A popular type of training at all levels of an organization

A popular type of training at all levels of an organization is simulation training/development. Simulation training uses a duplicate work environment that is set up independently of the worksite. In this setting, trainees can learn under realistic conditions but away from the pressures of non-stop interruptions. Based on your experiences, discuss the added value of simulation training/development. How do we as HRM professionals objectively determine the ‘value’ of simulation trainings? Then, discuss the problems of simulation training/development that should be taken into consideration by human resource professionals. Finally, make a recommendation as to how simulation training/development can be assessed and used for succession planning. SLP Assignment ExpectationsYour paper should be short (2-3 pages, not including the cover sheet, references, and assessment sheet) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.Bona Fide Occupational Qualification. (2011). Bona fide occupational qualification legal definition. Retrieved on September 13, 2014 from: http://law.yourdictionary.com/bona-fide-occupation…Frett, D.L. (2010). Pay equity is good for business and good for working women. Retrieved on September 13, 2014 from: http://help.senate.gov/imo/media/doc/Frett.pdfLockwood, N. (2004). The glass ceiling: Domestic and international perspectives. Retrieved on September 13, 2014 from: http://www.nawbola.org/images/glass_ceiling.pdfNino, L. (2006). Women: Feminism, sexuality, and equality in the work place. Retrieved on September 13, 2014 from: http://www.g-casa.com/download/Nino_Women_s_sexual…Sloan Network. (2009). Questions and answers about women in the workforce: A Sloan Work and Family Research Network fact sheet. Retrieved on September 13, 2014 from: http://wfnetwork.bc.edu/pdfs/womenwork.pdfNguyen, T., & Massingham, R. (2011). Using 360 degree peer review to validate self-reporting in human capital measurement. Journal of Intellectual Capital, 12(1), 143-74. Retrieved November 30, 2012, from ProQuest (Document ID: 2238854661).

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