Continuity and Change-over-Time Silk Road Trade 200...

The Silk Road is a trading route on the continent of Eurasia that stretches from the vast coast of China all the way to Eastern Europe. The trade route was at its greatest use from 200 B.C.E. to 1450 C.E. The society that began the Silk Road was the Han Dynasty in China in approximately 200 B.C.E. The Han Dynasty facilitated trade in the east, while the Roman Empire facilitated trade in the west and in Europe. The two empires traded many goods, as well as cultural aspects of each society’s way of life. From 200 B.C.E. to 1450 C.E., the Silk Road changed in terms of trade, such as what items were traded, and contact with civilizations, such as what societies made use of the Silk Road. Although these changes affected the efficiency of trade†¦show more content†¦Under the unification of the Mongols, trade on the Silk Road continued to be active. When the Ming Dynasty took over control of China from the Mongols in 1368, porcelain began to be trade on the Silk Road. The fa ll of the Mongols in Asia opened trade to other places in the known world, such as Mongolia, and southern Russia. Over time, the societies controlling trade along the Silk Road changed as empires either rose to power, or declined then collapsed. Although the goodsShow MoreRelatedSilk Road1687 Words   |  7 PagesThe Silk Road was a trade network the connected the East to the West on the Eurasian continent. This trade included both overland and maritime routes. The central Asian kingdoms and peoples became the nexus point for much of this trade which lasted from the 3rd century B.C.E. to the 15th century C.E. Many products and other cultural expressions moved along the Silk Road and diffused among various kingdoms along it. In breaking down and separating the patterns of interaction that occurred along theRead MoreHistory Essay3334 Words   |  14 PagesAP WORLD HISTORY  ® Modified Essay Questions for Exam Practice This document provides modifications of the AP World History Comparative and Continuity and Change-Over-Time (CCOT) essay questions from the 2002 to the 2010 operational exams. The modified questions provide examples of essay questions that align more closely with the Curriculum Framework for the revised course as of the 2011-12 academic year. The accompanying rationale for each question explains the revisions. Mission Statement

Organ Shortage - 1895 Words

The organ shortage: To market, or not to market? Organ transplantation is a term that most people are familiar with. When a person develops the need for a new organ either due to an accident or disease, they receive a transplant, right? No, that s not always right. When a person needs a new organ, they usually face a long term struggle that they may never see the end of, at least while they are alive. The demand for transplant organs is a challenging problem that many people are working to solve. Countries all over the world face the organ shortage epidemic, and they all have different laws regarding what can be done to solve it. However, no country has been able to create a successful plan without causing moral and ethical dilemmas.†¦show more content†¦To support his argument, Huebner uses statements such as The sellers are often tricked or coerced by brokers, they don t always get the promised payment, and even when they are paid, that rarely solves whatever problem prompted them to sell the organ. In fact, the soluti on usually makes matters much worse.† Huebner also states that Rich patients in need of organs take advantage of the world s poor(Huebner, Albert), insinuating that only rich people can afford to buy organs. While both of these statements support the claim made, there isn t much actual research to support it. No evidence or believable examples were found in the article. While it may be true that more rich people are able to receive organ transplants, it s not fair to say that it s only the rich people who are exploiting the poor. That is, if they are even being exploited at all. Who is to say that the poor people who would sell organs wouldn t be doing so in order to make a better life for themselves and their family? Until an organ market is established and research is done to support these claims, there is very little fact to support them. This leads into the next claim, that commodifying organs will take the integrity out of donating. The idea of turning to human body into a commodity is one that has been disapproved of for a long time. It s not legal to be aShow MoreRelatedEuthanasia Organ Donation And The Effects On Organ Shortages1679 Words   |  7 PagesENG106 Professor Tiedt Euthanasia Organ Donation and the Effects on Organ Shortages â€Å"The shortages in transplantable organs worldwide not only leads to unnecessary death, but also to grave human right abuses though illegal methods of procuring organs† (Statz, 2006, p. 1).With the decrease in solid organs available, the demand for organs increase and fail to meet the needs of patients facing organ failure. The only options to receive an organ includes receiving an organ from a family member, begin turningRead MoreAddressing The Shortage Of Organ Donors981 Words   |  4 PagesAddressing the Shortage of Organ Donors. More than 110,000 people are on waiting lists for organs they may not ever get in time (mantel). This has caused an organ black market in which people are trading their or other individuals’ organs for illegal money. In case making criminals out of normal people. In 2009, the FBI arrested a Brooklyn rabbi for illegal organ trade, he was buying organs from overseas for a mere ten thousand dollars and selling here in the black market for upwards of one hundredRead MoreOrgan Shortage Around The World2101 Words   |  9 PagesIn the 21st century, it is obvious to the world that there is an organ shortage around the world. Many thousands, hundreds of thousands of people are waiting for organs to save their lives. There are just not enough organs to be spread around to the people who urgently need them. The global response to this problem is very different throughout different countries. Some countries are harvesting organs, some executing prisoners, some paying people to donate, some allowing people to sell them on theRead MoreThe Shortage Of Donated Organs And The Issues With The Current Donation System2115 Words   |  9 Pageswaiting for an organ that could save their lives. While on the other side of the world, thousands of people die a year, but from infection when an organ is forcefully taken from them to sell on the black market. There are two sides of the organ donation list, and both can end in death. This paper will discuss the shortage of donated organs and the issues with the current donation system. It will also discuss the black market for  transplant  organs and possible solutions to viable organ shortage. The focusRead MoreOrgan Donation Shortage- Problem-Solution Essay2591 Words   |  11 PagesOrgan donation shortage Organ donation shortage When receiving a driver’s license in the United States, there is a section on the back in which it asks if the licensed driver would like to become an organ donor. Most people overlook this option. Nothing is really pushed forth for people wanting to become organ donors. Today in the U.S, thousands of people need organ transplants. Unfortunately, there is a growing shortage of donated organs. Many people die every year because there are not enoughRead MoreEssay on The Doctrine of Double Effect1307 Words   |  6 PagesDoctrine of Double Effect. After reading the article, respond to the questions listed below. 2. Define the Doctrine of Double Effect. 3. Provide a brief summary of Scanlons view on the doctrine. 4. Discuss the scenario of either the drug shortage or organ shortage found in the article. 5. What is the scenario? 6. How does this demonstrate the Doctrine of Double Effect? 7. Do you agree with the action taken? If not, what could have been done? 8. What was Scanlons view on the scenario? IntroductionRead More Tissue Engineering Essays2773 Words   |  12 PagesWith tissue engineering, familiar problems like the rejection of foreign tissue by the body, the severe shortage of organ donors, and the inefficiency of artificial devices may be solved. However, this cutting edge biotechnology has already spurred intense controversy over the ethics and morality of creating spare human body parts. The goal of tissue engineering is to grow tissues and neo-organs that can be used for transplants. Tissue engineers must first decide what type of cell they want to useRead MoreThe Human Organ Market1324 Words   |  6 PagesThe Human Organ Market Over the past decade the number of patients in need of an organ transplant has increased dramatically. The shortage of organs each year increases the number of patients on the waiting list and has deprived many people from a new life. There are over 100,000 Americans on the waiting list and overage 19 people did each day from the lack of an organ transplant (Abouna 1). Between the years 1988 to 2006, the number patients in need for a transplant has increased times six (AbounaRead MoreRecently, over 90,000 American men, women, and children are waiting for new kidneys. However, only600 Words   |  3 Pageswhile they are waiting for organ donators, we have to find a way to increase the supply of organs that could reduce waiting times and deaths. The most effective way will be to provide compensation for organ donators; in other words, we need to establish a market for organs. The first successful kidney transplant was done in Boston in 1954. Since then, the techniques were developed for immune system to prevent the rejection of transplanted organs. Although the number of organ transplants has grown rapidlyRead MoreOrgan Donation Of The United States937 Words   |  4 Pagesan organ transplant. There are waiting lists for adults and children needing an organ. It may be difficult for some people to decide what would be right, if donation is the correct answer. Some people are not well informed on organ donations. Family members might not want for their loved ones to donate their organs. Why should we donate? If we are born with our own body parts why would we want to destitute them? These questions are a matter of debate, some people want to donate their organs to help

How Do Early Childhood Practitioners Use Research...

The present work analyses the findings of an interview to a practitioner, with the purpose to find out How do Early Childhood Practitioners use research techniques to develop their understanding of children’s needs and development. The practitioner interviewed is an Assistant Teacher in a nursery. She is working with children 3 to 4 years old. She has Level 2 and 3 In Early Childhood Studies and another courses that complete her education. Currently she is studying level 4 and 5 part time in the University of East London with the aim to get promotion in the future. There is no relationship between the interviewer and the interviewee, apart from a conversation of few minutes at the beginning of the course as a classmate. The main roles of Practitioner A is to follow EYFS, that consist in seven points of learning and seven areas. Support the planning and implementation of activities with children, promoting effective teaching and learning. Provide a purposeful, stimulating environment, rich in learning opportunities both indoors and outdoors and promote the inclusion of all children. Also the interaction with each other and support the nursery’s commitment on safeguarding children in all aspect of the nursery service. The main purpose of this interview was to find answers to the main research questions of this study: How do Early Childhood Practitioners use research techniques to develop their understanding of children’s needs and development. According to Marshall (1997:65)Show MoreRelatedCompare and Contrast: Early Years Foundation Stage Curriculum, and Te Whariki Curriculum2438 Words   |  10 PagesThe Early Years Foundation Stage (EYFS) curriculum in England differs greatly in structure and content to the Te Whariki curriculum in New Zealand; this therefore makes for an interesting comparison. The EYFS was introduced in England, in 2008, by the DfE as a framework that ‘sets the standards for learning, development and care of children from birth to five’ (DfE, 2012). Alternatively, Te Whariki was founded in New Zealand, in 1996, based on the aspirations for children ‘to grow up as competentRead MoreCache Level 3 Award, Level 3 Certificate and Level 3 Diploma in Child Care and Education15197 Words   |  61 Pagesto working with children Development from conception to age 16 years Supporting children Keeping children safe The principles underpinning the role of the practitioner working with children Promoting a healthy environment for children Play and learning in children’s education Caring for children Research into child care, education and development Care of sick children Nutrition and healthy food for children Child, family and outside world Working with children with special needs Developing children’sRead MoreA Research Study On Behavior Theory2552 Words   |  11 PagesIntroduction Behavior theory practitioners focus directly on observable behavior, current determinants of behavior, knowledgeable experiences that promote short and long-term changes, fashioning design treatment strategies to individual clients, rigorous assessment and evaluations. The two practitioners this paper shall primarily focus on the studies of B. F. Skinner and Albert Bandura. With the support from several other scientific studies of development of learning theories making, thisRead MoreFactors That Influence Professional Practice When Working With Children And Young People2100 Words   |  9 Pagesreference to at least two theories of learning, discuss how differing theoretical perspectives, and our interpretation of these, might influence professional practice when working with children and young people. There are many different ways in which children can learn, for instance, behaviourism, cognitive learning theory, humanism, emotional literacy, brain-based learning. These theories have an impact on children’s holistic development and professionals have to ensure they meet children’s physicalRead MoreCurriculum Overview Essay2946 Words   |  12 PagesCurriculum Overvie w When children are getting ready for their first day of school, they have no idea what is in store for them. Their mom’s and dad’s take them to get their first school supplies and new backpacks. What they don’t realize is that at the same time, their soon-to-be teachers are making the curriculums for the upcoming school year. When the word curriculum is used people have a general idea of what it means, but there has never been an agreed upon definition of the word. ItRead Moretransition faced by the children/young people Essay1929 Words   |  8 PagesDiscuss the transition faced by the children/young people in your setting. Explain how the children and their parents/ carers are affected by these changes and reflect on the most appropriate ways to respond with reference to workplace policies and procedures. Suggest relevant further sources of information and support for the children, young people and their parents/ carers. Introduction This assignment will discuss the transitions faced by children and their parents including horizontalRead MorePsychodynamic Family Therapy2552 Words   |  11 Pagesits approach to understanding human motivation, character development, and psychopathology. Freud’s insights and analyses of psychic determinism, early childhood sexual development, and unconscious processes have left an indelible mark on psychology (Korchin, 1983). The terms psychoanalyses, psychoanalytic theory, and pertinent to this paper is psychodynamic therapy, are terms that are often used interchangeably to refer to a specific set of therapeutic assumptions and techniques first developedRead MoreEssay On Behavioral And Emotional Disorders4355 Words   |  18 PagesBehavioral and emotional disorders are on the rise in schools and are often present at early ages than previously seen. In the past these behaviors were more common to manifest or present in late middle school and early high school years. Now they are being seeing much earlier, which is leading educators, administrators, and politicians to seek information and assistance in many different ways. Not being the easiest to work with or have in a general education classroom setting or environment, theseRead MoreCACHE Level 3, Child care and Education, Unit 176097 Words   |  25 PagesReggio, they repeat their ideas and activities, so that the children are able to revisit what t hey were doing the day before to further their understanding of what they were doing, but also get help if they need it. Reggio also allows the children to direct their own learning, so if they do not fully understand what they are doing at the time, then they can go back and revisit it to make sure they understand it, however if the children are confident with it, then they will move onto learning somethingRead MoreSupport The Positive Parenting Of A Child s Physical, Cognitive And Social Emotional Learning Development2812 Words   |  12 Pagesapproach to support the positive parenting in respect of a child s physical, cognitive and social emotional learning development. The first two years of any child s life are the most critical and important when it comes to their personal development when growing up. They are essential to the cognitive, physical, social and emotional development. Many theorists have suggested that is a child is brought up where their developmental needs are not being met from either circumstances like their home, school

Egyptian Society Traditional Middle Eastern Values...

Egyptian Society: Traditional Middle Eastern Values Blended with Western Beliefs Amongst the turbid and dysfunction that is the Middle East lies the nation of Egypt. Egypt, a major country of the Middle East, is habitually considered stereotypical of Middle Eastern civilization, but further research guides one to the conclusion that Egypt is far from a generic Middle Eastern country. Egypt has a strong tradition of nationalism that has been formed during its history, giving it a national unity that is often non-existent in other Middle Eastern nations (1). This, as well as other advantages that Egypt has gained during its past, has allowed it to rise above the problems plaguing the rest of the Middle East and to form basically its†¦show more content†¦For the most part, the assets of their private life did not play a role in their importance in the public realm. All were equal in this realm. The two realms were thus completely separate of each other. The present-day United States is noticeably different from that of ancient Greece. The difference is basic: the private and public realms have merged to form one major realm, society (3). With this new blended realm of society, ones personal life significantly impacts ones role in the public. Better said, the private realm becomes public, able for all to view. This creates an unequal balance, giving high authority to those with impressive wealth or other valuable assets in their private realm. Arendt comments on the distortion of the public realm, which is now technically non-existent in the social realm, when she says: Being seen and being heard by others derive their significance from the fact that everybody sees and hears from a different position. This is the meaning of public life, compared to which even the richest and most satisfying family life can offer only the prolongation or multiplication of ones own position with its attending aspects and perspectives. (4) The best evidence to support this transition of realms is the disclosure of the most personal matters of celebrities regularly discussed on a mass media forum. The two societies of Ancient Greece and modern-day America are apparently so drastically different in comparisonShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesLandscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies in Ancient and Classical History Jack Metzgar, Striking Steel: Solidarity Remembered Janis Appier, Policing Women: The Sexual Politics of Law Enforcement and the LAPD Allen Hunter, ed., Rethinking the Cold War Eric Foner, ed., The New AmericanRead MoreRastafarian79520 Words   |  319 Pagessees redemption in Africa and rejects the European values that have oppressed a society. But prior to the advent of popular culture and especially the music recording business in the late twentieth century, its apparatus of cultural formation was controlled fully by the elite who, to a large extent, ran the educational apparatus and the economic system. But much of the country was beginning to question in earnest the structure of colonial society by the early 1930s. The emergence of Rasta duringRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and Individual Decision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11 12 13 14 15 Foundations of Group Behavior 271 Understanding Work Teams 307 Communication 335 Leadership

Best Practice Companies Training in the Airline Industry Free Essays

string(119) " much of the first two weeks, and while a lot of the training is in separate classes, there is still a lot of overlap\." After September 11th, there was a great deal of turmoil in the airline industry as a tremendous amount of money was needed to be allocated toward other things such as security enhancements. As a result, most airlines cut back costs in other departments, especially in the department of training. However, some airlines deemed training their employees effectively to be pertinent to their development, and thus decided to enhance their training programs to provide a more long term benefit. We will write a custom essay sample on Best Practice Companies: Training in the Airline Industry or any similar topic only for you Order Now This is part of what contributed to the title of a â€Å"best practice company† for many of these airlines. They recognized training as not only a fundamental part of human resource management but also for their growth and reputation. Training offers a way of developing skills, enhancing productivity and quality of work, and building worker loyalty to the firm, and most importantly, increasing individual and organizational performance to achieve business results. Training is widely accepted as an employee benefit and a method of improving employee morale, and enhancing employee skills has become a business imperative. Increasingly, managers and leaders realize that the key to business growth and success is through developing the skills and knowledge of its workforce. The best practice companies we observed included Southwest Airlines, Jetblue, British Airways, Singapore Airlines, and Virgin Atlantic Airways; all of which have made it on the Fortune 500 list of â€Å"Most admired Companies†. We came to the conclusion that these five airlines can be seen as best practice companies in the field of training, due to their dedication in providing high quality training, their innovative training tactics, and their emphasis on training in customer service. Dedication To Providing High Quality Training as a Means to Being a Best Practice Company: The superior quality of training is something in which these airlines take a great deal of pride in, and has been achieved through employee motivation and an intensive amount of learning. Three of the airlines including Southwest, Jetblue, and British Airways actually have â€Å"training universities† in which every employee is expected to attend. Some classes are standard for everyone in the workforce, while others cater to specific jobs, such as pilots, stewards, ground workers, etc. Employee’s are paid for the time they spend in class at these designated schools and will typically work forty hour weeks doing so. All five of these airlines cater to the learning development of their employee’s, to ensure complete knowledge of the company and their specific job. Dedication To Providing High Quality Training: Southwest Airlines The key to success in any organization is motivation, the ability to rally a group of people behind a specific goal. When motivation is in place employee’s engage in low absenteeism and job satisfaction, to name a few. Herb Kelleher, the founder and creator of Southwest Airlines has been able to do just this through many ways such as implementing training and career development programs. As many people have heard Southwest does not hire for skills but rather attitude and personality. Before considering if you would like to be employed you must first ask yourself, â€Å"Am I motivated? † if not there is a great chance you will not be hired. Not having all of the correct skills on the other hand is not something to worry about seeing how Southwest will train you for the skills needed. ‘It is the people; it has always had to do with their selection,† Heskett says. †They are selected primarily for attitude, and most people primarily select for skills. They have a particular view for people who will fit into a team-oriented organization and the airline industry is team-oriented. If you have people pointing fingers, you have problems† (people. bu. edu). Southwest has develo ped their own training program which they have named the â€Å"University for People. † This school is based in Dallas out of the Love Field Airport. , more specifically within an old airplane hanger. Within this hanger employee’s engage in a significant amount of role-play. For example someone might get to play the pissed off customer whose flight just got cancelled or the mother traveling with her children. The whole center has been designed to facilitate learning in real life situations. â€Å"The University for People is where new recruits are sent for orientation and indoctrination into Southwest’s culture. They get to see video footage of Herb Kelleher, Southwest’s legendary founder, dressed as Elvis at a company party and otherwise carrying on. † (key. om) Southwest is an organization that believes in continuous learning therefore Southwest’s â€Å"individual employees become ‘international learns’ who look to learn in everyday experiences rather than occasional classes† (ccp. com). The main purpose of the University for People is to introduce and enforce hard work, high-energy, fun, local autonomy, and creativity. Dedi cation To Providing High Quality Training: JetBlue Airlines JetBlue, which has only been in existence since 1999, has learned the training practices of many other airline companies to formulate its very own unique program, and has since been extremely effective. JetBlue established its own universities to ensure that people were properly trained; they have the College of Flight, the College of In-flight, and the College of Customer Service (Wynbrandt134). Third, the company consciously evaluates employees, including management and gives them feedback. Once hired, pilots and flight attendants are sent to Florida for three weeks for their training. JetBlue’s philosophy on training is creating the best working environment so the crew is motivated to work for the company. The Chief Learning Officer at JetBlue University shares the training viewpoint behind the company. At JetBlue U, our goal is to provide our crew members the tools they need to succeed. These tools include the technical aspects of each crew member’s responsibilities†¦ and inculcation of our crew members in our unique corporate culture† (Sosbe). Many airline companies have separate training sessions for pilots and flight attendants, because the nature of their training material is very different. However, JetBlue tired something different, â€Å"Flight attendants and pilots are together for much of the first two weeks, and while a lot of the training is in separate classes, there is still a lot of overlap. You read "Best Practice Companies: Training in the Airline Industry" in category "Papers" Most airlines keep the two employee groups strictly apart. † This process of putting the two groups together is a strategic method of JetBlue who believes that â€Å"analysis of accidents have revealed that lives have been saved when the crews were comfortable with one another† (Peterson 184). The first week of JetBlue U is about crew culture. They use icebreakers and activities to bond the flight attendants and pilots. They then go over Federal Aviation Administration or FAA regulations. They have a lifestyle lecture, â€Å"the vagaries of drugs and booze awareness, and even hair and makeup pointers† (Peterson190). Each crew member must follow the appearance standards. From the second week on, the flight attendants and pilots divide into their different areas of focus. Dedication To Providing High Quality Training: British Airways British Airways, which is the largest airline in the United Kingdom, and considered one of the largest in Europe, is a best practice company because of the in depth way they train their employees. They put time and effort into educating their pilots, flight attendants, and other company personnel. They go above and beyond the required amount of training. They have even created their own university, and incorporate real life simulators as a training component. According to 2006 Fortune 500 Magazine British Airways ranked seventh under the airline industry category, British Airways is, â€Å"catching the competition wide awake. † British Airways is always finding ways to make their company more profitable. According to Oracle press, â€Å"British Airways is using a new, comprehensive learning offering from Oracle to create a global learning programs for its 48,000 employees. † This company has taken pride in making the best company it can be. Dedication To Providing High Quality Training: Singapore Airlines Singapore Airlines is one of the most renowned companies in the world and is ranked in Fortune as number seventeen in the year 2007 list of â€Å"World’s Most Admired companies. Singapore Airlines’ CEO, Chew Choon Seng, attributes his company’s success to their extensive training programs. â€Å"Training is a necessity, not an option. It is not to be dispensed with when times are bad†¦ Training is forever. No-one is too young to be trained. † As you can see, there is no one in the company that is not trained extensively. This keeps everyone in the business on their toes and ready to handle any situation. Mrs Lam Seet Mui, Singapore Airlines’ Senior Manager for Human Resource development, talks about two types of training that Singapore Airlines does. Essentially we do two types of training, functional training and general management type training. Functional training is about equipping people with the skills to do their job, to make them technically competent and confident as possible†¦ The general management training has to do with the softer skills. † Within these two groups, Singapore Airlines trains about 9,000 annually, the same amount as the National University in Singapore. Their courses are usually short and concise, and they feel that this allows them to be efficient and stay committed. (www2. arwick. ac. uk) To share the latest ideas and newest training techniques, Singapore Airlines brings together 50 executives from different departments all over the world. When the executives return they have all been exposed to the latest ideas and should be prepared to be a role model for the changes being made to better the company. (Fung) Dedication To Providing High Quality Training: Virgin Atlantic Airways Virgin Atlantic Airlines has only been around since 1984 and has managed to become the second largest airline in the United Kingdom. (Branson 185) Virgin Atlantic has been formerly recognized on many occasions for its excellence in training. In 2005 they won the regional final of the National Training Awards. The awards acknowledge outstanding and lasting excellence and success through training. Dr Graeme Hall, Chief Executive of UK Skills, who runs the National Training Awards on behalf of the Department for Education and Skills, says, â€Å"Effective training will help create a more effective, productive and flexible workforce. The message to UK Plc is simple: invest in training to gain a true competitive advantage. Meanwhile, Virgin staff are happier and more motivated, and attrition is down. (Jackson 25) Like the other airlines, Virgin is committed to instilling a great deal of learning into the minds of their employees. This is accomplished by outlining the company framework, and using a variety of techniques to teach, with an emphasis on e-learning. Although Virgin Atlantic Airlines does not have a so called â€Å"unive rsity† to train its employee’s, it does have a general training facility used to employ all of its staff and specializes in individual e-learning. One of the groups Virgin is most noteable for training is their management team. After the major descent in air travel following the attacks of 9/11, Virgin Atlantic went through a period of intense growth. The management team however, was not quite ready to take on such a period of rapid growth or to respond to new opportunities which may unwillingly present themselves. Branson also found it keen to increase the amount of management vacancies that were filled internally, to safeguard Virgin’s work culture. In order to provide a resolution to this shortcoming, â€Å"Virgin decided to send all of its 120 managers on personal development workshops at Roffey Park, at a cost of ?2,000 to ?3,000 per head†. (Bringing out the Branson) The workshops began with individual coaching sessions that set personal development objectives for the managers, based on feedback from the 360-degree appraisal and personality tests. These were followed by a series of activities that aimed to instil Virgin’s leadership principles into management behavior. The program finished by producing individual personal development plans and split each group into two sets of six managers, who met up six times over the next nine months to monitor their own progress and bounce ideas off each other. (â€Å"Bringing out the Branson†) Innovative Training Tactics as a Means to Being a Best Practice Company: Another distinguishing feature of these airlines is the innovative practices used to train their employees. A typical day of training will use an extremely wide variety of ways to enforce and encourage productive learning. These techniques include: on-the-job training; apprenticeship training; role playing, scenario building, classroom training; and electronic learning, which may involve interactive Internet-based training, multimedia programs, distance learning, satellite training, other computer-aided instructional technologies, videos, simulators, conferences, and workshops. We noticed that the majority of the innovative training has been used for the pilots as many airlines have taken advantage of today’s great technology to provide an excellent source of simulated training. Also, with the release of the new aircrafts, such as the airbus, there has been an increase in providing new training tactics to meet the quality of the new aircrafts. Innovative Training Tactics: JetBlue JetBlue has been all over the media for its developments in pilot training. Special training for pilots is given to ensure they know the newest technology and procedures. In 2005, JetBlue signed a contract to send their pilots to College of Flight were they are trained by experienced professionals at Embry-Riddle Aeronautical University. â€Å"The agreement calls for Embry-Riddle to deliver the ‘Initial Training Course’ (TS1) and the ‘Recurrent Training Course’ (TS2) to JetBlue’s ‘College of Flight’ instructors beginning in early 2006. The instruction is designed to enrich the pilot training programs for JetBlue’s fleet of Airbus and Embraer aircraft† (Embry-Riddle). JetBlue wants to equip its pilots with the most current information. As part of the plan, all current and new JetBlue flight instructors will be taking introductory and advanced courses designed to boost teaching effectiveness for instructors who provide academic and simulator training to front-line pilots† (Embry-Riddle). A major difference between JetBlue’s training programs compared to other airlines is JetBlue pays its employees for their time during trainings. â€Å"Certain other big airlines, when they hire pilots, they say ‘you’re privileged to work for us, so we’re not going to pay you while you’re in training. Moreover] we’re going to make your pay for your own hotel [during your training]. ’ And then little wonder people come out of the class mad because they had to borrow money or they had to sacrifice, and they didn’t really respect the company because they took advantage of them† (Wynbrandt135). JetBlue not only pays their pilots, but pays for all of their accommodations while training. JetBlue makes their employees feel like they are cared about. An important role in their training is feeling like they are wanted. Pilots sign a five year contract guaranteeing them employment, which doesn’t allow the company to lay them off. According to Neeleman, the net result is â€Å"employees are convinced the airline cares about them† (Wynbrandt135). Upon graduation from the University there is a final exam to test each crew member on the knowledge they have acquired. There is a graduation ceremony and many crew members have flights that depart the next morning. â€Å"They’ll be training two groups a month, cranking out the crew members at the rate of nearly one hundred a month† (Peterson 199). Innovative Training Tactics: British Airways British Airways has developed an extensive training program for both their fight attendants, and pilots. They have developed flight simulators to make their training program tangible. The flight simulators offer joint aviation instruction. Their flight simulators make up the biggest Boeing training center outside of the United States. They are using the most worlds most advanced technology to make the simulators create real world situations. The simulation training includes use with Boeing and Airbus Airplanes. They include work with Boeing 747, Boeing 777, Boeing 767, Boeing 757, Boeing 737, and Airbus A320. British Airways has also included pilot, ground school, and cabin safety to their training programs. Their ground school teaches JAR approval aircraft type-technical courses. They are computer based training and used in every day work. Each class that they offer is two hours long. The classes incorporate scans, procedures, and relevant aspects of the company. The pilots that take the class are tested every three days to make sure they are on task, and have understanding of the course material. The course generally last ten to twelve days, and in order to enroll in the course they are asked to take a pre-course for two to three days on flight management computers. British Airways also uses a number of approaches to prepare their cabin crew for emergency situations. They are trained in cabin safety in areas that include: fire and smoke, wet drills, slide descents, and door operation. They are trained on any and all of the different planes that they fly, so that they are familiar with all of British Airways fleet. Each area of training for safety focuses on different situations. For cabin simulators they teach the crew about skills and how to deal with any emergency situation. They start with the fire and smoke training. The crew is training how to deal with a plane fire emergency. They are given realistic simulation on first and they are taught how to with them in a orderly fashion. They then move on to the wet drills. For this drill the crew is taught how to operate a life jacket, and they are taught how to help the passengers in a water landing. The last set of training workshops that the crew goes through is door operations. In this class they are taught how to use the exist doors and cabin doors. Innovative Training Tactics: Virgin Atlantic Airways Virgin Atlantic Airways utilizes the company Canadian Aviation Electronics (CAE), which is a worldly renown company that provides â€Å"customized training services for pilots and maintenance technicians ranging from integrated programs to deployable ground school capabilities and e-learning solutions. Their philosophy is to â€Å"enhance clients’ safety and efficiency and provide clients a training environment where they can continuously pursue a practical and operational learning experience through new and innovative technology. † (â€Å"Simulation Products†) There are five different simulator programs in which CAE uses to train pilots, one of which is a simple piece of CD-Rom software which can used at any computer. The other four programs involves the u se of a large piece of machinery which utilize programs and are operated by controls that are similar if not identical to what pilots would typically be exposed to when operating an aircraft. The great thing about this new wave of training is that it is extremely hands on and interactive, and it caters to individual learning and progress. Whether the pilot in training is at home or at the training facility using the flight simulators, they can progress at their own pace, which ultimately maximizes learning. Each program is divided into a number of sections or chapters which contains an exam at the end to make sure that the information has been retained. Another great feature about CAE’s flight simulators is they even use satellite technology to display current weather conditions across the world, so that the pilot will be prepared to fly in any type of climate. In addition to using actual weather conditions, there are 3D synthetic environments used in every visual system. CAE has been able to make quite the name for itself over the past few years, as it has become a standard training program for the military, has been adopted by a number of other airlines, and has revolutionized human resource management in the field of training and development. â€Å"Simulation Products†) Virgin Atlantic Airways has been recently been labeled as one of the most innovative airlines in the world for their plan to send a select few of their best pilots to have the opportunity to go through astronaut pilot training. In the article titled â€Å"Virgin Atlantic Pilots Are Out of This World,† it was quoted that all 700 of Virgin Atlan ic’s pilots are welcomed to apply and those who are chosen â€Å"will receive nine months of aerobatic, fast jet and executive aircraft for zero gravity flights training. They will then spend the next nine months flying the mothership and participating in Mission Control work – the last nine months will be spent flying Virgin Galactic Spaceships into space. Once they have completed their 27 month secondment they will return to Virgin Atlantic as qualified pilot astronauts. â€Å" (Virgin Pilots Are Out of This World With Virgin Galactic) Emphasis on Training in Customer Service as a Means to Being a Best Practice Company Perhaps one of the most significant contributing factors of these companies success is their emphasis on customer service. All of these airlines recognize the importance in training their employees in providing excellent customer service in order to achieve customer satisfaction and retention. Although spending excess time training in this field is expensive, the long term benefits are substantial as they build a clientel more willing to invest their time and money with the airline which pleases them the most. Emphasis on Training in Customer Service: Southwest Airlines â€Å"The mission of Southwest Airlines is dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit† (southwest. om). By following their mission created by founder and former CEO Herb Kelleher, Southwest literally has taken off and become a model for a best practices industry. This dedication has led Southwest to develop 10 organizational practices that facilitate the coordination among 12 distinct functions: pilots, flights attendants, gate agents, ticketing agents, operations agents, ramp agents, baggage transfer agents, cargo agents, mechanics, uelers, aircraft cleaners, and caters by building relationships of shared goals, shared knowledge, and mutual respect (coachingandmentoring. com). Emphasis on Training in Customer Service: British Airways British Airways serves as an example for other companies because they have a good grasp on what to do to make their customers and employees happy. According to EMCOR, British Airways focuses on, â€Å"serving its customers by getting people where they need to go. † If every airline took pride in their customers like British Airways, the airline industry would run smoother. British Airways customer relations department talked about how they take pride in their customer service, â€Å"we try to ensure you have a good experience when you travel with British Airways†¦ we do our best to respond to you quickly and appropriately. † Emphasis on Training in Customer Service: Singapore Airlines Singapore Airlines also places a strong emphasis on customer service training, especially for the stewards and stewardess’s, then they must go through two interviews and a written test to even get an offer. After the offer each person must go through four months of training to be prepared to handle the toughest of situations. Some sections of this training includes Food and beverage knowledge, passenger handling, language and communication skills, and safety equipment procedures. Knowing the food and beverage is important because it is important to be able to tell each customer what they are eating on the flight. Passenger handling deals with how to respond to different customers. This includes making sure that each customer is happy and knowing how to satisfy them if they look upset. This also has to do with communication skills. The easiest way to find out how a passenger’s flight is going is to ask them. Since there are many passengers this must be done in a timely and orderly fashion. (www. worksingapore. com) Emphasis on Training in Customer Service: Virgin Atlantic Airways Virgin Airways uses a great deal of scenario building to help their employee’s achieve the highest customer satisfaction. When in training, they will divide the room into groups, each of which includes a current employee who has experienced a situation where a customer was upset with them. The current employee acts as the enraged or frustrated customer, and the other trainees are evaluated based on the way they handle the distressful situation. Afterwards they are given constructive criticism on how they can improve. (Jackson 220). Virgin Airways pays a lot of attention to their customers and emphasizes on providing an excellent customer experience. â€Å"Superior customer service and stress-free travel are two things that our travelers have come to expect from Virgin Atlantic,† said Chris Rossi, Vice President Sales and Marketing, North America. (Branson 78) Interview with Mark Swigonski: After bringing all of our research together, we decided that Southwest would be the best airline to conduct an interview with, since they seem to have the strongest emphasis on both employee and customer satisfaction. We managed to find a Southwest pilot by the name of Mark Swigonski who has been an active pilot for well over ten years now. We asked Mark via email â€Å"What do you think about airlines trying to model Southwest and their best practices within the same industry or different industries? † He replied †The economic plan is a model for any industry. Stimulate sales by making your product more affordable for more people. Instead of making a large profit on a few sales, make a small profit on lots of sales, thereby stimulating the business. Southwest airlines has made air travel affordable for the average American. People who would never dream of flying before can now afford to. Herb says we do not compete with other airlines, we compete with the automobile. One more story. When Southwest first started, the price of a ticket on Continental from Dallas Love to Houston Hobby was $220. Southwest charged $19. People came to Herb and said why don’t you just charge $50, you’re still a quarter of the price. Herb answered, we will never do that. We will charge what we need to, to make a profit and never a cent more. We are going to stimulate traffic. Southwest still works that way. We also asked â€Å"What would be an anticipated obstacle if companies model this, and are there any financial costs and/or benefits? † He replied, â€Å"It’s embarrassing. When you start up an airline and have no first class, no assigned seating, and say you can’t afford to buy something, it is embarrassing. If you can’t afford it, you can’t buy it. You just have to have the self discipline to abide by that rule. You also need patience to wait for the correct market opportunities. Southwest currently has a couple of billion in the bank, waiting for an opportunity. They are in no hurry and will buy airplanes when the price is right, but not before. Three airlines have gone out of business in the last week. The opportunity will be there soon and Southwest will capitalize when the time is right. That takes a great deal of fiscal discipline. Conclusion: Implications and How Other Companies Can Benefit From These Training Tactics Based on the evaluation of our five airline companies, we analyzed how other companies both within and outside of the industries could provide a benefit, and what costs may be associated. We realized that some of the short term implications are the high costs associated with providing such a dedicated training program. These extra costs include what is necessary to run the outside training universities as seen with Southwest, JetBlue, and British Airways. Within the training universities are all of the expenses necessary to use all of the innovative techniques such as the expensive simulative training and all of the software needed for that, as well as the online training programs used both inside and outside of the classroom. These airlines are also responsible for paying all of the highly qualified people who instruct these training courses. The extra time spent in training is also very costly, especially since many of these airlines make some of the training practicum standard for everyone, regardless of their future occupation with the company. Clearly, there are a great deal of costs incurred when running such an extensive training program that is so heavily focused on the employees. However, we concluded that the long term benefits actually outweigh any of these initial costs, because not only will the turn over rate decrease, but business will grow as there will be a more dedicated workforce. More training will prepare all employees for different situations and make them more competent workers. It will also weed out people who do not want to dedicate themselves to the job, making it easier to identify people that actually want to be there. With better workers the company should notice a more efficient use of its resources and it will eventually make up what it lost on the cost of training through more profit in the long run. Maybe a person will be able to help four more customers a day after being trained longer. Four more customers a day adds up over the years to unbelievable amounts of profit. Or perhaps a person gains a better understanding of how to make a machine work more efficiently and can make more products quicker than before. A dedication to training goes hand in hand with a company that succeeds over its competitors. If other companies wish to adopt a training model as extensive as these five airlines, then they must be prepared to take the risk in engulfing an extensive amount of costs, but be aware of all the positive outcomes and benefits which will result. After analyzing the qualities that make these five airlines best practice companies we determined that there are several similarities, however, each airline had a distinguishing trait that gave their company an identity. Southwest is most distinguished for its belief in the idea that if employees are happy, then customers are happy. They focus nearly all of their time and energy in creating a motivational environment to encourage employee satisfaction which eventually transcends to customer satisfaction. British Airways is most notable for their incredibly high standards in training practicum. They call for a rigorous training program so as to achieve only the most qualified employee’s. Singapore Airlines strives to be the best in every aspect, whether it be in providing the best customer service, best food, most comfortable seating, or best employee motivation tactics. Singapore believes strongly in the idea that there is always room for improvement. JetBlue is successful in their attempts to standardize education and encourage a solid learning environment in their training practices. They incorporate five core values—safety, caring, integrity, fun and passion—into every aspect of education. They also provide centralized crew-member education in common topics with common courses, creating a strong team orientation and commitment to a greater corporate good. (Sosbe). Virgin Atlantic Airways is most well known constant strive to be innovative in all aspects of the company, whether it be using the most technologically advanced tools for training, or being the first airline to train pilots for space travel. From these five remarkable characteristics, we formulated three main points which were used throughout the paper to draw in the primary defining similarities of these best practice companies. These main points included a dedication in providing high quality training, innovative training tactics, and an emphasis on training in customer service. How to cite Best Practice Companies: Training in the Airline Industry, Papers

Discussion on the Vasicek Model free essay sample

These models postulate alternative assumptions about the nature of the stochastic process driving interest rates, and deduct a characterization of the term structure implied by these assumptions in an efficiently operating market. These models can be categorised into two main models, arbitrage free models and equilibrium models. Arbitrage free Models These models match the observed prices in the market. These models does not allowed for arbitrage profits to be realized in the markets, by basing an arbitrage strategy on the on the values generated by the model and actual market prices. Models under this category include the Ho-Lee model and the Heath-Jarrow-Morton model. Equilibrium Models. The equilibrium models explain the term structure, based on economic fundamentals that affect the term structure. The models usually start off with the assumptions about economic variables leading to the derivation of a process for the short term rate r. The short term rate is than tested in order to observe the implications on bond prices and option prices (Hull, 2006). We will write a custom essay sample on Discussion on the Vasicek Model or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Restrictions are placed in order to derive bond and derivative prices to be derived (Fabozzi, 2007). Models under this category include the Cox-Ingersoll-Ross mode and the Vasicek model. This paper will attempt to explore the Vasicek, looking at the contribution, limitations as well as looking at how the Vasicek model was employed in other empirical studies. The Vasicek model Vasicek in 1977 developed a model which derives a general form of the interest rate structure term which is a yield based one factor equilibrium model. This model assumes that the short rate process follows a normal distribution, which incorporates mean reversion, is popular with certain practitioners as well as academics because it is tractable. The development of the model is based on an arbitrage argument similar to the works of Black and Scholes (1973) for option pricing. The model is formulated in continuous time, although some implications for discrete interest rate series were noted. The Vasicek model assumes that the risk neutral process for r is:- dr+a(b-r) dt + ? dz a, b and ? are constants. The short rate is pulled to a level b at rate a. This pull is a normally distributed stochastic term ? dz. If interest rates are high, this part of the equation will become negative and therefore, lead to a decrease in interest rates, and thus keeping interest rates at a certain targeted level (Zeytun and Gupta, 2007). If interest rates are too low, this part of the equation becomes larger, pushing interest rates higher, and avoiding a freefall in interest rates (Zeytun and Gupta, 2007). The left hand part of the equation is a disturbance term that affects the process of r(t). There are also compelling economic arguments in favour of mean reversions, that when interest rates are high, the economy tends to slow down and borrowers require less funds. This causes the rates to pull back to its equilibrium value which causes the rates to decline. On the other hand, when the rates are low, there tends to be high demand for funds from borrowers and rates tend to increase (Zeytun and Gupta, 2007). According to Vasicek (1977), the assumptions that is made is that the rate follows a Markov process, the value of the interest rate depends only on its current value and the market is assumed to be efficient.

Training Need Analysis and Evaluation of Training Effectiveness free essay sample

To assess how the organizational objectives will be realized through the delivery of a staff training programme that will focus on improved and/or changed skills, knowledge and/or attitudes of those directly involved or affected by the ‘change’ †¢To understand the process and importance of measuring training effectiveness in the organization †¢To measure the expressed needs of training effectiveness at work place from the individual †¢To find out the obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. To decide what specific training each employee needs and what will improve their job performance. To differentiate between the need for training and organizational issues. Performing a training gap or needs analysis involves comparing what a person knows with what they need to know in the context of their particular job functions. Performing a gap analysis helps to eliminate over and under training and in so doing increases training effectiveness and efficiency. Measuring Training Effectiveness will help the organization Have a well-structured measuring system in place which can help the organization determine where the problem lies. This will provide the organization with an idea of where it sits in terms of training system effectiveness and in giving it the structure the administration need to construct a roadmap for improvement. This project will help in finding out the obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. BHEL has always been ahead with their innovating HR practices. Thrust to develop and nurture the participative culture in the Company has continued since long. Human Resource Development has always been the focus area in BHEL. Workshops have been conducted from time to time for Supervisors and Executives on Enhancing Organisational Effectiveness. The objective of the workshop was to bring about better understanding and appreciation of the issues being faced both by the Company and the employees. The Training system at BHEL has always been exemplary. During 2002-03, 40466 participants were exposed to different training programs in various training Centers at Units as well as at apex level in NOIDA. Besides, 3700 Act Apprentices and 1300 Technician Apprentices were also provided with training at BHEL’s Units, as part of fulfillment of its social obligation towards the society. Also, towards its ongoing efforts for higher customer satisfaction, around 1100 customers personnel were provided training inputs on its products at Training Centers in the Units. Thus an opportunity to study at BHEL will be both enlightening and enriching. An organization either Business or Industrial Enterprises, needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors are comparatively easier than managing Human Resources. The Human Resources are most important and need to be handled carefully. Since all the other factors are handled by the human resources, they have to be trained in a effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success. Training is defined as learning that is provided in order to improve performance on the present job. A persons performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service. Oliver Sheldon says ‘No industry can rendered efficient so long as the fact remains unrecognized that the in principally human – not a mass of machines and technical process but a body of men. If manpower is properly utilized it causes the industry to run at its maximum optimization getting results and also work for as an climax for industrial and group satisfaction in the relation to the work formed. Competitive advantage is therefore depend on the knowledge and skill possessed by employee more than the finance or market structure by organization. The employee training not only serves the purpose to develop their employers but also safe guard organizational objectives of survival and success through competitive advantages. The training function now popularly called as Human Resource In recent years, the scope of Training and Development has broadened from simply providing training programs to facilitating learning throughout the organization in a wide variety of ways. There is increasing recognition that employees can and should learn continuously, and that they can learn from experience and from each other as well as from formally structured training programs. Nevertheless, formal training is still essential for most organizations or teach them how to perform in their initial assignment, to improve the current performance of employees who may not be working as effectively as desired, to prepare employees for future promotions and increased responsibilities. The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership, performance appraisal, interviewing, and problem solving were also commonly taught. Many organization provide ‘Train-the trainer’ courses for superiors or peers who will in turn provide on-the-job training to others. Besides being one of the most important HRM functions, Training and Development is also one of the most expensive. Meaning and Definition: After an employee is selected, placed and introduced, he or she needs to be provided with training facilities. The training is the act of increasing the knowledge and skill of an employee for doing the particular job. Training is a short term educational process and utilizing systematic and organized procedure by which an employee is learned the technical knowledge. Definition: Staimez: defines ‘Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel to learn technical knowledge and skill† Mamoria: defines â€Å"Development covers not only the activities which improve job performance, but also those which b ring about growth of personality, helps individual in the process towards maturity and actualization of this potential capacities so that they become not only good employees but also both good men and women. S. P. Robbins: Defines â€Å"Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience. Dale Yoder: Defines â€Å"It is that deals with the effective control and use of manpower as a distinguished from other source of man power† Training is part of Human Resource Development. It is concerned with concerned with training, development, and education. Training has been defined as an organized learning experience, conducted in a definite time period, to increase the possibility of improving job performance and growth. Organized means that it is conducted in a systematic way. Although learning can be incidental, training is concerned with the worker learning clear and concise standards of performance or objectives. Training is the acquisition of technology which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Principle of Training: 1. Training Plan: This must be well planned, prescribed and ably executed effective implementation depends to great extend on planning. Organizational objectives: T D program must meet objectives of the Organization 3. Equity and fairness: T and D program must enjoy equal opportunity to drive benefit out of such training and must have equal chance to undergo such training. 4. Application specification: Training content is balanced between theory and practical. It must be ‘Application specification’/ 5. Upgrading information: T and D program is continuous reviewed at periodic interval as order to make them updated in terms of knowledge and skill. 6. Top Management support: Top management support is essential to make Training and Development effective. 7. Centralization: For economy of effective uniformity and efficiency, centralization of training department is found more common and useful. 8. Motivation – Training and Development have motivation aspects like better career opportunity, individuals skill development etc. , Importance of training in recent years: Recent changes in the environment of business have made the Training and Development function even more important in helping organization maintain competitiveness and prepare for the future. Technological innovations and the pressure of global competition have changed the ways organizations operate and the skills that their employee need. The tight labor market has increased the importance of training in several ways. First higher employee turnover means that more new employees need training. Second, it has been suggested that frequent and relevant development experiences are an effective way to gain employee loyalty and enhance retention of top-quality staff. Need for Training: Training must be tailored to fit the organization’s strategy and structure. It is seen as pivotal in implementing organization-wide culture-change efforts, such as developing a commitment to customer service, adopting total quality management, or making a transition to self-directed work teams. Pace-setting Human Resource Development departments have moved from simply providing training on demand to solving organizational problems. Trainers see themselves as internal consultants or performance improvement specialists rather than just instructional designers or classroom presenters. Training is only one of the remedies that may be applied by the new breed of Human Resource Development practitioners. In an age of network organizations, alliances, and long-term relationships with just-in-time suppliers, leading companies are finding that they need to train people other than their own employees. Some organization offer quality training to their suppliers to ensure the quality of critical inputs. Organisations with a strong focus on customer service may provide training for purchasers to their product.