Rechargeable Training
30 Jul 2010
Rechargeable Training
How to Train and Groom Precious Human Resources?
"The illiterate of the 21st century will not be those who can not read and write, but who can not learn, unlearn and relearn "Alvin Toffler.
INTRODUCTION:
"By spending only 10 per cent of GDP (RS 4,90,000 Crores) in repairing the capacity, the country would be able to generate additional revenue by 61 per cent of GDP (RS 17,51,487 Crores) News for unemployed youth ", as India Work Report 2007. Indicates the importance of "training and preparation is necessary to enhance the effectiveness not only unemployed youth, but also those who are employed. In this context, it is useful to explain briefly the foundations of education, training and development.
EDUCATION, TRAINING AND DEVELOPMENT:
Education is a concept broader, and provides all round knowledge, skills, attitudes, etc. Training is the narrow domain, functional area and is more or less related to work. Training is a subset of teaching and education. According Flippo, "Training is the act of increasing knowledge and skills of an employee to do a particular job "1. An automotive engineer with a formal education can sometimes not be as capable of auto mechanic with no formal education because of the training he had. The engineer, having worked very hard and continuous mechanical over a long period becomes an educational expert, but not by training and experience. He said that in a clinic, a trainer is better than physician who has gained a professional qualification. On the other hand, the Career Development assist the growth of the individual and the institution.
Training is usually done for the short term and is aimed at managers do not know who covers mainly technicians. Training is provided to impart specific skills of workers and employees of operation. The corporate trainer or supervisor has a key role to play in this regard. On the other hand, development is done for the long term and is aimed at managers who covers theoretical and conceptual. Development indicates the overall growth in the executives are encouraged to develop. Instead, development is a broader concept compared to training.
Unemployability and unemployment:
Mr.Amit Bhatia, founding executive director of ASPIRE, said: "Only 39.5 percent of graduates India are labor and challenge is to bridge the gap of human resources, training of the other 60 percent "2.
Now we have no problem unemployability unemployment problem. Everyone knows that unemployment is only a few are aware of the unsuitability work. In the past, especially before the liberalization, privatization and globalization of India had the problem of unemployment, where candidates had eligibility, aptitude and ability to work, but were not available due to lack of opportunity for many. But since the mid-nineties many global corporations have come to India and to establish their businesses and industries, and therefore many job opportunities were created. Unfortunately, candidates do not possess the necessary knowledge and skills expected by employers. The problem is a state of incapacity to work. To some extent, is the result of the current school system. System current education is oriented theoretical and unrelated to the practical application and, therefore, candidates struggle to get fucked. In this regard, should be to dwell on the relevance of soft skills.
Skills:
There is a saying in business, "People rise because of their skills and fall hard because of (lack of) "hard skills. Are the skills area and are also known as technical skills. Soft skills are skills domain and not merely subjective knowledge that the communication aid effective presentation, teamwork and leadership are called soft skills. Also known as emotional intelligence and interpersonal relations. To put in a word, Hard skills and soft skills are the two sides of same coin and one without the other nonsense.
Importance soft skills:
We believe in the promotion of soft skills rather than nature. It is given by a subtle interplay between and changing human beings. Improving work efficiency and minimizes the wear rate. Always make a personal residence in advance.
soft skills to improve the employability of candidates and provide a basis for seeing the solid results and taking more in organizations effective and efficient. These improve the basic skills and confidence of an individual. The widening gap is widening between supply and demand of talent techniques can be reduced. In a word, proper training of skills creates more opportunities for candidates to further minimize the crisis of talent in the labor market.
It must be the integration of soft skills into the curriculum so that students confidence and courage to communicate in the business world.
Infosys made five days in the special workshop titled Soft Skills Training Program (STP) for teachers in Hyderabad in 2007 and is a step in the right direction and shows the importance attached to the area of soft skills.
Importance of Training and Development:
"William James of Harvard University believes that employees can retain their employment, work in a simple 20-30 percent of its potential. His research led him to believe that if these employees were properly motivated, they could work 80-90 percent of their capacity "3
Reduces training costs and contributes to a better utilization of machinery and materials. It also reduces the cost of raw materials and products in order to minimize losses due to waste and poor quality products. Otherwise, reduce absenteeism, accidents, employee dissatisfaction and complaints. The production and productivity can be improved, because it reduces waste and greater employee efficiency. There will be no qualitative improvement ahead work and resources to the front of the man. The motivation and morale is extraordinarily high. Employees do not receive routine and boredom with the tools and techniques that are outdated training contribute to the improvement leading to accept new roles and responsibilities giving and greater job satisfaction and sense of accomplishment. There will be a total professional personal safety and avoid health risks. In short, there will be on the well-being and professional growth.
Types of training:
Here are the different types of training. They are following:
1. introductory courses.
2. training.
3. Apprenticeship training.
4. Refresher training.
5. Course training.
6. Training for promotion.
Initial training: It is also known as orientation courses that the new employee is oriented to the rules and regulations and the roles and responsibilities of the institution. The employee learns the basic tools and skills to work on a daily basis. It is basically for a short period of Freshers freshers by supervisors to familiarize themselves with the organization. This is as tuning, training and grooming of the organization as soon as possible.
Job Training: This is mainly to provide expertise Specific job-related, which may Freshers performed in the establishment. This is mainly for knowledge and skills "To teach employees to deliver confidence newbie.
Learning: It's like learning and where students acquire training is linked to new knowledge and skills of a specific trade. Govt. India has only a few companies provide this type of learning students in the classroom, with classroom work are taught. Under the hand of employers get cheap labor and students also get some wage labor.
Refresher courses: Also known as recycling, if employees who have worked for many years are trained to receive new updates with the latest advances in technology and related knowledge and skills. In this context, Dale Yoder rightly said, "The restructuring programs are designed to prevent obsolescence personal." It improves the efficiency and efficiency.
Training Internship: Under the links with industry for the school to train their students for a time to define the area that can be absorbed if the industry is capable and competent. In general, for the period of 6 months to 2 years. For example, engineering students who work in the last year for some time in the company. Such is the case of management graduates, where they learn the company through case studies in their classrooms and go to an internship during or at the end of the course with business to gain exposure and experience.
Training for Development: It is a measure of motivation in companies where talented are vying for the further and higher education to fulfill the roles and responsibilities when promoted.
Training Methods:
A survey by Kalra 4 indicates that the participants would have training programs in the following areas:
– Training in decision responsibility and decision
– More practical approach instead of focusing on the formal training program. Indicates that the employees would like to work in the difficult situation of playing their ceilings.
The main objectives of individual training methods might be: value of the demonstration, the establishment point of interest and, finally, a call senses5. "The experience shows that nearly 75 percent of what they drink is in the sense of good and the rest is in the sense of hearing, touch, smell and taste. Coach's perspective would be beneficial to use as sense to students as possible to improve retention of learning. "
The knowledge, skills and attitudes (KSA) are the basic things that are taught in training. And the same is provided by three different training methods such as methods Cognitive-behavioral methods and management development. In cognitive methods, the training includes theoretical knowledge and attitudes is provided. In behavioral methods, practical training that focuses primarily on skills development is planned. In the management methods development, staff training obligation without losing sight of the future.
cognitive methods:
"The Learning is not a spectator sport – - – - is an active, not passive, enterprise. Therefore, a learning environment must invite, even demand active student, "Mr Blocher.
According to cognitive methods following training methods:
Conferences: The transmission of knowledge through lectures. Specific skills related concepts are explained in the course of case studies.
Proof: The concepts explained by theoretical methods will be demonstrated so that all observe the same students and learning. It allows students to better understand how the skills demonstrate the presence of all. It is to have better penetration and retention in the mind students.
Debates: Here, work-related tasks, skills and concepts are discussed to have a better knowledge and understanding. The discussions will help us to learn effectively as human beings, we tend to forget 50 percent of what we learn with the first 48 hours, unless the first thing to remember.
Programmed instruction: It is also known as programmed instruction, which is a self-learning method, particularly useful for transmitting information or skills that must be learned and placed in a logical order. The instructor is replaced by a manual "or a teaching machine," or both. Again, there are two approaches under a of these is linear programming and the second is intrinsic programming or branch and two that are commonly used linear programming.
Under cognitive methods there are other methods such as intelligent tutoring system, Computer based training and virtual reality in which the provision training.
Behavioral methods:
Under these methods we have the types of training methods:
Management Games: It's like creating a real life situation under controlled conditions in which different teams are created and promoted to participate. In this scenario, the employees discuss the situation and make a decision based on intuition and instinct. It's like a method of trial and error without too much drop. And it gives instant feedback so that errors are corrected and the right methods are learned and adopted.
Simulation Methods: A simulation method is used to develop, in a controlled environment, a situation that is as close to real life as possible, through which people can learn from their mistakes. When people want to learn to drive a car that can undergo a simulation method. After to obtain insurance, they can go to drive real cars. Similarly, advocacy organizations pilots flying under simulated conditions in order to avoid any accident to the aircraft and to prevent loss of life of the pilot. The astronauts and cosmonauts also work several hours in a simulator before engaging in the real space transfer of aircraft.
Case Study: Harvard law professor Christopher C. Langdell is the father of the case method of study. Provides learning by doing.
Case study Yin is defined as "an empirical inquiry investigates a contemporary phenomenon in context of real life, when the boundaries between phenomenon and context are not evident and where multiple data sources are used "6.
Case study is a simulation of a management situation which helps graduates of management to react a real situation and help provide specific guidance to good decision making and solving problems.
In-Basket Method: As its name suggests issues to be addressed are placed in the basket. Students must be the hat of the manager and discuss the problems in a specified period. In everyday life, managers have to work under pressure and time constraints and deliver results. Students Step into the shoes of director and provide the number of viable solutions to the decision. And then, it is evaluated by experts and offered comments improvement.
Roleplay: This technique is widely in the development of human relations and leadership qualities. For example, after the Delivery of the lecture that the teacher can encourage some students come to the podium to deliver what they have understood the conference. When students are provided the platform and we can then say that the role of play as a faculty member. The teacher can provide answers conference given by the student. Only for a limited time students feel like a member and teacher for a period time to learn how to deliver effectively and efficiently as a faculty member in overcoming the scene of chips.
In behavioral methods exist other methods of training as an example of behavior, and Games Business Stimulators equipment through which the training delivery.
METHODS MANAGEMENT DEVELOPMENT:
"Managing the development and management includes all activities and programs that have a considerable influence the change in the capacity of individuals to carry out its mission and better presentation it is likely to increase their potential for transfer future management "7.
There are two forms of management development is concerned – is one method of job training and the second left the training method to use.
On-The-Job-Training: It is learning by doing. In this method, the employee receives adequate training in the workplace by their immediate supervisor. Here we have the following training methods.
Mentoring: Mentoring is the process of helping the learner to realize the hidden potential and discover hidden talents. There is a link between the mentor and mentee with the first sense to obtain the satisfaction and achievement and the second of learning and personal growth, professional and social.
"Mentoring is a brain to choose an ear to listen, and a push in the right direction," said John Crosby. In short, mentoring can be defined as the relationship between an experienced and an inexperienced person in the former provides training and assistance in the preparation of the second.
Coaching: In this method, the trainer provides training continues right learning from beginning to end. He has consistently and continually trains and grooms the student. The coach and bus guides, but do not teach. It provides regular information and evaluation in which students can learn quickly.
Job rotation: an employee is placed in different departments within the same organization to learn a little of everything in all departments of the organization. He became a handyman and, of course, is already a master of a specific job. This will help the employee achieve a higher position because he knows the ins and outs organization. And in the future, can not be deceived by his subordinates because of lack of exposure to specific department. The Prospects are better for the employee to be not only an effective administrator, but also an effective leader.
Substitute: It such as preparation of the subordinate employee to fill the bill as and when a vacancy by resignation, promotion, transfer or retirement of his superior. The advantage of this training is to ensure that no lose the link in the organizational structure. There was plenty of talent and his subordinates are trained and prepared to fill the void or in place of the owner.
Under the post-In the working method has other training methods such as Appropriations Committee, Labor and Management Technical Instruction Multiple which also can provide training to employees.
Off-job training: This type of training can be acquired by an employee who is absent from his place of work while working without tension and without a master. This not just learning "learning by doing". In this, we have the following methods.
T-Group Training: Also called training sensitivity and also known as laboratory training are conducted in controlled conditions. This type of training is very sensitive because the student is openly criticized or praised for their actions. The information is open and must be taken in a constructive and positive. The students are very sensitive can not digest the negative feedback if they are given. Therefore what is known as sensitivity training. This type of training is directed by a professional trainer to become a psychologist or who knows the psyche of participants.
Special Courses: The employer may send employees to fit special courses that can benefit both the institution and the individual. The employer may organize special cases of a contractual agreement with the employee that he not leave the organization after the acquisition of courses and qualifications.
Plays Specific items relating to nature the work is sent to employees so they can receive updates on the various dimensions of your area and also the latest developments and events. It will help to implement the scenario in real life and growth both personally and professionally. Most employees who have a thirst for knowledge are always looking at new enterprises or cancellation of articles or clippings of business magazines like Business Today, business, magazine Business Harvard Business Review, business magazines and newspapers The ICFAI as Economic Times, Business Standard, Financial Express, etc.
Education Conference: Las businesses to take regular conferences to exchange information, strengthen the knowledge base and solve problems. In this regard, members of the former head the conference will have the opportunity to develop professionally deep as various shades of opinions are expressed openly that gives the opportunity the views of rate of vis-à-vis others. It enlightens the people involved, where they are in making decisions and solving problems. In addition to learning also develop empathy and respect the views of members of the other conference.
Transactional Analysis (AT) was developed by Eric Berne, psychiatrist who is best known for his book Games People Play, which was popularized by Thomas Harris I'm OK – You're OK. Muriel James and Dorothy Jongeward book, born to win showed how people could request technical assistance from its staff lives8. Transaction is the exchange of words and behavior between two people who have to do with social interaction. Stroke is nothing more than comments or recognition which may be positive or negative. When we praise a person, then it is a positive move and when you criticize someone, there is a negative movement. According to Eric Berne, each person has three ego states as a Parent ego state, adult state I and state I have kids. Each person is subject the three ego states, depending on the situation and occasion.
Under the output of work and training, other methods like lectures right, simulation exercises case studies and role play which also provides training.
How to design a program Training?
Training is a subset of education and should be on a continuous basis and the Director of Human Resources plays a critical role that training takes place on a regular basis.
Before deploying the strategy of a training program is necessary to take into consideration the views and mission organization, which helps to design the training plan and module correctly. It is also necessary to consider the objectives short and long term the organization. After crossing the same provides a clear direction and guidelines for an action plan for training.
Each training program consists of four steps and stages.
1. Identification of training needs
2. Establish goals Training
3. Organization of Training
4. Course evaluation.
1. Identification of training needs:
It is necessary find gaps between expectations and realities of the employer. Unless it was discovered that it is very difficult to conceive the training program. The rapidly evolving technology and human resources must go hand in hand with technology changing rapidly and if the same are not maintained, then tools and techniques related to training should be created to keep employees on track and the freeway. Although the identification of needs is vital to examine the issue from three-dimensional view of the organization, human resources and front facing tasks. Efforts should be made for synchronization and coordination between these three fronts since these are interrelated.
2. Establish training objectives:
After identifying the training needs and then set the goals and objectives that are aligned with the needs and requirements. Once the objectives set out below, The next step is the creation of the training program and the module. In this context, consider the role of trainers.
Role of trainers: Today there is a steady growth of business coaching and general skills in India working full time or as independent power. Companies are gradually becoming aware of the importance of providing appropriate training for their employees to be updated in line with the latest teaching methods and training and development and to remain relevant and compete. All businesses and in particular information and BPO companies in the dropout rate is high, they have realized the role of corporate trainers and those who are recruited to motivate their employees on the basis of continuity.
Workshops, seminars and conferences regularly to help employees release and re their charges for routine and monotony that is recharged by the formation of business and, therefore, more work will contribute energy and enthusiasm.
3. Training Organization:
Organization of training is essential because it saves time and energy and also provides right direction towards effective training. In this context, consider the qualities necessary for a coach, guidance for coaches, Training Tips empathy and coach students.
Qualities of a coach:
• Must have a passion for training.
• If you have the presence of mind and be able to answer all your questions.
• Must be a great communicator with the ability to motivate and inspire the audience.
• If you have the courage and confidence to face the crowd.
• If you have the experience practice that helps you make too many examples based on experience. With examples that can teach the skills and abilities that are essential for students.
• Must be a psychologist, if not, you must know the pulse of the audience so that you can reach the public effectively and efficiency.
• If you have higher levels of energy and enthusiasm.
• If you have a good sense of humor.
• It should have read many books that provide food for thought among students.
• If you have been around for tolerance developed for other cultures and values.
• If you have emotional intelligence.
• Must be a good worker Observer Network and the listener.
• When handling finesse of questions and answers.
• Should be good in presentation skills and relationships interpersonal.
Tips for coaches:
1. Do not load all the information at once. Rather than disclosing information, piecemeal. It's as if a diabetic patient who has meals at regular intervals, as it contributes to better digestion and contain the disease. No meeting should last more than 2:00 to 1:00 and students resist excessive consumption of information at once.
2. Taking the easy things first, followed by the difficult things gradually so that students will be able to absorb the content.
3. Keep Case Studies and examples of the fold. Apply the same depending on context.
4. Keep message history oriented so that the same can be supplied with the content, as humans like to hear stories. Post stories directed not only moral but also to inspire the public to consider and implement in real life.
5. Leave your ego at the door. How is the giant is not the test, but the efficiency with which it is to teach and training criteria. When you train while the audience applauds and recognize their skills and talents and increase their ego automatically.
6. Involve students in computer games and activities where possible. Research shows that people remember 20 percent of what they hear, 30 percent of what they see, 50 percent of what they hear and see and 80 percent of what he hears, sees and does.
7. Always start a short story or an example or an anecdote, and then correlate them with training materials. It arouses the interest and create the best impression.
8. If the previous meeting had been held by log link with the previous session, as it makes the content easily and takes the audience into a flood of natural formation.
9. The focus on quality not quantity. Apply the Socratic method, where the answers lie outside the issues raised by students. It also encourages participants to think creatively and innovative. Are inspired to consider ways of training materials depth.
Training Tips:
• Avoid jargon. Each area has its own jargon and is not appropriate to await the hearing learn vocabulary. In extreme cases, if the jargon is unavoidable, it is best to explain the jargon, then follow the front to that students can get caught in training.
• Always use positive traits to encourage public interest in the activity training.
• Encourage questions and discussion from the audience.
• Be patient when some people have no interest for the session. Apply tools and techniques that can be placed on the time of active training. In this context, the application of humor is essential.
• Measure the training needs of students to avoid wasting time, money and energy.
• Enjoy the public generously.
Coach relationship with students:
• The coach should recognize the students. And you must log in to break ice activities.
• Remember the first names of some people to support the training activity alive.
• It should promote informal conversation.
• Call to keep students in a comfortable position and encourage students to form pairs and become familiar with them.
• He must be faithful to the speed and starts the session calendar.
• Use examples that are easy to understand.
• We need to change their strategies according to student response. If he finds that special training strategy is not working on it must change its strategy upon the maturity level of students.
• Call to create an environment conducive to learning and training.
• It must ensure that all students participate in the process of active learning. If possible should be offered small gifts to encourage non-participants.
4. Course evaluation:
Hesseling has divided the evaluation training in four categories – student, instructor, training experts and administrators, and management 9.
This is the last but not least step that assesses the amount of work that has been set. After training, feedback forms should be given to students to determine the effectiveness of training and competence of the coach. The guest of votes must be both open and close ended questions in which the effectiveness of training can be assessed. It will to the organizers to cover areas that have been discovered in this training activity.
CONCLUSION:
Study Srinivasan 10 (based on a sample of teachers, students, organizers and sponsors of this program) said that in future they be potential areas of training:
• Man Management
• Planning activities
• Marketing and sales promotion.
The information above is an indication of the importance of training in the years to come. It will also help organizations to find where the future of learning found.
Training is not a comma period. With increasing competition in the world with a concept rapid technological developments and the process evolves and training will also undergo radical changes in the years to come. Among the four major pillars of an organization such as men, "" Machine, "" material "and" money "is the cornerstone of men" which plays a role crucial to survive and succeed in the business world. It is natural that we can remain competitive only effective and efficient training and preparation valuable human resources.
REFERENCES:
1. "The principles of personnel management" by Edwin B. Flippo, McGraw-Hill, Tokyo, 1989 p 209.
2. "Investing more in training, procurement law, online business, page 5, dated May 18, 2008.
3. Edition "Personnel management" by Arun myapp, and printing Mirzasi sixth Yadain 2000.
4. Training Objectives "by SKKalra, manager, India, July-September 1972 3 (3).
5. "People in industry by developing and DHFryer MRFeinberg SSZalkind (New York: Harper and Brothers, 1956).
6. "Case study research: Design and Methodology (Revised Edition). RK Yin, Sage Publications, Newbury Park, CA, 1989.
7. The Board of Directors National Industrial Conference, the registry of the management, in March 1961 p.8.
8. "Transactional Analysis in Psychotherapy by Eric Berne (New York: 1961 Grove Press): Eric Berne, Games People Play (New York: Gove Press 1964): Thomas Harris A, I'm fine You're OK (New York: Harper & Row, 1967): Muriel James and Dorothy Jongeward, Born to Win (Reading, Mass. Addison-Wesley, 1971).
9. "Policy Evaluation Research" by P. Hasseling, (The Hague: Van Gorcum, 1966) p.49.
10. "Executive Development India – A profile Futurist" by AVSrinivasan, ASCI Journal of Management, Vol 6 No: 2 March 1977, pp.135-146.
.
Referred to the book entitled "Human Resource Management Concepts and Issues" by TNChhabra, Second Revised () 2001 edition Fundamental principles
About the Author
(The author, Prof. M.S.Rao, is working as an Academic Guide in ICFAI University, India. He delivers ‘Guest Lectures’ upon request. He talks over radio and is a professional Writer and Trainer in soft skills, personality development, motivation, leadership and equity investments. He conducts training sessions to Corporates and Student community. Number of articles has been published in various global websites, magazines and journals. He has blog: http://profmsr.blogspot.com He can be reached at email: profmsr7@yahoo.com, profmsr7@gmail.com).
H.No: 6-18-188, New NGO’s Colony, Nizamabad-503002, INDIA
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Gimborn Pro-Treat Freeze Dried Beef Steak Training Treats for Dogs $3.99 Gimborn Pro-Treat Freeze Dried Beef Steak Training Treats for Dogs make excellent training treats for your dog. Gimborn Pro-Treat Freeze Dried Beef Steak Training Treats for Dogs are the original training treat. Gimborn Pro-Treat Freeze Dried Beef Steak Training Treats for Dogs are an all-natural high-protein snack that is an irresistible, healthy delight for any lucky dog! |
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Gimborn Pro-Treat Freeze Dried Chicken Liver Training Treats for Dogs $3.99 Gimborn Pro-Treat Freeze Dried Chicken Liver Training Treats for Dogs make excellent training treats for your dog. Gimborn Pro-Treat Freeze Dried Chicken Liver Training Treats for Dogs are the original training treat. Gimborn Pro-Treat Freeze Dried Chicken Liver Training Treats for Dogs are an all-natural high-protein snack that is an irresistible, healthy delight for any lucky dog! |
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SportDOG Rechargeable NoBark 10R Bark Control Collar $119.99 SBC-10R Select from Temperament Learning, Progressive Correction or User-Selected Correction modes. The PerfectBark technology provides firm, fair and consistent bark control, requiring both vibration and sound to trigger a correction. The automatic safety shut-off eliminates the risk of overcorrection. Features: -Rechargeable…. |
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Groovypets Rechargeable Remote Control Training Shock Collar with Vibration and Shock for 2 Small,Medium, and Large Dogs $69.99 Brand new dog training collar with rechargeable receivers so you will not worry about running out of the expensive 4LR44 6V batteries. One single full charge will last a few weeks. Can be used to train two small to big dogs at the same time under any weather conditions(do not submerse or soak it in water). It is easy to use, great for training your dog(s). FEATURES * One remote control can oper… |
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Innotek Automatic and Rechargeable No-Bark Collars A barking dog can be a welcome sound when warning intruders but it can also be annoying at times. These replaceable/rechargeable battery self training collars help your dog learn when barking is unwanted and produce a better, happier pet. System includes a lightweight, water-resistant/waterproof collar unit, batteries/recharger, easy-to-adjust nylon buckle collar, short and long probes for varying… |
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Rechargeable NiCad Battery Pack $98.95 For all AmpliVox 50W multimedia amp-equipped sound systems, ensuring exceptional versatility. Heavy-duty power pack will stay strong for years to come. Connected recharge capability allows you to recharge the power pack without having to remove it from the amplifier. Requires APL-S1460 AC Adapter/Battery Recharger (sold separately). Battery Type: NiCd Rechargeable; Battery Size: N/A; For Use With:… |
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8160 XLCC-Norelco Phillips Rechargeable Cordless/Cord Razor, 1ea $149.99 NORELCO 8160 XLCC Speed XL Jet Clean Men Shaving Set * BRAND NEW.FACTORY SEALED !. |
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PetSafe 9 Volt 9V Ni-MH Rechargeable Battery … |
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Elite-Tek ET-9888 Waterproof LCD Display Remote 4-in-1 Dog Training Collar with Shock,Vibration,Ultrasonic Sound, and Auto Anti-bark for 1 Dog $149.99 Elite-Tek SH-9888 dog training collar is a true waterproof collar that you can use in any rain or let the dogs swim with the collar on. This product is top of the line while sells at an affordable price. It is loaded with features not found in any other dog training collars in the market. The collar features 18 intensity levels of shocks, vibrations and ultrasonic sound. Train your dog with shock,… |
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Blue Crane Combo Introduction to the Nikon D50 Digital SLR + Nikon EN-EL3a Rechargeable Lithium-Ion Battery $29.95 The Nikon D50 takes great shots right out of the box, but understanding the controls and features of the camera can really unleash its potential. This video explains how the camera’s controls are designed to work together to capture the best image under all conditions. Each subject is contained in a separate chapter, so you can proceed at your own pace, and later come back to an individual topic. … |
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Heater Trend Sports Crusher 4 Hour Rechargeable Battery $38.95 The Crusher 4 Hour Rechargeable Battery from Trend Sports makes your Crusher and Scorpion pitching machines portable and easy to use. Both pitching machines feature a built in battery compartment made specifically to house the battery. The Crusher Battery can be recharged when the machines are plugged into a standard A/C outlet from within the battery compartment…. |
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Jugs Lite-Flite Battery Pack $137.96 You can use your Lite-Flite and Small-Ball pitching machines anywhere with the JUGS Battery Pack. This rechargeable battery powers the Lite-Flite machine for up to 3 hours and the Small-Ball machine for up to 4. It is self-contained in a heavy-duty nylon carrying case for easy transport and storage…. |
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