...Co-op Education employer Research Report AsiaPacific Journal of Cooperative Education ca edu tor stu den t Assessing the Contribution of Internship in Developing Australian Tourism and Hospitality Students’ Management Competencies Maree Walo School of Tourism and Hospitality Management, Southern Cross University, PO Box 157 Lismore, NSW, Australia Received 24 September 2001; accepted 8 October 2001 This study assessed students’ perceptions of their level of management competence, before and after the internship component of their degree programme. A self-assessment instrument utilising the management competencies within the Competing Values Framework (Quinn, Faerman, Thompson, & McGrath, 1990) was used for the empirical stages of the study. The key findings of this research imply that the internship programme has proved effective in contributing towards the development of management competencies for this cohort of students. The study provides valuable insight into the relationship between internship and the development of students’ management competencies and highlights the need for further research in this area (Asia-Pacific Journal of Cooperative Education 2001 2(2), 12-28). Keywords: assessment; tourism and hospitality; management competencies I n order to meet the future demands for appropriately skilled managers and workers, ongoing collaboration and consultation with industry is required to ensure the goals of all primary stakeholders - students...
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...selection and employment purposes * Inter and intra individual differences for placement, training, development, compensation and reward purposes Where measures which coply with technical standards of psychometry can be used? Personal selection Two approaches used in the application of psychological measures for selection purposes are * Input based approach where individuals are compared with the job specifications in terms of their personal characteristics or personality traits, also called the psychometric evaluation of testing approach * Output based approach where individuals are compared in relation to the required output standards of a job.also called the competency assessment approach, eg the copmtency to write, use a computer programe. Measures that are used to assess the competencies of individuals should be reliable and valid even though they are not classified as psychological measures Further important standards such as checking for bias and adverse impact should be in place especially when assessments are done in a multicultural context. Adverse impact refers to the situation where a specific selection strategy affords other members of a specific group a greater chance of selection than others Psych tests can...
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...October 2002 national competency standards for the enrolled nurse Introduction Description of Enrolled Nurse National Competency Standards Assessing Competence Glossary of Terms Introduction The Australian Nursing and Midwifery Council (ANMC) is a peak national nursing and midwifery organisation established in 1992 with the purpose of developing a national approach to nursing and midwifery regulation. The ANMC works in conjunction with the state and territory nursing and midwifery regulatory authorities (NMRAs) to produce national standards which are an integral component of the regulatory framework to assist nurses and midwives to deliver safe and competent care. The standards include the national competency standards for enrolled nurses which were first adopted by the ANMC in the early 1990s. These have been reviewed and revised regularly since then. Other standards developed by the ANMC for implementation by the NMRAs include the competency standards for registered nurses, midwives and nurse practitioners, codes of professional conduct and ethics, and a range of position statements and guidelines. The full list of standards, position papers and guidelines produced by the ANMC can be viewed on the website. The national competency standards for the enrolled nurse are scheduled for review in 2007. This review will be undertaken by a team of expert nursing consultants and will include extensive consultation with nurses around Australia. The purpose underpinning the review...
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...INTRODUCTION Earlier, in many organizations, people were tested based on some conventional tests of abilities and intelligence. But those tests were unable to predict one’s job performance or success in life as well as his career. Even, sometimes it is seen that the selection was biased. So, the term competency has introduced to overcome these defects, suggesting that it made possible the development of valid and unbiased predictors of performance. Competency is the combination of someone’s abilities, skills, knowledge, values and interest. Knowledge is defined variously as expertise, and skills are the practice of understanding through experience and education. So, competency based job analysis become one of the vital factors in today’s HR practices in modern organizations. Competency-based job analysis means describing a particular job in terms of the measurable, observable and behavioral competencies that an employee doing the job must exhibit to the job perfectly. DISCUSSIONS Job analysis Job analysis is the basic and important part of human resource management. It is a term used by human resource managers for the processes of collecting information related to job contents. It is conducted after workforce analysis and availability analysis. It also indicates what activities and accountabilities the job entails. It is an accurate recording of the activities involved. Every job is multifaceted and there are several methods in preparing job analysis. Most organizations...
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...KAMINI MURUGAN PERSONAL SUMMARY: An enthusiastic, hard working and competent healthcare professional who possess the required level of nursing experience needed to deliver high quality, customer focused, and clinically effective patient care in a modern well equipped clinical setting. Key qualities include being able to continually assessing a patient’s needs and wishes, coping with frequent interruptions in high pressure situations, and being able to respond quickly to emergencies. Having a real passion for nursing, with a strong desire to provide the highest level of care & service to patients. WORK EXPERIENCE • Flacq Hospital ( Year 2005-2009; General Nursing) • Moka Hospital ( Year 2009-upto now; Ophthalmic Nursing) |REGISTERED NURSE June 2008 – Present | | | |DUTIES: | | | |Meeting a patient’s nursing...
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...http://www.crgleader.com 2 of 16 Online Leadership Skills Inventory - Self (LSI-S) © 1990-2011 Consulting Resource Group Professional Development and Planning Section Why Become a Transforming Leader? Skilled Leaders are critical to the success level of any venture, both profit and non-profit. This was validated in the research Jim Collins and his team conducted for his book, Good to Great. They confirmed that the most successful organizations had skilled Transforming Leaders at the helm. (Jim Collins called them Level 5 Leaders.) Our research, however, has shown that fewer than 1 in 10 professionals (as observed in video-taped assessment sessions) have competency in the whole range of skills to Level 4 competency (scores of 7 to 8). And even fewer individuals have the abilities—Level 5 competency, scores of 9 to 10—to teach others the skills outlined in the Leadership Skills Inventory. This confirms why there is such a Leadership vacuum globally in organizations, from government to business; they simply do not have the Transformational Leadership Skills to achieve success. Fortunately, the old adage leaders are born not developed is not true. Effective leadership behaviors can be observed,...
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...existence of almost 70 years has proved its immense assistance of helping individuals “survive” life. It has produced thousands of graduates that have made their own niches in all fields. But the most important factor to be taken in consideration is that it has become an instrumental of giving aid to individuals in stressing the need to survive. Survival in the context mentioned is the ability of men to be employed in companies, institutions, agencies or establishments that shall be his/her means of living. The “employability” therefore of an individual is at most the crucial aspect to be seen. In the corporate world, the employability of a person depends on a lot of factors. Nonetheless, the employability is gauged on an individual’s competency, adaptability, efficiency, and productivity that shall make these individual ready to face the real world. Educational Institutions such as the University of Cagayan Valley adheres to creating “employable” graduates. It focuses not only on...
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...Objectives under the 9 Competencies: #1 Competency 742.1.1: Compassionate and Respectful Care of Older Adults The graduate integrates principles of compassion and respect for patients and their families into the planning and delivery of care to a diverse population of older adults and into advocacy for vulnerable older adults. This topic addresses the following learning objectives: * Recognize the impact of attitudes, values, and expectations about aging. * Describe how the RN’s personal beliefs and values may impact the care of older adults. * Articulate the concept of individualized care as the standard of practice with older adults, considering the right care, at the right time, in the right place and by the right provider of care. * Define Baby Boomers (those born from 1946–1964) reach retirement age (as of 2011) A large group of people born between 1946 and 1964, in the time after the Second World War. * What are the five racial groups listed in your text? African American, American Indian/Alaskan Native, Native Hawaiian/Pacific Islander/Asian, Hispanic, White * How would you perform discharge teaching to an Hispanic patient Teach the family as well because more than likely, pt is going home and family is his/her primary caregivers. * Apply effective and respectful communication strategies in the care of older adults and their families. * List some of the changes of aging that could affect therapeutic communication * TABLE...
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...Exam questions are taken from the Learning Objectives under the 9 Competencies: #1 Competency 742.1.1: Compassionate and Respectful Care of Older Adults The graduate integrates principles of compassion and respect for patients and their families into the planning and delivery of care to a diverse population of older adults and into advocacy for vulnerable older adults. This topic addresses the following learning objectives: * Recognize the impact of attitudes, values, and expectations about aging. * Describe how the RN’s personal beliefs and values may impact the care of older adults. * Articulate the concept of individualized care as the standard of practice with older adults, considering the right care, at the right time, in the right place and by the right provider of care. * Define Baby Boomers * What are the five racial groups listed in your text? * How would you perform discharge teaching to an Hispanic patient * Apply effective and respectful communication strategies in the care of older adults and their families. * List some of the changes of aging that could affect therapeutic communication * Note the ways to communicate or assist a patient with disabilities such as hearing deficits, vision impairments, or aphasia and dysarthria. Be familiar with the types of hearing devices. How should you address the older adult during therapeutic communication? * Know the abbreviations or acronyms, such as AAC. Know which...
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...Drtduxfy.d,ljk/’;fyux,ldryujy * * Assessing The Goal Of Sports Products, Inc. Case Study September 24, 2012 John Rapa Assessing the Goal of Sports Products, Inc. case study Introduction Sports Products Inc. is a large producer of boating... Premium * Assessing The Goals Of Sports Products Inc Assessing the Goals of Sports Products, Inc. Case Study Paper What should the management of Sports Products, Inc., pursue as its overriding goal? Why What... Premium * Case Analysis: Assessing The Goal Of Sports Products, Inc. Case Analysis: Assessing the Goal of Sports Products, Inc. Submitted by: Group 1 Acebedo, Gladys Bandiola, Penuel Bautista, Jherwienne Cruz... Premium * Assessing The Goals Of Sports Products, Inc. Assessing the Goals of Sports Products, Inc. Assessing the Goals of Sports Products, Inc. Establishing and monitoring goals of any organization can be a... Premium * Assessing The Goal Of Sports Products, Inc. Maples University of Phoenix Finance for Decision Making FIN/419 Thomas Ster November 19, 2012 Assessing the Goal of Sports Products, Inc. Loren Seguara... Premium * Assessing The Goal Of Sports Product the firms stock price is falling. The management of Sports Products, Inc. should pursue its overriding goal by understanding the objectives needed for the firms... Premium * Assesing The Goal Of Sports Products, Inc specific recommendations would you offer the firm? Ans: From the information available in the case study, we...
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...CPA Program The practical experience guide and logbook If you require further information about the practical experience requirement, or would like to notify us of a change, please contact CPA Australia: practicalexperience@cpaaustralia.com.au or contact your local office – details can be found on the inside back page of this guide. Disclaimer The material used in this booklet has been designed and prepared for CPA Australia’s practical experience requirement. It provides tailored guidance for mentors who are registered in CPA Australia’s practical experience requirement. The booklet and contents should not be used for any other purpose. CPA Australia, the publisher and the author of this booklet take no responsibility for any loss incurred by any person who relies on guidance offered in this booklet. Legal notice Copyright CPA Australia Ltd (ABN 64 008 392 452) (“CPA Australia”), 2010. All rights reserved. Save and except for third party content, all content in these materials is owned by or licensed to CPA Australia. All trade marks, service marks and trade names are proprietory to CPA Australia. For permission to reproduce any material, a request in writing is to be made to the Legal Business Unit, CPA Australia Ltd, 385 Bourke Street, Melbourne, Victoria 3000. CPA Australia has used reasonable care and skill in compiling the content of this material. However, CPA Australia and the editors make no warranty as to the accuracy or completeness of any information in these...
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...1. Introduction Organizational effectiveness is paramount to the success of any company, whether this relates to a Small or Medium Enterprise (SME) or a much larger global organization. Therefore it is essential that business leaders have a firm understanding of all aspects that contribute to organizational effectiveness; this includes an understanding of how individual differences contribute to this. This paper considers how organizational effectiveness can be enhanced by organizations having a thorough understanding of individual (employee) differences and how these differences affect the contribution of the individual on the business. Additionally this paper considers how organizations may exploit this knowledge and gives consideration to the most significant barrier to such exploitation. 2. Organizational Effectiveness All organizations strive to be effective and much effort is expended in achieving and measuring organization effectiveness. Whilst the definition of ‘organization’ does not necessarily have to relate to a business or company in every instance, for the purpose of this paper the term will relate to a ‘business organization’ and therefore organizational effectiveness will relate to achievement of organizational goals or business objectives. “From the perspective of an employee, the extent to which an organization can provide satisfaction of the needs associated with the following range of variables is a major consideration in...
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...National Human Resource Standard Competencies Framework & Body of Knowledge PEMBANGUNAN SUMBER MANUSIA BERHAD 2014 0 TABLE OF CONTENTS TABLE OF CONTENTS ....................................................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION .....................................
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...developing and delivering distinctive characteristics that appeal to customers.” (Hellriegel & Slocum 542). Understanding that the company is structured around marketing tells us that Yolanda plays a major role in the direction of the company. As we investigate the nature of an average day of Yolanda, we begin to see whether she is doing the right things, or simply just doing things right. When trying to understand where Yolanda excels or comes up short as a manager we will look at the seven key competencies for individual, team, and organizational effectiveness. These competencies will shed some light on how to be an effective leader and help her organization prosper. From the textbook, “A competency is an interrelated cluster of knowledge, skills, and abilities needed by an individual, team, or organization for effective performance.” (Hellriegel & Slocum 8) Overall, there are seven of these competencies which include; self, diversity, across cultures, communication, teams, change, and ethics (with ethics being at the center of the other six categories)....
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...Competency Differences of ADN and BSN Nursing is a self-motivated and multifaceted discipline, one that requires skilled, knowledgeable, and self-sufficient practitioners. The roots of nursing are firmly based on service to other individuals, groups, and communities. ADN Program Associate degree nursing programs are intended to be two years in length based to prepare practical bedside nurses for secondary care settings, such as community hospitals and long-term care facilities. The Associate degree nurse is prepared .to function at the intermediate level, not in leadership and management position. The professional behaviors, communication, assessment, clinical decision making, caring interventions, teaching and learning, collaboration, and managing care are the eight center competencies of ADN. By using clinical and thinking skills ADN graduate is responsible for caring for others while keeping the values of nursing profession for better outcomes. The inclusion of public health nursing as a part of curriculum is main difference between nursing in baccalaureate and diploma programs. BSN Program The Baccalaureate graduates are prepared in order think reasonably, evaluate critically, and communicate effectively with clients and other health care professionals. Baccalaureate programs are four academic years in length, and the nursing major is typically concentrated at the upper division level. There are vital components to prepare the baccalaureate graduate as generalist...
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