Online Friendships Hurt Adolescent Development - 884 Words

From these articles, I think that the basic argument that is being debated is psychologists Lauren Donchi and Susan Moore argued that online friendships hurt adolescent development. Its a Boy Thing: The Role of the Internet in Young Peoples Psychological Wellbeing,† indicates the side effects to adolescents’ use of Internet. They conclude that all well-being measures were negatively related to Internet focus. The article points out that time spent with online friends displaces offline relationships and time online negatively affected both emotional and social factors. However, Professors of Communication Patti M. Valkenburg and Jochen Peter affirms that online friends do no damage psychological wellbeing in the articleOnline Communication and Adolescent Well-being: Testing the Stimulation Versus the Displacement Hypothesis. They even point out that online friendships can enhance offline relationships. Besides these two articles mentioned above, there are many research st udies that relate to the issue of whether or not online friendships hurt adolescent development. Each side has its own reasons. For instance, those who believe that online friendships hurt adolescent development, Donchi and Moore claim that Internet use can psychologically impair adolescent development. They found that more time spent online was related to more loneliness. According to the article, Donchi and Moore mention that longer amounts of time could be interpreted as relatively antisocial,Show MoreRelatedThe Digital Age Is Detrimental On Our Youth Essay1653 Words   |  7 PagesOur Youth Today’s abundance of digital technology is corrupting our youth. Digital technology is preventing the full development of cognitive, social and communication skills in children and adolescents. Electronic devices are introduced to babies and toddlers. Adolescents are glued to their smartphones and tablets. Games and social media have become the primary concern of adolescents and teenagers to the exclusion of real social relationships. Parents often do not intervene and are grateful that theirRead MoreSocial Medi The Start Of No Self Esteem1543 Words   |  7 Pagessharing, but has now turned into a place people to go harm and get harmed. Social media has made physical appearance a new trend, self harming a â€Å"thing†, and the overall â€Å"private life† an object of the past. Social media now starts when infants reach adolescents, right around the age of thirteen years olds when kids start getting phones and computers, and that are used without adult supervis ion. Social media causing self-esteem issues does not start and end at just adolescentes it can be carried throughRead MoreSocial Media Sites Impacting Children and Teens Essay1358 Words   |  6 PagesGross, E. (). The Impact of computer use on childrens and adolescent development. Applied Developmental Psychology, 22, 7-30. An electronic device, such as video games, home computers, and the internet has struck an important place in children and teenagers’ lives. The Internet and several other devices have a huge impact on the development of children and adolescents. The use of the internet affects children’s academic skill development, societal evolution, relationships, and perceptions of realityRead MoreCyberbullying And Social Media Has Taken The World By Storm1276 Words   |  6 Pagesthemselves or others with hundreds and thousands of people from all over the world. Even though this is a positive thing, allowing people to get exposure for their businesses, blogs or even themselves online; this sense of sharing privacy has become a serious issue because not all of what is shared online is seen as having a positive outcome. One of social medias biggest cons is cyberbullying and it is never addressed. We never think to address something as big as cyberbullying because to most of usRead MoreApplying Virtual Communities Raised By Jane Mcgonigal And Sherry Turkle1646 Words   |  7 Pagessail down the river together, and adolescents don’t face the same pressure to develop the independence we have associated with moving forward into young adulthood.(page413) Parents give the child phone as gift. When young child go to other unfamiliar places they must feel fear and have responsible, the cell phone buffers this moment. Teenagers dislike to answer the phone because they think the phone makes them un independent. their easily sidetracked. Adolescent autonomy is not just about separationRead MoreFacebook s Influence On Social Media1035 Words   |  5 Pagescan be exposed to children because anyone can create a fake Facebook account and use it as an alias to hurt others. The power of being anonymous gives the user the chance to say whatever he wants and not get punished for it. It is so much easier to bully someone online because you are able to hide behind a keyboard. Thus, a large amount of children are exposed because â€Å"the viciousness of online bullying is exacerbated due to the depersonalized yet public nature of technology-based postings coupledRead MoreDoes Technology Make People Feel More Alone When We Are?2262 Words   |  10 Pagessomeone does not know what is happening with other countries or wants to learn more on politics, they can simply research the subject to gain an understandin g about it. Regarding college students, tech helps them further their career, they can go online and the information they find can guide them. Although society has technology at the tip of their fingers, the overall impact to our social, mental, and physical health is damaging. This paper will discuss the negative effects of technology, as wellRead MoreCauses and Solution of Juvenile Delinquency in America Essay1726 Words   |  7 Pagestheir power and wealth†. Gangs can caused fear in the neighborhood and terrorize others. â€Å"This activities can cause harm or land juveniles in prison or detention centers.†(hirby).Teens can learn additional bad behavior from those around them. friendship will probably form and be introduced to other troubled teens and make bad choices. â€Å"Youth who a little parental oversight can be easily influenced by gang membership and glamorized violence in popular culture.† That growing number of offender appearRead MoreThe Effect s Of Social Media On Teenagers Essay2265 Words   |  10 Pagesrelate to the condition of individuals. There are the number of types of Mental health problem, such as anxiety disorders, mood disorders, psychotic disorders, eating disorders, and addiction disorders which threaten the growth of teenagers. As the development of new technology, Social media sites, including Facebook, LinkedIn, Pinterest, Twitter, and Instagram, provide the opportunities to people connect each other. The social media sites have become exceedingly popular in recent year, and it changesRead MoreEffects of Social Media on Young Adults Essay examples3514 Words   |  15 Pagesactive users; Facebook still holds the top social media spot with 701 million active users. Thanks to the sizeable growth in online activity, the Millennial Generation has lost touch with interpersonal communication. If not monitored, online social networking will become detrimental to the Millennial generation and following generatio ns’ social and psychological development, as the anonymity of cyber space has been shown to encourage negative behavior, leading to increased feelings of disconnection

The Deccan Plateau in Southern India

The Deccan Plateau is an extremely large plateau located in Southern India. The plateau covers a vast majority of the Southern and central parts of the country. The plateau extends over eight separate Indian states, covering a wide range of habitats, and it is one of the longer plateaus in the world. Deccan’s average elevation is around 2,000 feet. The word Deccan comes from the Sanskrit word of ‘Dakshina’, which means south. Location and Characteristics The Deccan Plateau is located in Southern India in-between two mountain ranges: the Western Ghats and the Eastern Ghats. Each rise from their respective coasts and eventually converge to produce a triangle-shaped tableland atop the plateau. The climate on some parts of the plateau, especially the Northern areas, is much drier than that of the nearby coastlands. These areas of the plateau are very arid, and do not see much rain for periods of time. Other areas of the plateau however are more tropical and have distinct, different wet and dry seasons. The river valley areas of the plateau tend to be densely populated, as there is ample access to water and the climate is conducive to living. On the other hand, the dry areas in-between the river valleys are often largely unsettled, as these areas can be too arid and dry. The plateau has three principal rivers: the Godavari, the Krishna, and the Kaveri. These rivers flow from the Western Ghats on the western side of the plateau eastward toward the Bay of Bengal, which is the largest bay in the world. History The history of the Deccan is largely obscure, but it is known to have been an area of conflict for much of its existence with dynasties fighting for control. From the Encyclopedia Britannica: â€Å"The Deccan’s early history is obscure. There is evidence of prehistoric human habitation; low rainfall must have made farming difficult until the introduction of irrigation. The plateau’s mineral wealth led many lowland rulers, including those of the Mauryan (4th–2nd century  bce) and Gupta (4th–6th centuryce) dynasties, to fight over it. From the 6th to the 13th century, the Chalukya, Rastrakuta , Later Chalukya , Hoysala , and Yadava families successively established regional kingdoms in the Deccan, but they were continually in conflict with neighboring states and recalcitrant feudatories. The later kingdoms also were subject to looting raids by the Muslim  Delhi sultanate, which eventually gained control of the area. In 1347 the Muslim BahmanÄ « dynasty established an independent kingdom in the Deccan. The five Muslim states that succeeded the BahmanÄ « and divided its territory joined forces in 1565 at the Battle of Talikota to defeat Vijayanagar, the Hindu empire to the south. For most of their reigns, however, the five successor states formed shifting patterns of alliances in an effort to keep any one state from dominating the area and, from 1656, to fend off incursions by the Mughal Empire to the north. During the Mughal decline in the 18th century, the Marathas, the nizam of   Hyderabad , and the Arcot nawab vied for control of the Deccan. Their rivalries, as well as conflicts over succession, led to the gradual absorption of the Deccan by the British. When India became independent in 1947, the princely state of Hyderabad resisted initially but joined the Indian union in 1948.† The Deccan Traps The northwestern area of the plateau consists of many separate lava flows and igneous rock structures known as the Deccan Traps. This area is one of the largest volcanic provinces in the world.

Reality Is An Illusion Created By The Brain And Body Essay

Reality is Merely an Illusion Created by the Brain and Body Jayson Duffy Victory Charter School Abstract Reality is an illusion. This paper details the different ways that the brain and body integrate sensory information into our perception of reality. Each sense contributes to our personal realities and add to the illusion of what is and is not real. Each sense gathers and begins integration of sensory information to be sent to the brain. The brain contains specialized areas designed for the integration of specific pieces of information into our understanding of reality. Every part of the brain works together to complete the experience we know as reality. These integrations can also create sensations that seem real and deceive us. These sensations are just as real to us even though they may not truly be â€Å"real.† These false sensations, along with other sensations, contribute to our personal realities. â€Å"Reality is merely an illusion.† This quote by Albert Einstein has been widely perpetuated and in many cases dismissed as nonsensical speculation; however, very few realize just how accurate this statement is. Fred Lay, a man who has had his foot and lower leg amputated, still feels excruciating pain and other sensations in the foot. Even though the foot no longer exists, he still perceives it as being real and part of his body (Annenberg Learner, n.d.). Reality is not nearly as tangible as most have come to believe; rather, it is a fabrication that exists solely within anyShow MoreRelatedThe Effects Of Sensory Information On The Brain Essay1370 Words   |  6 PagesAlthough there are discrete cortexes in the brain, each with a specific purpose for integration, which have complex functions of their own, each part of the brain interacts with one another in complex ways that contribute to the integration of sensory information to the reality we are all so familiar with (Ea gleman, 2015a). As explained by Doctor David Eagleman (2015a), the brain is like a city. There is no true single place that reality could be said to exist in the mind. Just as in a city, thereRead MoreWilliam Shakespeare s Romeo And Juliet And A Midsummer Night s Dream1580 Words   |  7 Pagestrustworthy are only misinterpretations of reality created by our perspective, which make common illusions. Characters in Romeo Juliet and A Midsummer Night s Dream also experience this idea, demonstrated when they are tricked by their own perspective and only see what they think is the best scenario. Illusions are created based on people s perceptions of reality. It is then clear that in Romeo Juliet and A Midsummer Night s Dream, perspective creates reality. This perspective creates a version ofRead MoreThe Role of Others in the Formation of the Self Essay1416 Words   |  6 Pagesto be affected – so we assume that so is the formation of our â€Å"self†. In reality, it isnà ¢â‚¬â„¢t affected. With an idealist view of a non-physical self, that also possesses continuity and unity it can be exposed how flawed this view of self is, and how others play no role whatsoever in the formation of the self. However, our sensory knowledge which is deceptive, leads us to believe in an incorrect view of self, causing the illusion of the importance of the role of others in the formation of the self. InitiallyRead MoreTrue Reality In Platos Allegory And The Matrix873 Words   |  4 Pagesprisoners are kept since child birth in a cave, they are only able to see nothing but shadowy figures move on the wall of the cave. They perceive that as their true reality. A prisoner breaks free from his shackles and is blinded by the light of the sun. He realized that his reality in the cave was not real, he sees people and understands what reality is now. The prisoner goes back to explain to the others what he has seen but they don’t believe him. The Wachowski brothers modernized the allegory of the caveRead MoreReality Is Merely An Illusion1480 Words   |  6 Pagesâ€Å"Reality is merely an illusion.† This quote by Albert Einstein has been widely perpetuated and in many cases dismissed as nonsensical speculation; however, very few realize just how accurate this statement is. Reality is not nearly as tangible as most have come to believe; rather, it is a fabrication that exists solely within any one person’s mind. What is labeled as reality is merely an interpretation of data that already surrounds us and is taken in by sensory receptors. The brain and body takeRead MoreHuman Experience Is The Fundamental Sense Of Sight1343 Words   |  6 PagesImagine someone who has been blind from birth. Now imagine trying to explain the colour green to this person. It’s impossible, because this person’s conceptual understanding of colour is nonexistent, as their brain has not experienced the fundamental sense of sight and therefore cannot even begin to grasp the idea. The basis of all human experience does not only stem from our senses, but is completely constructed by them. Everything that humans experience is accessed through one or more of the fiveRead MoreCan Art Change the Way We View the World1554 Words   |  7 PagesThey are the products of minds as intellectually capable and sophisticated as our modern ones and they were just like us, despite the fact that their society was slightly more primitive than ours. Works of this early period are not simple, as if created by a child, but in fact they are quite complex pieces depicting animals, humans and symbols. Additionally, drawings similar to maps, as well as carvings, portable art and elaborately decorated anima l skulls have been found in caves all over the worldRead MoreThe Neural Epidural Junction Is Where The Psychological, Physiological And Somatic Systems Intersect931 Words   |  4 PagesThese systems all give access to my personal identity. In addition, the three systems redirect thoughts and feelings on how I associate with systems and through the colors, the subconscious and a compassionate self is revealed by the following. I created a grouping of three large and small figureheads, and an umbrella-like sky (the visor). These figureheads enable viewers to sieve their thoughts and feelings as I do. Specifically, sharing the mental anxiety through shock encounters (concrete figurehead);Read MoreStrengths And Weaknesses Of Dualism1357 Words   |  6 PagesAfter all, we are trying to understand the entity, or matter that does the understanding in the first place? One fundamental question that has guided this endeavor is, â€Å"what is the mind?† and more specifically, â€Å"what is the mind in relation to the brain?†(Friedenburg Silverman, 2012: 26) Three theories have emerged as the prevailing thoughts in today’s age that try and make sense of the mind: monism, dualism and functionalism. Each have their own strengths and weaknesses, but all-in-all, I believeRead MoreModularity of Mind1535 Words   |  6 PagesFodor opened the introduction to his new research of â€Å"Modularity of m ind† with the phrase; â€Å"Behavior is organized, but the organization of behavior is merely derivative†. This meaning that behaviors are simply imitations, never original nor created. Fodor created a theory of how the mind was structured and how would perform. He studied the architecture of mind in modules; a term that will describe that the mind had different specific structures that had precise purposes. Jesse J. Prinz just like Fodor

Hrm Pqhrm free essay sample

Link is a leading pharmaceutical company which has the head office in Colombo and also there are 7 branches all over the island. Over 200 workers are employed and Mr. Ravi Fernando is the training manager who has over 10 years experience in this field. He handles all the product training and also for training ,the company is known to spend heavily. These training included overseas training amp; other out sourced training programs. However , when new CEO Mr. Dylan Perera Joined the company Ravi Fernando had to justify this big amount of training cost and he was asked to provide a detailed report. He tried his best but he was failed in the same. CEO Dylan Perera wasnt satisfies as Mr. Ravi was not able to prove worthiness of his training programs at all. He has no any written records or at least the members couldnt explain what therere gained from the training. It was totally failure. Anyway Dylan is prompted to the forthcoming training schedule for 2009. My role as a consultant would be to identify * The key issues in the case that could have caused this situation * What has Ravi missed in his role as training manager and how that has led to the current problem * Suggestions and strategies which could be implemented In my report from here on it can be found recommendations and suggestions which can be implemented. 1) The key issues in the case that could have caused this situation Care-Link is a leading pharmaceutical company and Mr. Ravi Fernando is the training Manager of Care-Link. Ravi has done a great job in training and development of the company but it failed. The training outcome was not up to expectations. That is the biggest question. Issues in the case that could have caused this situation is as follows, * Spend a lot of money In this case Mr. Ravi spend a lot of money on training programs without onsidering whether those trainings are useful for the employees and effective for the success of the organization or not. Even though some aspects might not be measurable, there are measurable ways to determine if the money was spent wisely. Organizations have traditionally treated training as a cost and expense. When training has a sufficient payback, it can be viewed as an investment, not an expense. We have to identify the training need well and then to design the training program because it’s a huge waste if we spend a lot on unnecessary training programs. Before spending time and money, its better to follow a systematic process to first determine if training is a potential solution – and if it is, then we should develop a training program. Company should spend money on training wisely and that means making sure that there is a real need, that there are training objectives in place and that the learners will actually use what they have learned, immediately, back on the job. Then, your investment in training can actually pay huge dividends. That’s why in this case CEO Dylan Perera prompted to request a total plan for training initiatives before he approves any money for training during the year. * Objectives (training goals) set by the trainer, rather than the trainees Training objectives should set by both trainers and trainees up to their expectations. Here in this case Mr. Ravi decides on his own who are to send outsourced training and who are handling by himself. Effective trainers should be good communicators. He should have discuss with the employees before he sets the training objectives. Care Link’s practice was just to be nominated by the training division for training program actual need of the training should come up in the employees end due to gain a new knowledge or to fill a gap of required competence. Here the employees don’t have any opportunity to rise up with their own requirement of trainings. If the employees too have that opportunity it would be much easy to training division to build up training calendar and the budget on that to fulfill the real requirement of the raining. * A failure to identify the specific needs of employees and for employees to own their own development needs. Training is not the panacea to what ails every worker or every company. It is incorrect to assume that the problems facing every organization can be cured by â€Å"providing training. † In fact, only continuous learning, not training alone, can have an impact upon workforce productivity, but for a company to be successful in its learning interventions, it must know what it wishes to accomplish, give the proposed intervention time, energy and resources it needs to succeed, and ensure that there is a strategy into which the intervention will fit. Finally, there must be reinforcement, performance monitoring and evaluation. An identified training need pinpoints an area where change is required. Learning objectives specify what a person will be able to do differently as a result of training. The clearer the picture of what you want to achieve in a training session, the easier it becomes to plan the means and the greater the prospect of achieving success. Ineffective training adopts a scattergun approach, rather than pinpointing the target. Effective training designs are characterized by objectives which state clearly what the trained person will be able to do when back in the workplace. No accurate method to evaluate the training program In this case there was no specific method to evaluate the training program. When CEO asked the training manager Ravi, to justify the high training expenditure during the year and show more accurate proof other than a verbal explanation, he was failed to prove it because he never know an accurate method to evaluate the training program. Because companies have made large d ollar investments in training and education and view training as a strategy to be successful, they expect the outcomes or benefits related to training to be measurable. Therefore * To identify the program’s strengths and weaknesses. * To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job. * To identify which trainees benefited most or least from the program To gather data to assist in marketing training programs. * To determine the financial benefits and costs of the programs. * To compare the costs and benefits of training versus non-training investments. * To compare the costs and benefits of different training programs to choose the best program. Training programs should be evaluated. (see Attachment 01 for Evaluation Process) * Little or no support is given from upper management. The essence of a training need, then, is a gap between what exists and what is needed in order to meet or exceed the customer’s demands. One of the best payoffs from needs analysis is management involvement in training. Managers must play an active role in the diagnostic process and have a sense of ownership of the training event which results. When training is conducted at arm’s length from management, little can change. * No record on expenditure. There should be a record on overall expenditure of the training programmes. It should refer to the overall administration of the program. Cost could be classified in two areas, fixed cost like Trainer’s salary and accommodation cost and the variable costs like Training Material, venue and the necessary arrangements at the venue, food or snacks, transport and installation of training r equipments even though the variable cost is hard to measure it’s a must to measure the cost for the training to maintain the balance of the expenditure. Here the training Manager has failed to justify the high expenditure during the year 2008. That is due to the poor cost managing and not budget the training needs for the year ahead. Training budged which is setting in the beginning of the year should be accurate and well defined. 2) What has Ravi missed in his role as training manager and how that has led to the current problem Training managers have the primary responsibility of working with line managers to identify and meet personnel training needs. The training manager should establish training and entry-level requirements for key training positions and implement programs to select and develop training personnel. The training organization should exhibit a strong desire to meet the training needs of the line organization in both its approach to day-to-day activities and its long-term strategic planning. The training organization should help line managers, supervisors, and personnel recognize that training strengthens personnel and facility performance. A training managers supporting responsibilities may include the following, * Maintain training programs current. * Monitor instructor performance to verify training is conducted as outlined in approved training materials and in a manner that motivates personnel to learn. Verify that the training staff has obtained and is maintaining their technical and instructional knowledge and skills. * Develop training programs according to approved methodology. * Track training commitments to outside organizations such as the state and federal regulators, and assist line management in meeting these commitments. * Develop training program and trainee status reports for line managers, and assist line managers in identifying and resolving human performance issues. * Track current industry training issues. * Solicit line managers involvement when training commitments or needs are not being fulfilled. Work to establish mutual trust and cooperation between the training organization and all facility personnel. * Develop improved methods to meet training and facility objectives and goals as required. * Develop training policies that establish guidelines for all training functions. * Assist line management in identifying potential training needs based on facility and industry operating experiences. * Initiate and help prepare long-range objectives for the training organization that are consistent with corporate, facility, and training policies, and develop a system for verifying implementation of the actions needed to meet the objectives. Training managers should verify that employees participate in training and that training meets the employees needs. Here in this case there was no proper policy of training and development it’s the training managers duty to suggest a training policy for the organization. Mr. Ravi should have discuss with the top management about to make a good policy of training on behalf of the employees who needed the training. Training policies and procedures should support the accomplishment of the training mission, goals, and objectives by providing general guidance and detailed directions. Policies typically describe the conditions that guide the decision making process (i. e. , thoroughness, prudence, openness, and responsiveness). Procedures describe how specific tasks will be accomplished. And also The training manager of Care-Link Had no confidence with his training programs. When the CEO Dylan Perera was not satisfied with just verbal remarks and pushed Ravi to show more accurate proof on what he says, this was pressurizing Ravi to an extent that he was even thinking of leaving the company. This is because of his lack of confidence. Effective Training Manager should have good Confidence on what they train. Managing a training department offers a variety of roles that uncovers natural abilities and potential, while offering specific areas for development. Mr. Ravi Fernando as a experienced person in the pharmaceutical field , might be assuming him as a excellent facilitator of Training programs ,that why he himself handled all the products trainings but he should have understand as per the changing marketing requirement everything has to be changed by and by to meet up the market requirement. Should have seek opportunities to advance somewhere, and develop the strategic plan in accordance to that and then it should be linked the Training plan. Training Manger should be open minded to improve his skills or knowledge in areas which is related to the business and to the training requirement. Training Manger should be Responsible, reliable and accountable, ethical and able to instil a clear sense of purpose in others, Here in the Care Link people doesn’t get a chance to request trainings to fill their competency gaps, and the accountability wasn’t there as the case study views that Mr. Ravi himself failed to explain on what he has done in last year. If Mr. Ravi’s Character has heighted as a Problem solver, dealing with practical, people and problems, they would meet up best results than this. And of cause excellent consultancy skills should be there in his character as a training manager but case study not view any of the situation he has conducted due to understanding the internal customer requirements.. 3) Suggestions and strategies which could be implemented Care-Link company faced a lot of problems due to Ravis misconduct in his training programs. To make training and development more effective within your organization. Following suggestions and approaches will make companys employee training more effective and transferable; their application will result in measurable differences to organizations bottom line performance. * Make sure the need is a training and development opportunity. Do thorough needs and skills analysis to determine the real need for employee training and development. Make sure the opportunity you are pursuing or the problem you are solving is a training issue. Create a context for the employee training and development. Provide information for the employee about why the new skills, skill enhancement, or information is necessary. Make certain the employee understands the link between the training and his job. You can enhance the impact of the training even further if the employee sees the link between the training and his ability to contribute to the accomplishment of the organizations business plan and goals. Its also important to provide rewards and recognition as a result of successful completion and application of the training. Provide training and development that is really relevant to the skill you want the employee to attain or the information he needs to expand his work horizons. You may need to design an employee training session internally if nothing from training providers exactly meets your needs. Or, seek out providers who are willing to customize their offerings to match your specific needs. It is ineffective to ask an employee to attend a training session on general communication when his immediate need is to learn how to provide feedback in a way that minimizes defensive behavior. The employee will regard the training session as mostly a waste of time or too basic; his complaints will invalidate potential learning. * Favor employee training and development that has measurable objectives and specified outcomes that will transfer back to the job. Design or obtain employee training that has clearly stated objectives with measurable outcomes. Ascertain that the content leads the employee to attaining the skill or information promised in the objectives. With this information in hand, the employee knows exactly what he can expect from the training session and is less likely to be disappointed. He will also have ways to apply the training to the accomplishment of real workplace objectives. * Provide information for the employee about exactly what the training session will involve, prior to the training. Explain what is expected of the employee at the training session. This will help reduce the persons normal anxiety about trying something new. If she knows what to expect, she can focus on the learning and training transfer rather than her potential discomfort with the unknown. * Make clear to the employee that the  training is his/her responsibility and he/she needs to take the employee training seriously. She/he is expected to apply herself/himself to the employee training and development process before, during, and after the session. This includes completing pre-training assignments, actively participating in the session, and applying new ideas and skills upon returning to work. * Make sure that internal or external training providers supply pre-training assignments. Reading or thought-provoking exercises in advance of the session promote thoughtful consideration of the training content. Exercises or self-assessments, provided and scored in advance of the session, save precious training time for interaction and new information. These ideas will engage the employee in thinking about the subject of the session prior to the training day. This supplies important paybacks in terms of his interest, commitment, and involvement. As the Care link in a serious situation in having a proper Training and development policy, better to have climate survey among the employees of the company, which will provide all the information on the expectations and thoughts of the employees, then as per the requirement of internal and external customers the training division can buildup training policy. Policy statements and procedures should be developed on topics such as the following, * Analyzing tasks, designing and developing training materials, implementing and evaluating the effectiveness of training activities. * Identifying personnel qualification and training needs according to position descriptions, job assignments, previous education, training, and experience * Assessing the level of expertise of subcontract personnel and temporary employees performing work at the facility. * Pursuing job-related education activities. * Handling of individuals whose performance is marginal or unsatisfactory during training (i. . , remedial training) * Describing training department and line organization responsibilities for the training and qualification of facility employees. * Incorporating into training lessons learned from facility and industry operating experiences. * Conducting consistent training and evaluation in the classroom, laboratory, simulator, and on-the-job training. * Co mmunicating between training and line managers (e. g. , curriculum committees, peer review groups) * Maintaining training records of personnel training and performance. * Controlling and administering tests to maintain evaluation integrity. Training and qualifying instructors. * Scheduling of training activities and determining makeup requirements. * Maintaining control of training equipment. * Exceptions. * Facility evaluation criteria. * Vendor short courses or use of vendors for training. Training procedures should describe the types of training and training programs to be conducted, training program prerequisites, and the training audience. The procedures should clearly indicate the training needed for each job position and the sequence in which it is to be completed. The procedures also may reflect the facilitys division of labor policies, position descriptions, and work assignment practices. CONCLUTION It is incorrect to assume that the problems facing every organization can be cured by â€Å"providing training. † In fact, only continuous learning, not training alone, can have an impact upon workforce productivity, but for a company to be successful in its learning interventions, it must know what it wishes to accomplish, give the proposed intervention time, energy and resources it needs to succeed, and ensure that there is a strategy into which the intervention will fit. Finally, there must be reinforcement, performance monitoring and evaluation. Company should spend money on training wisely and that means making sure that there is a real need, that there are training objectives in place and that the learners will actually use what they have learned, immediately, back on the job. Then, your investment in training can actually pay huge dividends. Effective training and development helps employees to reach their full potential whilst providing the organization with the skills and capabilities it needs for the long term.