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Speech Tracking Auditory Training Approach

Rationale: To determine communication status, auditory perceptual assessments are administered by Audiologists and SLPs. All clinicians seeing individuals who are identified with, or at-risk for, an auditory-related communication disorder should have a thorough working knowledge of these assessments, and of how to use and include them in the assessment and management of clients across the lifespan. They may be utilized both pre and post intervention. They may assess a person’s suitability for technology. They may identify areas of need, and they may help us to establish overall communication status.

Once baseline information has been obtained utilizing an auditory perceptual assessment, Auditory Training can be administered and overseen by Audiologists and SLPs. All clinicians must therefore have a working knowledge of Auditory Training and how to incorporate it into the management of clients of all ages. Auditory Training has been associated with maximizing residual hearing, enhancing benefits from technology, improving listening and processing skills, and positively impacting quality of life.

Each student is to research three topics: answer each question separately and separate each one in groups   

1. CHILD Questionnaire

2. Speech Tracking Auditory Training Approach

3. Words in Noise Test (WIN)

Identify if the tool is for use in the assessment in auditory perception or Auditory Training

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Describe areas of the current training that are deficient.

For this assignment, you will assess your organization’s customer service training. You will focus on the analyze and design phases of the ADDIE model (analysis, design, develop, implement, and evaluate). You will not be developing, implementing, or evaluating a new training.

After analyzing your existing customer service training, design a new program with improvements. Prepare a memo to your leadership team explaining how the customer service training program can be improved upon to ensure that employee and organizational behaviors align with excellent customer service.

Include the components listed below in your memo:

  • Describe areas of the current training that are deficient.
  • Define the industry standards and best practices that should be used as a model to establish the foundation of your program.
  • Identify behaviors and testing models that can be implemented when onboarding new employees—or as a continuing education process for current employees.
  • Describe measurable customer service standards.
  • Explain behaviors consistent with good customer service.
  • Recommend steps the organization should take to develop and implement a new customer service training program. Include specific information about issues facing your community.

Your completed assignment must be at least two pages in length. At a minimum, you must cite and reference the eTextbook and one outside source for your analysis. Adhere to APA Style when creating citations and references for this assignment

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Describe areas of the current training that are deficient

Instructions

For this assignment, you will assess your organization’s customer service training. You will focus on the analyze and design phases of the ADDIE model (analysis, design, develop, implement, and evaluate). You will not be developing, implementing, or evaluating a new training.

After analyzing your existing customer service training, design a new program with improvements. Prepare a memo to your leadership team explaining how the customer service training program can be improved upon to ensure that employee and organizational behaviors align with excellent customer service.

Include the components listed below in your memo:

  • Describe areas of the current training that are deficient.
  • Define the industry standards and best practices that should be used as a model to establish the foundation of your program.
  • Identify behaviors and testing models that can be implemented when onboarding new employees—or as a continuing education process for current employees.
  • Describe measurable customer service standards.
  • Explain behaviors consistent with good customer service.
  • Recommend steps the organization should take to develop and implement a new customer service training program. Include specific information about issues facing your community.

Your completed assignment must be at least two pages in length. At a minimum, you must cite and reference the eTextbook and one outside source for your analysis. Adhere to APA Style when creating citations and references for this assignment

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Automotive Training Centre

Read the following article from the Automotive Training Centre.

Automotive Training Centre. (2014, April 8). Understanding the automotive assembly process [Blog post]. http://www.autotrainingcentre.com/blog/understanding-automotive-assembly-process/

Pay particular attention to how the industry applies process strategy to its production.

Write at least a two-page review of the article, and address the points below.

What is the basic theme of the article?
How has the use of the assembly line by the industry changed over time?
What are some layout impacts of technological breakthroughs?
Based on recent trends, how do you see automotive production evolving?
The purpose of this assignment is for you to explore how process strategy has evolved in a major industry.

Use APA style to format your article review. Support your responses with concepts from the unit readings and at least one other source. Be sure to reference your sources to document your research. Proofread your work, and then submit your assignment to Blackboard for grading.

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Why is employee training and development an important business strategy? 

Assignment Questions

2 pages. given below are the questions and attached the readings link. You must use them. Due in 24 hours

Assignment Content

1. Why is employee training and development an important business strategy? 
2. How would you differentiate training and development?
3. What are some of the areas where organizations fail to achieve success with their training initiatives?  
4. Which adult learning principle resonated with you based on your own adult learning experience?
5. What do you see as the key elements in ensuring organizations are successful in executing development programs?

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IT manager why there is no formal Security Education, Training, and Awareness (SETA) program in place at the company

SETA Programs—Implementation

The IRP you created in Week 2 was well received. In fact, the CEO reviewed it and was quite impressed. In reviewing the IRP, the CEO asked the IT manager why there is no formal Security Education, Training, and Awareness (SETA) program in place at the company. For this project, you are going to create a SETA strategy and present it to the CEO.

You will create a narrated PowerPoint presentation with at least 10 slides covering the following:

  • Describe the framework of a SETA program, including at least one image or figure.
  • Describe the benefits of implementing a SETA program and describe at least three negatives effects that could arise without a SETA program.
  • Describe the approach you would take for creating security education for the company, including any outside sources and costs.
  • Describe the approach you would take for creating security training for the company, including any outside sources and costs.
  • Describe the approach you would take for creating security awareness for the company to include at least three low costs components of it.
  • Create a prototype of one of the security awareness components you chose.

Submission Details:

  • Use Microsoft PowerPoint with a professional theme.
  • Presentation should include at least 10 slides.
  • Each slide should contain audio narration


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Training Crucial for Hotels in the United States and the World

Please, read the case study called Training Crucial for Hotels in the United States and the World  and provide your answers in APA format. 

Training Crucial For Hotels In The United States And World

In the United States and worldwide, there are many different hotels for guests to select. Some are part of highend, luxury hotel chains such as Ritz-Carlton and Four Seasons. Other chains have multiple levels such as Starwood with Sheraton, Four Points, and others, and Marriott Corporation with a range of brands from Marriott resorts to Fairfield Inns.

One common characteristic that all of these hotels have identified is how crucial training is. Hotel executives have learned that high-quality service is usually what determines if guests will return to their facilities, even more so than price. Consequently, having a well-trained hotel staff is crucial to delivering the high-quality customer service guests expect. The focus of much of the training is on creating positive organizational cultures through all facilities and with all managers and employees. Many of these chains have expanded their training commitments by hiring more full-time trainers to work throughout all locations and areas. Several different types of training illustrate these efforts.

The Starwood collection of hotels (St. Regis, Westin, Sheraton, Four Points, W Hotels) sees a specific focus on training as a contributor to competitive success. Over a recent six-month period, Starwood trained its 185,000 workers on areas such as social skills, handling worker emotions, and conflict/problem solving. These elements are seen as crucial to providing successful customer service. The focus of the training is for employees to know more about the types of guests in the hotels and how to respond to different situations that occur. Managers and others at hotels are trained on such factors as ensuring eye contact, evaluating customer and employee body language signals, and flexibility in resolving problems.

Choice Hotels and other chains use role-playing as part of their training for hotel staff members. Handling families with kids, tired business travelers, and other types of individuals enhances the customer services culture in a facility. Another side benefit is that employees become less frustrated and stressed, which has reduced turnover and increased employee satisfaction.

The upscale Ritz-Carlton group has established the Mystique technology program.

Individual guests’ preferences can be entered and accessed by employees. This system can track what individual clients’ preferences are for types of rooms, service that they have experienced, and even personal allergies. To implement this system and its use, the firm held train-the-trainer conferences. Then those trainers spread out and conducted training for hotel managers, local HR and training managers, and marketing/guest relations managers. However, training just existing employees can be too limited. So Ritz-Carlton and other chains have revised their new employee orientation training. Integrating job-related details and how to use the Mystique system with customers is now part of the on-boarding process for employees at all levels, including housekeepers, desk clerks, restaurant servers, supervisors, and managers.

From these examples, it is evident that many hotels are investing significantly in training. The payoffs of the training are likely to be seen in more satisfied guests, better-performing employees, and increased organizational revenues and profits.

QUESTION: 1). Discuss how these hotels are using a strategic and performance consulting approach to developing training efforts.

(Answer this question) 1-2 pages

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Training Crucial for Hotels in the United States and the World

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Develop a training needs analysis including task analysis, personal analysis, organization analysis

 Unit 3 Project A

The course project is a series of elements where you will examine the current standing of an organization’s(Amazon) training system as it relates to a single training topic(the topic is Workers’ Compensation). In the final element of the training program, you will provide recommendations to the organization on how this training system can be improved.

*Develop a training needs analysis including task analysis, personal analysis, organization analysis.

*Evaluate the different methods and sources for performing a needs analysis.

*Evaluate relevant scholarly research and synthesize research to complete required assignments.

Directions

To conduct an analysis on the current state of the training program of an organization (Amazon). You should be writing about the training needs analysis process for Amazon. The training needs analysis process analyzes the organization, task, and person analysis.

Submission Requirements

· The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices.

· APA formatting (7th ed.) standards are required.

· A minimum of 5 scholarly resources needs to be used. An example of a scholarly resource can be an interview with an HR professional or a peer reviewed article from a Park University Library Journal Database. Course materials and personal experience do not count.

· A formal third person tone is required.

· Supplemental information (e.g., worksheets that are currently being used) can be presented in Appendices but do not count toward the body of the paper.

Unit 5 Project B

Directions

This is a continuation of Project A.

It is a continuation of the training needs for that organization (Amazon) as well research and discussion of training methods and delivery which includes on-the-job training, off-the-job training, the technology used, delivery methods used, and transfer of training analysis. The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices; APA formatting (7th ed.) standards are required, and a minimum of 5 scholarly resources are needed.

· The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices.

· APA formatting (7th ed.) standards are required.

· A minimum of 5 scholarly resources needs to be used. An example of a scholarly resource can be an interview with an HR professional or a peer reviewed article from a Park University Library Journal Database. Course materials and personal experience do not count.

· A formal third person tone is required.

· Supplemental information (e.g., worksheets that are currently being used) can be presented in Appendices but do not count toward the body of the paper.

Unit 6 Project C

Directions

This a continuation of Project A and B.

Steps should include:

*Analyze the different types of training evaluation and discuss the barriers to evaluation.

*Explain how training evaluation can be quantifiable and analyze different evaluation methods.

*Assess why training designers need to consider both the costs and benefits to a training program.

*Describe how to calculate the benefits of training programs including net benefit analysis, benefit-cost ratio, and return on investment.

*Evaluate relevant scholarly research and synthesize research to complete required assignments.

Additional Directions should include:

Conduct an analysis on the current state of the training program and address the current evaluation methods used. Reference should be made to specific quantifiable evaluation methods. The cost and benefit of the training should be presented.

· The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices.

· APA formatting (7th ed.) standards are required.

· A minimum of 5 scholarly resources needs to be used. An example of a scholarly resource can be an interview with an HR professional or a peer reviewed article from a Park University Library Journal Database. Course materials and personal experience do not count.

· A formal third person tone is required.

· Review the grading rubric for expectations.

· Supplemental information (e.g., worksheets that are currently being used) can be presented in Appendices but do not count toward the body of the paper

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Training tailored to clinician role Training the patients and providers

 Clinician involvement in EHR design: Implementation testing (Pre and post)

Is the reality of the true cost of an EMR sinking in now that systems are live?

How do clinicians, your colleagues and patients feel about HER and how do you feel?

Factors that facilitate adaptation

Training tailored to clinician role

Training the patients and providers

concerns about communication about upgrades.

involvement in EHR design, including physicians in EHR training

How do we ensure Privacy and security?

How do you protect patient data in a mobile world?

What organizational policies have been established to ensure patient data is secured?

The functionalities that the EMR serves to the hospital and how have these functionalities changed or evolved over the duration that they have had this EMR.

What features in EHR do you like?

The advantages of using the EMR system

Impact of changes

Impact of EHR use on patient care

The challenges of using the EMR system

The perception of the EMR among the clinicians, healthcare workers and patients.

The impact of attitude on an individual’s response to change can be significant.

A positive, accepting attitude toward change to Improve quality, safety, and efficiency

Who accesses the system?

Physicians sometimes focus more time on the electronic health record than on the patient. What will be done to make EHRs less time consuming?

How do we address and resolve the limited availability of integration experts that has resulted from the increasing integration complexities?

What type of data goes into EHR?

How do we map different terminologies within devices, hospitals and across the industry so EHR integration can be completed more efficiently and effectively?

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Discuss the training theory and its primary tenets

  • Discuss the training theory and its primary tenets.
  • Explain why you recommend this theory.
  • Discuss two to three activities that you would build from this theory. For example, if you chose action theory, you may create group activities where sales associates run through sales scenarios with each other to see what works and what does not. Feel free to be as creative as you would like with your given theory.
  • Explain how your activities will address each learning style (i.e., visual, audible, and kinesthetic learning styles).

Your presentation must be at least 10 slides in length, not counting the title and reference slides. You are required to use at least one outside source and to utilize the notes section within PowerPoint. Within the notes section, include additional explanations for each slide. As you create your presentation, keep in mind that you are presenting for executives at your organization. All sources used, including the required unit resources, must be cited and referenced according to APA guidelines.

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  • Original and non-plagiarized custom papers- Our writers develop their writing from scratch unless you request them to rewrite, edit or proofread your paper.
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  • Discuss the training theory and its primary tenets.

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