...ENHANCING STUDENT EMPLOYABILITY: Higher Education and Workforce Development Ninth Quality in Higher Education International Seminar in collaboration with ESECT and The Independent. Birmingham 27th-28th January 2005 The Competencies for Next Generation Employability Eamonn McQuade, Deirdre Hogan, John O’Donoghue, Theresa Maguire, Eamonn Murphy. Programme for the University Industry Interface, University of Limerick Conference Theme 3: Working with employers Abstract It is generally accepted that employees will need to broaden their knowledge, skills and competencies through a lifetime of learning if they are to remain employable, and if enterprises are to maintain their competitiveness in a knowledge-based global economy. However, identifying and developing skills and competencies for next generation employability in Ireland is a challenging task. The Programme for University Industry Interface (PUII) is an action research project, established in 2003, to determine the skills and competencies required by Irish Industry and to develop learning models that will facilitate their delivery. This paper presents the outcomes of an action research methodology based on a Community of Practice model (COP), which addressed the issues surrounding competencies for next generation employability. It proposes a competency framework which integrates the four key categories of skills: Business, Technical, Interpersonal, Intrapersonal, and presents a set of recommendations...
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...Competency Models: A Review of the Literature and The Role of the Employment and Training Administration (ETA) Pilots and Demonstration Team Division of Research and Evaluation Office of Policy Development and Research Employment and Training Administration U. S. Department of Labor January 29, 2008 Michelle R. Ennis Acknowledgements The author would like to thank Heidi M. Casta, Division Director, Research and Evaluation, and Jonathan Simonetta, Team Leader, Pilots and Demonstrations, for their thoughtful review of early versions of this paper and helpful feedback. 3 Competency Models: A Review of the Literature and The Role of the Employment and Training Administration (ETA) For over 30 years, business and industry has utilized competency models to select employees. The trend to use competency-based approaches in education and training, assessment, and development of workers has experienced a more recent emergence. With the mobility of the workforce and retirement of the baby boomers, competency models are being used for succession planning as well. It is within the last few years that the Employment and Training Administration (ETA) has turned its focus on skills acquisition and assessment to the competency model process for determining the needs of business and employers and the requirements of skilled workers. Recently, ETA has been engaged with business, industry, and education/training leaders to develop competency models for targeted industries and broker...
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... CHAPTER I THE PROBLEM AND ITS SCOPE Introduction The national government through the Department of Education (DepEd) takes charge of the educational programs, projects, goals and objectives of the country's educational system particularly the elementary and secondary. Department of Education (DepEd) designs educational innovations to keep abreast with the needs of the changing times. We all know and aware that our government is doing their best to improve the plight of our educational system and that is why big allocations of budget is given to the DepEd yearly. National Achievement Test is an examination annually conducted by the Department of Education ( DepEd) to public and private elementary and secondary schools in the Philippines to measure the knowledge of the pupil in five areas, in which HEKASI is included. The annual NAT examination results is one of their materials in assessing the effectiveness of education of the elementary and high school students. The objectives of this examination is to assess the level of competencies in the core subjects and HEKSI/Araling Panlipunan and still be used to determine what the students know, understand and can do at their level. The results are intended to guide the Department of Education in its efforts towards the improvement of the quality of education...
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...The Competencies of ADN Nurses vs. the Competencies BSN Nurses Grand Canyon University: NRS-430V May 5, 2012 Abstract Both ADN and BSN nurse needs to take licensing examinations to start working as a registered nurse in the United States. Associate degrees require two years of studying in a community college. However a bachelor’s degree requires four years of academic studying in a college. The first topic of the paper is whether not the risk taking propensities of the nurses changed between ADN and BSN nurses. A second topic of this paper is whether there is a different sort of management role between ADN nurses and BSN nurses. Lastly the quality of work between the Associate Degree Nurses (ADN) and Baccalaureate Degree Nurses (BSN) will be examined to see if the competency of the ADN and BSN differs. The Competencies of ADN Nurses vs. the Competencies BSN Nurses History of Nursing According to Joan L Creasia and Elizabeth Friberg, the first baccalaureate degree of nursing in the U.S.A was started in the University of Minnesota in 1909. Until the 1950’s the program usually consisted of two years of general education and then three years of nursing education. These nurses who graduated in 5 years could either begin as a general nurse who works in the hospital and is a part of patient care or they can join the management side of patient care and become managers of hospitals. For the BSN they would have to study liberal arts, patient quality...
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...posts in the institutions of the European Union. Before applying you should read carefully the instructions in the guide published in Official Journal C 57 A of 9 March 2010 and on the EPSO website. This guide, which forms an integral part of the notice of competition, will help you to understand the rules governing the procedure and how to make an application. (*) Any reference in this notice to a person of the male sex must be deemed also to constitute a reference to a person of the female sex. C 64 A/2 EN Official Journal of the European Union CONTENTS 16.3.2010 I. II. GENERAL BACKGROUND DUTIES III. ELIGIBILITY IV. ADMISSION TESTS V. OPEN COMPETITION VI. RESERVE LISTS VII. HOW TO APPLY I. GENERAL BACKGROUND 1. Number of successful candidates by field 1. 2. 3. 4. 5. = = = = = 105 43 39 64 72 2. Remarks You may not apply for more than one of these five fields. You must make your choice when you apply online and you will not be able to change it after you have confirmed and validated your online...
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...| [ |Course Syllabus | | |College of Humanities | | |Foundations for General Education and | | |Professional Success | | | | | . All rights reserved. Course Description This general education course is designed to introduce the intentional learner to communication, collaboration, information utilization, critical thinking, problem solving, and professional competence and values. The course uses an interdisciplinary approach for the learner to develop personal academic strategies in order to reach desired goals and achieve academic success. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University...
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...Running head: COMPETENCY DIFFERENTIAL BETWEEN ADN AND BSN Competency Differential Between ADN and BSN Grand Canyon University NRS-430V Competency Differential Between ADN and BSN The role of a nurse has been recognized for centuries. The educational requirements of a nurse have been debated for about as long. Throughout the centuries, the role of the nurse has changed and at the same time, so have the education requirements for entry into the profession. Nurses have been educated in different scholastic settings throughout the ages and although nurses function in similar roles within the workplace, there are differences in competency based on educational background. This paper will focus on the competency differences in students trained at the associate level versus those trained at the baccalaureate level. Prior to 1909, prospective nurses were taught in hospital-based schools. These nurses earned their Diploma in Nursing after spending 2-3 years of intense training, living and working in a hospital. In 1909, the first permanent undergraduate university nursing program was established at the University of Minnesota. The time and money that was required for university programs made it difficult for many and enrollment was extremely low compared to the hospital-based diploma programs (Creasia & Friberg, 2011). In 1924, working with an endowment established by the Rockefeller Foundation, Annie Goodrich started a baccalaureate program, Bachelors of Science...
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...Competencies 1 Running Head: COMPETENCIES AMONG NURSING EDUCATION LEVELS Competencies between Associates Degree and Bachelor’s Degree Nurses Mary Salazar Grand Canyon University Competencies 2 According to the Grand Canyon University’s College of Nursing Philosophy,(2011) “We believe that ALL people are accepted and loved unconditionally as children of God. Human diversity is cherished. Spirituality is conceived as vertical and horizontal relationships with God and humanity. These relationships give hope and meaning to life now and in the future”. What is the difference between an associate’s degree in nursing (ADN) and a bachelor’s degree in nursing (BSN)? An associate’s degree (ADN) in nursing is a two year program which requires the student to fulfill approximately seventy five credits. These credits include liberal arts, science prerequisites, and other requirements in the nursing. At this level students are introduced to the basic fundamentals of nursing. These fundamentals include: assessing patients, how to perform basic nursing skills, administering medications safely, and individualizing patient care...
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...Skills of General Carter Ham Leadership is the process of developing ideas and a vision, living by values that support those ideas and that vision, influencing others to embrace them in their own behavior, and making hard decisions about human and other resources. A leader is a person who exhibits the key attributes of leadership - ideas, vision, values, influencing others, and making tough decisions (Hellriegel & Slocum, 2010). Management is the act or skill of controlling and making decisions about a business, department, sports team, etc. (Merriam-Webster, 2014). Many people confuse leadership with management and although they are usual inner twined they are not the same. Management is only the act of decision making, however leadership is a way of life. It requires one to understand, embrace, evaluate and work to improve upon though out one’s entire lifetime. It is a multifaceted, complex and constantly evolving vision that requires one to be competent in many different areas. As stated by Hellriegel and Slocum (2010) a competency is an interrelated cluster of knowledge, skills, and abilities needed by an individual, team, or organization for effective performance. Most competencies are learned behaviors that can positively or negatively affect a single person or an entire company. There are seven competencies that are found to be the most crucial for a person or company to be endowed with in order to obtain leadership success. The seven competencies are:...
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...Baccalaureate degree Competencies between nurses prepared at an Associate’s degree level verses a Baccalaureate degree level Jessica Power Grand Canyon University Competencies between nurses prepared at an associate’s degree level verses a baccalaureate degree level After the completion of nursing education, all prospective registered nurses are required to take their NCLEX – RN exam. “Entry into the practice of nursing is regulated by the licensing authorities within each of the NCSBN member board jurisdictions (state, commonwealth and territorial boards of nursing). To ensure public protection, each jurisdiction requires candidates for licensure to pass an examination that measures the competencies needed to perform safely and effectively as a newly licensed, entry-level registered nurse (RN).” (e.g; Wendt, Kenny, Schultz. 2011. P.8). There are four categories within the NCLEX-RN exam. These include: Safe and Effective Care Environment, Health Promotion and Maintenance, Psychosocial integrity and Physiological integrity (P.9). Once the applicant has passed the NCLEX-RN exam they can be employed at various healthcare settings such as acute, long term care, or community based settings. There are many ways to obtain your education in nursing. One path is the Associates Degree in Nursing. The Associate’s Degree is offered at community colleges and junior colleges and is typically “two years in length and consists of a balance between general education and clinical nursing...
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...smooth transition of power under normal circumstances (4). A succession management program can identify and replace a vital member of an organization quickly and effectively. Without a succession management program in effect, it can take anywhere between 6 months to 2 years to replace a key employee and therefor decrease the operating performance of the company producing a negative effect on the organization for years following the replacement. Here are a few reasons why an organization should ensure they have a succession management program in effect as outlined in course text (2): 1. Provide increased opportunities for high-potential workers. 2. Identify replacement needs as a means of targeting necessary training, employee education, and employee development. 3. Increase the talent pool of promotable employees. 4. Contribute to implementing the organization’s strategic business plans. 5. Help individuals realize their career plans within the organization. 6. Tap the potential for intellectual capital in the organization. 7. Encourage the advancement of diverse groups. 8. Improve employees’ ability to respond to the changing environmental demands. 9. Improve employee morale. 10. Cope with the effects of voluntary separation programs. 11. Decide which workers can be terminated without damage to the organization. 12. Cope with the effects of downsizing. 13. Reduce headcount to essential workers...
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...Competency: Analysis of the Concept Michelle Trigg University of South Alabama Abstract Understanding the nature and meaning of nursing competency is the initial step in having an unambiguous definition of its practice. All healthcare professionals, including nurses, may only prove to be proficient in their capabilities if they are able to perform comprehensive assessments related to the provision and maintenance of safe and efficient care, the protection of all members of the general public, and the undertaking of all necessary actions in order to preserve the nursing profession. Any and all standards that are established, based on such a perspective, must be adhered to in practice and for the purpose of nursing evaluation. This paper will evaluate and explore the concept of competency and the ways in which the nursing profession integrates the many aspects of competency. Keywords: competence, competency, concept analysis Competency: Analysis of the Concept The concept of competency in nursing is a professional regulation and is extremely important to patient safety and outcomes. In the past, competency in nursing focused on evaluating clinical skills, and not the actual ability(ies) or comprehension of the science behind them (Allen et al., 2008). Nurse competency is a requirement in the clinical setting, and outlines the dimensions...
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...Republic ofthe Philippines Department of Education National Capital Region DIVISION OF CITY SCHOOLS City ofMuntinlupa April 2, 2012 DIVISION ME]\IJORA1~DIJM No. lEft ,K 2011 POLICIES AND GUIDELINES ON THE lMPLEl\IENTATION OF THE UNIVERSAL KINDERGARTEN EDI1CATION PROGRAM To: Division Supervisors/Coordinators Heads, Public/Private 1. Enclosed is DepEd Order No. 21, s. 2012 entitled "Policies lind Guidelines OIl the Implementation ~f tire Universal Kindergartlen Etiucation Program", dated March 20, 2012, the contents ofwhich are self explanatory, for the information and compliance of all concerned. 2. Immediate dissemination ofthis Memorandum is desired. Otlicer-In-Charge Office ofthe Schools Division Superintendent DO~AN'Ed.D. v i\epulJUt of toe tlbilitJpinU Jmepartment of Qfbucation DepEd ORDER No. 21. s. 2012 ( . MAR Z8211!' POUCtES AIfI)·GUIDELIMBS Olf TBB tMPLBMBRTATION OF THE UNIVERSAL KINDERGARTEN EDUCATION PROGRAM To: Undersecretaries Assistant Secretaries Bureau Directors Directors of Services, Centers and Heads of Units . Schools Division/City Superintendents An Others Concerned 1. The Department of Education (DepEd) shall continue with its commitment to the Millennium Development Goals (MDGs) particularly MDG No.2, which is to attain universal primary education by 2015, and Education for All (EFA) objectives. particularly Critical Task No.2. to expand the coverage of the Early...
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...(HRD) in Australia. HRD can be defined as a set of systematic and planned activities design by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. The paper also highlights the challenges in the development of the HRD in the country such as the alignment of training and development practice with the business strategy, the unfocused and not strategic training, and lower level of resource allocator in this field. The implication of HRD by the means of globalization also has been stated in this paper. The later section of this paper identifies the strategies that are capable of overcoming the stated challenges. Such strategies are engaging to national vocational education and training (VET) system, and developed specific roles that can help the HRD practitioners to develop HRD field. Involvement of HR professional’s association members will also be crucial. The Australian government also participates to develop strategies by introducing the Training Guarantee Administration Act 1990, principally to raise Australia’s international competiveness. Australian organizations also involve by improving generic skills needed by the workers to perform well in the workplaces of the future. 1.0 HUMAN RESOURCE DEVELOPMENT IN AUSTRALIA In recent years, the rise of Human Resource Development (HRD) in Australia, as in most other developed nations, has focused on the attempts to better align training and development...
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...DEVELOPMENT Training is a process of learning a sequence of programmed behaviour. It improves the employee's performance on the current job and prepares them for an intended job. Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals. DIFFERENCE: Training: 1.It's a short term process. 2.Refers to instruction in technical and mechanical problems 3.Targeted in most cases for non-managerial personnel 4.Specific job related purpose Development: 1.It is a long term educational process. 2.Refers to philosophical and theoretical educational concepts 3.Managerial personnel 4.General knowledge purpose PURPOSE OF TRAINING: 1.To improve Productivity: Training leads to increased operational productivity and increased company profit. 2.To improve Quality: Better trained workers are less likely to make operational mistakes. 3.To improve Organizational Climate: Training leads to improved production and product quality which enhances financial incentives. This in turn increases the overall morale of the organization. 4.To increase Health and Safety: Proper training prevents industrial accidents. 5.Personal Growth: Training gives employees a wider awareness, an enlarged skill base and that leads to enhanced personal growth. PURPOSE OF DEVELOPMENT: Management development attempts to improve managerial performance...
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