Sheet (Word format) 3. Causation Analysis Sheet (Word format) 4. Job Methods Breakdown Sheet (Word format) 5. Job Instruction Breakdown Sheet (Word format) 6. Job Relations Problem Solving Sheet (Word format) LEARNING OBJECTIVES 1. Solve problems based on the 4-Step Process for PS 2. Apply the Problem Analysis Sheet and the Causation Analysis Sheet to analyze and identify root causes 3. Apply the JI, JM and JR skills and tools to solve the problem CONTENTS Basic Needs of Supervisors Supervisor's Responsibilities Introduction to Problem Solving Objective of Problem Solving Results from PS Training Comparison of Toyota & TWI Problem Solving Steps What Is a Problem? 4 Steps for Problem Solving Step 1: Isolate the Problem Problem Analysis Sheet Causation Analysis Sheet Step 2: Prepare for Solution Mechanical Problems People Problems Step 3: Correct the Problem Step 4: Check and Evaluate Results Summary
This is a 78-slide PowerPoint. The TWI Job Methods (JM) program teaches supervisors how to improve methods for producing greater quantities of quality products in less time by effectively using available workforce, machines and materials. Participants are taught how to break down jobs into their constituent operations. Every detail is questioned in a systematic manner to generate ideas for improvement. New methods are developed by eliminating, combining, rearranging, and simplifying steps in the process. Job Methods yields significant benefits including reduced cost through productivity gains, increased throughput, and reduced work in process. LEARNING OBJECTIVES 1. Improve job methods based on the 4-Step Process for JM 2. Apply the Job Breakdown Sheet to analyze the current method and develop the new method 3. Utilize the JM Improvement Proposal Sheet to communicate and gain buy in to the new method CONTENTS 1. Introduction to TWI - JM 2. Definition of a Supervisor 3. 5 Basic Needs of Supervisors 4. Demonstration Job: Current Design & New Design 5. 4 Steps for Job Methods Improvement 6. Step 1: Breakdown the Job 7. Job Breakdown Sheet (JM) 8. Step 2: Question Every Detail 9. 5W1H Questions 10. Step 3: Develop the New Method 11. Eliminate, Combine, Rearrange & Simplify (ECRS Framework) 12. Principles Under Simplify 13. JM Improvement Proposal Sheet 14. Step 4: Apply the New Method 15. Examples of Ideas for Improvement 16. Practice Demonstrations: Job Breakdown for Present & Proposed Methods 17. Resistance & Resentment 18. Review of 4 Steps for JM 19. Summary & Closing Comments
This is a 15-slide PowerPoint. Forming a coherent hypothesis is an instrumental tool when analyzing and addressing any business problem. It is a common approach used by management consultants. When evaluating any new, abstract business problem, it is wise to begin by forming an hypothesis related to the problem. A popular consulting framework for forming a hypothesis is PRICE. PRICE is used by strategy consulting firms like McKinsey, Bain, and BCG. It can be used to test a hypothesis, determine if the hypothesis is valid, and answer questions, like, Does the hypothesis make sense? Should it be discarded? Should it be reworded? This document explains the PRICE framework and provides template slides to be used in your own presentations.
62-slide PowerPoint. Developed by the Florida State University, the ADDIE Model is a systematic approach used by instructional designers and content developers to create instructional course materials. Comprising five simple phases - Analyze, Design, Develop, Implement and Evaluate, the model has been adopted as the standard method by many instructional designers because of its flexibility. The ADDIE model represents a lean, dynamic, flexible guideline for building effective training and performance support tools. The model helps to save time and money by catching problems while they are still easy to fix. CONTENTS 1. What is Instructional Design 2. Overview of the ADDIE Model 3. The Five Phases of ADDIE for Instructional Design (a) Analyze (b) Design (c) Develop (d) Implement (e) Evaluate You may also be interested in the following related documents: 1. Training Needs Analysis 2. Kirkpatrick Model for Evaluating Training Programs
Improving Employee Engagement is a priority in most Talent and HR Strategies. This presentation provides a 5-step approach to building a culture of Employee Engagement. This processed was developed by Aon Hewitt based on the Aon Hewitt Top Companies for Leaders study. Best practices from the leading organizations have shown leaders lead the way to a culture of Employee Engagement. These leaders focus on building skills, empowering others, and driving individual accountability to take ownership of one's own engagement. Thus, engaging leadership is the first step in our model: 1. Build Engaging Leadership 2. Create a Compelling Employee Value Proposition (EVP) 3. Grow our Talent 4. Enable Engagement and Performance 5. Focus on the Individual This document also includes templates you can use for your own business presentations.
This course will take approximately 27 minutes to complete. The main objective of this session is to discuss coaching and why it is an important part of your job. By the time the session is over, you should be able to recognize the benefits of coaching, identify the role of the coach, understand the techniques involved in successful coaching, and use coaching effectively to improve employee performance and help employees grow and develop.
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