Thursday, April 25, 2013
Wednesday, April 24, 2013
Personal Development Plan
Personal Development is defined as “The process of improving oneself through such activities as enhancing employment skills, increasing consciousness and building wealth.” (Business Dictionary, 2013)
Formal Education-
Education is the key that opens the doors to for success. I would like to one day open my own consulting firm, but before I can even take that step. I needed to learn how to go about teaching and training myself before I can teach and train others.
I would like to teach on the adult level. Although teaching high school is somewhat ok, you had some who wanted to learn and some who did not, but they had to be there. Teaching adults who want to learn in order to better their lives through education is much more rewarding.
It took me twenty years from the time I first attended college to graduate with an Associate’s Degree. I had my first child after my third quarter at Williamsburg Technical College. I vowed to myself that I would return in the fall. With getting married, all the military moves, two more children, a husband who wanted to go to college himself; my fall of 1985 became fall 2001.
I did not think that I could learn the new ways of math, after being out of the loop so long and letting the modern world of technology like calculators and cash registers do that part of thinking for us. I had to realize that in order for me to teach I have to be teachable.
There were obstacles along the way; work and after school activities for the children that slowed me down. I did get through it though. I may not have been a straight A student, but my B’s and C’s came with much pride in knowing that I did my best and I did not give up. Now that I have gone beyond my initial thought of education by receiving my Master’s Degree in Instructional Design and Technology, lets me know that when putting my mind to it I can achieve the goals set before me. Will I continue to my Doctorates Degree? Well, that is still stirring in the pot on the back burner.
Assessment
Assessments will help you to understand more about yourself, your abilities, character and interests.
An assessment will not tell you what to do, but can help you in your decision making. This can be measured with your personal ideas, skills and goals.
Looking back in life, I am required by self to assess three things.
1. Where I was- In my twenties I was unsure of what I really wanted to do with self. I was a young wife
and mother. Focus of self-sat on the back burner practically unreachable as the days turned into months into
years. At thirty-five I returned to college. Obtained my AA Degree at thirty-eight and my BS at forty-two.
Started writing three books.
2. Where I am- In my forties- Husband retired from the military, children are older. One graduated from college,
one in college, one a sophomore in high school waiting to see if she gets accepted to Governors School of the
Arts, and a three year old granddaughter. Thus far I have them on the right track. As for me personally, at
forty-six I have obtained my Master’s Degree, one certificate and finishing another certificate. Both
certificates will accompany the Master’s Degree. I am still working on the three books.
3. Where am I going- I would like to either open my own consulting/training firm or teach adults how to be able to
learn a new skill that will take them from where they currently are to where they would like to be. I would
like to serve as a mentor in order to help and inspire someone else so that they will understand that their
goals are obtainable even though obstacles may slow you down.
Job Experiences
For about eighteen years, I worked as a Cashier or Sales Associates at various places before working as an Administrative Specialist at other various places. My favorite places that I have worked were in Atlantic City. At Tropicana Hotel and Casino, I was a Change Attendant and at Atlantis Hotel and Casino, I was a Slot Attendant. I like meeting people and at those two jobs, I met and observed people from all walks of life, cultures, backgrounds and ethnicity. It seemed to me that everyone was after the same goal, a better quality of life for their families and themselves. With education and training, many can still achieve those same goals.
As a cashier, I often wondered how the right motivation and incentives would make us, the employees, want and enjoy our jobs more. I would like to teach companies and individuals how to be motivated within their jobs and their lives. From the frontline employees, start a domino effect with making or breaking a company. The customers are ultimately the ending results for any company.
As a substitute teacher for eight years, I was able to help shape the minds of many students, some who thought that they could not go to college whether it was because of money or thought that their grades would stop them. I would tell them that “my family had not the funds for me to go nor did I have the perfect grades of a 3.0 to get into a university, but I found out that there were funds waiting for me to utilize and there are a lot more resources for you to look for and to obtain.”
As an administrative specialist, I learned to upgrade my office skills. These were necessary skills that will help me to further self in the future.
Interpersonal Relationships
Interpersonal relationships are social associations, connections, or affiliations between two or more people. (Science Daily, 2012)
One thinks that we learn about interpersonal relationships at a young age when we interacted with other people. Each day we interacted with more people we learned to improve on the types of relationships with other people whether it is with family, friends, neighbors, teachers, bosses and co-workers. We learned which way to interact with each groups of people. We learned how to dress for success not only with our clothing but our personality.
Interacting with others is something I can do. Somehow I learned like so many others to adapt to my surroundings and the company I am with. I also like learning about other people and doing this by observing and interacting with others. I think we learn about ourselves through these relationships. In the workplace we learn to play with others who have different values and work ethics, to be patient, responsible and respectful, a team player and career building. Although most of these things we learned going through life, but one thinks that we become more aware of these traits in our different relationships as we get older and the interactions takes us in different groups. Through these relationships we learn to grow within ourselves and learn to be more productive in the things we do.
Noe states that “An effective development strategy involves individualization, learner control and support.” (Noe, p. 381) One would think that by companies looking into the personal development of their employees, they may be able to match them to the employee’s professional development. Finding the strengths and weakness of both the personal and professional developments of the employee and applying this to a particular section of the company may enhance productivity as well as long term commitment between employer and employee.
Business Dictionary
http://www.businesdictionary.com/definition/personal-development.html
Science Daily 2012
http://www.sciencedaily.com/articles/i/interpersonal_relationship.htm
Noe, R., (2010). Employee training and development. New York, NY: McGraw-Hill Irwin.
Personal Development is defined as “The process of improving oneself through such activities as enhancing employment skills, increasing consciousness and building wealth.” (Business Dictionary, 2013)
Formal Education-
Education is the key that opens the doors to for success. I would like to one day open my own consulting firm, but before I can even take that step. I needed to learn how to go about teaching and training myself before I can teach and train others.
I would like to teach on the adult level. Although teaching high school is somewhat ok, you had some who wanted to learn and some who did not, but they had to be there. Teaching adults who want to learn in order to better their lives through education is much more rewarding.
It took me twenty years from the time I first attended college to graduate with an Associate’s Degree. I had my first child after my third quarter at Williamsburg Technical College. I vowed to myself that I would return in the fall. With getting married, all the military moves, two more children, a husband who wanted to go to college himself; my fall of 1985 became fall 2001.
I did not think that I could learn the new ways of math, after being out of the loop so long and letting the modern world of technology like calculators and cash registers do that part of thinking for us. I had to realize that in order for me to teach I have to be teachable.
There were obstacles along the way; work and after school activities for the children that slowed me down. I did get through it though. I may not have been a straight A student, but my B’s and C’s came with much pride in knowing that I did my best and I did not give up. Now that I have gone beyond my initial thought of education by receiving my Master’s Degree in Instructional Design and Technology, lets me know that when putting my mind to it I can achieve the goals set before me. Will I continue to my Doctorates Degree? Well, that is still stirring in the pot on the back burner.
Assessment
Assessments will help you to understand more about yourself, your abilities, character and interests.
An assessment will not tell you what to do, but can help you in your decision making. This can be measured with your personal ideas, skills and goals.
Looking back in life, I am required by self to assess three things.
1. Where I was- In my twenties I was unsure of what I really wanted to do with self. I was a young wife
and mother. Focus of self-sat on the back burner practically unreachable as the days turned into months into
years. At thirty-five I returned to college. Obtained my AA Degree at thirty-eight and my BS at forty-two.
Started writing three books.
2. Where I am- In my forties- Husband retired from the military, children are older. One graduated from college,
one in college, one a sophomore in high school waiting to see if she gets accepted to Governors School of the
Arts, and a three year old granddaughter. Thus far I have them on the right track. As for me personally, at
forty-six I have obtained my Master’s Degree, one certificate and finishing another certificate. Both
certificates will accompany the Master’s Degree. I am still working on the three books.
3. Where am I going- I would like to either open my own consulting/training firm or teach adults how to be able to
learn a new skill that will take them from where they currently are to where they would like to be. I would
like to serve as a mentor in order to help and inspire someone else so that they will understand that their
goals are obtainable even though obstacles may slow you down.
Job Experiences
For about eighteen years, I worked as a Cashier or Sales Associates at various places before working as an Administrative Specialist at other various places. My favorite places that I have worked were in Atlantic City. At Tropicana Hotel and Casino, I was a Change Attendant and at Atlantis Hotel and Casino, I was a Slot Attendant. I like meeting people and at those two jobs, I met and observed people from all walks of life, cultures, backgrounds and ethnicity. It seemed to me that everyone was after the same goal, a better quality of life for their families and themselves. With education and training, many can still achieve those same goals.
As a cashier, I often wondered how the right motivation and incentives would make us, the employees, want and enjoy our jobs more. I would like to teach companies and individuals how to be motivated within their jobs and their lives. From the frontline employees, start a domino effect with making or breaking a company. The customers are ultimately the ending results for any company.
As a substitute teacher for eight years, I was able to help shape the minds of many students, some who thought that they could not go to college whether it was because of money or thought that their grades would stop them. I would tell them that “my family had not the funds for me to go nor did I have the perfect grades of a 3.0 to get into a university, but I found out that there were funds waiting for me to utilize and there are a lot more resources for you to look for and to obtain.”
As an administrative specialist, I learned to upgrade my office skills. These were necessary skills that will help me to further self in the future.
Interpersonal Relationships
Interpersonal relationships are social associations, connections, or affiliations between two or more people. (Science Daily, 2012)
One thinks that we learn about interpersonal relationships at a young age when we interacted with other people. Each day we interacted with more people we learned to improve on the types of relationships with other people whether it is with family, friends, neighbors, teachers, bosses and co-workers. We learned which way to interact with each groups of people. We learned how to dress for success not only with our clothing but our personality.
Interacting with others is something I can do. Somehow I learned like so many others to adapt to my surroundings and the company I am with. I also like learning about other people and doing this by observing and interacting with others. I think we learn about ourselves through these relationships. In the workplace we learn to play with others who have different values and work ethics, to be patient, responsible and respectful, a team player and career building. Although most of these things we learned going through life, but one thinks that we become more aware of these traits in our different relationships as we get older and the interactions takes us in different groups. Through these relationships we learn to grow within ourselves and learn to be more productive in the things we do.
Noe states that “An effective development strategy involves individualization, learner control and support.” (Noe, p. 381) One would think that by companies looking into the personal development of their employees, they may be able to match them to the employee’s professional development. Finding the strengths and weakness of both the personal and professional developments of the employee and applying this to a particular section of the company may enhance productivity as well as long term commitment between employer and employee.
Business Dictionary
http://www.businesdictionary.com/definition/personal-development.html
Science Daily 2012
http://www.sciencedaily.com/articles/i/interpersonal_relationship.htm
Noe, R., (2010). Employee training and development. New York, NY: McGraw-Hill Irwin.
Sunday, April 14, 2013
High-Tech Training
I was searching through one of the best technological tools known to man….the world wide web, when I came upon this article in PC Magazine. The topic for the article was “Secret Service to Adopt Video Game for Training... Finally.” (Duffy, 2011) My thoughts was “really? They are just now thinking about that?”
The interactive “training” video will replace their miniature Tiny Town model. This “video game-like environment with 3D models, smoke and chemical plume simulators, and in general, more interaction, as trainees will be able to see and move around the world in both first- and third-person perspectives.” (Duffy, 2011) Now, one would think that the use of two types of training modules would be used for future training of Secret Service agents. This would be not only the interactive video but simulation style trainings. Duffy goes on to explain how this training would be viewed by the trainee. “Three 55-inch touch-screen kiosks will serve as the interface when the system launches at the Secret Service's James J. Rowley Training Center near Washington, D.C. this spring. The set-up connects to a computer running Virtual Battle Space (VBS2), which serves as the base simulation game.” (Duffy, 2011)
The use of simulation training can give life to certain real world events to use as practice which will allow the trainee to make a mistake without real risks that can cause harm or death. This is to do a trial and error test run. In the PC Magazine on line I read an article about how a security consultant and trained commercial pilot Hugo Teso, developed an Android app that can remotely take control of an aircraft. I know that sounds extremely terrifying especially after 9/11 and the threats of foreign terrorists. But for training purposes this is a good training tool for new pilots both commercial and military. Teso demonstrated, “ Using the application, dubbed PlaneSploit…how to virtually hijack flight desk computers and feed false navigation information to change the course of a simulated jet… By manipulating the ADS-B, Teso was able to select targets, then gather information from the ACARS, exploiting its vulnerabilities by delivering what Help Net Security said were "spoofed malicious messages that affect the 'behavior' of the plane." (Mlot, 2013) That is scary to know. But by using these Interactive Videos and Simulators will help the trainee learn the “what if’s” before actually being put in a situation, freeze from the terror of not knowing what to do and putting themselves as well as others in even more potential danger.
Michelle Reece and Barbara Lockee wrote “Blended learning is a prominent trend in corporate training that has implications for distributed learning across a range of venues and constituents. Typically defined as an instructional program offered through a combination of two or more delivery modes, blended learning utilizes a variety of approaches, including print-based materials, instructor-led training, and web-based training, “(Reece, 2005)
Lauren Biron starts her article off with “Smartphones and iPads may figure prominently in military visions of the future of training but such devices won’t replace instructor-led learning anytime soon. “ (Biron, 2012) This is vastly approaching. For the Blended training method one will reflect on her own feelings. Personally this type of training is tied on the list with Computer Based Training and Self-Directed training. Blended training method is ideal for both the trainer and trainee. This allows the trainee to be able to work on some of the project alone on their time within the time slot allowed by the trainer. There are several disadvantages though to this method also. If you are not committed to the training time and have difficulty with time management, Blended, CBT and Self-Directed is not for that trainee. If part of your training involves a type of math and you are not math savvy then you would want to make sure that the section of math is done in the lecture setting or in a phone or email shot of the trainer so that you will be able to understand at that moment what is to be learned.
This brings us to the Computer Based Training method.
Robin McDermott wrote “CBT is completely different today thanks to advances in hardware and software. For one thing, most CBT products can run on nearly all computers. And due to the increased accessibility to fast hardware … each learner can access training exactly when it's needed at a time and location convenient for that particular learner. This means no more shut-down production lines during training and no more cancelled or postponed training sessions due to production emergencies. “(McDermott, 2013)
This one thinks would be a corporations blessing. Productivity does not have to cease, unnecessary money does not have to be allocated out to out sourced trainers or unused materials. Work life can continue on schedule. The employee can learn at their own speed and in some cases on their own home computers.
Reference
Duffy, j., January 2011 PC Magazine Secret Service to Adopt Video Game for Training... Finally
http://www.pcmag.com/article2/0,2817,2376678,00.asp
Reece, M., Lockee, B., December 2005 The Sloan Consortium Improving Training Outcomes through Blended Learning
http://sloanconsortium.org/jaln/v9n4/improving-training-outcomes-through-blended-learning
Mlot, S., April, 2013 PC Magazine Hacker Demonstrates Remote Plane Hijacking Using Android App
http://www.pcmag.com/article2/0,2817,2417668,00.asp
Biron, L., May 2012 Defense News ITEC: Blended Training is “The Way Ahead”
http://www.defensenews.com/article/20120523/TSJ01/305230009/ITEC-Blended-Training-8216-Way-Ahead-8217-
McDermott, R., 2013 Buehler Are You Ready for Computer-Based Training?
http://www.qualitydigest.com/aug01/html/cbt.html
I was searching through one of the best technological tools known to man….the world wide web, when I came upon this article in PC Magazine. The topic for the article was “Secret Service to Adopt Video Game for Training... Finally.” (Duffy, 2011) My thoughts was “really? They are just now thinking about that?”
The interactive “training” video will replace their miniature Tiny Town model. This “video game-like environment with 3D models, smoke and chemical plume simulators, and in general, more interaction, as trainees will be able to see and move around the world in both first- and third-person perspectives.” (Duffy, 2011) Now, one would think that the use of two types of training modules would be used for future training of Secret Service agents. This would be not only the interactive video but simulation style trainings. Duffy goes on to explain how this training would be viewed by the trainee. “Three 55-inch touch-screen kiosks will serve as the interface when the system launches at the Secret Service's James J. Rowley Training Center near Washington, D.C. this spring. The set-up connects to a computer running Virtual Battle Space (VBS2), which serves as the base simulation game.” (Duffy, 2011)
The use of simulation training can give life to certain real world events to use as practice which will allow the trainee to make a mistake without real risks that can cause harm or death. This is to do a trial and error test run. In the PC Magazine on line I read an article about how a security consultant and trained commercial pilot Hugo Teso, developed an Android app that can remotely take control of an aircraft. I know that sounds extremely terrifying especially after 9/11 and the threats of foreign terrorists. But for training purposes this is a good training tool for new pilots both commercial and military. Teso demonstrated, “ Using the application, dubbed PlaneSploit…how to virtually hijack flight desk computers and feed false navigation information to change the course of a simulated jet… By manipulating the ADS-B, Teso was able to select targets, then gather information from the ACARS, exploiting its vulnerabilities by delivering what Help Net Security said were "spoofed malicious messages that affect the 'behavior' of the plane." (Mlot, 2013) That is scary to know. But by using these Interactive Videos and Simulators will help the trainee learn the “what if’s” before actually being put in a situation, freeze from the terror of not knowing what to do and putting themselves as well as others in even more potential danger.
Michelle Reece and Barbara Lockee wrote “Blended learning is a prominent trend in corporate training that has implications for distributed learning across a range of venues and constituents. Typically defined as an instructional program offered through a combination of two or more delivery modes, blended learning utilizes a variety of approaches, including print-based materials, instructor-led training, and web-based training, “(Reece, 2005)
Lauren Biron starts her article off with “Smartphones and iPads may figure prominently in military visions of the future of training but such devices won’t replace instructor-led learning anytime soon. “ (Biron, 2012) This is vastly approaching. For the Blended training method one will reflect on her own feelings. Personally this type of training is tied on the list with Computer Based Training and Self-Directed training. Blended training method is ideal for both the trainer and trainee. This allows the trainee to be able to work on some of the project alone on their time within the time slot allowed by the trainer. There are several disadvantages though to this method also. If you are not committed to the training time and have difficulty with time management, Blended, CBT and Self-Directed is not for that trainee. If part of your training involves a type of math and you are not math savvy then you would want to make sure that the section of math is done in the lecture setting or in a phone or email shot of the trainer so that you will be able to understand at that moment what is to be learned.
This brings us to the Computer Based Training method.
Robin McDermott wrote “CBT is completely different today thanks to advances in hardware and software. For one thing, most CBT products can run on nearly all computers. And due to the increased accessibility to fast hardware … each learner can access training exactly when it's needed at a time and location convenient for that particular learner. This means no more shut-down production lines during training and no more cancelled or postponed training sessions due to production emergencies. “(McDermott, 2013)
This one thinks would be a corporations blessing. Productivity does not have to cease, unnecessary money does not have to be allocated out to out sourced trainers or unused materials. Work life can continue on schedule. The employee can learn at their own speed and in some cases on their own home computers.
Reference
Duffy, j., January 2011 PC Magazine Secret Service to Adopt Video Game for Training... Finally
http://www.pcmag.com/article2/0,2817,2376678,00.asp
Reece, M., Lockee, B., December 2005 The Sloan Consortium Improving Training Outcomes through Blended Learning
http://sloanconsortium.org/jaln/v9n4/improving-training-outcomes-through-blended-learning
Mlot, S., April, 2013 PC Magazine Hacker Demonstrates Remote Plane Hijacking Using Android App
http://www.pcmag.com/article2/0,2817,2417668,00.asp
Biron, L., May 2012 Defense News ITEC: Blended Training is “The Way Ahead”
http://www.defensenews.com/article/20120523/TSJ01/305230009/ITEC-Blended-Training-8216-Way-Ahead-8217-
McDermott, R., 2013 Buehler Are You Ready for Computer-Based Training?
http://www.qualitydigest.com/aug01/html/cbt.html
Sunday, March 17, 2013
Cisco Systems
Their mission: The mission of Cisco's Investor Relations team is to always communicate with transparency and integrity. We
strive to be a best in class resource for Cisco's investors and analysts and to be strategic partners for management.
(Cisco, 2013)
Their vision: Changing the Way We Work, Live, Play, and Learn. (Cisco, 2013)
Founded in 1984 Cisco System designs, manufactures, and sells Internet protocol (IP)-based networking and other products related to the communications and information technology (IT) industry and provide services associated with these products and their use. (Forbes, 2013)
The Company offers products for conveying data, voice, and video within clients’ buildings. According to the Cisco System’s website “Its products are designed to transform how people connect, communicate, and collaborate.” (Cisco, 2013)
Cisco’s employees are offered a diverse workplace, growth, support and encouragement with their ideas to help the company’s development. This makes the employees a valuable stakeholder to the Cisco System’s company.
Cisco offers a support system within the company to stand-in awareness, respect, and inclusion within the workplace. Cisco’s employees are constantly finding ways to advance their customer relations by improving customer support, diversity and product development. Although there are more these are some of the Cisco’s Employee Resource Groups (ERG) supports the following:
1. Early in Career Network (ECN): This ERG helps early-career new hires succeed at Cisco by facilitating
leadership, professional relationships, and shared experiences.
2. Veterans Enablement & Troop Support: This group helps integrate the experience, values, and knowledge of
active-duty servicemen and servicewomen, as well as veterans.
3. Indians Connecting People: The Cisco Indian employee community is linked to facilitate professional
development and networking, promote business growth, and give back to communities in need.
4. Connected Women Technology Network: This technology community is dedicated to providing career development,
leadership opportunities, and personal development for women in technical roles within Cisco.
5. Cisco Disabilities Awareness Network: Employees who have or have had a disability, or who know someone
within the disabled community, are welcome here. (Cisco, 2013)
Cisco offers its employees, technical skills training, management skills training and generic soft skills training. The organization’s training function is managed centrally, yet the training content is developed in partnership with various subject-matter experts.
According to American Management ASSOCIATION (AMACOM) Cisco’s employment turnover rate is a low 8%. (AMACOM, 2001) One would think that this company invests much time and money in training their employees. In doing so the company offers their employees a numerous incentive programs such as 401K, medical benefits which includes transgender/ gender transitioning employees, disability accessibility training, Health and well-being program which includes employee health, family resources, financial well-being, education and advancement opportunities, and work/life balance programs, child care programs, employee safety and crisis management program to name a few.
One would use several assessment techniques for this process to find out exactly why the retention is high and the company continues to grow.
1. Observation- This takes no employee time away from the company. Through observation one can quietly
see what the employees are or should be doing within the company. This is a good technique if done to gather
to aid in training.
2. Questionnaires- This allows the employee to voice their opinions or concerns without worrying about
consequences to their answers to the questions while remaining anonymous. This, one finds is a great
technique in order to get a true understanding of employee’s perspective of the company and its policies and
procedures.
3. Online Technology- Since technology is the bases for the company’s growing income, this should be one area
that gets the attention of how its use is available and proficient for gathering information for training.
Raymond Noe states that “because no one method of conducting needs assessment is superior to the others, multiple methods are usually used.” In order to get an accurate gathering of information and data to put together an effective training program a combination of methods must be used. Employees must feel that they would not be singled out for participating in this data. One thinks that through observation and questionnaires are the most discreet of all techniques.
Cisco Systems 2013 http://investor.cisco.com/
Forbes April 2012 http://www.forbes.com/companies/cisco-systems/
Arthur, D., 2001 The Employee Recruitment and Retention Handbook
www.amacombook.org
Noe, R., (2010). Employee training and development. New York, NY: McGraw-Hill Irwin.
Their mission: The mission of Cisco's Investor Relations team is to always communicate with transparency and integrity. We
strive to be a best in class resource for Cisco's investors and analysts and to be strategic partners for management.
(Cisco, 2013)
Their vision: Changing the Way We Work, Live, Play, and Learn. (Cisco, 2013)
Founded in 1984 Cisco System designs, manufactures, and sells Internet protocol (IP)-based networking and other products related to the communications and information technology (IT) industry and provide services associated with these products and their use. (Forbes, 2013)
The Company offers products for conveying data, voice, and video within clients’ buildings. According to the Cisco System’s website “Its products are designed to transform how people connect, communicate, and collaborate.” (Cisco, 2013)
Cisco’s employees are offered a diverse workplace, growth, support and encouragement with their ideas to help the company’s development. This makes the employees a valuable stakeholder to the Cisco System’s company.
Cisco offers a support system within the company to stand-in awareness, respect, and inclusion within the workplace. Cisco’s employees are constantly finding ways to advance their customer relations by improving customer support, diversity and product development. Although there are more these are some of the Cisco’s Employee Resource Groups (ERG) supports the following:
1. Early in Career Network (ECN): This ERG helps early-career new hires succeed at Cisco by facilitating
leadership, professional relationships, and shared experiences.
2. Veterans Enablement & Troop Support: This group helps integrate the experience, values, and knowledge of
active-duty servicemen and servicewomen, as well as veterans.
3. Indians Connecting People: The Cisco Indian employee community is linked to facilitate professional
development and networking, promote business growth, and give back to communities in need.
4. Connected Women Technology Network: This technology community is dedicated to providing career development,
leadership opportunities, and personal development for women in technical roles within Cisco.
5. Cisco Disabilities Awareness Network: Employees who have or have had a disability, or who know someone
within the disabled community, are welcome here. (Cisco, 2013)
Cisco offers its employees, technical skills training, management skills training and generic soft skills training. The organization’s training function is managed centrally, yet the training content is developed in partnership with various subject-matter experts.
According to American Management ASSOCIATION (AMACOM) Cisco’s employment turnover rate is a low 8%. (AMACOM, 2001) One would think that this company invests much time and money in training their employees. In doing so the company offers their employees a numerous incentive programs such as 401K, medical benefits which includes transgender/ gender transitioning employees, disability accessibility training, Health and well-being program which includes employee health, family resources, financial well-being, education and advancement opportunities, and work/life balance programs, child care programs, employee safety and crisis management program to name a few.
One would use several assessment techniques for this process to find out exactly why the retention is high and the company continues to grow.
1. Observation- This takes no employee time away from the company. Through observation one can quietly
see what the employees are or should be doing within the company. This is a good technique if done to gather
to aid in training.
2. Questionnaires- This allows the employee to voice their opinions or concerns without worrying about
consequences to their answers to the questions while remaining anonymous. This, one finds is a great
technique in order to get a true understanding of employee’s perspective of the company and its policies and
procedures.
3. Online Technology- Since technology is the bases for the company’s growing income, this should be one area
that gets the attention of how its use is available and proficient for gathering information for training.
Raymond Noe states that “because no one method of conducting needs assessment is superior to the others, multiple methods are usually used.” In order to get an accurate gathering of information and data to put together an effective training program a combination of methods must be used. Employees must feel that they would not be singled out for participating in this data. One thinks that through observation and questionnaires are the most discreet of all techniques.
Cisco Systems 2013 http://investor.cisco.com/
Forbes April 2012 http://www.forbes.com/companies/cisco-systems/
Arthur, D., 2001 The Employee Recruitment and Retention Handbook
www.amacombook.org
Noe, R., (2010). Employee training and development. New York, NY: McGraw-Hill Irwin.
Thursday, March 7, 2013
Week1AssignHaywardP.mp3
Heathfield, Susan M., 2013 Human Resources.About.com Guide Training: Your Investment in People
Development and Retention http://humanresources.about.com/od/trainingtransfer/a/training_work.htm
Good afternoon, my name is Penni Hayward. I would like to explain to you what I think
are three interesting facts about training.
1. Training will support your employees in developing
their knowledge, skills and
assessments and improve their job performance,
after all the more we know, the more we
grow.
2.
Training does not have to be looked at as
boring and tedious anymore, when training by
seminars, workshops or in a classrooms
setting, involving your trainees in
different scenarios will gain their retention
as well as motivating them. I believe
that we
learn more when we are involved in our training and learning rather
just sitting and listening.
We tend to recall the actions as well as the verbal
training later if needed.
3.
By connecting
the training and the employee’s ability to contribute to the success of the
company's
business plan and goals, will confirm to the employee that their involvement
counts with the company and that they are not just numbers at the end of the
day.
Heathfield, Susan M., 2013 Human Resources About.com Guide 10 Tips
to Make Training and Development Work
4 Training Transfer Tips
Subscribe to:
Posts (Atom)