Quines pueden ajustar su estatus y sacar green card

El  ajuste de estatus  es un trà ¡mite migratorio muy ventajoso que permite a una persona que se encuentra ya en Estados Unidos sacar la tarjeta de residencia permanente (green card) sin necesidad de salir del paà ­s. Lamentablemente no todos los migrantes pueden solicitarlo. Por la importancia del ajuste migratorio, tambià ©n conocido por sus siglas en inglà ©s de AOS, en este artà ­culo se explican cuà ¡les son sus ventajas, quià ©nes pueden solicitarlo, cà ³mo se tramita la solicitud y cuà ¡l es la alternativa para los casos en los que no es posible. Ventajas de sacar la green card por ajuste de estatus El AOS brinda dos grandes beneficios: Evita los costes de viajar fuera de Estados Unidos para completar la tramitacià ³n de una solicitud de green card.Y, sobre todo, evita que aplique el castigo de los 3 y de los 10 aà ±os. Es importante tener en consideracià ³n que esta penalidad sà ³lo aplica a las personas que se encuentran fuera de Estados Unidos y desean regresar con una visa de inmigrante o una de no inmigrante. Migrantes que pueden pedir ajuste de estatus por familia o trabajo Pueden hacerlo los migrantes que se encuentran en alguna de las siguientes categorà ­as: Los familiares inmediatos de un ciudadano americano: esposo, mujer, padres, madres e hijos menores solteros de 21 aà ±os si està ¡n legalmente en USA o si, estando ilegalmente, su ingreso fue legal y ahora està ¡n ilegales porque se quedaron en el paà ­s mà ¡s allà ¡ del plazo autorizado de estadà ­a. Sin embargo, no se puede solicitar  si han ingresado al paà ­s ilegalmente sin pasar por un control de inmigracià ³n en una aduana.  Esto es muy importante porque impide sacar la green card sin salir de Estados Unidos a cà ³nyuges, hijos solteros menores de 21 aà ±os y padres de ciudadanos americanos que llegaron al paà ­s cruzando ilegalmente la frontera. En este caso hay excepciones limitadas, como el caso de familiares de militares por aplicacià ³n del programa Parole in Place (PIP). Por otra parte, los hijos casados, los hijos solteros mayores de 21 aà ±os y los hermanos de ciudadanos americanos y los cà ³nyuges e hijos de cualquier edad de residentes permanentes sà ³lo pueden ajustar su estatus en USA si està ¡n legalmente en el paà ­s, y debido a los tiempos de demora sà ³lo en casos excepcionales serà ¡ posible. Finalmente, los  prometidos de  ciudadanos americanos y los hijos de aquellos que hayan entrado a Estados Unidos con visas K-1 y K-2 respectivamente. Se requiere que el matrimonio se contraiga en los 90 dà ­as siguientes a haber ingresado al paà ­s. Es muy importante tener en cuenta que la boda se tiene que celebrar entre la persona pedida y el que la pide. No se puede cambiar de novio/a. Otro ejemplo de posibilidad de sacar la green card por ajuste de estatus tiene lugar cuando empresas y otras instituciones americanas como por ejemplo ONGs o universidades solicitar tarjetas de residencia para trabajadores y profesionales extranjeros. Si la peticià ³n es aprobada se procederà ¡ a solicitar su ajuste de estatus, siempre y cuando està ©n en el paà ­s legalmente. En otras palabras, ninguna empresa puede patrocinar una green card por razones de trabajo a un migrante que està ¡ en Estados Unidos con estatus de indocumentado, tanto si esa situacià ³n es porque entrà ³ ilegalmente o porque no salià ³ a tiempo del paà ­s. Ajuste de estatus con carà ¡cter derivado En ciertos casos se permite que cuando se tramita un ajuste de estatus para una persona que se pueda extender la peticià ³n a su cà ³nyuge e hijos solteros menores de 21 aà ±os.   Asilo polà ­tico, refugiados y ajuste de estatus Las personas a las que se le ha aprobado la condicià ³n de asilado  podrà ¡n al cumplir el aà ±o a contar desde esa fecha solicitar por sà ­ mismas el ajuste de estatus. Es necesario que se cumplan los siguientes requisitos: Presencia fà ­sica en Estados Unidos por al menos 365 dà ­as tras la concesià ³n de la condicià ³n de asilado.Y que las circunstancias por las que se le concedià ³ la solicitud de asilo no hayan cambiado.Podrà ¡n, asimismo, solicitar el ajuste sus cà ³nyuges e hijos solteros menores de 21 aà ±os. Asimismo, podrà ¡n solicitar este beneficio migratorio tras residir en Estados Unidos por un aà ±o tras haber ingresado al paà ­s como refugiados. Cubanos y su rà ©gimen migratorio especial Para las personas con pasaporte cubano aplica la ley conocida de Ajuste Cubano. Pero tener en cuenta que ya no està ¡ en aplicacià ³n la polà ­tica de  pies secos, pies mojados. Con Ajuste Cubano se puede solicitar el ajuste de estatus tras pasar un aà ±o y un dà ­a viviendo en Estados Unidos pero se tiene que haber ingresado legalmente. Los cà ³nyuges y los hijos solteros de cualquier edad de un cubano pero que tengan otra nacionalidad podrà ¡n tambià ©n pedir el ajuste de estatus tras pasar 365 dà ­as en Estados Unidos si ingresaron legalmente. Ajuste de estatus por residencia continuada en Estados Unidos Los extranjeros que han  vivido en Estados Unidos de manera continua desde el 1 de enero de 1972 y pueden demostrarlo podrà ¡n solicitar un ajuste de estatus. Es lo que se conoce como residencia por el registry. Casos humanitarios y ajuste de estatus Tambià ©n pueden solicitar el ajuste de estatus los migrantes que han recibido una visa U por và ­ctima de violencia o una visa T por trà ¡fico humano si han vivido en los Estados Unidos por al menos por 3 aà ±os desde que recibieron esa visa. En el caso de và ­ctimas de violencia domà ©stica que se han regularizado mediante el programa VAWA y tienen una peticià ³n I-360 aprobada, pueden pedir el ajuste de estatus inmediatamente si son cà ³nyuges de ciudadanos. Por el contrario, si son cà ³nyuges de residentes deben esperar que llegue su fecha de prioridad. Esta puede ser la del I-360 o, si su cà ³nyuge les habà ­a pedido previamente, la del I-130. Decisià ³n judicial En casos de deportacià ³n un juez de inmigracià ³n puede decidir conceder un ajuste de estatus a un inmigrante extranjero. Esta es una de las formas de alivio con las que se puede luchar frente a la deportacià ³n. Casos especiales de menores migrantes En ocasiones, una corte americana puede decidir que un menor extranjero no puede vivir con sus padres por razones de abuso, negligencia o abandono y establece que es en interà ©s del muchacho permanecer en Estados Unidos. Estos casos se conocen como inmigrantes juveniles especiales (SIJ, siglas en inglà ©s) y se permite que estos menores soliciten un ajuste de estatus para sà ­ mismos. Casos especiales de inmigrantes militares Siempre en los tà ©rminos que disponga la ley, los extranjeros que colaboren con los Ejà ©rcitos americanos podrà ¡n, en ciertas circunstancias, solicitar un ajuste de estatus. En estos momentos se concede este beneficio a traductores e intà ©rpretes afganos e iraquà ­es. Beneficios sociales para las personas tramitando un ajuste de estatus En algunos estados las personas en trà ¡mites para ajustar su estatus son consideradas PRUCOL y se les reconoce algunos beneficios sociales. Los requisitos varà ­an segà ºn el estado y segà ºn el tipo de beneficio. Cà ³mo se pide el ajuste de estatus La planilla a llenar es la I-485. Hay que enviarla debidamente cumplimentada, con el pago de la tarifa y documentacià ³n adicional necesaria. En cuanto al momento, depende del caso. Por ejemplo, si se trata de familiares inmediatos (cà ³nyuges, hijos solteros menores de 21 aà ±os y padres) de ciudadanos americanos se puede enviar junto con la peticià ³n cuando se llena el I-130. Pero en los casos en los que existe un tope anual por categorà ­a hay que esperar a lo que se conoce como fecha al corriente. Para eso hay que consultar todos los meses el boletà ­n de visas. Viajar con peticià ³n pendiente y quà © hacer con retrasos y negaciones Es posible que el USCIS no apruebe la solicitud de ajuste de estatus. En estos casos, chequea si puedes apelar su decisià ³n. Asimismo, si se retrasa en dar una respuesta mà ¡s allà ¡ de lo que es habitual para este tipo de trà ¡mite, consultar con un abogado si procede demandar mediante un writ of mandamus. Tambià ©n es muy importante tener en cuenta que si se inicia un proceso de ajuste de estatus no se debe salir de Estados Unidos sin pedir previamente una autorizacià ³n conocida como advance parole. El procedimiento consular como opcià ³n al ajuste de estatus Cuando  no se pueda ajustar el estatus  la opcià ³n es salir de Estados Unidos e ir a travà ©s de lo que se conoce procedimiento consular. El gran problema con esto surge cuando se ha estado ilegalmente en los Estados Unidos por mà ¡s de 180 dà ­as porque aplica el castigo de los 3 y de los 10 aà ±os, si bien hay casos de excepciones. Es cierto que en algunos casos es posible solicitar un perdà ³n, tambià ©n conocido como waiver o permiso. Pero las estadà ­sticas muestran que no es fà ¡cil obtenerlo. Por esta razà ³n es muy importante conocer cuà ¡les son las opciones para el caso de cada uno y si hay un riesgo real de quedarse fuera de Estados Unidos por muchos aà ±os.

The Contribution of the Discoveries and Theories of...

The Contribution of the Discoveries and Theories of Charles Darwin in the Nineteenth Century to the Decline of Religious Belief in the Twentieth Century In Victorian England, people wanted answers. Explanations for unusual natural events were becoming unbelievable in an increasingly educated time, and these religious and supernatural explanations were doubted by many. People needed a sensible explanation for life and mans existence. Charles Darwin provided a possible answer, and man was no longer an Adam created in Gods image, but descended from a simple single celled organism. But was Darwin responsible for the transition into a more atheistic society? Many would argue he was the main player in†¦show more content†¦These two birds became known as Darwins Finches. Darwin observed many other examples of evolution and change within species later in his career. Origin of the Species caused a huge rift in religious thinking. At first Darwin was ridiculed, but as people became more aware of his ideas they slowly began to accept them. This was partly because Darwins theory of evolution was very carefully thought out and had a great deal of research backing up the claims. It could not just be thought of as heretic ramblings due to the amount of data giving the theory weight. However, Victorian England was a very religious time, and there were many religious people who disagreed with his theories as it contradicted the creation theory. Bishop of Oxford, Wilberforce, was a man who was intent on the creation theory being the only possibility. There was a confrontation between a supporter of the Darwinian theories, Thomas Huxley, and the Bishop. The Bishop publicly announced that he was glad he knew he wasnt related to a monkey, to which Huxley replied, If I had to choose, I would prefer to be a descendant of a humble monkey rather than of a man who employs his knowledge and eloquence in misrepresenting those who are wearing out their lives in the search for

Problem in the United States Free Essays

Smuggling has been a problem in the United States for many years. The continuous breaching of our borders may one day allow the smuggling of something that could cause massive destruction and death to our country. It is easy to see how the smuggling of something as innocuous as a specific flower or bush can be a problem when it infiltrates the native environment and kills off many different species. We will write a custom essay sample on Problem in the United States or any similar topic only for you Order Now But smuggling is not limited to this. There is also the continuous smuggling of drugs and people into this country that causes many problems. Although many people who are smuggled into the United States do so to work or to be with their family, there is a large percentage of them that are forced into prostitution or some other form of slavery. This paper will look at these specific cases of smuggling and determine what, if anything can be done about it. Smuggling is done for many reasons. Generally when something is smuggled, it is smuggled over an international border and it is smuggled for many reasons; either to avoid paying taxes, because the item is illegal, or, in the case of people, because they are not supposed to be there. As an example of this, it is estimated that millions of dollars worth of cigarettes are smuggled every year. These cigarettes are not necessarily smuggled into the United States from another country, but from other states, in which the taxes are low. A carton of cigarettes may be as cheap as $20 in a state like Virginia, and in states like New York, where the cigarette taxes are very high, making the total cost of a carton $75 can lead to a profit for the smuggler of about $40 per carton. The smuggling of cigarettes from one state to another is fairly simple. There are not any customs officials to pass through, and if the smuggler gets pulled over, it is very unlikely that the police officer would search his or her trunk, where the cartons may be. But getting over international borders is usually more difficult, and the smugglers have evolved certain strategies for not getting caught. One way smugglers pass over the border is with the use of small, private planes. The smuggler can fly into the country undetected, allowing whatever he is smuggling into the country. They are also small boats smugglers can use to get themselves from a specific country to the United States. These boats are known as â€Å"go-fast† boats and can be used to smuggle anything from drugs to people. And one way to smuggle that we are seeing more and more are the use of tunnels. A smuggler may hire someone to dig tunnels underground, allowing nearly anything to be passed from one country to the next without having to go through customs. More daring smugglers, however, will hide whatever it is that they are smuggling and attempt to get through customs this way. They may hide it on their bodies or under their clothes, inside themselves, in their cars, or in the bodies of animals that may be traveling with them. Like the more clandestine ways, this way of smuggling is rampant, as evidenced by the massive amount of smugglers caught each year while trying to go through customs. Smuggling has consequences for everyone. Of course, the smugglers, assuming they do not get caught, make out better than anyone. Usually the practice of smuggling is very lucrative. The profits from illegal drugs and cigarettes and the trafficking of humans provide smugglers with billions of dollars every year. As long as the profit margin is high, there will always be people illegally smuggling. The â€Å"war on drugs† must be concerned with the smuggling problem. But the question of how to win the war on drugs is an interesting one. If by winning the drug war it is meant the eradication of all drugs, then the United States has surely lost. There are still people, usually those directly involved with the drug war, that still think we should keep fighting the war as we always have been. But there has been now over a trillion dollars spent on the war on drugs and drugs today are more potent and making larger profits than ever. The people benefiting most from the war on drugs are the smugglers and the drug dealers themselves. The fact remains that all throughout human history, intoxicants have been used in one degree or another, so why would we think people today are any different? By this definition of the war on drugs the United States, on all counts, has lost. There is another way to win the war on drugs and that is to turn it into a war on smugglers and drug dealers. People are going to always be looking for ways to alter their consciousness. Everyone does it; whether you work out, or take heroin, the point is to feel better. Drugs are not going away. Drugs like marijuana and meth, which can be produced by anyone, will always be with us. By regulating drugs, and making the tax on them universal, the drug dealers and the smugglers would be put out of business. We cannot change how people feel, or what they want to do. All we can do is deter them from doing it. So the question becomes, what is the best way to deter them? We could threaten them with jail, but this obviously does not work, as nearly 80 percent of people in jail are there in some way for drugs. So we could decriminalize and regulate the drugs, putting gangs, dealers and smugglers out of business and using the profits from the sale of the drugs to educate people about their effects. This form of deterrence would be more much more humane and effective than how the war has been fought thus far. How to cite Problem in the United States, Papers

Twin Group And Its Values To Make Diversity In UK

Question: Understanding the key requirements in the design and development of a range of LD. Understanding how organisational LD needs can be met, the application and use of a range of methods. Answer: Introduction In this research, the researcher has taken Twin Group and its values to make diversity in UK and other countries. Twin Group involves developing relationships with the major people. Twin Group makes various policies that provide opportunity to major individuals through integrity, legislation frameworks, responsibilities and monitoring the structure on personnel data. The researcher has also taken various aspects that will lead to policies and procedures on recruitment and selection. This would be helpful in coordinating with the management through HR activities on sex race, age, disability, etc. Sustainable organisation performance can be termed as the maintenance of the of the high performance level of an organisation. The financial indicators, societal contributions, people management and environmental contributions over a long period, measure these particular levels. It would also drive the effectiveness of organisation through models and frameworks by creating a self-assessment workshop and giving a good approval among the customers (Yuan and Kim 2014). Hence, Twin personal appraisal would be developed with numerous opportunities, business reviews, meetings and an effective induction process on the management structure. Understanding the key requirements in the design and development of a range of LD activities. Twin Group is a major provider of English courses and international summer school programs organised by the British Council, offering residential and home stay accommodation for students. The British Council accredits the English courses and this provides a comprehensive study to the students seeking help in English. They provide enhanced skills while teaching English and this helps the students to gain more knowledge. On the other hand, the Twin Group also provides internal summer school programs as well as tennis and football coaching to the students of the United Kingdom. This further helps the students to develop their extracurricular skills along with their knowledge of English. As an award winning provider of education, travel, work experience, volunteering and employment services, both in the UK and internationally, Twin is committed to helping people realise their full potential through life enhancing experiences (Twinuk.com, 2015). With over 400 employees, the company believes that people are their greatest asset and work hard to create a dynamic working environment with plenty of opportunities for personal development. Hence, LD should be an integrated part of the companys strategic planning, to ensure employees perform well and the organisation achieves its objectives and targets. The company aims to provide a continuous LD opportunities and support to their employees and students, to enable them to meet the rapidly changing demands and priorities of the company. The Management believes that LD is crucial because: the organisation can only grow, expand and develop through its employees. Hence development and retention of highly skilled workforce is essential. needs employees with the appropriate levels of skills to perform their jobs. Employees will feel valued whilst having the knowledge and skills to perform adequately in their roles. Needs the most effective and efficient employees to be able to survive, due to high competition and tight budget. Hence, improving employees performance will increase sales and customer satisfaction ratings. In order to achieve this aim, Twin Group believes that LD needs should be reviewed on a regular basis and employees should be engaged in identifying their own learning needs, selecting suitable learning interventions and assessing the learning outcomes. According to CIPD, Learning and Development (LD) needs can be described as a gap between current and desired capability of an individual, team/department, occupation group or the organisation (CIPD, 2015). Twin Group has identified that the LD needs have arisen within their organisation due to: new market opening, new products and services offered new staff members budget changes high competition drive for greater efficiency and HPW- High Performance Working Target Group Twin Group operates in a niche market, where both internal and external training and development opportunities are geared towards training of: Sales Representatives and Work Placement Officers who have direct contact with potential, existing and past students and customers. Their performance and sales skills have a direct impact on the companys financial situation. Tutors and employees who have direct face to face contact with customers and provide study materials to students enrolled onto various courses. Their knowledge and customer service skills directly influence the customer satisfaction rates. Their immediate learning skills can have either a positive or a negative effect on the business. Therefore, it is very important for this organisation to analyse the current situation and design suitable ways for the people seeking knowledge. Proper evaluation can be done by developing solutions and implementing them to satisfy the needs of its potential customers (Engel 2013). Figure 1: Self-assessment process of learning needs (Source: Twin Group, HR , Department: (SAR) 2009/2010). The sales representatives and the workplace officers need proper training to deliver best services to the customers of Twin group. They should be designed and trained properly to provide support to the learners (customers) of the Twin group. The learning needs of the tutors are to understand the needs and demands of the students or the customers of the Twin group. The tutors should be aware the difficulties of their students and help them to overcome the problems. This will improve the performances of the students and help the company to gain reputation in the competitive market. How learning interventions link to organisational performance. CIPD describes Organisational development interventions as a set of structured activities in which selected organisational units engage or set of tasks directly or indirectly leading to organisational improvement(CIPD, 2015). Successful organisations have the capability to sustain their performance with the changing time and take shorter decisions by relating to the long-term strategies and goals to maintain a long-term focus. It is very important to maintain coordination and integration between the long-term values of the organisation and the behavior of the employees. According to Beevers Rea, LD initiatives should address the needs of the organisation but also take account of the needs of individual learners (Beevers Rea, 2013). Every employee needs to be given the opportunity to develop throughout his/her career and live. Hence, fair and equal access to learning and development must be ensured. It is believed that employee engagement leads to long-term performance of the organisations. However, it is important to understand the reasons that engage the employees. Therefore, the learning needs of the employees must be adhered to expect positive results and fruitful returns on investment. It is further believed that effective strategies and HR policies implemented in the process of high individual performances help in motivating the individuals and provide them with the opportunity to perform better. This helps in increasing the performance of the organisation. It is very important for any organisation to create a healthy working environment. Hence, it should adopt certain measures to implement policies of maintaining healthy and fair working conditions. This would bring together the employees of the organisation to work collectively and increase the profitability of the organisation (Arts 2013). The employees should be provided with Health Safety and security and this would further help the organisation to increase their productivity and provide excellent services to the customers. This will be effective to make learning interventions that would operate on organisational performance (Balapure 2013). Learning methods and techniques. There are many learning needs analysis (LNA) methods Twin Group could use and some of them are listed below: Learning Needs Analysis Methods Advantages Disadvantages Where most useful Suitability (or Not) considering organisational factors, Equal Opportunities, HS, target audience and cost effectiveness Direct observation Doesnt interrupt work, can be more reliable than other sources, provides data relevant to work environment. Time consuming, observer needs time to collate and needs to know what he is looking for, employees behaviour may be affected by being observed, difficult to capture entire job cycle When the training in about simple skills, when observer is familiar with the topic Suitable for Tutors and Employees who have direct contact with customers, Ideal method to observe tutors and customer service employees. Relatively cheap as can use existing resources Interviews of existing post holder Provides information about attitude, Provides greater understanding of issues, uncovers details of training needs as well as causes and solutions of problems. Time consuming for everyone involved, Interviewee may be shy to respond, interviewees only provide information they think you want to hear, needs skilled interviewer, may be difficult to schedule, possible lack of communication When you are not familiar with the topic or area, when the training is about complex issue Suitable for Tutors, Employees who have direct contact with customers, Sales Reps,, Work Placement Officers, Students Inexpensive Questionnaires and surveys Quick, relatively easy and simple, can collate a lot of information and data from a large number of people, data can be easily summarized. May not get important information, may luck details, possible inappropriate responses, may be difficult to understand and may not be send back, Require time, become less useful where the employees luck verbal skills When you know a lot about your topic and can combine them with other methods to encourage response Suitable for Students and customers, employees and Managers. Economical to use Group discussions Relatively Quick and easy, provide clear responses, useful with complex or controversial issues that one person may not be able or willing to explore Participants may be shy and not honest in a group, others may dominate discussion, time consuming to organise, When Team work is essential, when there is not enough time to use other more time consuming methods Suitable for Tutors, employees, Sales Reps, Work Placement Officers, Managers, Students, Inexpensive Review of references Objective, allows to collect a lot of factual information May be inaccurate and out of date, need resources to obtain relevant information When you need factual previous work related information Suitable for every member of staff Review of performance data Provide an in-depth review of an employees performance, identify problem areas and areas on which to focus on further development Time consuming, length and content may vary depending on evaluators writing abilities, narrative evaluations are difficult to compare When you need factual previous performance related information Suitable for Sales Reps, Work Placement officers, Management. Job analysis including job description and job specification Present immediate information, help in screening and hiring an appropriate person for an appropriate position, help in designing training development programs, help in evaluation and appraisal process Requires a lot of time and human effort, involves collecting detailed information hence information will likely be biased and not 100% accurate, When you need to explore duties and responsibilities of a job, when you need to explore skills, education and experience needed for an individual to perform a specific job Suitable for every member of staff Very time consuming, hence more expensive than other methods Skills Matrices Simple visual tool, highly effective, help in assessing training needs, review skills and competences required for roles within teams Time consuming, needs reviewing and updating as teams are not permanent When you need to explore learning needs/skill gaps in a team Suitable for Tutors, Sales Reps and other members of staff. Inexpensive E-training like computer-based coaching is best suitable because it is much cheaper than the standard classroom-based teaching. It is quite cost-effective and produces high returns on investments. It is a long-term strategy. The students have easy access to learning and it is suitable for the target groups like the tutors, sales representatives and the customer service representatives. On the other hand, internal coaching costs much less than hiring new staffs or employees. It is very cost-effective, as there are no direct costs involved in the process of internal coaching. Recommendations The management should consider using a number of different methods, because it is unlikely that any one method will provide all the necessary information. Identification of training needs should however start with the determination of skills and knowledge essential for maximum effectiveness in an organisation. Hence, Twin Group should use the: Job analysis method- as it will allow the company to link the training needs with their short and long-term organisational objectives. Information gathered through a job analysis can be used for the purpose of HR planning, recruitment and selection, employee orientation, performance appraisals, training development and Health Safety. This method will enable Twin to summaries duties and responsibilities of a job and determine the minimum skills, education and experience that employees need to perform a job, then match them accordingly to ensure a maximum benefit. Employees will also benefit from a job clarity and possible training opportunities which will increase their morale, commitment and job satisfaction. Furthermore, it will allow the employer to identify, assess and control potential hazards of a job and protect employees from illness and injury. Despite the considerable amount of work required, it does ensure the return on investment. Reviewing of performance data- as it is essential to the financial success and safety of the organisation. Performance documents are a great source of actual performance related information, show strengths and weaknesses of employees and thus can be used to establish skill development and learning activities. Data should be reviewed regularly to look for trends and changes in performance, as it will allow the management to make better decisions related to promotions, pay rises, adding additional responsibilities or terminating an employee. Moreover data should be reviewed for legal purposes, to support decisions and reduce disputes. As it is an ideal method to note the physical activities of Tutors and Customer Service Officer. It provides first hand data and reduces distortion of information. The analysis proves that the company was in need of a proper and suitable learning method to provide a fair and equal access to the methods of learning and development. The learning methods of the company affected both the target groups and the customers. Hence, the company adopted the learning methods or the strategies to distribute access to learning and development fairly. Understanding how organisational LD needs can be met, the application and use of a range of relevant methods. Learning needs can be met through the following methods: On off the job training Qualification based training Internal and external interventions Sector/organisational culture e.g. values, attitudes and management support Decisions about LD methods however, will always be influenced by contextual factors such as costs, operational issues, time pressure and preferences of target group. All learning methods/interventions should be applied with an aim of improving performance and some of them have been described below: Learning methods/ interventions Advantages Disadvantages Suitability (or Not) considering organisational factors, Equal Opportunities, HS, target audience and cost effectiveness Job shadowing Observer is exposed to job related tasks, training alongside real colleague Limits the involvement of the observer/trainee, Effectiveness of job shadowing depends on the person selected to be shadowed, if wrong person observed it may give false picture of the job, takes place for a limited period Suitable for new starters , students or employees moving roles. Suitable for both small and larger organisations, Generally cost effective, Role play Develops and improves positive bahaviour, communication and interpersonal skills, improves future performance levels, effectively resolves conflict situations, enables right decision making, helps to handle difficult situations, Time constrain and resource allocation problems, affect the learning time for the employees, training objectives may at times remain unfulfilled, may be dominated by a few participants Increases counter productivity, Immediate outcome and feedback will save time and cost. Suitable for Customer Service and Sales Reps E-training e.g. computer based sales training The fastest growing training delivery method, reduces employee learning time and allows privacy of learning, flexible access to learning, allows learning at an individual pace High initial costs due to program development costs, requires access to computers and internet Cheaper than standard classroom based training, Very cost effective in a long run, Easy access to learning, suitable for the identified target group: Customer Service and Sales Reps, Tutors etc Internal Coaching Used for inadequate performance, one-to-one interaction, provides direct personal guidance, can be provided over the phone, mails, chats or face to face, Allows continuous evaluation and correction of mistakes, provides quick feedback, builds trust and respect, Requires a lot of time and effort from the managers/coaches, involves training line managers in coaching and teaching skills, it may be difficult to create an internal coaching culture, manager/coach may not be able to alter his communication style, Coaching costs less than hiring new employees, There are no direct costs involved in internal coaching Job rotation Increases multitasking skills, Increases performance, include task rotation, position rotation, function and responsibility rotation, reduces employee boredom, increase skills and competency levels, More suitable for bigger organisations e.g. supermarkets, employees can be stressed in the new role, employees will need time to learn and perform new tasks which may affect the workflow, It is one of the most effective tools for big companies that are forced to cut down the number of employees, a great process of preparing an employee to replace another employee at a different or higher level, provides optimum cost and resource utilisation Twin Group has selected the e-training and internal coaching as their learning methods. It is because both the methods have proved beneficial for the company. The e-training or the computer-based training is the fastest growing delivery method. It has reduced time for the employees and allowed flexibility and privacy in the process of learning. On the other hand, the internal coaching method allows one-to-one interaction with the students or the parents and allows them to identify or rectify the mistakes on the spot. The Twin group has rejected the other methods because the above-mentioned learning methods proved quite efficient for the company and therefore, they did not find the need to adapt any other method. Coaching would be the preferred methods for the tutors. This would help the students to benefit and score high marks. On the other hand, the sales representatives should prefer the e-learning methods. This will develop their training skills and help them to increase their efficiency. They will gain more students in the long-run. To meet the learning needs, the researcher has made an approach for evaluating models through a literary framework. This will have a contrast to assess ideas from the Twin Group (McCracken 2012). ADDIE model- The ADDIE model helps in training the developers and instructing the designers. It is a guideline for building tools for performance support and effective training in five phases namely the Analysis phase, the Implementation phase, the Design phase, the Evaluation phase and the Development phase. The model is very helpful in identifying the learning needs of the company. It helped the Twin group to analyze the current situation and design plans and methods for amending the necessary changes. It helped the Twin group to choose the e training and he internal coaching methods that helped the company to identify the process of learning intervention. The company benefitted by adopting the above-mentioned learning methods and it helped the customers of the company to benefit too. The ADDIE model is best suited for the Twin group. As earlier discussed, it helps in training the developers and instructing the designers. This helps in identifying the learning needs of the tutors as well as the sales representatives and the workers. Therefore, this model is beneficial to Twin group. This further helps the company to increase the efficiency of the workers and helps in improving the performance of the company. The company adopts specific policies with the help of the ADDIE model, which adds to the reputation of the company. The principles of workplace learning can be effective by implementing the ADDIE model on the organisational affairs. The ADDIE model provides a step-by-step guideline to plan and create training programs with a framework, to maximise effectiveness and efficiency. This model attempts to save time and money by identifying and catching problems while they are still easy to rectify. It consists of five phases: Analysis-This includes clarifying objectives in the learning environment in identifying needs of the individual. It identifies a major problem on knowledge and skills of the individual. Thus, the question includes how the desired behavior may be, what may be the timeline and what are the other learning limitations (Moody, 2012). Design-This includes learning objectives that would plan to create a subject matter. It would be specific in developing a matter that attains major goals of the organisation. It also identifies the planning strategies that executed well in underpinning the learning interventions. Development-This includes instructional designers that assemble in making the project prolific. It sets up in developing programs that integrate technological firms in learning (Park 2014). This would be periodic if learning interventions would develop the firms strategically. Implementation-This would develop procedures on training facilities and learning events. The training facilities include learning through software and hardware development process. This phase includes the base of project managers that assesses tools, CD-ROMS, and software in learning. Evaluation-This consists of two aspects mainly (Watson 2012). The formative evaluation presents each stage of ADDIE model whereas the summative evaluation is conducted through instructional programs. Figure 2: ADDIE model (Source: Manners, 2013) Evaluation of Learning and Development (LD). Organisations are investing a lot of money in LD in order to gain a competitive advantage. Thus, it is extremely vital to assess the effectiveness of the training programme and determine if the money, time and effort devoted to the LD made a difference. Evaluation should answer: What and Why should be evaluated, Who and How should evaluate it, When to evaluate it The main and most widely used evaluation models include: Kirkpatricks Four Levels of Evaluation This model also has an importance on organisational development in enhancing individuals. It describes four levels of training evaluation. This would facilitate through reaction of the student on how they feel with the training programs. It may also increase opportunities for an individual. There may be the lack of behavior that could improve the environment on training and motivation (Yuan and Kim 2014). It would be meaningful to see how this change has made a complexity among individuals. Hence, the researcher has made a grid that is depicted below: Evaluation type and level (what is measured) Evaluation description and characteristics Examples of evaluation tools and methods Relevance and practicability 1. Reaction Reaction evaluation is how the delegates felt about the training or learning Happy Sheets, feedback forms. Verbal reaction, post-training surveys or questionnaires, Quick and very easy to obtain. Not expensive to gather or to analyse. 2. Learning Learning evaluation is the measurement of the increase in knowledge-before and after. Typically assessments or tests before and after the training. Interview or observation can also be used. Relatively simple to set up; clear-cut quantifiable skills. Less easy for complex learning. 3. Behaviour Behaviour evaluation is the extent of applied learning back on the job-implementation. Observation and interview over time are required to assess change, relevance of change and sustainability of change. Measurement of behaviour change typically requires cooperation and skill of line managers. 4. Result Result evaluation is the effect on the business or environment by the trainee. Measures are already in place via normal management systems and reporting-the challenge is to relate to the trainee. Individually not difficult, unlike whole organisation. Process must attribute clear accountabilities. Kirkpatricks Four Levels of Evaluation Source: Google.com RAM Approach What is measured Evaluation description and characteristics Examples of evaluation tools and methods Relevance Relevance evaluation allows to envisage how learning interventions are developed Statements of expectations, costing Alignment Alignment evaluation ensures that learning interventions have a real business impact and that the stakeholders needs have been met. Records of meetings, assessments Measurement Measurement evaluation means embedding evaluation into the process and ensuring that correct data have been collected., evidence of change 360 degree feedback, questionnaires, appraisals, surveys, KPIs, ROI= ( benefit- cost) / cost The RAM model Source: CIPD Guide (2010) Real World Coaching Evaluation page 9 CIRO Framework What is measured Evaluation description and characteristics Context Describes the contextual factors in which the learning has taken place, involves collecting information about organisational deficiency, identifying needs and setting objectives Inputs Describes the inputs and costs to the learning intervention, involves obtaining and using information about training resources and allows to choose between alternative training methods Reaction Describes the overall reaction to the learning intervention, involves obtaining and using information about participants reaction Outcomes Describes the results and effectiveness of the learning intervention, involves obtaining and using information about results CIRO evaluation model Source: ccp.co.il Compare and contrast evaluation models Evaluation Model Advantages Disadvantages Focuses on KIRKPATRICK Well established and widely used approach, has been used as a basis for other evaluation models, Simple, flexible, easy to understand within and outside the field Very weak relationship between the levels, too simplistic in some cases, many companies implement only level 12 ignoring learning transfer Most attention is focused on evaluation of training at the reaction level, as it is difficult and costly to measure the other levels. This model emphasises on customer satisfaction. RAM It keeps record of statements and assignments of expectations for inputs of coaching. It also keeps record of the surveys and appraisals and helps the company with appropriate probabilities and sensitivities. The method has high level of coaching audit, which incurs higher costs. This becomes a disadvantage of the model. This model focuses on the outcome of the LD programme, rather than the process itself CIRO Evaluation of context involves data collection methods about the deficiency of performance and assessing the information to establish the needs of training. Input evaluation is concerned about the planning, managing and designing of the learning event with an analysis of the available resources. Reaction evaluation uses the obtained information and resources and Outcome evaluation assess the performance of the learners at the learner level, the workplace level, the team level and the organizational level. Not accurate because of several factors such as people not responding accurately or honestly. The questions or the instructions are misunderstood most of the times. This model focuses on the costs, cost benefit analysis must be done before each training intervention, to make sure the expenses dont exceed available budget The Twin group uses the CIRO model of evaluation because it is an efficient method to identify the learning needs of the organization and helps in evaluating the impact of training on the learners. The unique four-level approach of the model helps in classifying the process of evaluation. The model is quite cost-effective and that is why it would be easy for the company to implement the model. It has swift delivery methods and helps the learners to optimize the process of learning. It helps in meeting the ultimate, intermediate and the immediate objectives of the organization. It manages designs and of course plans the delivery methods to achieve maximum possibility of the desired objectives. The learners react to the methods of learning, which further helps the company to use the collected data in an objective and a systematic matter. Outcomes are observed at all levels and this is why it becomes easier to community practices as a whole. The resources are collected from the learner level as well as the organizational level and therefore, it becomes easier to develop activities (at all levels) and improve their quality. It can prove beneficial for the adult learners as well because the model is suitable for all levels of learners. Validate learning methods for efficiency and effectiveness taking account of opportunity and differing contexts The learning methods prove beneficial for the organisations, as they are very effective. The methods help in increasing the performance of the organisations and provide various opportunities to the employees. They feel motivated and crave for working more. The Twin Group has been successful in implementing the learning methods on the employees of the organisation. As a result, the employees have improved their performances, which proved beneficial for the organisation as well as the employees. The organisation has gained competitive advantage in the potential market and increased their profitability factor (Watson 2012). The organisation has considered various approaches to make the process of learning an effective one. This would be varied by taking Twin Group on learning identities. Thus, the major ideas for making an effective approach would be considered through: Improving memory basics There are key elements to boost the brain of individuals. It helps the employees to learn something new every day. They become familiar with unknown activities to bring out the employees from their comfort zone. This further helps in learning new things and developing new skills for the employees. The elements are very challenging as well as rewarding. When the employees accept the challenges and win them, they receive awarding benefits. This particular process helps in improving and developing the basic knowledge of the employees (Arts 2013). Once they are aware of the fundamental functioning process of the company, they can provide effective learning skills to their fellow employees. Keeping learning needs practical The learning methods should be implemented practically, as they can help the employees to have a better knowledge of their work and their appreciation. When they visualise the activities, they perform better. Promoting new learning areas The employees of the organisation have varied levels of experience and qualifications. Supervisors should find their skills of knowledge and this could help the organisation to assess the knowledge of the employees (Engel 2013). This can be achieved by following the ADDIE model, which would help the organisation to analyse the problems and develop solutions to the problems by proper implementation and evaluation. Conclusion Various methods have been pointed out by the research in the context of Twin Group. This would balance the credentials of Health Safety activities of the Twin Group on the learning needs. It can be concluded ADDIE and evaluation model that would contribute learning and development needs. These models help in assessing the fair and proper treatment of the employees at the organisational level. The sustainable strategies that are adopted by the organisation help it to gain competitive advantage in the target market and gain fruitful returns on investment. Hence, the comparison makes an effective area to establish LD interventions on successful areas of development. Therefore, all the models can be considered as justified for the firm Twin Group. They keep on adding to the fact that the organisation can improve their process of functioning with the creative strategies. If the strategies are implemented properly, the organisation has a bright future in the competitive sphere. RReference List Arts, E. 2013. Learning Development: Physical Development - Body doodles. Nursery World, 2013(11). Balapure, A. 2013. Learning Metasploit exploitation and development. Birmingham, UK: Packt Publishing Ltd. Cco.co.il, (2012). Review of existing approaches for evaluating programs for call centre representatives. [online] Available at: https://www.ccp.co.il/portfolio-view/review/ [Accessed 25 Feb.2016]. Cipd.co.uk, (2015). Factsheet. Identifying learning anddevelopment needs. [online] Available at: https://www.cipd.co.uk/hr-resources/factsheets/identifying-learning-talent-development-needs.aspx [Accessed 6 Jan. 2016]. Cipd.co.uk, (2010). Real world coaching evaluations. 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