...1.2,c1.3, 1.4 Roles responsibilities and relationships in lifelong learning What is the teacher/training cycle? This is a cycle that can be followed by both the learner and the teacher. It can be joined at any stage within the cycle due to its perpetual nature, but is only effective if all of the points of the process are followed through. The points of the cycle are: * Identifying needs * Planning and design * Facilitating * Assessing * Evaluating Identifying needs This is the stage where initial assessment should be carried out .This will inform us of the needs of the individual learner. For example: what is their learning style? Is it auditory, visual, or kinaesthetic, or even a combination of them all? Is there some kind of learning disability, ADD, ADHD, Dyspraxia, dyslexia or dyscalculia? Or any other form of disability. Some other information regarding their home life can be invaluable, are they a parent? are they in care?, are they a carer for another family member?, are their parents at home?. Or even are they on bail or awaiting some kind of prosecution? All of this information will affect the way that we view the learner. What level is the learner working at, or is capable of? Are they able to succeed or will additional support need to be arranged? What environment will best facilitate the delivery of the teaching? And is the organisation that provides the learning able to offer this fully or will outside agencies need to be contacted...
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...Delivering Learning and Development Activities Level 31 Credit value 6 Unit code 3DLA Unit review date Sept. 2011 Purpose and aim of unit This core unit will provide the knowledge and skills required to deliver planned learning and development (L&D) activities, for example one-to-one, small group and large group sessions. The need for learning and development arises for diverse reasons, including both individual self-assessment and organisational assessment. A learning and development needs analysis may identify organisational challenges or problems affecting employees, for example major organisational change; the introduction of new operations or systems and/or the maintenance of existing operations or systems. The identification of learning and development needs may also arise during an induction process. This unit will review adult learning principles and the learning cycle, but the main focus will be on the importance of creating and maintaining a positive learning environment and the knowledge and skills required for the actual delivery of an activity or session. This unit is suitable for persons who: are aspiring to, or embarking on, a career in HR/L&D are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills have responsibility for HR/L&D activities and decisions within an organisation without a specialist function wish to develop their knowledge, skills and capabilities in delivering learning and development...
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...This will allow all the subjects across the disciplines to become integrated and relate them to what we learn in life. Then being accountable to parents, students, and the community. Our school wants to make sure to focus on the school as a community. Which will create and allow a shared vision with a clear and vital mission statement. Teachers as leaders will have the opportunity to work as teams with the principal as the lead teacher. In addition, the parents as partners who are viewed as the child's first and most important teacher. We want to make sure we have a climate for learning where students are encouraged to become disciplined, creative, and well-motivated learner. A school environment with resources for learning from blocks to books while serving the whole child's physical, social, and emotional well-being is extremely important to us. Then overall we have a commitment to providing good character by instilling core virtues taught by word and deed such as honesty, giving, respect, self-discipline, responsibility, perseverance, kindness, and...
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...is Grammar? Why should we teach Grammar? APPROACHES The deductive approach – rule-driven learning The inductive approach – the rule-discovery path The functional- notional approach Teaching grammar in situational contexts Teaching grammar through texts Teaching grammar through stories Teaching grammar through songs and rhymes Some rules for teaching grammar 2 3 6 10 15 21 25 27 28 31 1 What is Grammar? • • Language user’s subconscious internal system Linguists’ attempt to codify or describe that system • Sounds of language • Structure and form of words • Arrangement of words into larger units • Meanings of language • Functions of language & its use in context • • • • • Phonology Morphology Syntax Semantics Pragmatics • • “Grammar is the business of taking a language to pieces, to see how it works.” (David Crystal) Grammar is the system of a language. People sometimes describe grammar as the "rules" of a language; but in fact no language has rules. If we use the word "rules", we suggest that somebody created the rules first and then spoke the language, like a new game. But languages did not start like that. Languages started by people making sounds which evolved into words, phrases and sentences. No commonly-spoken language is fixed. All languages change over time. What we call "grammar" is simply a reflection of a language at a particular time. Grammar is the mental system of rules and categories that allows humans to form and interpret the words and sentences...
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...amount still cannot keep up with the increasing student population. There are even more children who are out on the streets and who have to be shepherded into the schools, but government resources are simply not enough to provide them the free, quality education to which they are all entitled. We need generous hearts in the private sector to realize the spirit of Republic Act 8525 or the Adopt-A-School Act, enacted in 1988 for the very purpose of providing a venue for the strong and dynamic private sector to participate in nation-building through investments in the education of Filipino children. The rewards of such investments come through an educated generation that will succeed ours, run our enterprises, and steer this nation to greater heights. Over the years, DepEd introduced interventions to reduce student dropouts and keep the youth off the streets. It has sought to increase student achievement levels and improve teacher performance. It continues to bring the issues and needs of public education to every Filipino who cares, in an effort to invite each and everyone to help boost education opportunities for our young. DepEd, through the Adopt-A-School Program (ASP), sincerely invites all members of private entities to accept our offer of active partnership in the noble goal of educating all Filipinos. Education is the key to national growth. With Adopt-A-School, each Filipino...
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...2008a) states that “A mentor is a registrant who has met the outcomes (of a mentor preparation course) and who facilitates learning, supervises and assesses students in a practice setting” (NMC, 2008a). The role of a clinical nurse mentor is described as someone who supervises, teaches and assesses student nurses in a practice setting (Jokelainen et al, 2011, Ousey, 2009), although the role is more complex in that a clinical nurse mentor needs to process the ability to select and support learning opportunities, they have a responsibility to manage diversity and equality, be accountable and ensure standards are maintained (NMC, 2008a). This is supported by Jokelainen et al (2011) who describes mentoring as being complex due to contextual, collegial, pedagogical and clinical teaching. Student nurses are supernumerary in the practice placement, meaning they are there as learners even though they must make an active contribution to the work of the practice area (RCN, 2007). Their active contribution is additionally supported by Morgan (2002) who emphasises that students may feel surplus to requirements through their supernumerary status. Standards relating to mentoring nursing students are set by the Nursing and Midwifery Council (2008a). They include; establishing effective working relationship through placement orientation, facilitating and evaluating learning,...
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...he pressure to transform our institutions of learning continues. Virtually every enterprise and institution is grappling with the disruptions and opportunities caused by Web-enabled infrastructures and practices. New best practices, business models, innovations, and strategies are emerging, including new ways to acquire, assimilate, and share knowledge. Using technologies that are already developed or that will be deployed over the next five years, best practices in knowledge sharing not only are diffusing rapidly but will be substantially reinvented in all settings: educational institutions, corporations, government organizations, associations, and nonprofits. But institutions of learning are in a unique position to benefit from an added opportunity: providing leadership in e-knowledge. T A REVOLUTION IN Donald M. Norris is President, Strategic Initiatives, Inc. Jon Mason is Executive Consultant, education.au limited, and Assistant Director, Educational Technology Standards Australia. Robby Robson is President and Senior Partner, Eduworks Corporation, and chair of the IEEE Learning Technology Standards Committee. Paul Lefrere is Executive Director E-learning, Microsoft EMEA, and Professor of E-learning, University of Tampere, Finland. Geoff Collier is CFO and Senior Partner, Eduworks Corporation. KNOWLEDGE SHARING By Donald M. Norris, Jon Mason, Robby Robson, Paul Lefrere, and Geoff Collier 14 EDUCAUSE r eview September/October 2003 © 2003...
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...Training needs: Training needs can generally be classified as either individual or group needs. 1. Individual needs may relate to orientation (induction) training, initial (basic) training, remedial training (to correct perceived faults - this situation is an alternative to recruiting new staff), refresher training (such as in company policy, safety, fire drill) or personal development. 2. Group needs, on the other hand, refer to the need for a number of employees to change their behavior collectively. Examples include team-building exercises designed to increase group cohesion or introducing new technical information to a group. TYPES OF TRAINING NEEDS Training can involve the changing of employees' – 1. Knowledge 2. Skills 3. Attitudes 4. Behavior To ascertain the appropriate requirements of each job carry out a TNA in terms of these four factors, which are described below. Knowledge - facts, procedures, principles and basic skills. Training which involves improvement of knowledge is tending to move more towards the use of self-instruction methods. Skills - aims to change the behavior of the trainee, usually by seeing and hearing the new skills, practicing them and receiving feedback on progress. Attitudes - this is the hardest factor to alter, as it is affected by many variables outside the training process, such as the manager's behavior, company policy, the peer group, etc. Examples of attempts to change attitudes could...
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...Speaking, Listening, Learning: working with children in Key Stages 1 and 2 Professional development materials Primary teachers and headteachers Status: Recommended Date of issue: 04-2004 Ref: DfES 0163-2004 ❚❙❘ Contents DVD – extracts from the video Speaking, Listening, Learning: working with children in Key Stages 1 and 2 (DfES 0628-2003) Introduction Planning meeting Professional development modules 1 Speaking and listening: concepts, skills and knowledge 2 Progression in speaking and listening 3 The role of the teacher in developing effective interaction and identifying and developing language features 4 Organising and managing speaking and listening 5 Speaking and listening: drama Inside front cover 3 5 7 19 35 49 55 This booklet contains suggestions for a planning meeting for embedding speaking and listening across the primary curriculum, and five professional development modules to support the teaching of speaking and listening in primary schools. The planning meeting will require teachers in preparation and follow-up. The professional development modules require time for teachers to read, plan, try out some teaching, watch others teach and discuss. Each module also has a staff meeting lasting between 60 and 75 minutes. Professional development for speaking and listening in mathematics will be available in 2005. © Crown copyright 2004 DfES 0163-2004 Professional development materials 2 Speaking, Listening, Learning: working with children...
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...(ICT) (9753) Issue 4 September 2010 Edexcel, a Pearson company, is the UK’s largest awarding body, offering academic and vocational qualifications and testing to more than 25,000 schools, colleges, employers and other places of learning in the UK and in over 100 countries worldwide. Qualifications include GCSE, AS and A Level, NVQ and our BTEC suite of vocational qualifications from entry level to BTEC Higher National Diplomas, recognised by employers and higher education institutions worldwide. We deliver 9.4 million exam scripts each year, with more than 90% of exam papers marked onscreen annually. As part of Pearson, Edexcel continues to invest in cutting-edge technology that has revolutionised the examinations and assessment system. This includes the ability to provide detailed performance data to teachers and students which helps to raise attainment. This specification is Issue 4. Key changes are sidelined. We will inform centres of any changes to this issue. The latest issue can be found on the Edexcel website: www.edexcel.com Acknowledgements This specification has been produced by Edexcel on the basis of consultation with teachers, examiners, consultants and other interested parties. Edexcel would like to thank all those who contributed their time and expertise to its development. References to third-party material made in this specification are made in good faith. Edexcel does not endorse, approve or accept responsibility for the content of...
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...issued |Completion date |Submitted on | |22nd September 2014 |12th December 2014 before 12.00 midday | | | | | |Assignment title |Working With and Leading People | |Learning Outcome | |Assessment Criteria |In this assessment you will have the opportunity to present evidence |Task no. | | | |Learning Outcome |...
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...DCSF-RR051 Independent Learning Literature Review Bill Meyer, Naomi Haywood, Darshan Sachdev and Sally Faraday Learning and Skills Network Research Report No DCSF-RR051 Independent Learning Literature Review Bill Meyer, Naomi Haywood, Darshan Sachdev and Sally Faraday Learning and Skills Network The views expressed in this report are the authors’ and do not necessarily reflect those of the Department for Children, Schools and Families. © Learning and Skills Network 2008 ISBN 978 1 84775 239 0 Contents 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 Executive summary...............................................................................2 Introduction .........................................................................................10 Policy context ......................................................................................12 Methodology........................................................................................14 Defining independent learning.............................................................15 Key elements of independent learning ................................................21 Models of independent learning ..........................................................25 Skills required for independent learning ..............................................28 How teachers can promote independent learning ...............................32 How schools can promote independent learning.............................
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...often fail to utilize managerial personnel effectively for leadership development and succession planning systems, and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers. The purpose of this article is to present a best practices model for optimal development of the leadership pipeline and a series of practical recommendations for organizations. Design/methodology/approach – A group of 30 CEOs and human resource executives across 15 best practice organizations were asked via semi-structured interviews to describe the content and delivery of their respective organizations’ leadership development and succession planning practices. Findings – Analysis of interview data indicated that best practice organizations effectively integrate leadership development and succession planning systems by fully utilizing managerial personnel in developing the organization’s mentor network, identifying and codifying high potential employees, developing high potentials via project-based learning experiences and manager-facilitated workshops, establishing a flexible and fluid succession planning process, creating organization-wide forums for exposing high potential employees to multiple stakeholders, and establishing a supportive organizational culture. Research limitations/implications – The interview data are drawn from a relatively small number of executives and from a single industry, which...
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...------------------------------------------------- LEARNING Submitted to: Prof. Ma. Corazon Cabigao Constantino PSYC1013 Th 10:30am-1:30pm Submitted by: Apiladas, Jessa Marie Bestal, Vanesa Billones, Joanne Camangian, Mae-Ann Cortez, Shayna Dela Cruz, Carlo BSA I-1, GROUP 2 What is “learning”? In ordinary language, this term is applied to many different cases—the development of new skills, the acquisition of new knowledge, and more. Although most people think of learning as “studying”, a lot of situations nonetheless take place outside a classroom. Psychologists define it more broadly as the process of acquiring new and relatively enduring information or behaviors. It is a relatively permanent change in behavior due to experience. Notice that this definition excludes temporary changes caused by motivation, fatigue, maturation, disease, injury, or drugs. Each of these can alter our behavior, but none qualifies as learning. Merely repeating a response will not necessarily produce learning. You could close your eyes and swing a tennis racket hundreds of times without learning anything about tennis. Merely repeating a response will not necessarily produce learning. You could close your eyes and swing a tennis racket hundreds of times without learning anything about tennis. For one to learn something, one must experience it first, whether directly from the person’s own experience or indirectly through the experiences of others. Learning must also be able to produce some kind...
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...guenther.pfaffenwimmer@bmbwk.gv.at; johannes.tschapka@bmbwk.gv.at Funded by the European Commission in the frame of the EU-COMENIUS 3 network “School Development through Environmental Education” (SEED) Projectnumber: 100530-CP1-2002-1-AT-COMENIUS-C3 In collaboration with the international network “Environment and School Initiatives” (ENSI) www.ensi.org Photo: Johannes Tschapka / Austria Design: reiterergrafik / Austria Print: radinger.print / Austria 2005 No copyright restrictions as long as an appropriate reference to this original material is included. 2 Table of Contents Preface The development of quality criteria as part of ENSI’s work The SEED network Introduction Quality criteria regarding the quality of teaching and learning processes Quality criteria regarding school policy and organisation Quality criteria regarding the school’s external relations Acknowledgement Suggestions for further reading 4 6 7 9 14 34 42 46 47 Quality Criteria set can be downloaded from: www.seed-eu.net 3 Preface This publication targets schools and educational...
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