A Systematic Model Of Training Management Essay

A Systematic Model Of Training Management Essay Introduction The primary reason for evaluation being adopted in any sector is to determine the effectiveness of processes and the ways to improve them. A single meaning for the term evaluation is not easy to find. Weiss (1972; p.1) saw evaluation as an elastic word that stretches to cover judgements of many kinds. We can thus suggest that one meaning of evaluation in LD is concerned with judgements relating to the value of particular processes. Taken in this way, we can see that evaluating is closely connected with peoples view of LD and the criteria use to make judgements. If one accepts that evaluation is an attempt to judge the value that LD adds to an organisation then Bramley (1991) and other as per (Appendix 1) argues that purpose of evaluation is not only to add value but to discover to what extent the learning is useful for the job and has the learning transferred to workplace. Development activities intended to increase the effectiveness of managers can be evaluated at number of levels. The proposed framework for evaluation by Kirkpatrick (1959) is as follows: Reaction: The reaction of learners following an activity. Learning: The skills, knowledge gained as a result of the activity Behaviour: The effect on the performance of the learner within the workplace Results: The effect of changes in performance on measurable results at work This view has become conventional wisdom with regard to evaluation where different levels can be linked in a chain of consequences (Hamblin, 1974). Another level was added by Phillips (1996) to enable a return on investment (ROI) which could provide direct link between LD and an organisations results. Most organisations carry out evaluation at the reaction level, some measure learning in technical skills, but few attempts to assess changes in behaviour or criteria of organisational effectiveness (Ralphs and Stephan, 1986). Representation of Kirkpatricks and Phillips model of learning analytics showing level-wise measurement objectives Fig 1: Representation of Kirkpatricks and Phillips model of learning analytics showing level-wise measurement objectives (http://leanlearning.wikispaces.com/learning_analytics). Methodology will partly depend on the beliefs held about what happens in LD. The two board approaches of methodology can be identified as positivist methodologies which are based on observations and measurements, whereas phenomenological methodologies are based on action and implementation (Mumford and Gold, 2004). The differing perspectives offered by positivism and phenomenology provide evaluators of LD with different thoughts to inform the choice of evaluation models and methods. In UK, for many years a systematic model of training and evaluation has been regarded as the orthodoxy. A typical presentation of this model is shown below. IDENTIFY TRAINING NEEDS AND SPECIFY OBJECTIVES DESIGN ACTIVITIES IMPLEMENT ACTIVITIES EVALUATE ACTIVITIES Fig 2: A systematic model of training (Mumford and Gold, 2004) The four stages model emphasises the need to evaluate at the conclusion of activities. Data collected can then be analysed and decisions made on the value of the activities and the extent to which the objectives set were valid. The data gathered may be subject to bias and distortion, dependent on the feelings of the group at the time of completion (Smith, 1990). The various meaning of evaluation has tended to focus on the outcomes of LD activities. It also suggests that value can change throughout participation and that objectives at the start of process are not the same during the process and on completion of it. Here we could make use of a distinction that is frequently made between (Appendix 2) summative evaluation, which occurs on completion of an activity and formative evaluation, which occurs while the activity is happening. These variations and presence of different interests make evaluation a complex process for it needs to take into account and respond to different interests and their judgements (Easterby-Smith, 1994). Leadership Development It is hard to overstate the importance of leadership in todays corporate environment, especially in the light of business failures. Leadership can play a critical role in almost every aspect of corporate and communal life (Ashkanasy, 2004: 165). There are many models of leadership; a traditional approach is the trait-based model (Bird, 1940; Mann, 1959; Stogdill, 1948; Zaccaro, Kemp Bader, 2004). This approach seeks to find those attributes of persons that are associated with leadership success. There are few problems associated with this approach as it tends to be modest to moderate and hence can account for only a part of what makes a leader successful, also it undervalues the importance of modification and the approach is static, whereas leadership is dynamic (Antonkasi et al, 2004). Stenbergs WICs Model The theory proposed here views leadership as in large part of how one formulates, makes and acts upon decisions (Sternberg Vroom, 2002). According to this model, the three key components of leadership are wisdom, intelligence and creativity (WICS). The basic idea is that one needs these three components working together in order to be a highly effective leader. Intelligence: academic intelligence (memory and analytical abilities) and practical intelligence (ability to solve everyday problems and manage oneself, others and tasks). Wisdom: using intelligence, creativity and experience moderated by values to reach a common good, balance between own, others and organisational interest, over the short and long term to adapt, shape and select environments. Creativity: skill in generating ideas and products that are novel, high quality, appropriate for the task in hand. generation of ideas that others will follow. Leadership Fig 3: Sternbergs WICs model of leadership (Sadler-Smith, 2006) The WICs model is related to many other models which incorporates elements of transformational as well as transactional leadership (Bass, 1998; Bass Avolio, 1994; Bass, Avolio Atwater, 1996), emotionally intelligent leadership (Goleman, 1998), visionary leadership (Sashkin, 1988, 2004), and charismatic leadership (Conger Kanugo, 1998; Weber, 1968). WICS provides a framework that not only integrates many of the models that have come earlier, but also that have individually included only some of these interlocking skills, attitudes, and situational variables. Leadership development is expected to improve these attributes further and also to maintain balance in negotiating situational demands and tensions. All of these theories propose explanations for developing leaders but they have not been scientifically proven and some might require an in depth analysis to prove their effectiveness. Most of these strategies tend to concentrate on the individual leader but they tend to ignore the effects of dynamic or individuals environment on the leaders performance. Day et al. (2003) mentions that due to constantly changing environment with a variety of stakeholders requests and expectations, the possibility of using one best approach to leadership development is unlikely. In todays dynamic environment organisations might need to take a global approach to follow a mixture of some models of leadership development (Ivancevich Matteson 1996). The importance of effective leadership could be emphasised by looking at the LBG leadership model. Lloyds Banking Group (LBG) Leadership Model Creating a high performance culture, identifying future leaders and building the talent pipeline to expand organisational capability are critical areas of focus for all leaders in the group. In challenging economic times, the groups ability to build distinctive leadership capability will differentiate it from its competitors. JDIE (Judgement; Drive; Influence and Execution Appendix 3) is the leadership model that LBG widely uses across all its divisions. Fig 4: Lloyds Leadership Model (https://www.learningatlloydsbankinggroup.com/exec/exec.asp) The model has 4 capabilities that determine outstanding leadership performance and potential. At the centre of the Leadership Diamond are the Values which underpin all the behavioural capability statements. Individual performance rating is based on their total contribution equally assessing what they have achieved against their objectives in the Balanced Scorecard and how they have achieved it using the LBG values and the JDIE leadership model. The JDIE leadership model describes outstanding leadership in the Group and is based around the organisational values, which drives culture, engagement and performance/potential. Benefits of JDIE model: Enables individual to take ownership and accountability for accelerating personal and team development, achieving higher performance and delivering quality. Builds deep and strong relationship among members of the team. Enlightened individual and collective awareness. Improving coaching and feedback skills among team members. Role of Evaluation in Leadership Development: Evaluations have replaced assumptions with evidence. It has used new knowledge to stimulate discussion or debate, have solved practical problems and have proved the feasibility of innovative programs. The following examples demonstrate the kinds of benefits organisations have obtained from evaluation: Evaluations improve performance and promote accountability through monitoring. Evaluations provide important and action-oriented lessons about implementation. Evaluations provide powerful evidence about impacts. Evaluations provide practical information about who participates and who benefits, thereby improving the targeting of services. Evaluations provide crucial information on costs. Evaluations assess the logic and the knowledge underlying the design of new programs. The following examples demonstrate the kinds of issues organisations might face from evaluations: There could be insufficient knowledge of the value of an appropriate pre-course for assessment of individual and organisational needs. Limited support appears to be provided to aid the transfer of individuals learning benefits to organisation. The organisations need to focus on leadership as a social process for developing leadership beyond individual leaders and thus maintaining equilibrium among human and social capital. It is not yet clear of the potential measurement criteria to assess impact on return on investment. Such criteria need to be re-designed to develop a suitable framework. Currently available leadership development models and theories lay a lot of emphasis on the importance of change, but they may not operate scientifically to validate the change framework. Effectiveness of most of these existing leadership models tends to lay prominence on the initial stages of the change cycle, which assumes that individuals would be able to change themselves at the wrap-up phase of the programme (Bernal, E. 2009). As there is no perfect model for leadership and organisations may tend to use views of different models to achieve their strategic goals, so further we will look at the strategic human resources development models in an organisation. Strategic Human Resources Development Strategic human resource development (SHRD) focuses on integrating HRD activities with organisational goals and values to develop core capabilities that enhance firm competitive advantage (Garavan, 1991). Competitive advantage is secured when organisations have skills and capabilities that are unique, difficult to replicate and imitate by competitors (Rainbird, 1995). It promotes practices that enhance the strategic performance of employees and organisations. It also emphasizes proactive change in management which enables organisations to survive in an increasingly complex, unstable, competitive, and global environment (Grieves, 2003). Garavan (1991) proposed a prescriptive model of SHRD outlining three characteristics: focus, orientation, and strategies. Furthermore, the model acknowledges the importance of multiple stakeholders that have emerged in the design, development, and implementation of SHRD, both internal and external to the organization. The model emphasizes horizontal and vertical linkages throughout and suggests various stakeholder-focused outcomes. Fig 5: Conceptual Framework of SHRD (Garavan, 2007) In the period since the original definition, several notable contributions have been made by Horwitz (1999),Walton (1999), McCracken and Wallace (2000), Harrison (2004), Maxwell,Watson, and Quail (2004) and Sadler-Smith (2006). A number of themes emerge from these models: SHRD facilitates the development of core capabilities that are critical in developing and maintaining sustained competitive advantage. SHRD enables the firm to make the best use of existing firm-specific capabilities and through the development of new capabilities and skills enables it to cope with change. SHRD must be sensitive to both emergent and planned strategies. Any of these three SHRD strategies can be adopted to facilitate the focus on organizational learning, organizational change, and organizational performance. LBG has preferred to use organisational performance SHRD strategy along with a small percentage of organisational learning change strategy. Lloyds Banking Group SHRD Model Organizational performance-focused SHRD strategies emphasize skills training, job and competency analysis, and management and leadership development. A key role for organizational SHRD is to identify performance needs and thereby developing core competencies to meet the demands of organizations. Fig 6: Lloyds SHRD Model (https://www.learningatlloydsbankinggroup.com/exec/exec.asp) Leading in the Human Resources function Leading by example within the HR function, role modelling LBG values and one HR approach to work thereby build the capability and structure of the HR function. Strategy, Insights and Solutions Uses deep understanding of the business and the HR function to deliver strategy and sustainable solutions that meet the needs of the business, colleagues customers. Learning and Talent Development Ensures that people at all levels possess the skills, knowledge and experience to fulfil the short and long term ambitions of the organisation and that they are motivated to develop and perform well. Evaluation of LBG SHRD model: Uses and analyses a full range of information and knowledge, using judgement to identify options and make robust decisions. Evaluates information from multiple sources, applying judgement to weigh their value and relevance to the decision at hand. Makes effective decisions in the absence of complete information, ensuring things can move forward while further analysis is conducted. Identifies how best to distil a mass of complex data into distinct, clear and concise concepts others can understand. Maintains a helicopter view of the situation, identifying the key elements while keeping an overview of the detail. Gives concepts meaning, often using powerful illustrations and comparisons. Creates an environment where others can make decisions by clarifying roles and responsibilities and providing appropriate support. Knows the different key questions to ask in complex situations to extract information, view points, risks and potential solutions. The above model emphasises on assumptions in absence of complete information thus the strategy might not be completely effective under the phase of these assumptions. Evaluating the strategy requires a complex skill set which is difficult to acquire. Different organizational stakeholders, such as owners, investors, employees, suppliers, and customers, are likely to evaluate the contribution of SHRD differently. Conclusion: No matter which of the evaluation approaches or models is followed, there are at least two features that need to be considered, namely the credibility and trust, as well as externalization and replication of the validation carried out. SHRD can contribute to the development of both operational capability and enhanced capacity to learn. Appendix 1 The Purpose of Evaluation Source Purposes Bramley (1991) Feedback, research, intervention, power, control Easterby-Smith (1994) Proving, improving, learning, controlling Gibb (2002) Pragmatic, ethical, intellectual, social, business, personal Newby (1992) Quality control, efficient LD design, professional self-esteem, track record, identification of assessment criteria, intervention Reid and Barrington (1999) Investment appraisal, feedback, improvement, learning, achievement of objectives Stewart (199) Promoting (in addition to proving, improving and learning) Source: Sadler-Smith, E (2006, p.382) Appendix 2 Appendix 3 Source: Lloyds Intranet (Internal Database)

Mobile Maintenance Management Essay -- condition monitoring, mobile com

Since the early 2000s the manufacturing industry has trended towards employing preventive maintenance methodologies in production areas in order to maintain a competitive advantage. Industries have used a process called â€Å"condition monitoring† to identify critical equipment parameters such as temperature, vibration and visual inspection characteristics such as leaks and abnormal noise to predict and prevent mechanical failure. This process moves the concept of maintenance away from a tactic of â€Å"fail and fix† to an optimal approach of â€Å"predict and prevent†. This approach "saves time, money and resources" by providing companies with a conditioned-based status of critical operational equipment, and thus promotes optimal repair, downtime and shut-down planning. To accurately capture condition-based equipment information, a data asset collection system is used. This system usually consists of a front-end mobile device such as a handheld and a back-end data storage system: i.e. SQL database server. Due to the hazardous environments present in many operational areas of manufacturing plants, the handheld devices used by field operators to capture data have to be intrinsically sealed to prevent explosions. This intrinsically safe characteristic is referred to in industry as â€Å"Class I Division(Div.) 1† and until recently was limited to rugged smaller handheld type devices. Within the past year, manufacturers in the oil industry have developed and certified intrinsically safe covers for both android and iPad tablets. This development has opened a new avenue for condition-monitoring data collection with tablets, which provide several advantages over the typically lower performing handhelds. These advantages include a larger scree... ... IOS and Android platforms. These resolutions will result in the widespread use of tablets in hazardous industry areas. Works Cited A. Arnaiz, C. Emmanouilidis, B. Iung and E. Jantunen. Mobile maintenance management. Journal of International Technology and Information Management 15(4), pp. 11. 2006. Available: https://login.ezproxy.etsu.edu:3443/login?url= http://search.proquest.com/docview/205859467?accountid=10771. Joà «lle Courrech, and Ronald L. Eshleman. "Condition monitoring of machinery." Shock and Vibration Handbook. McGraw-Hill (1995). C. Emmanouilidis, S. Katsikas and C. Giordamlis. Wireless condition monitoring and maintenance management: A review and a novel application development platform. Presented at Proceedings of the 3rd World Congress on Engineering Asset Management and Intelligent Maintenance Systems Conference (WCEAM-IMS 2008). 2008,.

Pros and Cons of Using Microsoft Word

PROS and Cons of Using Microsoft Word PROS and Cons of Using Microsoft Word Jordan Morris Lavetta Noel Word Processing November, 21 2012 Pros and Cons of Using Microsoft Word Word processing is one of the most widely used elements within the information technology family. Today instead of learning to type, which was what people did a few years ago, students are taught word processing and keyboarding. More mature users who have been in the workforce for some years have had to learn word processing as they go.In today’s society, whether in private life or professional, it is safe to say that people of all ages have encountered a word processing program at one time or another. Without a doubt word processing software has greatly improved efficiency in the office, allowed for users to more easily keep copies of documents that they prepare and has forced most of us to become just a little more tech savvy than we would have been using just a typewriter. Among the word processing tit les available in the market today, Microsoft Word is the number one choice.With its user friendly design and wide range of features, Microsoft Word is an essential tool for most computer users. Another benefit that Microsoft Word enjoys is its long life in the market place. Word has been the choice for many businesses for well over a decade, virtually ensuring that most people who use a word processing software package in their workplace have used Word, and are familiar with it at some level. As with all products there are benefits that are easy to enjoy, and there are also some elements which challenge most users.In most cases the significant challenges in using Microsoft Word are found in the features which are not regularly used. It is the lack of familiarity due to limited practice which creates these challenges. This paper will now review some of these challenges, along with some of the benefits. For the basic user, Microsoft Word is unquestionably a powerful word processing pa ckage. The basic formatting options are just a click away, the names and functions of these options are intuitive and easy to understand. Quick corrections, or even moving blocks of text around the document is extremely easy.Spelling and grammatical mistakes are pointed out immediately, bullets and numbers can be done automatically, aligning text takes just one click, images and figures can be attached and laid out easily, copying documents is fast and easy, there is a thesaurus feature when needed, there are templates for just about everything, and there is always the option to ask for help via the program. Listed here are only a very small portion of all the great features Microsoft Word has to offer. While Microsoft is indeed a very solid package, it is not without its challenges.More advanced formatting options can be difficult to find and use. Many times users will see documents and presentations and want to model their own output after these things, only to become very frustra ted at their own computer looking through countless menus and doing searches in the help directory. People can also become careless in terms of spelling and grammar, as they know if they make an error, Microsoft Word will come to the rescue. Unfortunately, these composition aids are not absolutely foolproof, and do let some word use and application errors go right on through to the final document without a moment’s protest.Other challenges include such things as when a format has been implemented and as a user one is unable to remove it. These formatting issues can extend all the way down to the appearance of a bullet pointed or numbered list in terms of the formatting rejecting user input in favor of an existing format. These types of challenges can be very frustrating when one has a very specific idea of the desired appearance of a document but a path just cannot be found within Word to make the correction.The temptation of plagiarism also exists due to the ease of using th e copy and paste feature from virtually any one source to another. These are just a few things about Microsoft Word. The list of the pros and cons of Microsoft Word could easily be expanded depending on the experiences of the individual. Unfortunately in order to have the level of functionality within Microsoft Word, it is impossible to avoid getting caught in formats and settings that can cause more frustrations than anything.What is important is for one to distinguish what works and what does not in relation to one’s needs and purposes while using the program. One path to improving the overall situation is a Microsoft word class, workshop, or seminar where one can learn about some of the advanced functions and better manage them. Bibliography Macinta, Timothy W. What's so Bad About Microsoft? 2012. 21 November 2012 ;http://www. kmfms. com/whatsbad. html;. Pilola, Melanie. What is Microsoft Word? February 2006. 21 November 2012 ;http://www. acpl. lib. in. us/ssh/Basic%20Word . pdf;.

Given New Alternative Methods, is Medication for ADHD...

According to the APA (2014), ADHD is a behavioral condition that makes focusing on everyday requests and routines challenging. Children with ADHD can be defiant, fidgety, noisy, socially inept, aggressive, and resist change (APA 2014). Medications such as Ritalin, Adderall, or Strattera are the most common form of treatment for children with ADHD. These medications are usually effective in modifying behavior, but seldom result in academic improvement. The medications also have an extensive list of potential side effects including rash, loss of appetite, and trouble breathing. Alternative therapies such as play therapy, cognitive therapy, psychotherapy, behavioral therapy and special ADHD diets do exist. With these alternative methods†¦show more content†¦These symptoms may start to show up as early as 3 years of age, but aren’t typically diagnosed until elementary school. The symptoms then lead to problems learning and getting along with others (Wolfolk, 2013, p.140). Prescription Treatments According to Johnson and Safranek, common medications used to treat ADHD include methylphenidate, dextroamphetamine, amphetamine/dextroamphetamine, and atomoxetine. Methlyphenidate (commonly known as Ritalin) is a psychostimulant drug that is taken 2-3 times daily and typically costs about $20 per month. According to WebMD, common less severe side effects of Ritalin include upper abdominal pain, dry mouth, chronic trouble sleeping, loss of appetite, head pain, feel like throwing up, nervous, over excitement. WebMD also lists common, severe side effects including high blood pressure and fast heartbeat; infrequent less severe side effects including, but not limited to stomach cramps, couch, weight loss, dizziness, and drowsiness; and infrequent severe side effects including, but not limited to angina, hives, rash, chest pain, and involuntary quivering. 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