Individual Experience Paper Research Example | Topics and Well Written Essays - 1250 words

Singular Experience - Research Paper Example TDSB is controlled by a Director of Education: Chris Spencer and a Board of Trustees including 22 individuals who are freely chosen to guarantee that worries voiced by the network and the understudies are managed. This board guarantees that all understudies have a happy with learning condition that best draws out their capacities and uses their maximum capacity. The board likewise involves a group of official officials that persistently serve understudies, staff and the network upgrade scholastic execution and regulate the learning procedure among others. The great boss representative relationship bolstered at TDSB tricked me to apply for entry level position to work at the school office Support Department. My job was to help the auxiliary school office aide to accomplish authoritative work which managed IPRC documentation, understudy participation, report cards, records and information bases, finance records, bookkeeping records, understudy enlistment and understudy transportation. I was additionally expected to offer secretarial help benefits and guarantee there was a technique set up for dealing with health related crises and general understudy non-attendance. On the other hand, under the oversight of the primary school secretary I was now and again accountable for the gathering which involved getting approaching calls, inviting visitors and guaranteeing there is a smooth raptor between the understudies, guardians, the network and TDSB staff. This was equipped towards guaranteeing all the administrations gave by the school office bolster office were client centered. TDSB holds the lives of people in the future into its hands hence it has an extremely fragile obligation of guaranteeing the ability of every understudy is properly sustained and not overlooked. Be that as it may, to have the option to completely comprehend the pretended by TDSB in building an all encompassing network it is essential to know its crucial, objectives and destinations. TDSB centers and completely uses the help gave by the network to guarantee every understudy acquires the necessary aptitudes, capacities and information to draw out their maximum capacity as understudies and later as grown-ups. This goes connected at the hip with its strategic specifies the requirement for, â€Å"all understudies to arrive at significant levels of accomplishment and to obtain the information, aptitudes and qualities they have to become dependable individuals from a just society† (http://www.tdsb.on.ca). TDSB can try its statement of purpose by esteeming every understudy, cultivating a government funded instruction framework that is solid, setting up a dependable and beneficial organization between the schools, network and understudies, saddling decent variety and uniqueness in the network and inside the understudies. It additionally upgrades proficiency and abilities of the staff, a protected, conscious and positive learning experience to viably support the gifts everythi ng being equal, responsibility, value, openness and advancement. The above infer that TDSB utilizes an engaged system for procedure choice and plan. This is on the grounds that the educational committee just spotlights on a particular age gathering of understudies that just dwell in Toronto by executing a minimal effort advantage inside that barely characterized advertise. So as to accomplish its targets the leading group of trustees, officials and the chief of training have figured a miner methodology typology that empowers the board to actualize thoughts that are consistent with outer variables including the network. With such a technique typology TDSB can be creative, find new

Middle east and international relation Essay Example | Topics and Well Written Essays - 1750 words

Center east and universal connection - Essay Example that generously ‘oils’ the world since huge volumes of unrefined petroleum, a key wellspring of vitality for human worldwide use, are mined in this area (Ismael p.183). Because of its key position and various stores for oil assets, Middle East has advanced as one of the most basic areas of contemporary world. As far as political security, Middle East has not been fortunate as most countries of the locale experience unsteady world of politics, an open door that has been abused by superpower countries as they battle it out to pick up advantage in the district (Ismael p.183). Financially, this is a district portrayed by poor monetary record for nearly the past two centuries. Contrasted with other western nations, the region’s per capita pay apparently is not exactly 33% of per capita pay in the greater part of the propelled countries and future is just about eight years lesser (Kuran p.1). On generally, significant countries of the district are portrayed as poor entertainers financially (Kuran p.1). One hypothesis that despite everything stays contested for giving motivations to underdevelopment of the district hypothesize that Islam ‘inhibits’ financial advancement of the area through its ‘culturally insensitive’ viewpoints, for example, â€Å"fatalism, personalism, sluggishness, absence of interest, doubt of science, strange notion, conservatism and traditionalism† (Timur p.2). Subsequently, the quintessence of this paper is to take a gander at issues of Middle East as it impacts global relations. Israel-Palestine strife is an issue that can't be settled today, tomorrow or the following day. It is a hot issue that the two sides upheld by their different worldwide partners have drawn closer with specific unequivocal positions solidifying each day. The issue begins from occasions of 29th November 1947 when the United Nations’ General Assembly passed a goals to parcel Palestine into two nations one involved by Jewish and another involved by Arab (Karsh p.8). Jerusalem was to

The Dangers of Substance Abuse in the Workplace

The Dangers of Substance Abuse in the Workplace Addiction Drug Use Print The Dangers of Substance Abuse in the Workplace By Buddy T facebook twitter Buddy T is an anonymous writer and founding member of the Online Al-Anon Outreach Committee with decades of experience writing about alcoholism. Learn about our editorial policy Buddy T Updated on February 18, 2020 Juice Images Ltd / Getty Images More in Addiction Drug Use Cocaine Heroin Marijuana Meth Ecstasy/MDMA Hallucinogens Opioids Prescription Medications Alcohol Use Addictive Behaviors Nicotine Use Coping and Recovery Alcohol and drug abuse by employees cause many expensive problems for business and industry ranging from lost productivity, injuries, and an increase in health insurance claims.?? The loss to companies in the United States due to alcohol and drug-related abuse by employees totals $100 billion a year?, according to the National Clearinghouse for Alcohol and Drug Information (NCADI). These staggering numbers do not include the cost of diverting company resources, that could be used for other purposes, toward addressing substance abuse issues. Nor does it include the pain and suffering aspects, which cannot be measured in economic terms. Drinking and drugging among U.S. workers create costly medical, social, and other problems that affect both employees and employers. Substance abuse among employees can threaten public safety, impair job performance and threaten their own safety. Problems Caused in the Workplace In addition to deaths and accidents, absenteeism and loss of production, other problems that alcohol and drug abuse can cause on the job include: Tardiness/sleeping on the job??Hangover or withdrawal affecting job performancePoor decision makingLoss of efficiency??TheftLower morale of co-workersIncreased likelihood of having trouble with co-workers/supervisors or tasksPreoccupation with obtaining and using substances while at work, interfering with attention and concentrationIllegal activities at work including selling illicit drugs to other employeesHigher turnoverTraining of new employeesDisciplinary procedures Measuring the Costs of Substance Abuse However, costs to businesses can be measured at the expense of absenteeism, injuries, health insurance claims, loss of productivity, employee morale, theft, and fatalities. Impact of Drug and Alcohol Abuse According to NCADI statistics, alcohol and drug users:Are far less productive.Use three times as many sick days.Are more likely to injure themselves or someone else.Are five times more likely to file a workers compensation claim. One survey found that nine percent of heavy drinkers and 10 percent of drug users had missed work because of a hangover, six percent had gone to work high or drunk in the past year, and 11 percent of heavy drinkers and 18 percent of drug users had skipped work in the past month. Factors Contributing to Employee Substance Abuse Research has shown that several factors can contribute to problem drinking and drugging in the workplace. Factors that can encourage or discourage workplace substance abuse include: Workplace culture and acceptance of drinking/drugging??Workplace alienation??Availability of alcohol and drugsExistence and enforcement of workplace substance abuse policies Workplace Culture The culture of the workplace can play a large role  in whether drinking and drug use are accepted and encouraged or discouraged and inhibited. Part of this culture can depend on the gender mix of employees. In predominantly female occupations research shows that both male and female employees are less likely to have substance abuse problems compared to employees of both genders in male-dominated occupations.?? How the Effects of Alcoholism Differ in Men Studies have found that male-dominated occupations create heavy drinking cultures in which employees drink to build solidarity and show conformity. Therefore, these occupations have higher rates of alcohol- and drug-related problems.?? Any industry or organization can be affected by workplace alcoholism, but research shows it is prevalent in these industries: food service,?? construction, mining and drilling,?? excavation, installation, maintenance, and repair. Workplace Alienation Research shows that the job itself can contribute to higher rates of employee substance abuse. Work that is boring, stressful?? or isolating can contribute to employees drinking. Employee substance abuse has been linked to low job autonomy, lack of job complexity, lack of control over work conditions  and products, boredom, sexual harassment, verbal and physical aggression, and disrespectful behavior. Alcohol Availability The availability and accessibility of alcohol can influence employee drinking. More than two-thirds of the 984 workers surveyed at a large manufacturing plant said it was easy or very easy to bring alcohol into the workplace, to drink at workstations, and to drink during breaks. In cultures where alcohol is prohibited, drinking on the job and drinking, in general, is decreased significantly. Supervision The level of supervision on the job can affect drinking and drugging at work rates. A study of evening shift workers, when supervision was reduced, found that employees were more likely to drink at work than highly supervised shifts. Casual Drinkers Are a Problem, Too Remarkably,  research shows it is the social drinkers, not the hard-core alcoholics or problem drinkers, who are responsible for most of the lost productivity, according to a Christian Science Monitor article, specifically tying the hangover issue to production in the workplace?? What are the Symptoms of a Hangover? This study also found that it was managers, not hourly employees, who were most often drinking during the workday. And 21 percent of employees said their own productivity had been affected because of a co-workers drinking Twenty-three percent of upper managers and 11 percent of first-line supervisors reported having a drink during the workday, compared with only 8 percent of hourly employees. Prevention Works When the issue of workplace substance abuse is addressed by establishing comprehensive programs, it is a win-win situation for both employers and employees, according to the U.S. Department of Labor. A study of the economic impact of substance abuse treatment in Ohio found significant improvements in job-related performance: 91 percent decrease in absenteeism88 percent decrease in problems with supervisors93 percent decrease in mistakes in work97 percent decrease in on-the-job injuries. Companies and employers, large and small, can adopt a workplace substance abuse policy that will reduce the loss of productivity and provide a safer work environment for all. Workplace Drug Testing and Meeting the Legal Guidelines

Risk Management Practices by Royal Shell - 1909 Words

{draw:rect} {draw:rect} {draw:rect} {draw:rect} Risk Management practices by Royal Dutch Shell plc {draw:frame} Risk factors considered by Royal Dutch Shell plc Prices of oil, natural gas, oil products and chemicals are affected by supply and demand. Factors that influence these include operational issues, natural disasters, weather, political instability, or conflicts, economic conditions or actions by major oil-exporting countries. Price fluctuations can test our business assumptions, and can affect Shell’s investment decisions, operational performance and financial position. CURRENCY FLUCTUATIONS AND EXCHANGE CONTROLS As a global company, changes in currency values and exchange controls could affect our operational performance and†¦show more content†¦Shell uses risk management systems for recording and valuing instruments. There is regular review of mandated trading limits by senior management, daily monitoring of market risk exposure using value-at-risk (VA R) techniques (see below), daily monitoring of trading positions against limits and marking-to-market of trading exposures with a department independent of traders reviewing the market values applied to trading exposures. Shell’s exposure to substantial trading losses is therefore considered limited. Shell utilises VAR techniques based on variance/covariance or Monte Carlo simulation models and make a statistical assessment of the market risk arising from possible future changes in market values over a 24-hour period and within a 95% confidence level. The calculation of the range of potential changes in fair value takes into account positions, the history of price movements and the correlation of these price movements. Each of the models is regularly back tested against actual fair value movements to ensure model integrity is maintained. Credit risk Shell has policies in place to ensure that wholesale sales of products are made to customers with an appropriate creditworthi ness. In addition, Shell has policies that limit the amount of credit exposure to any financial institution. There has been no significant level ofShow MoreRelatedSWOT Analysis of Shell in Nigeria1364 Words   |  5 PagesOverview of Shell and Operations - Shell is a group of energy and petrochemicals companies, which are operating in more than 140 countries and territories. The Royal Dutch/Shell Group, commonly know as Shell, is an amalgam of over 1,700 companies all over the world. 60% of the Group is owned by Royal Dutch of the Netherlands, and 40% is owned by the Shell Transport and Trading Group of Great Britain. These two companies have worked together since 1903. Shell includes companies like Shell PetroleumRead MoreRoyal Dutch and Shell1212 Words   |  5 PagesBackground. 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Royal Dutch Shell is active in more than 130 countries and territories, and employs 108,000 people worldwideRead MoreSi Report Case Study Royal Dutch Shell2804 Words   |  12 PagesROYAL DUTCH SHELL Royal Dutch Shell (Shell) is a worldwide group of oil, gas and petrochemical companies that explores for, produces and trades in a range of energy resources. Royal Dutch Shell also has a broad portfolio of hydrogen, biofuels, wind and solar power interests, and also provides consultancy and technical services as well as research and development expertise to the energy industry. 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Analysis Of The Movie Foxy - 887 Words

Foxy was having the most weirdest hour of her life. She was riding piggyback on the robot and ripping out wires of all sorts while biting and snapping at the robot s small mechanical head. Around her Lumo, Snowy, Bolt, and Cougy, where in a battle with 15 robots. Acorn was pulling pine cones out of her back pack and firing them like a machine gun. â€Å"How many things can she fit in there† asks Foxy to herself. But probably the most effective person on the team for destroying the robots was her sister Wolfy. Around her the ground was littered with wires and machine parts. After throwing/chewing off the robots head Foxy joined her sister and they started to making their way threw the crowd of robots towards the boys to help in their struggle. â€Å"Hi, Foxy† says Snowy as he claws the arm of a robot â€Å"It would be amazing to see if the robots could grow back body parts.† â€Å"Uhh† replies Foxy â€Å"I don t think that they could unless they re part s tarfish or something.† right then something clicked in her head. â€Å"DNA! That s what happened to us!† â€Å"Yes Foxy, we all started out with our own DNA.† says Wolfy as she she snaps a robot in half with a quick pounce. â€Å"Not what I meant.† replies Foxy as she dodges a slice from a robotic arm â€Å"The pool gave us the DNA of the animals that we saw in the dream!† â€Å"Well you know that might be correct.† Says Wolfy as she momentarily stopped fighting â€Å"Then wouldn t that mean that we would not be sisters any more?† â€Å"Maybe, but I don t think itShow MoreRelatedThe Construction of Amanda Knox as an Other Essay1519 Words   |  7 Pagesâ€Å"sex orgy gone wrong†. Knox was constantly referred to as â€Å"Foxy Knoxy†, a moniker taken from her MySpace page (Fernandez Hale, 2007). This had a double effect: not only did Knox’s sexually suggestive behaviour correlate with the â€Å"sex attack† (Lawton, 2007), Knox was portrayed to be actively involved in this personal branding. She was stated to have â€Å"styled herself Foxy Knoxy† (Dailymail.co.uk, 2007) and â€Å"delight[ed] in the nickname Foxy Knoxy† (Mirror.co.uk, 2007), suggesting that she took pleasureRead More Gender Dichotomies on MTV Essay4969 Words   |  20 Pagesexperiencing the variability of those social constructions than has ever been available before, (Rubey 902). The predominance of these prejudices today is evidenced by the overabundance of sexual images in videos and by analyzing the songs’ content. This analysis is not often difficult to comprehend because the sexual images and lyrics are explicitly clear. In 2000, for instance, there were three hits that all dealt with the female posterior – Sisqo’s Thong Song, Back that Thang Up by Juvenile, and Mystical’sRead MoreAmerican Slang Essay 115481 Words   |  62 Pagesare the standard in referring to a femal e student, for instance, canary, hen, pullet, and quail; and a female residence hall is a hen coop/ranch/roost, quail roost or jail.[14] During the period from 1900 to 1970, the scholarly collection and analysis of American college slang was at best sporadic. However, in these scattered treatments can be seen traces of the major changes that transformed college slang and college culture by the 1970s. By 1926-27, slang at Kansas University depicted not only

Learning Analysis Free Essays

I wanted to apply for a job maintaining databases; however, the company I was applying for used a different program which I needed to learn before being considered for the application. Although I had no assurance of being hired, I bought the program and the book and resolved to learn the program on my own. Whether I get the job or not, I have learned something new to add to my rà ©sumà ©. We will write a custom essay sample on Learning Analysis or any similar topic only for you Order Now In my Human Resources Management class, we were taught that the best way to gather information about the prospective applicant is to look at their rà ©sumà ©Ã¢â‚¬â„¢s and that it is often the most used preselection tool. A rà ©sumà © that is complete and presents current information about one’s qualifications and skills will get the most points during selection (Newell Scarborough, 2002). Moreover, it is also important that when a skill or expertise is listed on a rà ©sumà © it is actually verifiable and that one could demonstrate it if needed. This meant that if I really wanted that job, I should be able to master this program or be able to work with it before I submit that application letter. I approached the task with a sense of urgency since the deadline for the application was in a week. I recalled that in the recruitment process, it is important to have a time frame of the recruitment activities as sometimes the need for an applicant to the position is immediate (Newell Scarborough, 2002), since the time frame for the application process was in a week, I figured the company must really be in a hurry to fill the job vacancy. A vacancy in the company can be brought about by external turnovers, where the employee voluntarily leave the company, or an internal turnover, where the employee is promoted to a higher position (Mathis Jackson, 2006). Database administrators usually work alone and it is a very specific job that its job description is basically about how to enter and update information in the company’s database and based on this, I deduced the former employee of the company I was setting my eyes on resigned. Voluntary resignations often occur because of the need for better paying jobs, job dissatisfaction, disagreement with the management and a whole lot more. However, it would be too much of me to think so far ahead about the reasons why the former database administrator left; it’s the case of counting the rotten eggs even before finding the hen. I was in the middle of my thoughts when I realized that I was not yet working on the program. So I proceeded to install the program on my computer and scanned the guidebook to familiarize myself with the icons and the layout of the interface. Setting up the program on my computer was easy; I followed the instructions carefully and installed the software tutor to help me. Then, I had the book of instructions and proceeded to punch out some commands and clicked on the icons on the screen in front of me. Then after 10 minutes, I realized I was not learning anything! I could not make heads or tails about what the program was about really, and it was like a tangle of senseless letters and numbers. Besides, my head was spinning from straining my eyes at the monitor and then looking at the guide book and asking help from the program tutor. In this predicament, I found myself looking back at the human resource management theories that I took up this semester at the university. HR concepts and theories are actually valuable instruments that would help organizations become productive (Ulrich Brockbank, 2005) I remembered that motivating people to learn something new or to have them attend skills training is one of the most difficult tasks that an HR manager have to face. Research had found that employees willingly attend trainings and workshops since it would free them from their daily work routines, however, whether they learn anything from it or not has not been established (Kraiger Ford, 2006). Although, researchers agree that an employee who have positive attitudes towards the training program would likely benefit more from the training while a negative attitude towards the training sessions would mean that the possibility of learning has already been blocked. Designing an effective training program should be based on motivation theories and adult learning. Motivation theories indicate that in order for the individual to accomplish a task, the goal itself should be one that the individual values (Mathis Jackson, 2006). This would mean that the training should be one that is related to the work tasks of the employee and that it could be perceived as an opportunity for growth and development. Training activities should also be designed to provide opportunities for the participants to succeed and feel that they are competent, thus, if the skills training is about making performance evaluation instruments then the participants could be asked to make their own instrument and input can be given in how to make performance evaluations which would either validate the participants skills or teach them new ones. The needs theory of motivation also says that trainings should answer a need; this means that the employee will perceive the training as personally important to him/her if it satisfies a need. The need for growth, for achievement, for competence and for affiliation is answered by training programs. When an employee is required to attend a training workshop, it tells him that the company wants him to become better at his job, that they care about his personal quest for professional growth, and that the company is looking after their employees (Pfeffer   Veiga, 1999). Aside from motivation, a key factor in effective training programs is adult learning theories. The effectiveness of trainings and workshops is measured by the amount of skills transferred from the training to the actual job (Kraiger Aguinis, 2001). However, literature says that training effectiveness in terms of learning transfer has not been adequately studied due to the difficulty of monitoring learning in the workplace. Adult learning theories suggests that adults learn experientially, that is by doing and applying what is being taught (Nkomo, Fottler McAfee, 2005). Thus, if the skills being taught are customer service courtesy, it would be more effective if the skill is taught using role playing techniques and applying it to real life situations than if it was just taught using lectures. Moreover, learning happens in a continuum, one being effective learning and remembering and the other is end is forgetting and decay. Thus, trainings should be given periodically, it should not be a one-shot deal where you would expect that everything is learned and that it should not be repeated (Salas,  Cannon ­Bowers,  Rhodenizer  Ã‚  Bowers, 1999), however it makes no sense to train employees on something that they do not need or one that is not relevant to their jobs. After, this musings and theoretical exercise, I went back to my database program and begun learning it in a different approach. First off, I delegated a time for my learning schedule that is on the same time everyday, then I chose between the guide book or the tutor to help me since using both would be confusing and exhausting. From what I learned on adult learning, the training session should be interactive, one that I can work on and see concrete results or outputs, so settled for the tutor and ditched the guidebook. Second, on my first session, I read the introductory part of the program and had the tutorial run to give an overview of the program, because the HR texts said one must first understand what the training is for and where it could be used to make the person’s job easier or more meaningful. The tutorial was interactive so I got to associate the different commands with its specific functions and I remembered it easily because I could visualize the icon, no wonder programs have icons, it makes the manipulation of the program simpler. After several tutorials I then proceeded to work on the program on my own, I printed the sample exercises and then proceeded to work on the database using the exercises and if I could not make sense of it, I then asked the tutor for help. The best thing about the activities was that it worked on an actual data, although it was fictitious, I had something to work with and could treat them as real. What was gratifying was that every time I was able to complete an exercise and produce the output exactly as it was presented in the training program, I felt I accomplished something and I was sure that I was really learning. At present, I am still on the third chapter but it has been a good run, and that job application seems to be on the positive side since many of those who applied are also not familiar with the program. References Kraiger, K. Ford, J. K. (2006). The expanding role of workplace training: Themes and trends influencing training research and practice.   In L. L. Koppes (Ed.), Historical perspectives in industrial and organizational psychology.   Mahwah, NJ:   Lawrence Erlbaum Associates. Kraiger, K. Aguinis, H. (2001). Training effectiveness: Assessing training needs, motivation, and accomplishments.   In M. London (Ed.), How people evaluate others in organizations:   Person perception and interpersonal judgment in I/O psychology. Mathis, R. Jackson, J. (2006). Human resource management 11th   ed. Boston: Thomson/Southwestern. Newell, H. Scarborough, H. (2002). HRM in Context – A Case Study Approach. London: Palgrave. Nkomo, S.,   Fottler, M. McAfee, R. (2005). Applications in human resource management: Cases, Exercises, and Skill Builders 5th   ed. Boston: Thomson/Southwestern. Pfeffer,  J.,  Ã‚  Veiga,  J.F.  Ã‚  (1999).  Ã‚  Putting  people   first  for  organizational  success.   Academy  of Management  Executive,  13,  37 ­48. Salas,  E.,  Cannon ­Bowers,  J.,  Rhodenizer,  L.,  Ã‚  Bowers,  C.  (1999).  Training  in organizations:  Myths,  misconceptions,  and  mistaken  assumptions.  Research  in  Personnel and  Human  Resources  Management,  17, 123 ­161. Ulrich, D. Brockbank, W. (2005). The HR Value Proposition. Boston: Harvard Business School Press. How to cite Learning Analysis, Essay examples

Learning Analysis Free Essays

I wanted to apply for a job maintaining databases; however, the company I was applying for used a different program which I needed to learn before being considered for the application. Although I had no assurance of being hired, I bought the program and the book and resolved to learn the program on my own. Whether I get the job or not, I have learned something new to add to my rà ©sumà ©. We will write a custom essay sample on Learning Analysis or any similar topic only for you Order Now In my Human Resources Management class, we were taught that the best way to gather information about the prospective applicant is to look at their rà ©sumà ©Ã¢â‚¬â„¢s and that it is often the most used preselection tool. A rà ©sumà © that is complete and presents current information about one’s qualifications and skills will get the most points during selection (Newell Scarborough, 2002). Moreover, it is also important that when a skill or expertise is listed on a rà ©sumà © it is actually verifiable and that one could demonstrate it if needed. This meant that if I really wanted that job, I should be able to master this program or be able to work with it before I submit that application letter. I approached the task with a sense of urgency since the deadline for the application was in a week. I recalled that in the recruitment process, it is important to have a time frame of the recruitment activities as sometimes the need for an applicant to the position is immediate (Newell Scarborough, 2002), since the time frame for the application process was in a week, I figured the company must really be in a hurry to fill the job vacancy. A vacancy in the company can be brought about by external turnovers, where the employee voluntarily leave the company, or an internal turnover, where the employee is promoted to a higher position (Mathis Jackson, 2006). Database administrators usually work alone and it is a very specific job that its job description is basically about how to enter and update information in the company’s database and based on this, I deduced the former employee of the company I was setting my eyes on resigned. Voluntary resignations often occur because of the need for better paying jobs, job dissatisfaction, disagreement with the management and a whole lot more. However, it would be too much of me to think so far ahead about the reasons why the former database administrator left; it’s the case of counting the rotten eggs even before finding the hen. I was in the middle of my thoughts when I realized that I was not yet working on the program. So I proceeded to install the program on my computer and scanned the guidebook to familiarize myself with the icons and the layout of the interface. Setting up the program on my computer was easy; I followed the instructions carefully and installed the software tutor to help me. Then, I had the book of instructions and proceeded to punch out some commands and clicked on the icons on the screen in front of me. Then after 10 minutes, I realized I was not learning anything! I could not make heads or tails about what the program was about really, and it was like a tangle of senseless letters and numbers. Besides, my head was spinning from straining my eyes at the monitor and then looking at the guide book and asking help from the program tutor. In this predicament, I found myself looking back at the human resource management theories that I took up this semester at the university. HR concepts and theories are actually valuable instruments that would help organizations become productive (Ulrich Brockbank, 2005) I remembered that motivating people to learn something new or to have them attend skills training is one of the most difficult tasks that an HR manager have to face. Research had found that employees willingly attend trainings and workshops since it would free them from their daily work routines, however, whether they learn anything from it or not has not been established (Kraiger Ford, 2006). Although, researchers agree that an employee who have positive attitudes towards the training program would likely benefit more from the training while a negative attitude towards the training sessions would mean that the possibility of learning has already been blocked. Designing an effective training program should be based on motivation theories and adult learning. Motivation theories indicate that in order for the individual to accomplish a task, the goal itself should be one that the individual values (Mathis Jackson, 2006). This would mean that the training should be one that is related to the work tasks of the employee and that it could be perceived as an opportunity for growth and development. Training activities should also be designed to provide opportunities for the participants to succeed and feel that they are competent, thus, if the skills training is about making performance evaluation instruments then the participants could be asked to make their own instrument and input can be given in how to make performance evaluations which would either validate the participants skills or teach them new ones. The needs theory of motivation also says that trainings should answer a need; this means that the employee will perceive the training as personally important to him/her if it satisfies a need. The need for growth, for achievement, for competence and for affiliation is answered by training programs. When an employee is required to attend a training workshop, it tells him that the company wants him to become better at his job, that they care about his personal quest for professional growth, and that the company is looking after their employees (Pfeffer   Veiga, 1999). Aside from motivation, a key factor in effective training programs is adult learning theories. The effectiveness of trainings and workshops is measured by the amount of skills transferred from the training to the actual job (Kraiger Aguinis, 2001). However, literature says that training effectiveness in terms of learning transfer has not been adequately studied due to the difficulty of monitoring learning in the workplace. Adult learning theories suggests that adults learn experientially, that is by doing and applying what is being taught (Nkomo, Fottler McAfee, 2005). Thus, if the skills being taught are customer service courtesy, it would be more effective if the skill is taught using role playing techniques and applying it to real life situations than if it was just taught using lectures. Moreover, learning happens in a continuum, one being effective learning and remembering and the other is end is forgetting and decay. Thus, trainings should be given periodically, it should not be a one-shot deal where you would expect that everything is learned and that it should not be repeated (Salas,  Cannon ­Bowers,  Rhodenizer  Ã‚  Bowers, 1999), however it makes no sense to train employees on something that they do not need or one that is not relevant to their jobs. After, this musings and theoretical exercise, I went back to my database program and begun learning it in a different approach. First off, I delegated a time for my learning schedule that is on the same time everyday, then I chose between the guide book or the tutor to help me since using both would be confusing and exhausting. From what I learned on adult learning, the training session should be interactive, one that I can work on and see concrete results or outputs, so settled for the tutor and ditched the guidebook. Second, on my first session, I read the introductory part of the program and had the tutorial run to give an overview of the program, because the HR texts said one must first understand what the training is for and where it could be used to make the person’s job easier or more meaningful. The tutorial was interactive so I got to associate the different commands with its specific functions and I remembered it easily because I could visualize the icon, no wonder programs have icons, it makes the manipulation of the program simpler. After several tutorials I then proceeded to work on the program on my own, I printed the sample exercises and then proceeded to work on the database using the exercises and if I could not make sense of it, I then asked the tutor for help. The best thing about the activities was that it worked on an actual data, although it was fictitious, I had something to work with and could treat them as real. What was gratifying was that every time I was able to complete an exercise and produce the output exactly as it was presented in the training program, I felt I accomplished something and I was sure that I was really learning. At present, I am still on the third chapter but it has been a good run, and that job application seems to be on the positive side since many of those who applied are also not familiar with the program. References Kraiger, K. Ford, J. K. (2006). The expanding role of workplace training: Themes and trends influencing training research and practice.   In L. L. Koppes (Ed.), Historical perspectives in industrial and organizational psychology.   Mahwah, NJ:   Lawrence Erlbaum Associates. Kraiger, K. Aguinis, H. (2001). Training effectiveness: Assessing training needs, motivation, and accomplishments.   In M. London (Ed.), How people evaluate others in organizations:   Person perception and interpersonal judgment in I/O psychology. Mathis, R. Jackson, J. (2006). Human resource management 11th   ed. Boston: Thomson/Southwestern. Newell, H. Scarborough, H. (2002). HRM in Context – A Case Study Approach. London: Palgrave. Nkomo, S.,   Fottler, M. McAfee, R. (2005). Applications in human resource management: Cases, Exercises, and Skill Builders 5th   ed. Boston: Thomson/Southwestern. Pfeffer,  J.,  Ã‚  Veiga,  J.F.  Ã‚  (1999).  Ã‚  Putting  people   first  for  organizational  success.   Academy  of Management  Executive,  13,  37 ­48. Salas,  E.,  Cannon ­Bowers,  J.,  Rhodenizer,  L.,  Ã‚  Bowers,  C.  (1999).  Training  in organizations:  Myths,  misconceptions,  and  mistaken  assumptions.  Research  in  Personnel and  Human  Resources  Management,  17, 123 ­161. Ulrich, D. Brockbank, W. (2005). The HR Value Proposition. Boston: Harvard Business School Press. How to cite Learning Analysis, Essay examples