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| APPLICATION OF THORNDIKE'S LAW OF EFFECT WHICH EMPHASIS REINFORCEMENT OF BEHAVIOR THAT REDUCES POSSIBILITY OF ERRORS OR ACCIDENTS. |
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| PROCESS BEGINS WITH NEEDS ANALYSIS AND ENDS WITH EVALUATION OF RESULTS |
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| INSTRUCTINO PROVIDED ON INTERNET AND WWW . |
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| EMPHASIS ON EMPLOYEES NEEDS TO INTERACT MORE FREQUENTLY AND EFFECTIVELYWITH INDIVIDUALS FROM DIVERSE DEPARTMENTS. ENCOURAGES SELF-EMPOWEREMENT. |
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| DETAILED STUDY OF AJ OB TO DETERMINE THE EXACT NATURE OF THE WORK; QUANTITY AND QUALITY EXPECTED (I.E. KMOWLEDGE, SKILLS, ABILITY, EQUIPMENT & TECHNOLOGY NEEDED TO COMPLETE TASK. |
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| MUST BE IN WRITING AND ACCURATELY DESCRIBE JOB DUTIES & ACITIVTIES I.E. WORK CONDITIONS, DALARY, QUANTITY &QUALITY OF OUTPUT EXPECTED AND PERFORMANCE STANDARDS REQUIRED. |
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| CAREFULLY DESIGNED PROGRAM FOR APPRAISING VALUE OF JOBS & OBTAINING EQUITABLE PAY RELATIONSHIP AMONG THEM. |
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| MANAGERS/TRAINEES ASSIGNED TO VARIOUS DEPARTMENTS ON A SYSTEMATIC BASIS TO GAIN MORE EXPERIENCE. |
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| OUTLINE OF EDUCATION, EXPERIENCE, TRAINING, PERSONAL ATTRIBUTES REQUIRED FOR SUCCESSFUL PERFORMANCE. SERVES AS BLUEPRINT FOR EMPLOYEE; MEASURES TRAINING NEEDS AND PROMOTIONAL OPPORTUNITIES. SETS WAGE SCALES. |
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| DEFINES NEEDED ABILITIES IN READING, WRITING,MATHEMATICS, LISTENING AND PUBLIC SPEAKING. |
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| SENIOR-LEVEL PERSONNEL WHO HELP NEW PEOPLE (PROTEGES GET ACCUSTOMED TO T HEIR JOBS, PROVIDE GUIDANCE, DIRECTION & SUPPORT. |
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| DETERMINES TRAINING REQUIREMENTS OF ORGANIZATION. |
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| PROCESS OF BREAKING WORK DOWN INTO ITS CONSTITUENT ELEMENTS. |
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| TRAINING FOR INDIVIDUALS IN MULTIPLE LOCATIONS SIMULTANEOUSLY THROUGH VIDE0/AUDIO CONFERENCING. |
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| PROCESS OF PEOVIDING OPPORTUNITY FOR INDIVIDUALS TO ACQUIRE KNOWLEDGE, SKILLS & ATTITUDESREQUIRED IN THEIR PRESENT JOBS. TRAINING IS SYSTEMATIC, CONTINUOUS AND ON-GOING. |
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