...INDUSTRIAL PLACEMENT HANDBOOK –PART 2 (PA003-5-3) CONTENTS Introduction 3 Internship Mechanism and Process Flow 7 Visiting Academic Supervisor/ Industrial Placement Handbook 12 Part 2-During Internship Appendix 1 – Logbook Template 18 Appendix 2– Logbook Cover Page 19 Post-Internship Appendix 3 – Content Guidelines for Industrial Placement Essay 20 Appendix 4 – Industrial Placement Report Cover Page 27 Appendix 5– Essay Clearance Form 28 Appendix 6 – Student Feedback Form 29 Assessment and Grading Appendix 7 – Industrial Placement Essay Assessment 31 Appendix 8 – Industrial Placement Visit Report Form 34 Appendix 9 – Industrial Placement Assessment Forms 36 Introduction 1. Industrial Experience Rationale The aim of the Industrial Experience programme is to enable students to gain industrial or professional learning experiences to develop transferable skills for employability and thereby to enhance their future value to employers. Familiarity with all common processes is essential and exposure at a practical level to a wide variety of processes is required at a level appropriate for young professional. Whilst it is clearly desirable for students to get a feel for the skills involved, the central aim is to achieve appreciation of business processes. Industrial training is a key component of learning...
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...STUDENT INDUSTRIAL WORK EXPERIENCE SCHEME One of the minimum graduation requirements in certain University academic areas is passing through a Student Industrial Work Experience Scheme (SIWES) unit. The scheme is aimed at providing opportunities for to put into practice their practical and theoretical knowledge acquired in the classroom. The scheme is also aimed at readying students for certain employment opportunities after graduation and also improves the knowledge of academic contents taught in schools. The SIWES unit coordinates the participation of students in professional discipline in the mandatory industrial attachment. The unit further serves as a link between National University Council (NUC), Industrial Training Fund (ITF) and the university relating to SIWES. It places students on the scheme in industries and establishments and supervise students during industrial training. VISION STATEMENTS OF SIWES To be the foremost Human Resource Development (HRD) organization in providing dynamic need-base and quality-driven intervention for industrial skills training and development in Nigeria and one of the best in the world. MISSSION STATEMENT To set and control standards of excellence and effectiveness and offer direct training of professionals, technicians, technologists and entrepreneurs to meet the human resource needs for rapid industrialization and sustainable economic development of Nigeria, relying on a corp of highly motivated and competent professionals staff using...
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...A Critical Reflection of the Value of Work Placements Word Count: 967 An internship is a directed, practical learning experience, outside of the normal classroom setting, in which students sharpen skills, gain experience through work on advanced productions, apply classroom learning to professional settings or projects, and learn first-hand how professional companies or organizations operate (Palomar College, 2005). It is generally know that many universities offer sandwich degree courses and this paper will critically examine the value of work placements undertaken by universities students. The popularity of work placements and internship has grown in the recent years as young graduates found it hard to secure a job. In 2011 UK government offered ‘youth contract’ to help young people getting jobs and this was initiated when youth unemployment has hit a record high, with more than one million young people out of work in the UK, and applicants far outweighing the number of entry-level and graduate vacancies ( Bennetts and Emilie, 2011 ). There are a number of benefits of work placements to both students and organisation offering internships. According to Gazzard (2011), ‘Placements can provide industry with a cost-effective labour pool and develop a pipeline of motivated and competent future employees.’ An article published in Hispanic Engineer & Information Technology (2013) states that internship experience not only benefits the company that a student work for, but internships...
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...main priority was and continues to be the advancement of Psychology as a science. ("Society For Industrial & Organizational Psychology, Inc.", 2012). The history of the APA Division 13 indicates that this organization was initially instituted by a very selective group of members, whom had achieved the highest qualifications of fellowship. As a result these members could practice as psychological examiners or consultants. In its origins, members writhed with operational organization and structure. Furthermore, extensive discussions were conducted regarding member qualifications requirements. According to "American Psychological Association" (2012), “The Society was eventually disbanded for about 20 years. Following World War II, in 1946, when APA re-organized, Division 13 was later established as one of 19 charter divisions in APA in 1946” (Division History). Division 13 is now a very financially stable organization that relies solely in the contributions of its volunteers while SIOP struggles with proper management, it continues to stay afloat through steady members dues. Even though the American Psychological Association (APA) was organized in 1892, it was in 1973 that a new division was formed. It was called APA Division 14 Industrial and Organizational Psychology or SIOP. In 1988 the SIOP joined the American Psychological Society as an affiliate ("Society For Industrial & Organizational Psychology, Inc.", 2012). Since then, the organization has undergone a...
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...BA9224 HUMAN RESOURCE MANAGEMENT UNIT 1 PERCEPTIVE IN HUMAN RESOURCE MANAGEMENT Human Resource Meaning: Human resources refer to the qualitative and quantitative aspects of employees working in an organization. Definition: “Human resources are considered as Human Capital. Human capital is classified under 3 categories- Intellectual capital, Social capital and Emotional capital. Intellectual capital consists of specialized knowledge, tacit knowledge and skills, cognitive complexity and learning capacity. Social capital is made up of network of relationships, sociability and trustworthiness. Emotional capital consists of self confidence, ambition and courage, risk bearing ability and resilience.” – Sumantra Ghosal. Human Resource Management (HRM) Meaning: HRM is a process of making the efficient and effective use of Human Resources so that the set goals are achieved. Definition: “Personnel management or say Human Resource Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.” –Flippo. Differences b/w Personnel Management and Human Resource Management Dimensions | PM | HRM | Nature of relations | Pluralist | Unitarist or Neo-Unitarist | Perception of conflict | Conflict is institutionalized | Conflict is Pathological | Contract | Emphasis on compliance...
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...ILM Level 6 Diploma in Management Course Content ILM Level 6 Diploma in Management has been designed to provide practising or potential senior management with a solid foundation for their formal development in this role. This programme has been developed to include 5 pathway options: Hospitality Management, Health and Social Care, Patisserie and Confectionary, Retail and Enterprise and Culinary Arts. It will help young professionals to acquire the necessary skills in modern management procedures and to get prepared for first line management positions. This is a 21 month programme including a salaried 6 month work placement in the related industry. The Work Placement Team will guide students in finding these positions. The placements may be situated anywhere in the UK. Student placements have included hospitality/catering positions with: Claridges, Nobu, Carluccio’s, Sanderson Hotel, Dubai Air Show, Hurlingham Club, Nadell’s Patisserie, Greenhouse and Smiths of Smithfield and nursing homes: Barchester Health Group, Bupa Care Homes, St Matthews Nursing Homes. Modules Include: Critical thinking and research skills in management, Reviewing corporate policy and strategy, Developing the executive manager, Becoming an effective leader, Understanding how management coaching and mentoring can benefit individuals and organisations, Optimising organisational capacity, Leading change in organisations, Leading project implementation, Developing excellence in operations, Managing...
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...colleges are emerging every day. Among the various universities governing the colleges, Pokahara Univrsity (P.U.) is popular university of Nepal, which brings the courses with the demand of present scenario. So, with the increasing demand of the Management studies, P.U. has gradually prepared an innovative course in order to originate the competent professionals with the changing demands of corporate world since 2005 A.D. Among different management courses of P.U., Bachelor in Business Administration in Banking and Insurance (BBA-BI) is one of the best management courses which also includes the insurance sector. The BBA – B&I is a four-year program spread over eight semesters. A student needs to successful complete 126 credit hours of course work, project work and internship for graduation Study Background This project report is submitted in partial fulfillment of the organization for the degree of “Bachelors in Business Administration-Banking & Insurance”. It is an essential part of BBA-BI program that helps students to acquire professional qualities through activities done under the supervision of different professionals in the organizations. It gives tremendous...
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...Please improve this article by introducing more precise citations. (July 2011) Business Development Asia Type LLC Industry Financial services Founded 1996 Headquarters New York City, United States Key people Euan Rellie, Senior Managing Director Charles Maynard, Senior Managing Director Products Investment Banking Employees 70 (2012) Website www.bdallc.com Business Development Asia LLC, or BDA, is an investment banking firm that advises on cross-border M&A (mergers and acquisitions), distressed situations, private placements, capital raising, valuations and financial restructurings. The company provides advisory services on crossborder transactions involving Asia, including the Middle East, typically with transaction values between $20 million and $1 billion. The company is headquartered in New York with offices in Tokyo, Seoul, Shanghai, Beijing, Hong Kong, Mumbai, Bahrain, and London. BDA has seven partners and 70 full-time professional staff across its nine offices, supplemented by a team of senior advisors around the world. BDA advertises itself as the "leading independent pan-Asian M&A advisory firm". Contents [hide] 1 History 2 Awards and Recognition 3 Sector experience 4 References [edit]History BDA was founded by Euan Rellie and Charles Maynard in 1996. Andrew Huntley joined BDA as its third partner in 1998. The three of them still run the firm. BDA is headquartered in New York City, with eight further offices in Hong Kong, London, Mumbai, Seoul...
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...evaluate how the company addresses customer needs and critique how it achieves competitive advantage. The mission of Metrotek is to provide staffing solutions to companies as well as job seekers to promote economic growth and stability. To accomplish our mission, we offer flexible staffing options. We offer contract, contact-to-hire, and direct placement options. The staffing areas we service include clerical, light industrial, and professional along with human consultations. Metrotek focuses on you and your business. We recruit and place based on our custom match philosophy. Simply put, what the customer wants the customer gets. Metrotek staffing services are designed to fit business needs. Our process focuses on you and your business because our customers are our top priority. From contract, contract-to-hire, and direct placement, we offer placement options that will deliver the right solution. Metrotek vision is to become the first choice for staffing services in North Texas. As a company, Metrotek is committed to its values on which it acts. It always will conduct business fairly and with integrity. It will conform to professional standards of conduct. It will develop trustworthy relationships through its successful staffing programs it will implement. Metrotek will make a worthwhile contribution to society by providing employment and services. As a company we particularly can make an important contribution to the common good when it functions properly. Therefore, it will...
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...it was only responsible for benefits and payroll administration works. But later organization consolidation, globalization, technological advancement and research has made HR concentrate on strategic initiatives like talent management, planning, mergers and acquisitions, succession planning, labour relations, industrial diversity. Organizations now have well trained and specialized HR professional for individual departments thus we have human resource management professional and line managers. 3.1 Describe the roles of human resources management professionals and line managers. i) Human resources management professionals are responsible controlling and managing the workforce which has direct contribution to the success of an organization. They are also responsible for developing and incorporating personal management tasks of the workers to increase the reputation of the organization.HRM professionals helps an employee to maximize his efficiency. To another extend human resources professionals’ tasks still traditional and routine administrative works like obeying with employment laws, dealing with payroll and handling related tasks. Human resources management professionals are proactive in...
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...The effect professional selling may have on your offering After careful consideration of the different types of promotional strategies to be used, businesses sometimes decide that including some forms of promotional selling can affect the marketing in a positive way; however, promotional selling has its own set of positive and negative feedbacks. Initially, the main focus of promotional selling is to use the employees as the main representatives not only for the product itself but also for the company as a whole by investing in their appearance, attitude, communication abilities, and product knowledge to raise the curiosity of potential consumers (Riley, n.d.). Additionally, businesses that use promotional selling lean heavily on face-to-face interaction, which most times prove successful but at other times may damage the product brand due to a negative interaction. Good examples of promotional selling lie in the automotive industry, cell phones, office equipment, construction equipment, and anything that is sold from a business to another industrial consumer (Riley, n.d.). In relation to Jump Juice, Nike decided promotional selling wasn’t its main focus; however, it did consider having the product knowledge passed down to store representatives in sporting goods facilities as well as considering product placement. By applying the correct tactic with promotional selling, Nike is able to maintain control over logistics that negatively and positively affect the launching and long-term...
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...generally is a field that revolves about how and why a living thing act and behave and the processes in the mind that comes with the behavior. The American Psychological Association (2014) furthermore defines psychology as a study concerning the mind and behavior of the human being, involving everything from how the brain functions to why a certain person behaves. Basically, psychology is a field that studies human and their behavior with the goal of analysis on the mind as to why their behavior is such. 2.2 What are the uses of psychology in the business world? Psychology can be used in the business world by means of helping the employees achieve their optimum performance level and still be happy about their job (Society for Industrial and Organizational Psychology, Inc. [SIOP], 2014). Psychologists work in the human resources department, in the managerial department, in the administration, and more. It is use to develop and utilize an employee’s ability to perform even better at his job. Psychology is used to ensure harmony amongst the people in the organization. It is also concerned with trainings and development given to employees and to the company (San Diego State University [SDSU], 2014). According to the Victoria University of Wellington (2013), every business organization aims to supply a form of commodity, whatever it is, in an efficient and inexpensive method to the public. It is the duty of the psychology department of the company to have that desired outcome...
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...to design the interiors of buildings. In order to be successful in this professional, working on live projects and gaining practical skills is the most essential requirement. The various universities in the UK that offer undergraduate courses in interior designing strongly focus on this aspect. Live projects, studio tutorials, seminars and workshops are part of the curriculum that make the students become professionals to land their dream jobs on the basis of building of strong portfolios. Thus, while learning the course itself, you will gain exposure on how to satisfy the clients. The country of the UK...
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...Placement Report Introduction I was employed for three months at Diftco, near Birmingham, under the supervision of Ms Witten. The objective of the internship was to gain management experience in an industrial environment. Diftco exports construction equipment, and it is one of the most profitable firms in the region. Experience and Professional Achievements I worked in the Export Office most of the time, where I was in charge of preparing shipping documents. I was also responsible for checking containers in the warehouse where the equipment is assembled and packed. I successfully learnt to use the automatic bar code system used in the warehouse. However, it was interesting to discover that even such a sophisticated system can never completely eliminate human error. Perhaps the most valuable lesson I learnt was to double-check information. The importance of careful checking was emphasized when I unfortunately sent a container to Austria instead of Australia because I had misunderstood my correspondent on the telephone. The course module in international trade studied last semester was extremely valuable in understanding how a company like Diftco works. Thanks to this preparation, I was able to establish good rapport with the export staff. On the other hand, communication with the warehouse staff was much more difficult mainly because many of them do not speak English. Observations The company is well organized with a very motivated, hard-working and dedicated staff. I feel...
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...An evaluation of the relationship between Organisational Culture defined using The Competing Values Framework (1988) and Allen and Meyer’s (2000) Organisational Commitment types. Introduction to culture Organisational Culture is a topic that has been addressed by many theorists and defined in numerous different ways (Ostroff, Kinicki, & Tamkins 2003), with the most famous definition being “the way we do things around here” (M Bower 1966). However a more comprehensive, inclusive definition of culture would be: “the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments” (Schein 1996). With this in mind, it is widely accepted that organisational culture not only has an impact on performance (Brown 2008; Andersen et al 2009) but has been described as one of the most powerful and stable forces operating in organizations (Lamond 2003). The Competing Values Framework This paper will use the Competing Values Framework (CVF, Figure 1) to address the aforementioned topic of corporate culture’s effect on organisational commitment, as it is regarded as the most popular approach for assessing the performance of a company (Gregory et al, 2009). The model itself is comprised of two main axis, the first reflecting the dimensions of change and stability within an organizations’ culture. One end of this axis represents a prominence towards flexibility and spontaneity, whereas...
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