19 Apr Discussion: Cooperative TrainingPrevious Next creativecommons
Discussion: Cooperative TrainingPrevious Next creativecommons.org cc byFirst Post—Module 3A common form of training is cooperative training. There are two widely used cooperative training methods: internships and apprentice training. In both forms of training, there is a combination of classroom training (formal education) and on-the-job training (experience) that can be used for career development. Based on your experiences, discuss the added value of cooperative training. How do we as HRM professionals objectively determine the “value” of cooperative training? Then, discuss the problems of cooperative training that should be taken into consideration by human resource professionals. Finally, make a recommendation as to how cooperative training can be assessed and used for succession planning.Support your post with additional information from at least two reputable sources (library and/or web-based). Cite your sources. Bring in your own personal experiences, if applicable.Module 3Begin your review of organized labor with the following slide presentation:Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. (n.d.). Human resource management, Chapter 14: Collective Bargaining and Labor Relations, Chapter 14 PowerPoint presentation. Retrieved from http://www.authorstream.com/Presentation/aSGuest44737-390578-Chap014-HRM-Entertainment-ppt-powerpoint/Then move on to the following readings that focus on union organizing and right-to-work laws.Required Material Barro, R. (2011, February 28). Unions vs. the Right to Work. Wall Street Journal (Eastern Edition), p. A.19. Retrieved from ABI/INFORM Global. (Document ID: 2277985401).Burnett, J. (2015). Old Unions Can’t Cope with the New World. U.S.News. Retrieved from https://www.usnews.com/opinion/economic-intelligence/2015/05/26/labor-unions-need-to-reinvent-themselves.Hussein, F. (2017). Labor Movement Turns to Social Activism to Attract Millennials. Retrieved from http://www.indystar.com/story/news/2017/07/27/labor-movement-turns-social-activism-attract-millennials/456409001/. Lepie, J. (2014). Is there a winning formula for union organizing? Employee Responsibilities and Rights Journal, 26(2), 137-152. Retrieved from ProQuest in the Trident Online Library.National Conference of State Legislatures (2017). Right-To-Work Resources. Retrieved from http://www.ncsl.org/research/labor-and-employment/right-to-work-laws-and-bills.aspx. (for Discussion 3).United States Department of Labor, Office of Labor-Management Standards, Collective Bargaining Agreements. Retrieved from https://www.dol.gov/olms/regs/compliance/cba/index.htm (for Case 3).Optional MaterialAleks, R. (2015). Estimating the Effect of “Change to Win” on Union Organizing. ILR Review, 68(3), 584-605. Retrieved from EBSCO in the Trident Online Library.Craver, C. B. (2013). Collective bargaining interactions, retrieved from http://www.negotiations.com/articles/collective-bargaining/DeMaria, A. T. (2014). Embarrassment: The New Union-Organizing Tool. Management Report For Nonunion Organizations (Wiley), 37(12), 3-4. Retrieved from EBSCO in the Trident Online Library.Dubois, R. (2014). Community unionism. Canadian Dimension, 48(3), 27-28. Retrieved from EBSCO in the Trident Online Library.Eisenbert, N. (2015). 3 questions to ask in order to win your contract interpretation [Video file]. Retrieved from https://youtu.be/4_jwZRFIdHY.March, R. (2013, Summer). Rough stuff: Family lore on CIO organizing in Chicago. Western Folklore, 72, 321-332. Retrieved from ProQuest in the Trident Online Library.
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