The Self Storage 101 Operations Manual is THE resource for the independent self storage owner/operator. Created by owner/operators, this reference tool is designed to help the owner/operator more effectively and efficiently manage his or her self storage facility. The content is simple, yet pertinent and real, full of day to day functions, sales skills, needed forms and an employee manual
TWIC is a common idenfication credential for all personnel requiring unescorted access to secure areas of MTSA (Maritime Transportation Security Act), regulated facilities and vessels, and all mariners holding Coast Guard issued credentials.
Set of PowerPoint and Word templates. The TWI program has proven to be effective in providing shopfloor supervisors and team leaders with the skills they need to engage people in Lean activities. This is a collection of TWI diagrams, pocket cards and templates for Job Instruction (JI), Job Methods (JM), Job Relations (JR), Job Safety (JS) and Problem Solving (PS). These tools and templates are useful for organizations who are preparing or implementing TWI programs. To get the most out of the tools and templates, they are best used together with the TWI four-step process. (NOTE: If you had purchased our TWI Program training program, all the diagrams, pocket cards and templates listed here were already included in the package and you need not purchase them again.) THIS TWI FRAMEWORKS COLLECTION INCLUDE: 1. TWI Frameworks (PowerPoint format) 2. Job Instruction Breakdown Sheet (Word format) 3. Job Instruction Training Timetable (Word format) 4. Job Methods Breakdown Sheet (simple) (Word format) 5. Job Methods Breakdown Sheet (8.5x11) (Word format) 6. Job Methods Breakdown Sheet (8.5x14) (Word format) 7. Job Methods Improvement Proposal Sheet (Word format) 8. Job Relations Situation Analysis Sheet (Word format) 9. Job Safety Breakdown Sheet (Word format) 10. Problem Solving Problem Analysis Sheet (Word format) 11. Problem Solving Causation Analysis Sheet (Word format) 12. JI Pocket Card (PowerPoint format) 13. JM Pocket Card (PowerPoint format) 14. JR Pocket Card (PowerPoint format) 15. JS Pocket Card (PowerPoint format)
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
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
Free preview of the comprehensive My Gift: Myself hospice volunteer training course. Based upon the popular DVD and student manual based classroom course authored by JoAnne Chitwood, RN CHPN. The course meets all state and Medicare requirements for training a hospice volunteer. Certificate will be awarded if students complete 7 chapter skill tests with 80% correct answers. Volume discounts available for hospice organizations training a number of volunteers. Course includes over 5 hours of video and more than 250 pages of training, exercises, and reference material for volunteers.
Learn QuickBooks Pro 2016 with this comprehensive course from TeachUcomp, Inc. Mastering QuickBooks Made Easy features 184 video lessons with over 9 hours of introductory through advanced instruction. Watch, listen and learn as your expert instructor guides you through each lesson step-by-step. During this media-rich learning experience, you will see each function performed just as if your instructor were there with you. Reinforce your learning with the text of our two printable classroom instruction manuals (Introductory and Advanced), additional images and practice exercises. You will learn how to set up a QuickBooks company file, pay employees and vendors, create custom reports, reconcile your accounts, use estimating, time tracking and much more. Whether you are completely new to QuickBooks or upgrading from an older version, this course will empower you with the knowledge and skills necessary to be a proficient user. We have incorporated years of classroom training experience and teaching techniques to develop an easy-to-use course that you can customize to meet your personal learning needs. Simply launch the easy-to-use interface, click to start a video lesson or open one of the manuals and you’re on your way to mastering QuickBooks.
REDUCED FROM $39.00 TO $19.95 for a limited time only See our free preview course titled "My Gift Myself Hospice Volunteer Preview". Course author is JoAnne Chitwood RN CHPN, well known author, seminar presenter, and Director of Border Mountain and Promise Productions This course is based on the highly successful My Gift: Myself DVD and classroom program training, which has been used in over 1000 hospice organizations. The program has been modified for effective online training of hospice volunteers, and meets all state and Medicare training requirements. The course includes 5.5 hours of video training, 270 pages of text material and exercises, and requires a passing score of 80% on 7 exams to have a certificate issued. Course participants download a printable pdf to use for notes and completing student exercises. The course also has a downloadable pdf with important resource information for new volunteers.
Harassment in the workplace can cost an employer millions for lawsuits each year. Because of this offensive behavior, employee productivity can also go down. Training for avoiding sexual harassment in the workplace should be conducted for the benefit of both the employer and the employee. This online training course will give you the main points to remember about sexual harassment in the workplace. Upon completion of this training program, a candidate will learn to: Identify sexual harassment behaviours and stop them Distinguish between sexual harassment and racial attacks Become aware of the laws covering sexual harassment so that they can avoid any occurrence of the incident
Teach your employees how to handle common ethical dilemmas they may face, including what it means to be morally right, being honest, not cheating your employer, co-workers, or customers, not stealing from the supply closet, and generally treating co-workers well. Other ethical situations may involve harassment, gambling, and inappropriate Internet use. With this all-new online training, your employees can learn how to make ethically sound workplace decisions with this easy-to-follow online training. On their own time -- and at their own pace, they'll learn: How to avoid conflicts of interest, such as the perils of an office romance, accepting gifts from competitors or customers, moonlighting issues, and many more. How to prevent behavior that can be deemed as stereotyping or discrimination, and how seemingly innocent jokes or slang can hurt. Why inappropriate behavior outside of work can damage an employee's reputation -- and an employer's credibility. How to avoid inappropriate Internet use, such as using blogs and social media on company time or disclosing confidential company information, or worse. And much, much more...
Learn what you get from this specialized custom interview training from vieReady. We've done the work, putting the interview process in an easy to understand, easy to follow training that will show you how refine your interview to differentiate yourself from the competition.
With the vieReady combo package, you get both the 15SecondResume and InterviewCoach24-7 courses for one low price. By taking both courses you get the skills to put you ahead of the competition in the job market. You will learn how to write customized resumes geared towards specific opportunities to get that interview. You will learn the interview process and how to get past the pitfalls to get that job offer and land that job. vieReady presents 15SecondResume Writing a resume is easy; understanding why it doesn’t get read is not. Understand how a resume is read What are the key components? How most common tricks and tips hurt you How to properly communicate your experience for maximum impact and much more... vieReady presents InterviewCoach24-7 Anyone can remember the answers; learn why they aren't hitting the mark. Understanding the interview process What are the key components? How to negotiate compensation How to get the job offer and much more
Alto Acoso Sexual - Formación de los empleados (Stop Sexual Harassment - training for employees) Course
Ambiente de trabajo hostil frente a Quid Pro Quo * Ambiente de trabajo hostil contra acoso quid pro quo * ¿Qué es el acoso ambiente hostil? * Los peligros de la Internet y el correo electrónico. * 12 en el mundo real ejemplos de acoso hostil ambiente de trabajo, incluidas las normas sobre el contacto físico. * Hostilidad sobre la base de una relación anterior. El acoso de género * ¿Por qué las novatadas no se puede tolerar, y por qué no hay "igualdad de oportunidades" defensa de acoso. * Un empleado deber de cooperar con la investigación de recursos humanos. * Hostilidad basada en la orientación sexual. * El acoso por un cliente
Interview training like none other. A better interview. Guaranteed. In today’s economy companies are resistant to hiring except when absolutely necessary. You need to show them why you are absolutely necessary. All you need to do is know how. This training will teach you just that, techniques to reshape your interviews. We’ll cover topics like: Taking control of the interview Some things you may be saying that are working against you What is the role of the interviewer and what it the purpose of the interview – you may be surprised What the interviewer really wants to know with each type of question How to handle the dreaded questions about compensation in a way you haven’t heard before What are the knock-out questions and how to handle them We’ll cover interviewing in a way you have not experienced before. We’ll put you on par with the interviewer. Take this training before you take another interview.
Mind Mapping Mastery course from Illumine e-learning - the leading provider of Mind Mapping training. When learnt properly, Mind Mapping is a uniquely powerful technique. On this interactive and hands-on e-learning course you will learn: - how to establish great mind mapping technique - the secret to using mind maps to enhance the quality of your thinking and planning - how to build a powerful memory with mind maps - the best way to take notes using Mind Maps - why mind maps work - how they work WITH the brain - the wide range of uses of mind maps for work and life BONUS MODULES - how to study and excel in exams with Mind Maps Objectives: - Learn great mind mapping technique - Understand how to use mind maps to enhance the quality of your thinking, organising and planning - Find out how to take notes using Mind Maps - Discover how to build a powerful memory with mind maps - Find out why mind maps work - and how they work WITH the brain - Learn how to use mind maps to dramatically improve your studying and learning Duration: 90 Minutes
This course will take approximately 24 minutes to complete. This session is about safely and correctly working around hazardous wastes. It covers the basics of hazardous waste management for all workers who handle hazardous wastes.
The training covers all parts required by the hse and the Control of Asbestos Regulations 2006 (CAR 2006) training includes: What is asbestos?; health effects; photo’s of typical asbestos containing materials (acm’s; typical locations of acm’s within buildings; control of asbestos regulations 2006 (car 2006); what to do if you suspect/disturb asbestos; final assessment; certificate of attendance This training is for the prevention of asbestos disturbance; i. E. To take the necessary precautions before works commence and to stop work if there is doubt about any material found within the work area. The training includes an outline of how there are asbestos containing materials (acm’s) where works can only be carried out by license from the hse and that there are acm’s where works can be carried out by competent workers/companies i. E. Non-licensable works
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.
Training Basics Introduction The outcome of this training: o You will be able to transform non-existent or inadequate performance into effective performance in minimal time and at minimal cost. We’ll first take a look at the this systematic approach, and then practice it. o The underlying philosophy is to work backwards. The Basic Template: GOT o Goals o Objectives o Test Items Goals Goals express the vision of the successful outcome of the training. A goal must be written in such a way that it allows you to separate those who fit the description of the goal from those who don’t. Examples: Facilities workers who are safety conscious Able to correctly administer CPR An effective sales presentation Effectively handle an unhappy customer Objectives Performance Objectives are statements of expectations of performance, in measurable terms. State what they are expected to be able to do. o How well o Within what constraints Examples: Given a CPR dummy, hold it in the correct position, and with your body in the correct position to begin administering CPR. Given a simulated prospective buyer, begin a conversation that can lead into a presentation of the features, benefits, and asking for a response regarding the Mark V Torque Converter. Then state how it could be used to lead into that presentation. Given a simulated prospective buyer, present the features, benefits, and ask for a response regarding the Mark V Torque Converter. Given a simulated unhappy customer, demonstrate the “Feel, Felt, Found” technique. Test Item A Test Item is a Criterion-based demonstration of competence. A Test Item is what will you have them do in order to demonstrate that they can perform a task. o How well o Within what constraints Examples: Given a CPR dummy, hold it in the correct position, and with your body in the correct position to begin administering CPR. Change a tire on any mid-size car within 20 minutes. All five lugs must be tight enough to stop turning when you apply most of your strength, but be removed without using most of your strength. Your trainer will pose as a simulated prospective buyer. Present the features, benefits, and ask for a response regarding the Mark V Torque Converter. Practice Now you will practice these techniques. o Goals, Objectives, Test Items Goals Step 1: Identify instances of inadequate performance. Example: The Customer Service people are not adequately referring customers to the correct department to meet their requests. Practice: List three actual or imaginary instances of lacking or inadequate performance. _________________________________________________________________ ____________________________________________________________________ _________________________________________________________________ ____________________________________________________________________ _________________________________________________________________ ____________________________________________________________________ Step 2: Write a goal for an instance of inadequate performance. Example: The Customer Service People are able to refer a customer to the correct department to meet their requests. Practice: For each of the three instances of inadequacy, write a Goal that allows you to separate those who fit the description of the goal from those who don’t. 1. _________________________________________________________________ ____________________________________________________________________ 2. _________________________________________________________________ ____________________________________________________________________ 3. _________________________________________________________________ ____________________________________________________________________ Step 3: Write an objective for a goal. Example: Given a customer who wants to report bad coffee, refer the customer to the correct department. This must be done within five minutes, and the customer must be connected to the correct department. Practice: For each of the three goals, write an objective that makes competency visible, or otherwise measurable. 1. _________________________________________________________________ ____________________________________________________________________ 2. _________________________________________________________________ ____________________________________________________________________ 3. _________________________________________________________________ ____________________________________________________________________ Step 4: Write a Test Item for an objective. Example: Pick up the phone. On it is a customer who wants to report bad coffee. Refer the customer to the correct department. This must be done within five minutes, and the customer must be connected to the correct department. Practice: For each of the three objectives, write a Test Item that makes competency visible, or otherwise measurable. 1. _________________________________________________________________ ____________________________________________________________________ 2. _________________________________________________________________ ____________________________________________________________________ 3. _________________________________________________________________ ____________________________________________________________________ Determining the methods of instruction In reality, the method of instruction in a training program is the least important part. o This is because once you have the Goals, Objectives, and Test Items in place, in many cases the trainee can self-train. The Test Items enable you to either certify the trainee’s competence or not certify it. o Certification simply means that someone is willing to sign their name to the effect that a person is able to demonstrate the performance. The actual training may consist of: o Classroom o On line o Reading o On the Job Training o “Osmosis” on the job o Self-training o Mentor o In-born abilities o Or anything (or nothing) Critical Underlying Principles o Respect the trainee. o If the trainee is not achieving the required results then it is the fault of the training program, not the trainee. (Well, OK, almost always…) o Remove, or at least minimize, all obstacles to the trainee’s learning. o Do not add training content that does not contribute directly to the attainment of the performance objectives. o You may provide that as optional material that the trainee can take away, but don’t allow it to take time away from the program. o Provide plenty of practice, with reinforcing feedback, before the testing. Skip Welles CeleriTRAIN