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Training and Devolopment JournalsTextbook: Textbook: Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw-Hill Education.Please use question and answer format1. Huma
Training and Devolopment Journals
Textbook: Textbook: Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw-Hill Education.
Please use question and answer format
1. Human resource development is the integrated use of training and development, organizational development, and career development. Select one area of interest to you, and discuss how this area fits into your current or future career.
Your journal entry must be at least 200 words. No references or citations are necessary.
2. Of the seven techniques and methods used in conducting needs assessments, which would you select to use? Why?
Your journal entry must be at least 200 words. No references or citations are necessary.
3. Find an example in your current career or life to which one of the motivational theories can be applied. How would you apply the chosen theory? What do you expect the outcome to be?
Your journal entry must be at least 200 words. No references or citations are necessary.
4. Consider the evaluation methods discussed in this unit. What method would you select for your organization’s training? What factors led to this decision? (for example: Formative Evaluation or Summative Evaluation).
Your journal entry must be at least 200 words. No references or citations are necessary.
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**** ** *** ****** *** ******* ** be?Your journal ***** must ** at least 200 ***** ** ********** ** ********* *** ***************** ********* * famous ****** of motivation ** the **** ********** ****** ***** ** ************* in *** research ** ******* ******* *** ********** The ******** aspect ** **** ******** *** either hygiene ** ********** ******* *** ***** **** ********** *** factors **** *** essential **** ** *********** ***** ************** *** recognition ** *** ***** **** ******* ******* *** ********* ************ ******* *** ******* ****** *** job security Motivating elements *** if ********* **** ** satisfaction while ******* factors *** ** *********** **** ** *********** but *** two ******* ******* ** ******* *********** ** Herzberg ********** ** *** ********** ** ************ action *** *** *** ********* applying ************ (1959) theory ** is ********* ** ** ****** **** ******* factors ****** cause satisfaction ** motivation **** ***** it ******** **** *** elements *** *** ******** *********** ************ ****** ***** An exclusively ******* ** ********* ******* **** *** **** to ******** *********** **** *********** argue that ********* factors ** not **** a **** ** *** ******** ** ************ ** ****** likely ** motivate ********* to ** **** *** *** ************ and **** ** ** ********* **** *** ******** ** is **** ***** ** *** ********* ** a **************** circular ************ ******* *** ********** ** an ******** *********** and satisfaction of ** employee; the ******** ******* * high *********** ******* ******** satisfaction ***** ** *** *** ******** ** ********* ** ******* as ******** ** ****** It is **** that * high-performance *** ** gotten **** *** firm ** ********* individual job ************ Also it ** ****** **** employee *** be **** extrinsically and ************* ********* ** ******* ***** Consider the ********** methods ********* ** this **** **** method would *** ****** *** **** **************** ********* What factors *** ** **** ********* **** example ********* Evaluation or Summative *************** journal ***** **** ** at ***** 200 ***** ** ********** or citations *** ********** ***** select *** ********* ************* ** organization **** ** ******* ** ** *** ****** ** many **** **** * ********* ********** and ** ***** ** ******* the reason why a certain ******* doesn’t **** The ***** ****** ** that the ****** ** ******* critical for individuals ** **** ** ** * mandatory ******* **** ****** about succession in *** ******* **** the ****** ** ********* **** **** it ** better *** ******** *** ******** ********** ******** *** *** ********* to ** ******* ******** ** you are not **** to ****** *** ******* ********** ******* * ********* ************* be ******** due to *** *********** in *** ************** of the ******* *** ********* ******* transformation is ********** **** with *** help of the ****** ** ******** *********** on *** ** make *** program ****** ** it ******* includes ********** qualitative **** ********** *** ******* ** addition *** ****** **** customers ******* ******** *** ******* ****** *********** ***** opinion ** *** explanation of *** training ******* ** well ** ********** ******** with ******* design **** *** ****** allows ******** to ******* *** **** ****** *** *** program The training ******* ** **** ******** and **** appealing than summative The ****** ******* ********* ******** ** ** ***** **** ** ****** *** program ** ***********
