Corporate Training

In: Business and Management

Submitted By chomnanloth
Words 405
Pages 2
CORPORATE TRAINING
Alice Phoenix
University of Phoenix

Corporate Training

There is quite a bit that corporations can do in the area of corporate training. Corporations are providing additional training for their employees. Emotional Intelligence is one training area. Successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively.
It is the ability to see emotions in self and others, to talk about different emotional responses, and to use information to make intelligent decisions (Goleman, 2000). I read an article on EQ that said, “people good at managing relationships tend also to be self-aware, self-regulating, and empathetic” (Goleman, 2000, p. 33). This article also said “at the highest levels of the company, where differences in technical skills are of little importance. In other words, the higher the rank of the person, the more emotional intelligence capabilities are needed for decision making effectiveness” (Goleman, 1986, p. 94).
For a manager emotional intelligence is needed to be successful and to work in a team (Goleman, 1986). The article stated that the core competencies required for emotional intelligence are “the perception of emotions in one’s self and others, the understanding of these emotions, and the management of emotions” (Feldman, 2001, p. 4). For me to be successful I need to be able to work in a team. Most companies rely on teams of employees working together.
During my research I found an article that discussed university classes in emotional intelligence. One article stated:

A current trend in education is to teach students about how their emotional intelligence can have a positive or negative effect on their career. Many universities are now offering courses in interpersonal relationships and emotional intelligence in an attempt to prepare students to be leaders. Leaders cannot…...

Similar Documents

Training

...Importance Of Training and Development |Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further | |helps the employee to achieve the organizational goals as well as their individual goals. | |Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of | |human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. | |Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each | |level. It helps to expand the horizons of human intellect and an overall personality of the employees. | | | | | |• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to | |achieve its long-term goal. | |• Team spirit – Training and Development......

Words: 366 - Pages: 2

Training

...ACT/EMP PUBLICATIONS DEVELOPING THE TRAINING ROLE OF AN EMPLOYERS' ORGANIZATION by Sriyan de Silva International Labour Office January 1997 [Top] [Next] Table of Contents 1. What is Training? 2. Importance of Developing a Role in Training 3. The Training Role - Internal Training - Training Services - Influencing National Policies and Programmes - Other Roles 4. Problems for Employers' Organizations in Developing a Training Role 5. Developing the Organization's Training Function - Pre-requisites - Training Needs Survey - Identifying Areas of Training Specialization - Establishing Training Priorities - Equipping the Organization for Training 2 [Top] [Contents] [Previous] [Next] 1. What is Training? For the purposes of this paper training means: • • transferring information and knowledge to employers equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity, and the quality of the management of people. Usually training should be considered along with education policies and systems which are crucial to the development of human resources. However, the influence employers' organizations as well as employers can and should have on education will not be covered(1), though a passing reference will be made to it. [Top] [Contents] [Previous] [Next] 2. Importance of Developing a Role in Training Developing a national role in training is important for an......

Words: 2923 - Pages: 12

Training

...The first thing I would do in the training seminar is a documentary program. This is where employees would learn about each foreign country’s history, culture, institutions, geography, and economics. I would use videotaped and Web-based presentations to help the employees get a visual understanding of each company’s culture. (Kreitner, 2009, p. 107) In doing this, I could focus on each aspect of the business and how it is interpreted in a foreign country. For example, I would have them watch the previous day’s news on the Web so if a client wanted to talk about current news, my sales personnel and executives would know what they are talking about. It is important to know what the current events are. It can be local sports news, the weather, or entertainment new. It is very important to know what is going on. You cannot afford to sound like you don’t know anything about the foreign country you are doing business with. I would also try to get my employees familiar with the other culture through exposure to a series of simulated intercultural incidents, or typical problem situations. (Kreitner, 2009, p. 107) An example would be an incident when you have to answer why people in a certain culture respond a certain way. You could have several answers to choose from and you find pick until you find out the correct answer. When you pick the correct answer, the feedback is extensive, describing similarities and differences between the two cultures. Gradually, the trainee......

Words: 2053 - Pages: 9

E-Learning and the Changing Face of Corporate Training and Development

...E-Learning and the Changing Face of Corporate Training and Development Max Zornada As much as  is critical to a manufacturing supply chain environment, e-learning is critical in a knowledge dependent supply chain environment. Larry Pereira, Motorola Internet technologies and the advent of e-learning applications in many organisations have made a fundamental difference to the way organisations deliver training and development content, activities and experiences to their employees. Some of the organisations at the forefront of deploying e-learning technologies have been global corporations and/or transaction processing intensive organisations, who typically have difficulties assembling their staff for traditional classroom based training activities, either due to logistical difficulties or because of the impact this would have on work flows and business continuity. Such organisations have developed approaches to e-learning and competency development that overcome the logistical problems of conventional training by making innovative use of e-learning. This paper examines the approaches used by several leading global, Australian and Asian organisations, including Cisco Systems, Motorola, Qantas and several others by drawing on a field study conducted by the writer during –. It attempts to identify some key emerging trends and practices in the field, and lessons that can be learnt from the experiences of organisations reviewed, for the successful deployment of e-learning......

Words: 5637 - Pages: 23

Training

...How training and development supports business growth Introduction Tesco is the largest British retailer and is also the world’s third largest grocery retailer with outlets across Europe, USA and Asia. The business began in 1919 with one man, Jack Cohen, selling groceries from a stall in the East End of London. Jack bought surplus stocks of tea from a company called T.E. Stockwell. T.E. Stockwell and Cohen combined their names to brand the tea Cohen originally sold – TESCO tea. In 1929, the first Tesco store opened in north London. Tesco has expanded since then by a combination of acquisition of new stores, retail services and by adapting to the needs of consumers. Tesco has net profits (before tax) of around £3 billion. Tesco’s primary aim is ‘to serve the customer’. Keeping existing customers happy is important, as they are more likely to return. This is more cost effective for the business than acquiring new ones. In the UK Tesco now has over 2,200 stores ranging from the large Extra hypermarket style stores to small Tesco Express high street outlets. Tesco’s original product range of grocery and general merchandise has diversified to include banking, insurance services, electrical goods as well as telephone equipment and airtime. This move towards ‘one stop shopping’ means customers can meet all their purchasing needs from one place. Tesco has also expanded its customer base through its Tesco.com website which attracts one million regular users. As the company has grown...

Words: 2708 - Pages: 11

Training

...Guest Services Training Guide Tina Shackelford MGT/371 January 20, 2014 Michelle Malone Guest Services Training Guide Guest Service Baderman Resort properties are managed by Boardman Management Group (BMG). An alignment of mission statements of both organizations presents a united philosophy to provide a unique and quality experience to guest and day visitors. Board members and top executives believe these objectives can be obtained by focusing on the quality of guest services that meet and exceed the needs and expectations of guest and visitors. Guest service encompasses assistance provided before arrival, during their stay, and upon departure. Staff empowerment throughout the operation provides employees the autonomy to immediately respond to present situation whether to correct a problem, offer special services or acts of kindness. Baderman Island Resort has three full service lodging facilities that provide quality service designed to cater to specific segments of guest based on range of services required. Each lodging facility is managed as a separate hotel and business unit with front of house and back of house departments for room assignment, guest services and food & beverage. Describe the role of guest services at Baderman Island’s three hotels. Baderman Island is the home of three all-inclusive hotels, Baderman Main Hotel, The Tenney, and Melancon Convention Center and Hotel. The role of guest services at the hotels is to “meet the......

Words: 968 - Pages: 4

Training

...GoToTraining® User Guide Attendees Joining a Training Attending a training requires registration. If you have registered through an invitation email or registration link, you will receive a confirmation email with a link to join the training. If you are joining a training already in session and have not yet registered, you are prompted to do so. Note: Some trainings may require your approval prior to the delivery of a confirmation email. To join a training from a confirmation email 1. 2. 3. 4. Open the confirmation email. Click the link to join the training provided in the confirmation email. If prompted, click Yes, Grant or Trust to accept the download. If the organizer has not yet started the session, you see the Waiting for Organizer screen. To join a training from a calendar application If you clicked the link Add to Calendar on your confirmation email, your training session is already scheduled on your calendar. 1. 2. 3. 4. Open your calendar. Click the GoToTraining link on the date of the session. On the Appointment page, at the scheduled time click the link to join the training. If the organizer has not yet started the session, you see the Waiting for Organizer screen. To join a training from the jointraining.com web page 1. 2. 3. 4. Type jointraining.com in your browser address bar. Hit Enter. On the Join the Training page, enter the Training ID and your Email Address. Click Continue. To join a training from the GoToMeeting Suite for Mac 1. 2. Click......

Words: 285 - Pages: 2

Training

...A STUDY ON EFFECTIVENESS OF TRAINING PROGRAMME TABLE OF CONTENTS ACKNOWLEDGEMENT……………………………….i ABSTRACT………………………………………………ii LIST OF TABLES……………………………………....iii LIST OF CHARTS………………………………………iv CHAPTER | TITLE | PAGE NO | I | 1.1 INTRODUCTION1.2 INTRODUCTION TO THE STUDY | 110 | II | REVIEW OF LITERATURE | 11 | III | OBJECTIVES OF STUDY | 16 | IV | RESEARCH METHODOLOGY | 17 | V | DATA ANALYSIS AND INTERPRETATION | 20 | VI | FINDINGS OF THE STUDY | 44 | VII | 7.1 SUGGESTIONS AND RECOMMENDATIONS7.2 CONCLUSION | 4546 | VIII | 8.1 LIMITATIONS OF THE STUDY 8.2 SCOPE FOR FURTHER STUDY | 4748 | ANNEXURES I. QUESTIONNAIRE……………………………………….. II. BIBLIOGRAPHY…………………………………………. ABSTRACT Training is a learning experience, in that it seeks a relatively permanent change in an individual which will improve his (or) her ability to perform on the job. We typically say training can change the skill, knowledge, attitude and social behavior. It means changing what employees know, how they work, their attitude towards their work or their interaction with their co-workers or their supervisors. THE EXPECTED RESULTS OF TRAINING PROGRAMME HIGHER PRODUCIVITY: Training helps to improve the level of Performance. Trained employees perform better by using better method of work. BETTER QUALITY OF WORK: In formal training, the best methods are standardized and......

Words: 7921 - Pages: 32

Training

...rethink how they can train and develop their workers to be able to function in such a dynamic, ever-changing working environment. At the same time, it was important for employers to develop new skills too, to compete in the global market and be competitive (Noe, 2008). So as to cope with these changes and uncertain financial times, training and ongoing learning as part of the employee’s job profile have been given priority, where the time and expenses involved are now being considered to be investments in human capital, allowing companies to realize the full worth of these “assets”. These practices and policies are being taken up by most companies in countries of the western world (Tovey, 2008). There are a number of factors or events which have brought about this shift in thinking where companies and organizations have policies which pertain specifically to the enhancement of employees’ training and encourage ongoing and lifelong learning. The principle behind these policies, one could speculate, is simple and to the effect that these organizations hope to harness and cultivate the strengths and ambitions of employees by providing extensive training and help in the development of the ability of these employees to reach their ambitions within the company over the years to come, and thus offset the costs as investments into human capital, an organization’s most valuable asset (Stone, 2008). As advancements are made into technology and science, organizations continue to......

Words: 317 - Pages: 2

Training

...Programme Schedule Time | Activities | 0900 - 0930 | Registration | 0930 - 1000 | Brief Introduction of the Training Course | 1000 - 1130 | Explanation of the importance of communication | 1130 - 1145 | Tea Break | 1145 - 1230 | Interactive game session | 1230 - 1300 | Interactive talk and discussion on the game session | 1300 - 1400 | Lunch | 1400 - 1600 | Illustrative talk on Time Management | 1600 - 1630 | Self-assessment on time management | 1630 - 1730 | Sharing experience | Programme Details Participants will have to gather at 9 o’clock in the morning and register themselves at the counter in front of the multipurpose hall KB005. After that, they will lead by the helpers to their seats accordingly. At 9.30 a.m., the trainers will have a brief introduction of the training course for the day. This is a stress management training programme which consists of two modules. The first module will be related on building interpersonal relationship and the second module will be regarding on time management. By giving a brief introduction to the participants, they can have a rough idea on what should they expect. First module starts at 10 a.m. by giving a lecture on the importance of communication. This allows the participants to understand that communication is not merely exchanging information but to understand the meanings behind the message and the emotion of the people. Effective communication requires not just to convey the message and being......

Words: 842 - Pages: 4

Training

...1. SCOPE This module shall give general information on how to achieve good sound weld by familiarizing the imperfections, joint configuration, types of joints and welds and the enhancement of the welders’ skill/technique. 2. PURPOSE The purpose of this training module is to equip the welder with the ability to conduct visual inspection, familiarization with weld imperfection and to enhance welders ability make a weld free of any imperfection/defect inside the weld metal and weld surface. 3. REFERENCE 3.1 CSWIP Book 2008 3.2 TWI Course Reference WIS7 3.3 ASME I 3.4 ASME V 3.5 ASME IX 4 TRAINING PROGRAM Welder’s training would help to enhance the skill of each welder. It takes a lot of practice in order to be acquire a very good welding skill specially in boilers which has limited distance between weld joints and are quite restricted which gives a welder a hard time to perform. Before Welding • Ensure that all operations are carried out in complete compliance with local, company, or National safety legislation (i.e. permits to work are in place) etc. • Welding Machine, grinder, quiver, electrode holder, ground clamp and other tools they will use must be check if in good condition. • Proper PPE (i.e. welding mask, arm sleeve, respirator, welding cloves, welding apron, etc.) must be prepared. • Materials must be confirmed for the proper welding consumable issuance. • Analysis on the joint must be done to determine if need rectification in......

Words: 272 - Pages: 2

Corporate

...manufacture, sale and marketing of soft drinks, dairies, non-carbonated beverages as well as property. With a unique blend of quality and innovative products that have stood the test of time, the F&N brand has resonated with Malaysians for over 128 years. The company has come a long way since 1883 when John Fraser and David Chalmers Neave formed The Singapore Straits Aerated Water Company. Years later, F&N was consolidated and the company’s love affair with the food and beverage industry began. Our corporate milestones include, among others, the pioneering and launching of the sweetened condensed filled milk in 1973, launching of a complete range of ice-cream products in 1974, the launch of 100 Plus isotonic drinks in 1984 , and the acquisition of Nestle’s canned milk business in Thailand and Malaysia in 2007. Not one to rest on their laurels, F&N continues to soar to greater heights and remains committed to upholding the highest standards of corporate governance through integrity, transparency and accountability. F&N also remains responsible to their employees, business partners, stakeholders and the community; the company implements various initiatives to ensure responsible practices are carried out in all areas of the F&N business. In Malaysia, F&N operates under the banner of Fraser &Neave Holdings Bhd (F&NHB), which is the Malaysian arm of Fraser And Neave, Limited. The company is listed on Bursa Malaysia and employs nearly......

Words: 4316 - Pages: 18

Training

...Training a Cost or an Investment How do you view training and development in your business? Do you need to quantify and measure it? Is the value you place on developing your staff and management purely monetary or is there a greater benefit to the individual and to the organisation? In a study carried out by the International Institute of Management Development 80% of respondents were unable to quantify the effect of development. Yet millions of pounds are invested, in management development alone, each year in the UK. It just doesn’t add up. It is engrained in all good businesses to test, measure and know their numbers. So why spend millions without knowing the result. So what is the value of training? Many organisations say they now agree that their work force is their greatest asset and so investing in their development is both necessary and worthwhile these organisations place a high value on training. However, some still see training as a necessary interruption to work and productivity and place very little value upon it. The fact is that the value of training is and always has been difficult to measure. However we find that in organisations which place a high perceived value upon development the real benefits are far greater than in those organisations which do not. Changing the perception of training in an organisation is like changing any cultural belief but it can be done by ensuring that the true value of this work is communicated clearly......

Words: 971 - Pages: 4

Training

...Learning and Development Identified Training needs: Some of the training needs we identified based on the case study were as follows: 1. Gender Sensitivity Training 2. Job skill training 3. Safety Training. Some of the methods that might be used to identify training needs are: 1. Surveys 2. Interviews- gender sensitivity training 3. Skill Matrix Gender sensitivity: Identifying the needs: We have used the interview format to identify this. Since the interview will be dealing with a very emotional and sensitive information, the interviewer must be chosen carefully and have good listening skills. All information must be kept confidential, and the interviewee will be assured of this. The interview will be semi-structured. Some questions are: 1. Do you think men and women with equal efficiency can do all kinds of work? 2. Are women paid less as compared to their male counterparts? 3. Do you feel your work is not taken seriously and/or your say is not considered in decisions by male colleagues? (ask a female employee) 4. Have you ever been sexually harassed at the workplace? 5. Do you think women cannot be good bosses? (ask a male employee) 6. Are women given flexibility in work hours? Training method : Class-room teaching What will be covered: * Getting to know each other-Expectations & Anxieties-To analyze perceptions and Understanding, * Causes of Misunderstandings * Understand the perception men and women have about...

Words: 1560 - Pages: 7

Training

...or taking part in his/her chosen sport. If a stationary level of performance, consistent ability in executing a few limited skills is your goal, then engaging only in your sport will keep you there. However, if you want the utmost efficiency, consistent improvement, and balanced abilities sportsmen and women must participate in year round conditioning programs. The bottom line in sports conditioning and fitness training is stress, not mental stress, but adaptive body stress. Sportsmen and women must put their bodies under a certain amount of stress (overload) to increase physical capabilities. click here to read the rest of this article Weight Training Ideal Weight & BMI Better performances can be the product of a number of factors. This product is primarily the outcome of efficient technique, the progression of speed and the maturing competitive attitude on a sound basis of general endurance, all round strength and general mobility. The development of all round strength is best achieved via circuit training and then progressing this through weight training. A method of determining if you have an ideal body weight is to calculate your Body Mass Index (BMI). To calculate your BMI divide your weight in kilograms by your height in metres squared (weight ÷ height²). The normal acceptable range of this measurement is 20.1 to 25.0 for men and 18.7 to 23.8 for women. A more accurate assessment of your ideal weight takes into account your body composition....

Words: 352 - Pages: 2