Training Jobs

I recently had the pleasure of talking with Professor John Kotter at his Harvard Business School residence, overlooking the beautiful Charles River in Cambridge, MA. John is the world’s foremost authority on organizational change having conducted years of research on the subject and having written the seminal book, Leading Change. His new best-selling book, Our Iceberg is Melting, co-authored with Holger Rathgeber, piqued my interest with its storytelling, fable approach.

I was introduced to John through Entelechy’s relationship with Linkage, Inc. in creating training materials to support their highly acclaimed Management and Leadership series of broadcasts. I came to the interview prepared to discuss with John his thoughts on two related subjects:

1) What is the impact (or potential impact) of training on organizational change?

2) How important is the role of mid-level and front-line management on change?

Impact of Training

John has been in education for many years, but only recently has come to see another side of the educational process. John’s vocation as university professor and avocation as speaker, author, and thought leader have helped him hone his presentation techniques to a razor’s edge. However, he as come to realize that information alone does not drive change.

Several years ago, Kotter was approached by Holger Rathgeber for permission to use Kotter’s 8-Step Change process in an innovative, creative, and compelling way. “I knew Rathgeber was on to something.” The two collaborated on The Iceberg is Melting, a fable about change featuring a cast of penguins, some convinced of the need for change and others less enthusiastic for change.

In the process of writing the compelling fable and in working with a company to create training to support the book, John has gleaned some insights into the impact of training on organizational change AND what makes for impactful training.

Referring to his success as a speaker, author, and professor, Kotter states that up until a few years ago, “This training stuff wasn’t my specialty. I wanted to provide training that was more than simply information. I wanted to change behavior.”

To change behavior, Kotter has three suggestions for trainers and the training they create:

1) Appeal to the emotions. Impact feelings.

2) Turboboost the training by ensuring that attendees are able and inspired to take action.

3) Train everyone.

Appeal to Emotions and Feelings

Kotter believes that “with any training program that is not trivial, the feeling component is huge. Some things can seem so logical, yet people don’t change.” He points to a healthcare example – eating habits. “One of the most extreme motivators one can think of is death. Yet, when subjected to a logical presentation of information linking heart attacks and death to poor eating habits, most people choose NOT to change their eating habits even though they KNOW that their behavior is directly contributing to death.” Clearly KNOWING something isn’t sufficient in changing behavior.

Kotter believes – and research in neuroscience supports – that feelings and emotions, especially positive feelings and emotions, play a significant role in changing behavior. In the healthcare example, a heart attack will scare most patients into changing eating habits, for a while; studies indicate that old habits slowly creep back until another heart attack ensues. Fear – a negative emotion – will work for a while. Sustained change, however, comes with positive emotions. Enjoying life more, participating in physical activities, feeling better, and looking more attractive may be more influential in creating lasting change.

Likewise, non-trivial training should appeal to the positive emotions and feelings associated with the new behaviors if change is expected to last. Examples aren’t enough; Kotter believes that stories – “war stories” – appeal more strongly to people’s emotions and help people see themselves in this new way of behaving.

Turboboost Training

John is convinced that most corporate training results in insignificant behavior change because there are few mechanisms to ensure that participants are able to learn and apply what they learned.

Effective training is memorable training. “You need to get participants engaged. You need to make the training memorable; if people can hold onto something memorable, other things associated with that memory stick as well.” Information is usually not memorable. “The aim of training is NOT transfer of knowledge, but change of behavior.”

Kotter also suggests brevity. “We’re all busy and have little time to devote to long training, regardless of how well done. Shorter is better than longer.”

Additionally, effective training creates an eagerness and confidence in participants to try on the job what they learned in the classroom. “And I’m not talking about your typical action planning,” suggests Kotter. “Participants need to be inspired to take action. They need a turboboost of confidence that they CAN and WILL succeed.”

Train Everyone

Like excited atoms tend to create more excited atoms in a molecule, the more people who receive similar training tend to create increasing levels of excitement and energy around the topic. Additionally states Kotter, “There’s an exponential increase in efficiency since we have a common vocabulary and common frames of reference.”

Especially with non-trivial training, training that impacts an organization for example, the more people who receive training, the greater the benefit and the greater the return on investment.

Kotter confesses that, “I’m new to corporate training and many of my findings are probably obvious to those who have been in training. So, I’m not beating my chest saying that I have discovered valuable insights that no one has yet thought about.”

At the same time, it is valuable to recognize that Kotter, the world’s leading authority on change, views training as key to successful, sustained change:

On basic issues that have to do with organizational performance, the more people you can help – as opposed to making it exclusive – the more you get some real power. To do that, you can’t do it the way we would teach at Harvard Business School, the teaching has to be done a different way. The more the experiences are seductive and engaging, and the more the training is based on theory that explains how people learn and apply what they’ve learned at work, the better.

The Importance of Mid-level and Front-Line Managers

“Mid-level and front-line managers are extremely important in affecting change. In the work that I do, it became clearer and clearer that firms that were managing change well, provided training at the mid-level and front-line management levels.”

Kotter’s 8-Step Process of Successful Change provides guidance for employees at all levels of a changing organization, but speaks to the need for vision and action, a direct call to mid-level and front-line managers:

Set the Stage

1. Create a sense of urgency.

2. Pull together the guiding team.

Decide What to Do

3. Develop the change vision and strategy.

Make it Happen

4. Communicate for understanding and buy-in.

5. Empower others to act.

6. Produce short-term wins.

7. Don’t let up.

Make it Stick

8. Create a new culture.

Mid-level and front-line managers, Kotter suggests, “Act as a lubricant for change. They translate vision into action and action into results. Managers communicate and empower to produce short-term wins. Most importantly, in successful change initiatives, they act as a ratchet for forward progress, never letting up and always pointing forward.”

While the role of the mid-level and front-line managers sounds glorious, without proper training and support, the role quickly disintegrates and any change initiative – whether driven from the top or from the bottom – stalls. Effective mid-level and front-line managers know how to communicate effectively with employees, knowing what and how to say it. They know how to develop their employees and prepare them for a new future. And they know how to manage the performance of those who do not wish to participate in the new organization.

Kotter believes that “we have not provided the level of training these managers need to succeed” and may have justified it by being a bit elitist in our thinking. While millions have been spent on executive training – which is important – we may incorrectly assume that learning at the executive level will somehow trickle down to the lower levels of management. That just doesn’t happen.

And even if it did, Kotter believes, “It isn’t the type of skills that mid-level and front-line supervisors need to affect change at their levels.” Mid-level and front-line managers need to know how to translate vision into action, setting goals and communicating clear expectations. They need to know how to develop competence and instill confidence in their employees. And they know the importance of recognizing effort and, eventually, success – of the team and of each individual on it.

Bringing the conversation full circle, John reiterates the importance of providing training that is emotionally engaging, behavior-changing, and memorable, turboboosting participants into action – action that is supported by the organization.

Harvard Business School Professor John Kotter is considered the world’s premier authority on leadership and corporate change. He has authored 15 books on the topics of leadership and change including Our Iceberg is Melting (2006) and Leading Change (1996). Additionally, his educational articles in the Harvard Business Review have sold a million and a half copies.

Professor Kotter’s extensive expertise in leadership and change has earned him more accolades than any other writer on the subject. Professor Kotter’s honors include being named the number one leadership guru in America by Business Week magazine, an Exxon Award for Innovation in Graduate Business School Curriculum Design, and a Johnson, Smith & Knisely Award for New Perspectives in Business Leadership. In 1996, Professor Kotter’s Leading Change was named the #1 management book of the year by Management General.

A good book or reference guide is the most important piece of equipment that a dog trainer can have.  There are all types of gizmos and gadgets that are suppose to make dog training easier, from clickers, do retractable leashes, to bark collars, and more…

Most people would never buy a DVD player that didn’t come with a manual on how to get it functioning properly.  But, many people buy a dog but have no reference material to know how to treat their pet and have an obedient and well-trained dog.

What to understand when searching for a dog training ebook.

Regarding the subject of dog training, things can be complicated. A well-made dog training ebook can be a dog owner’s most important piece of material. Having a dog is a responsibility, and ensuring the dog gets correct training is incredibly important. Most people make the mistake of thinking that dog training is common sense. It can be normal for someone to spend hundreds of hours and lots of dollars on a dog’s food, health, and equipment. However, these people neglect to provide their pet decent training. They will mistakenly count on their misguided “common sense” methods.

Just about every dog training ebook that is sold today will come with some form of satisfaction guarantee. These guarantees can vary from 30 days to occasionally over 90 day money-back guarantees. If the dog training ebook you are considering buying does not include some form of a satisfaction guarantee , think carefully about ordering that dog training ebook. If it doesn’t have of some type of quality guarantee probably means that the authors of that specific dog training ebook do not have very much faith in the content of their material.

Many a dog training ebook will include free bonus material . This extra dog training material can make less difficult things from grooming and health, to aggression training and others. Be sure to look over the bonus features that are contained in the dog training ebook. To receive the most value for your buck, find an e-book that offers the most bonus features.

There are different ways in which a dog training ebook can be bought. PDF files are like online books. Some e-books take the form of a .pdf file. PDF files can contain text or images and are available for instant download, and they can be used on your computer, or printed out and taken to read anywhere. Other dog training ebook, and some of the bonus material can be presented in video form. Videos are helpful to ensure that you are training your dog correctly. Videos will give you the bonus of watching someone else act out the motions of good dog training, so you know you are doing it correctly. Some dog training ebook can take the form of audio. Audio books can be convenient for someone that doesn’t have much time to spend reading or watching a video. An audio dog training ebook can be downloaded, burned to a CD, and listen to in the car, on an iPod, or with any other convenient audio method.

It is necessary that any dog gets good training. Dog training is one aspect that can not be neglected when being a dog owner.  Good dog training reference material, like the kind found at www.DogTrainerPro.info can be a big help in this regard.  A correctly trained dog is obedient, non-aggressive , well behaved, and will make a happier environment for both the dog and dog owner. 

Train sets can be enjoyable and exciting for both kids and adults. Serious hobbyists can choose the latest models available while kids may want the Christmas season train sets.

Train set collection is one of the world’s greatest hobby and pastime. They make impressive gifts for both kids and adults. Train sets can be easily assembled, too. The sets come in an array of sizes called scales. Sizes generally have equivalent alphabet names. The most popular scales for train sets are G, O, S, HO, N, and Z. The measurement can also be in ratio.

For the younger ages, they can choose the proper scales which are usually smaller scales. Sets maybe electric powered. They too include tiny parts. Therefore, it is imperative that adults supervise and assist the kids during assembly.

Train sets go together with standard parts necessary to complete the assembly. Here are the parts and accessories along with their functions:

Locomotives – This is the part which has the engine and pulls the train to move. An old model normally uses steam engines while the most modern types use diesel. Locomotives also come with a working light and still other locomotives produce smokes. Larger scale steam locomotives are mostly equipped with chugs and whistle just like a real train.

Tracks – Sets include pieces of curved and straight parts that make up the track. These types are commonly assembled to form a circle. Switches are installed to turn on/off the train. A re-railer which aligns the wheels into the tracks is sometimes included. Likewise, rail joiners are sometimes supplied as extra accessory to connect additional tracks. Tracks can be as large as you wish and you can purchase them to form a larger rail track.

Couplers – Couplers are used to connect trains and to keep them aligned when moving. They are often mounted underneath the cars. Up to date train sets come with a knuckle shaped couplers which holds the cars more securely.

Power Packs – These are electric power controllers which allow you to control your train set. You can increase the speed, slow down, or stop. You can also move your train backwards using the controller. Power packs have two connections. The one powers the train while the other controls electric powered accessories such as lights. The majority of the power packs are designed with automatic protective devices that shut down the power if they detect electrical trouble. This is a good feature for the safety of the users especially the children.

One of the most favorite train sets for kids is the Rudolph the Red Nosed Reindeer electric train from Hawthorne Village. This collectible train set features daintily sculptured characters with lovely decorations of the holiday season. This train set collection is inspired by the television special “Rudolph the Red Nosed Reindeer”. It also comprises of numerous lights which illuminates the whole train set. The set includes 16 piece HO gauge track created from nickel silver. The train is made up of metal chassis while the wheels are of steel alloy.

Another exclusive collection from Hawthorne Village is the Dale Earnhardt Intimidator Express train set. The set is a precision detail of the legendary Dale Earnhardt’s artwork. It is authorized by the Dale Earnhardt Inc. and NASCAR. The set is powered by diesel with lighting headlights. The Dale Earnhardt is meticulously designed with accuracy and is of solid metal framework having steel alloy wheels that guarantees sturdiness.

Conversely, the Thomas & Friends TrackMaster Railway System at the Coal Station set is an exclusive of Toys “R” Us. This train set collectible portrays the classic steam powered locomotives and the scenes of the coal mines.

This set features:

• 2 “magic-change” coal cars

• Coal Station

• Signalman’s house

• water tower and track

• Train dimensions: 2″ height x 13.5″ length

• Track dimensions: 27″ x 18.5″

• Create the world of Thomas & Friends with additional TrackMaster train sets and accessories

• This train collection is battery operated with a single AA battery.

When opting for train sets for your children, you ought to pick those that come with a variation of wagons that could actually load some of their toys. In this way, your children will not get bored by just watching the train run on loop without much activity. You can also purchase additional tracks so as to have modifications of the train’s movements.

CRUCIAL TIPS TO TRAIN YOUR DOG

Teach your dog to be happy, healthy, and sociable. Good dog training is all about bonding with your dog, where the dog has respect for you and also where the dog clearly recognizes that the owner is his master and that he or she is the boss.

If the owner assumes the role as the leader, the dog knows and respects that position, then it will feel more secure and be a happier pet.

A properly trained dog should never be fearful of it’s owner and that is why most up-to-date methods of dog training focus on the positive aspects of the dogs actions and reward it for the good actions that it takes rather than punishing it for anything that it does that is wrong.

A well trained dog that respects it’s owner will always want to please, and that leads to a better-behaved dog both at home and when socializing with other dogs and people.

These positive training methods are also great at training dogs that have consistently done something wrong, as they will quickly learn that the rewards for good actions are far greater than the attention they are seeking from their negative actions.

Even older dogs can be trained quite well by using these methods so a dog is certainly never too old to learn new tricks.

RECOGNITION TRAINING FOR YOUR DOG

Recognition training is quite possibly one of the oldest methods of training dogs, dating back to the days when people started trying to naturalize wild animals. Recognition dog training is probably the method of dog training that most of us are well known, and it is a natural instinct to reward the dog when they perform the task that we have asked of them.

Some people prefer to use a combination of the reward training methods and the leash and collar training to get the best out of their dog in the least time. Some dogs respond better to reward training than leash and collar training so your decision might depend on what method you see working the best with your dog.

HOW LONG SHOULD YOUR DOG-TRAINING SESSIONS BE

There are many different factors that come into play when determining how long your dog training sessions should be.Just as people have many and varied personalities, the same is true for dogs – even within a breed.

Many people recommend that you do a personality analysis before getting your dog to determine which breed will be most suitable in your life. Very often, however, we choose dogs based on other different factors at the time.

The various different breeds of dogs have different personal qualities and you need to work with these when training your dog to get the best results. The age of the dog is also a factor in deciding the ability to be trained.

While young puppies generally have a shorter attention span they haven’t picked up the bad habits of older dogs and in most cases are easily trained. When training young puppies it is a good idea to have shorter training clinics, and to end the training clinics with a bit of fun and games.

When you mix a little fun with the training, you always get better results, and you will also be more likely to proceed with the dog training for longer. As the owner and their dog advance with training, both parties will find it far more enjoyable as the results will improve and the obvious rewards that both the dog and the owner receive from one another will bond the relationship even further.

There’s nothing quite like dog training to start off a bond between the dog owner and his new pet, in the best possible manner. Dog training is the best thing you could ever do for your pet for a long lasting relationship.

Before starting dog training, it is best that you know your options well. These days you can find many types of dog training, in many different places. These trainings vary in price and each one them has something different to offer.

The first type of dog training is known as puppy preschool. This is a dog training course meant for puppies that are about 6 weeks to 5 months old. These puppy preschool classes generally last for no more than 6 to 8 weeks. In these training sessions, your puppy is essentially taught how to socialize with people and as well as other puppies. Here your puppy also begins to learn how to sit down, stay at a place, and how to come.

The second type of dog training course is meant for the dogs that are at least 5 months old. This type of dog training is known as the basic dog training. The duration of these classes is usually about 8 to 10 weeks. This is the basic course, where your dog is taught the art of walking properly on a leash, sitting, staying, coming and heeling.

The third type of dog training course is known as the intermediate dog training. This dog training aims at teaching the dog mostly the same things that are taught in the basic training course, in a more detailed form. Here the dog is trained to stay for a longer span of time, and is also taught to follow the orders given by other people.

The intermediate dog training generally lasts for about 8 to 10 weeks, and is meant for those that are no less than 5 months old. It is essential for the dog to have completed its basic dog training course, or to be accustomed to the basic commands that could have been taught by the owner.

The next type of training course is known as the advanced dog training course. Here, once again, the course is quite similar to its previous one, i.e., the intermediate dog training course, except for the fact that this time it is more detailed. Here, the dog is taught how to sit even without you in the view.

This training course is about 8 to 10 weeks long, and is meant for those that have completed their intermediate training. Here, they are also trained to walk beside their owners without a leash. Moreover, it gradually prepares the dog to take the Canine Good Citizen training course. The Canine Good Citizen training for dogs is the last course. To pass this course, your dog will be taught the 10 necessary aspects.

This course is strictly meant for those dogs that have completed all the previous courses. The test is quite tough and can only be passed if the dog is really well behaved. Depending on whether your dog can pass, the course can last for several weeks.

Keeping this information in mind, you should be able to decide the dog training course best suited for your dog. However, you may seek the opinion of your local dog trainers to know more. Many trainers consult for free. So now you should be at least a step closer to introducing your dog into a training course!

Strength training should be implemented into a tennis squad training program to assist the players in developing more power in their shots and thus improving their game. It is also essential as a precursor to starting plyometrics training. Too often we see inexperienced trainers and coaches making their young players perform these high-impact power training exercises that have more of a negative impact on the athlete than a positive one. Strength training before Power Training!

I have even seen tennis coaches continue to push their players through a plyometrics training session even while these young athletes complained that their knees were hurting. Lunges are one exercise that will cause major discomfort to a young and underdeveloped player.

There are various factors to take into account in deciding on when to perform weight training in relation to on-court tennis training. Some of these factors include: Time of day, the duration of the tennis training session, how much time is required on the court, how much time can be devoted to strength training, the age of the athletes, the equipment available and do the athletes know how to use the gym.

I have spoken to a number of tennis coaches over the years who have used a light-weight training session using dumbbells before they head out onto the courts. They feel that this fifteen minute session prepares their athletes better and also assists in preventing injuries as their muscles, tendons and ligaments are ready for the explosive movements that they will face while on the tennis court.

There is some evidence suggesting that a light warm-up using weights prior to a tennis session can help in better preparing athletes physically and thus preventing soft-tissue injuries.

As far as conducting a weight session specifically devoted to strength training; I feel that it should be conducted separate from the tennis session. That is not back to back. For example, if you are coaching a college tennis team where you have more flexibility with their training schedules, your athletes could complete a gym session in the morning before the team tennis session in the afternoon which is when most tennis squads train. Allow for the athlete to recover in between their gym session and their tennis session with adequate rest and proper nutrition to boost energy levels for their next session.

Of course, if you are looking for one simple answer as to when they should do a weight session you are not going to get one. By that i mean some athletes prefer to do weights in the morning and some at night. The key is to have several hours rest between the two sessions.

It is often easier to say when you shouldn’t do one. Don’t try to conduct a weight training session immediately before or after a tennis session, don’t complete a session in the gym on the day of a match, don’t add new exercises into a routine the day before a match as it will likely cause muscle soreness and finally; create an individualised weight training program for each athlete. One program does not fit all!

You should plan ahead and know what type of tennis session you will conduct that day and whether or not you are in the pre-season, in-season or off-season. These factors must all be taken into account before deciding on how and when to conduct your strength training sessions.

During the post season is when you will want to rest, recover, refresh and deal with any possible injuries. During the pre-season you will want to begin with a progressive strength training session that builds up to a power training program that leads into the competitive season.

If your off season is quite long then you can structure your program to allow for those weaker athletes to spend more time in the gym building their basic strength before starting some plyometrics training. Those already advanced can be introduced into a plyometric training program earlier where possible.

The structure of an in-season training session on-court would depend on when your next game would be. This also applies to individuals and not just squads. You obviously don’t want to be introducing any new exercises or power training sessions the day before or the day of a match. It is important to maintain a regular strength training program with at least two to three sessions a week. During the competitive season you will want to reduce the volume by decreasing the number of sets and repetitions and maintain the current weight with a slight increase if needed.

The reason is that during the in-season the intensity of match play will take a toll on the body both mentally and physically. Also, during the on-court sessions you will naturally be performing plyometric exercises when you lunge for a ball, performing the split-step or performing the continuous bounding and jumping movements that are required in setting up for a shot.

Conduct a needs analysis. What is this you may ask? Well, basically exercise physiologists will conduct a needs analysis for an athlete prior to designing a specific program for them. This needs analysis will test the athlete for their: current flexibility, strength, power, speed, agility, assess current injuries, assess potential barriers for the athlete, equipment they use, their nutrition, what phase of training they are in (in-season, off season), their goals and more.

After a needs analysis they will: Design a program with specific goals for the weight the athlete should use; the number of repetitions and sets; the rest between sets; which muscles to use and in what order; whether or not to include super sets, etc. When they should start adding plyometric exercises to their sessions.

Create a stretching and warm-up program specific for tennis. Develop a program based on the equipment available. Set goals with reviews to analyse the success of the program and implement changes if required. Communicate with the coach as to what stage each athlete is at with their strength development

When I trained professional players we had to work with a whole new set of rules due to their travel commitments and the fact that they were always recovering and preparing for their next tournament. Strength training sessions would involve using a gym at the hotel or tennis centre following the guidelines of maintaining their strength without any new and radical changes that cause injury or soreness. If the player went out or lost earlier in the tournament then we would increase the emphasis on their physical conditioning as we had more time before their next match.

One favourite piece of equipment to use on the road was the stretch or elastic bands. You can create a full body program that can be conducted in a hotel room or on the court.

As stated at the start of this article strength training is essential for all advanced tennis players and will improve a player’s game. You will often notice that young players under twelve will win matches based on consistency and if these players do not grow then they will be gradually swamped and over powered by the players who do grow and increase their strength.

Strength and power equals bigger and more penetrating shots. Consistency combined with strength will allow for a player to tactically beat an inferior player on a physical level. This can be discouraging to players who once relied on their consistency to win. It is therefore your role as a coach to advise the player on when they should start strength training and explain to them how this will help them to better compete against these stronger opponents.

An athlete’s progression and longevity in sport will depend on whether or not they enjoy playing and competing. Losing will obviously discourage a young athlete so show them ways to improve their game not only on the court bust also off the court with strength training, power training, improving their speed, agility, flexibility, nutrition, mental toughness and every other facet of tennis.

Companies that require training, either by the Department of Labor (DOL), or Federal Department of Agriculture (FDA) or because of the nature of the work, often find it difficult to logistically and effectively train their employees. All manner of companies including life science and high tech companies require employee training. The DOL, FDA, ISO, and other associations regulate these training sessions and require a certain amount number of hours to be completed. It is difficult to deliver employees the training they need when they work on different schedules, require different types of training, and have quotas to fill. The cost of not implementing training procedures, however, results in higher turnover rates, which are often quite high and financially damaging.

Estimates show that replacing one employee costs about one-third of a new hire’s annual salary. Much of this is due to employee training. Furthermore, learning materials, living expenses for off-site training, and the hiring of experts, all drive up the cost of training. This doesn’t even take into consideration the fact that new hires are initially less effective than experienced employees. High turnover rates can be disastrous for businesses, both large and small.

Oftentimes, training procedures require a lot of paperwork — organization, allocation, and the overseeing of training processes, all need to be documented. High tech companies need to find a solution that will track all the necessary forms and data with regard to training sessions and procedures. This allows for quick recall and analysis of training data and results. It also simplifies internal and external audit processes.

The Answer High Training Costs is Efficiency

Say that you’re a high tech company that requires initial training, semi-annual training, annual training, follow-up training, and remedial training, when appropriate. Regardless of turnover rate, training costs are bound to be through the roof. The answer isn’t to get rid of or trim down training sessions, since this could hurt you in the long-term. Smarter training, however, will breed efficiency.

Automating Training

To remain competitive in the market, companies requiring extensive training need to implement automated training solutions. Automated online learning and training software programs, such as the world-renowned eLeaP™ Learning Management System, run by President Don Weobong, allows organizations to train faster, more effectively, and in a more organized and measurable manner.

The industry of learning management systems and e-learning resources has made training much more efficient and less costly. E-learning systems such as the eLeaP™ Learning Management System can be purchased at very low cost – only $125 to start. Compare this with the traditional methods and costs of corporate training; inviting experts at astonishing rates (consulting fees can easily run from 10s of thousands of dollars and up), and that’s not including all the management work hours that the company has to pay for when holding these training events (one week of training is 40 work hours of lost time and productivity for all those involved).

The quickest way for your company to jump start on the trend of online training for employees is to request for demos or trials from learning management system providers. The eLeaP™ Learning Management System gives corporations a 30-day Free Trial to test drive their product – this gives your managers and employees the chance to experiment with the rich and powerful features of the learning platform and allows them to determine if it’ll be the right investment for your company to make in the long term.

Studies have shown that more effective training is directly correlated to better overall performance for small and large businesses. Of course, training solutions have to be configurable. While some companies only require annual training sessions, other companies require semi-annual sessions and even remedial sessions depending on evaluations. Companies with multiple departments will most definitely require a configurable solution, given the breadth of training involved.

Businesses can not longer rely on traditional training practices. Modern businesses need to adapt to new technological environments. What worked for your father’s business will not work in this day and age. Employees no longer stick with one job their entire lives; they constantly change jobs and even opt to jump ship in search of more appealing opportunities. Using e-learning such as the eLeaP™ Learning Management System helps soften the blow of inevitable turn over rates while also better preparing your work force. If you’re worried that your company data and information could possibly be accessed while employing these e-learning systems, you can rest assured; all online training systems are equipped with safety precautions and guarantee that access of company confidential information is strictly prohibited and impossible.

For companies with extensive training demands, like those in the life science and high tech fields, an automated learning management system such as eLeaP™ is a must; it is surely much more effective and organized than its traditional counterpart.

 

(c) 2008 Cheap Puppy Pads

It is a common scenario – someone, walks into a pet store or animal shelter. They oooh and awww, pet and cuddle, and make cute baby noises. The next thing they know, they are on they way out of the store with thier prize in tow, happily on thier way home to begin acclimating each other. It may be a big dog or a small dog, an older dog or a younger puppy – everyone’s idea of the “perfect” dog is a little bit different.

However, all dogs, big and small, young and old, can benefit from dog training. Dog training can take your puppy from a cute little mess to an ideal housemate and beyond. The start: puppy training The majority of dog training for puppies is designed to make them better household companions. Most family pets will not extend their dog training beyond this phase. For working and competitive dogs, this aspect of dog training is only the beginning. Dog training on the puppy level can encompass a variety of styles.

The most popular dog training (so popular, in fact, that many people do not even realize that it is training) includes things like training your dog to walk on the leash, house training your dog, and simple commands like “sit” and “drop it,” as well as basic social behaviors. It is easiest to begin dog training at an early age, though if you acquire an older dog, you can do dog training with him or her as well. Dogs are happiest when they know what is expected of them, and dog training helps to make those expectations clear. Dog training is also a great way to strengthen the bond between dog and owner. Competitive dogs The next step in dog training would be for competition. Dog training is used by some owners to teach frisbee catching tricks on command with their dog or fetching items or with a freestyle routine. Other owners will use dog training to teach their dogs to run agility courses, pull sleds, or do other activities. This level of dog training requires a strong bond between dog and owner, as well as a willing subject. Dog training at this level is not something that you can do once and then go on with your life – it requires daily practice and commitment.

Many of the professionals you see competing in agility trials or other competitions have been working with their dogs for years to conduct the dog training required. Working dogs An even more stringent dog training method is required for working dogs. Working dogs assist people in a variety of fashions – they can be trained to sniff out drugs or contraband in airports, trained to assist the handicapped or disabled, or even trained as members of the police force or military. The dog training required for these dogs often takes months, if not years. There are specific dog breeds chosen at a young age to participate in special types of training and many times specific breeds are selected due to breed charactarisctics. Only a few of the dogs that start on this dog training program end up being successful enough to have a career as a working dog. Their are a variety of dog training styles used for different purposes. Even so, nearly any dog and owner can benefit from dog training.

For life science and high tech companies employee training is obviously essential. Employee training is also regulated by the FDA, ISO and additional regulatory agencies or organizations. For life science and high tech professionals employee training must be a priority but like many quality related processes manages to fall through the crack, especially during periods of critical design, planning or peak production when lack of employee training can often be the result of nonconformance, deviations, marketing delays and product recalls.

Real REALITY for Life Science and High Tech Companies

The reality for life science and high tech companies is that most companies, especially large enterprises find it difficult or virtually impossible to consistently maintain initial, annual, semi-annual, remedial and/or follow-up employee training sessions. For especial manufacturing companies the process can become particularly tedious when hundreds of employees work varying shifts and have a multitude of various start dates and an array of needs for a variety of training options.

Automating Employee Training

Life science and high tech companies NEED to become aware of the automated employee training solutions that are available for their specific needs. Life science and high tech companies also need to be aware of the many benefits that a high quality training solution can provide.

Some of these benefits are listed as follows:

Tracking- Since productive employee training procedures require a host of forms or documentation to plan, coordinate, assign, officiate, escalate and follow-up on effective training processes, life science and high tech companies should find an employee training solution that tracks training forms and links essential training information. The solution should also facilitate the quick location and analysis of training data for accelerate post-training actions and simplified internal and external audit processes.

Connections- The process of employee training is NOT a lone entity. Employee training orders are often the direct or indirect result of deviations identification, nonconformance identification, customer complaints information, CAPA investigations or change control results and should be connected to solutions that will automatically trigger training assignments when the data deems it necessary to do so. For example, life science and high tech companies should be actively searching for an employee training solution that is integrated with deviations, nonconformance, customer complaints, CAPA and change control software. These solutions (or solution) should directly or indirectly trigger (automatically) training tasks for dozens or even hundreds of employees.

Accountability- Ideally, every life science or high tech employee would take part in and be accountable for his or her own training responsibilities. The “ideal” training scenario is rarely the realistic result however. Most training responsibilities fall directly into the laps of one or two overworked training supervisors. With an employee training software solution however, employees can be automatically notified via email of training tasks which are tracked (and escalated if they are not completed on or near the training deadline) from start to finish. These features relocate responsibility and accountability into the hands of the employee himself (or herself) and ideally require him or her to sign off from each respective training task. A field for employee comments is also valuable since the training supervisor will be able to see and seek to understand the especial training concerns of each individual employee.

Configurable- A configurable solution is the ONLY solution for life science and high tech companies. After all, some companies have a multitude of employees while others have but a few. Some companies require quarterly training or periodic product related trainings while other companies require only annual education. Some companies may not need to integrate the solution with a representative solution for every other quality management process. For this reason the configurability of a product is of the utmost importance.

Conclusion

For life science and high tech companies with a large number of employees automated employee training solutions are the most efficient way to garner time and invaluable ROI.

Complying with GLP regulations always entails GLP training. For example, GLP training is required “in bits and pieces” throughout the 21 CFR Part 58 regulations, and when those bits and pieces are combined, its easy to see that GLP training requirements result in an obvious need for the improved management of GLP training processes across a variety of industries.

GLP Training Requirements

Those GLP training requirements found in part 58 start with section 58.29(a), which essentially states that anyone who has any responsibility for conduct or supervision in a nonclinical research laboratory must have “the education, training, and experience, or combination thereof”1 that he or she will need to do his or her job correctly. This requirement seems simple enough but actually becomes increasingly complex as part 58 continues to unravel.

What are the complications?

The only complications that may result from section 58.29(a) (or at least the obvious ones) would be 1) creating a hiring process that results in the right personnel according to Part 58 requirements, and 2) ensuring that the hiring process doesn’t overshadow the need to account for the necessary skills and personality factors that are essential to the health of any company and not just the necessary GLP training justification.

What are the solutions?

Solutions should include the thoughtful creation of job descriptions, which should in turn include the exact education, experience and training that each job will entail. Standards for measuring these factors should also be considered/documented and those in charge of hiring should be selected–to at least some degree–for their ability, or potential ability, to discern skills and personality factors that could influence the work place. It is also important that hiring decisions are not based on the opinions of one person alone. Hiring decisions should be made by at least two informed personnel members.

Sec 58.29(b): GLP Training and Document Management

Sec 58.29(b) begins to construct additional GLP training complexities with a demand for training related document management. For instance, this section requires that every nonclinical research facility “maintain a current summary of training and experience and job description for each individual engaged in or supervising the conduct of a nonclinical laboratory study.”

What are the complications?

Sec 58.29(b) opens the door for complications that seem almost infinitely complex. For instance many companies will manage their GLP training documents manually. Manual management is a complication in itself because it leads to lost paperwork, paperwork that is hard to find (i.e. in filing cabinets, in network folders, etc.) and paperwork that is difficult to edit quickly and difficult to route (for approvals) quickly. These difficulties obviously result in more wasted time from employees, and eventually, more revenue to support that time.

What are the solutions?

One solution to consider would be to automate the documents associated with GLP training management processes with a software solution(s) designed for that purpose. Companies should search for a software solution that will automate routing procedures, provide document version control and make documents easy to track down and edit. Companies should also search for a solution that automates tasks and processes associated with GLP training. The solution should include for instance the capability of providing digital audit trails for training related data and allowing the quick management of follow-ups, escalations, etc.

Sec 58.29(d)

Sec 58.29(d) implies training in the sense that it requires that “personnel shall take necessary personal sanitation and health precautions designed to avoid contamination of test and control articles and test systems.”

What are the complications?

Complications with sanitation are not the issue here! The complication is that training can simply be difficult to coordinate and GLP training holds no distinction. A simple personal sanitation/health training session required by GLP regulations can turn into a training nightmare when employees are not notified, when employees simply don’t show up for training, and worst of all, when training records are not kept, maintained, stored or retrieved appropriately.

What are the solutions?

The solution for any type of training coordination is to manage training data and employee training responsibilities and records electronically. This can be accomplished with a training solution that sends emails to all those requiring GLP training and provides subsequent follow-ups and escalations if necessary. Digital audit trails are also valuable in a training solution of this nature.

Conclusion

For many companies, GLP training processes are simply in need of an overhaul and surprisingly enough establishing streamlined GLP training processes can be much easier than most companies realize.

1All quotations in this article were extracted from the following online content on Feb. 19, 2008: http://www.accessdata.fda.gov/scripts/cdrh/cfdocs/cfcfr/CFRSearch.cfm?CFRPart=58&showFR=1