TYPES OF TRAINING. The 2005 BTGs identified a variety of educational requirements necessary to advance the Partnership, support the development of high-performing, committed work teams and enhance the growth, advancement and retention of employees, as described in the 2005 Workforce Development BTG report. Types and categories of training, grouped by funding source, include: » Career development (supported by national funding), for example, training current employees to: › acquire basic skills and prerequisites for advancement; › fill new or hard-to-fill positions/ technology changes; and › advance life-long learning. » General Partnership and National Agreement training (funded through the Partnership Trust), for example: › implementation of the National Agreement; › program development for unit-based teams; › application of the flexibility provisions of this Agreement; › Partnership orientation and other Labor Management Partnership training; and › performance-sharing programs. » It is intended that all newly hired Partner union and management employees should be scheduled within four months (120 days) of being hired to receive Labor Management Partnership training, as defined by each region. As sponsors, the appropriate local and regional LMP leadership will be accountable to ensure this takes place. » Key business strategies and initiatives (funded through operating budgets or local or national business initiatives), for example: › attendance; › service; › business education; › Xxxxxx Foundation Health Plan product offerings; › KP HealthConnect®; › employee health and wellness; › scope of practice; › benefits; › regulatory compliance; and › diversity.
TYPES OF TRAINING. (a) Training Programs can include the following: • Company mandatory training • Job-specific certification courses • Non-credit training in the form of on-the-job training • Workshops • Orientation sessions • Short courses • Field trips • Supplier training
TYPES OF TRAINING. There are a variety of educational requirements necessary to advance the Partnership, support the development of high-performing, committed work teams and enhance the growth, advancement and retention of employees. All newly hired partner union and management employees should complete Labor Management Partnership training within 3 months (90 days) of being hired; all newly accreted/organized employees into the National Agreement should complete Labor Management Partnership training within 3 months (90 days) from the effective date of inclusion into the National Agreement as defined by the region and the National LMP Executive Committee. Types and categories of training, grouped by funding source, include: » Career development (supported by national funding); for example, training current employees to: › acquire basic skills and prerequisites for advancement; › fill new or hard-to-fill positions/ technology changes; and › advance lifelong learning. » General Partnership and National Agreement training (funded through the Partnership Trust); for example: › implementation of the National Agreement; › program development for unit-based teams; › application of the flexibility provisions of this Agreement; › Partnership orientation and other Labor Management Partnership training; and › performance-sharing programs. » Key business strategies and initiatives (funded through operating budgets or local or national business initiatives); for example: › attendance; › service; › business education; › Xxxxxx Foundation Health Plan product offerings; › KP HealthConnect®; › employee health and wellness; › scope of practice; › benefits; › regulatory compliance; and › diversity.
TYPES OF TRAINING. Routine training actions on Hawai‘i Island can generally be grouped into the following nine categories, which are discussed in greater detail in the following sections: • Physical Training • Maneuver Training • Reconnaissance Training • Assembly Area Operations • Force-on-Force Training • Aviation Training • Deployment Training • Landing Zone and Drop Zone Training • Live-Fire Training
TYPES OF TRAINING. There are a variety of educational requirements necessary to advance the Partnership, support the development of high-performing, committed work teams and enhance the growth, advancement and retention of employees. All newly hired partner union and management employees should complete Labor Management Partnership training within 3 months (90 days) of being hired; all newly accreted/organized employees into the National Agreement should complete Labor Management Partnership training within 3 months (90 days) from the effective date of inclusion into the National Agreement as defined by the region and the National LMP Executive Committee. Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved.
TYPES OF TRAINING. The 2005 BTGs identified a variety of educational requirements necessary to advance the Partnership, support the development of high performing, committed work teams, and enhance the growth, advancement and retention of employees, as described in the 2005 Workforce Development BTG report. Types and cate- gories of training, grouped by funding source, include: • Career Development (supported by national funding), for example, training current employees to: – acquire basic skills and prerequisites for advance- ment; – fill new or hard to fill positions/technology changes; and – advance lifelong learning. • General Partnership and National Agreement training (funded through the Partnership Trust), for example: – implementation of the National Agreement; – program development for Unit Based Teams; – application of the Flexibility provisions of this Agreement; – Partnership orientation and other Labor Management Partnership training; and – performance-sharing programs. • Key business strategies and initiatives (funded through operating budgets or local or national busi- ness initiatives), for example: – attendance, – service, – business education, – Xxxxxx Foundation Health Plan product offerings, – KP HealthConnect, – employee health and wellness, – scope of practice, – benefits, – regulatory compliance, and – diversity.
TYPES OF TRAINING training will be either.
TYPES OF TRAINING. A. Job-related training consists of training that relates directly to the Employee’s current job duties. When the Employer determines that training directly related to accomplishing the Employee’s job requirements is necessary, the Employer shall, consistent with its needs and resources, provide the Employee the appropriate training. Employees may recommend to the supervisor training that is job- related at any time.
TYPES OF TRAINING. 5.1 Our training consists of at least three different formats. These are:
TYPES OF TRAINING. A. JOB-RELATED TRAINING consists of training that relates directly to the Employee’s current job duties. When the Employer determines that training directly related to accomplishing the Employee’s job requirements is necessary, the Employer shall, consistent with its needs and resources, provide the Employee the appropriate training. Employees may recommend to the supervisor training that is job- related at any time.
