...TEACHERS TRAINING OPPORTUNITIES AMONG THE MEMBERS OF THE ACADEME OF GOV. P. F. ESPIRITU ELEMENTARY SCHOOL __________________________________________________________ Final Paper Presented to the Open University System Polytechnic University of the Philippines Maragondon, Cavite _________________________________________ In Partial Fulfillment of the Requirements In Organizational Development and Leadership Effectiveness ________________________ Submitted by: CATHERINE M. SALGADO RENNALYN S. VELARDE AVELINA D. PISCOSO BERLITA B. TANAGON Submitted to: DR. APOLONIO A. DUQUE THE PROBLEM AND ITS BACKGROUND Introduction There is a substantial literature on the relationship between teacher characteristics and student learning. Most prior research on this topic has focused on teachers’ educational background, years of teaching experience and salaries. The results of this work are mixed. While it is clear that certain teachers are more effective than others at increasing student performance, there is considerably less consensus on whether specific, observable teacher characteristics such as education or experience produce higher performance. While most research has focused on general skills, school districts and states often rely on in-service staff development as a way to improve student learning. This on-the-job training seeks to instruct teachers in content as well as pedagogy. Professional development is an extremely widespread practice in...
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...Training the Next Teachers for America Megan Hopkins talks about these changes in this article. The first change would be extending the program’s two year commitment to three years is one change. Secondly, require all first year members to complete a residency year in an experienced teacher’s classroom within their placement district at placement grade level. Thirdly, cluster Teach for America residents at higher performing urban schools so they are still in urban settings but in a school community that provides a positive culture and support. Fourthly, offer courses through a university partner for first year cops members to obtain certification and a master’s degree. Fifthly, provide incentives to teach longer than three years. The incentives could be a range of things but corps members should really stay involved longer than two years. I think staying more than two years will allow time to get in the groove of teaching, allow for more experience, learning, growing, and perhaps falling in love with teaching and wanting teaching to be their profession. I think Teach for America would benefit from these changes greatly. These changes would make it more like the regency model and would allow for higher quality in teachers. I sincerely do not believe that Teach for America is doing anything good for our students at this current time with the low quality education they are providing our schools. It is not these teachers’ faults however. They are doing the best they can with what...
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...Chapter 1 Introduction 1. Background of the Study: International organizations, policymakers, and scholars acknowledge the importance of universal education. Both public and private gains to investment in education are high: economic growth, individual earning potential, and health indicators are all positively correlated with education. Multiple forums, including the Universal Declaration of Human Rights, have recognized primary education as a human right. The United Nations Educational, Scientific and Cultural Organization’s (UNESCO) Education for All movement set a goal of universal primary and secondary education by 2015, a target simultaneously established in the Millennium Development Goals. Public financing of education has been a priority for governments in developing countries for several decades. This is because education is perceived in modern societies as an important pillar of socioeconomic development. However, in recent years, the education sector has faced stronger competition from other sectors also seeking financial government support. In the budget for fiscal year 2011-2012 the government has proposed Tk 19,873 crore for education sector with Tk 10,850 crore for the Education ministry The proposed volume is Tk 1725 crore more than that of the allocation of Tk 18,148 crore in the fiscal year 2010-2011. In 2010-2011 fiscal year the allocation for the technical and vocational education was 233.64 crore which was 14.98% of total education development program...
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...(for use in the classroom only) ISSUES RELATING TO ADULT LEARNING Learning is the basic objective of all the training and development activities. If people have not learnt what they were suppose to learn from a HRD program; then the program should be called as a failure. It is, therefore, very important for HRD professionals to understand the major concepts and research findings related to learning. Learning may be defined as the process of acquiring, assimilating, and internalizing inputs for their effective and varied use when required, leading to an enhanced capability for further self monitored learning. It is any relatively permanent change in behaviour that occurs as a result of experience. The change often is an increased capability for some type of performance. Basic learning styles of the participants Every individual has a unique way of gathering, absorbing, processing and internalizing inputs for learning purpose. This constitutes an individual’s learning style. It must, however, be remembered that the learning style of an individual is neither always explicit nor enduring. An individual modifies it in light of the situations and experiences. Even in a training program, a participant may change the learning style, depending on the opportunities available for learning. It may be noted that a participant's learning style is not necessarily a measure of his/her intellect and learning abilities. It only suggests a preference for the manner in which...
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...Job Description Paper Catina Cole BUS 303 John Beeson December 15, 2014 Job Description Paper Job descriptions are an important part of the job analysis process in Human Resources. A job description “identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (Youseff, 2012). Job descriptions usually serve as a point of reference for many of the things that HR has to consider for a job, such as what the pay will be, evaluations, and training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note...
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...Being a Teacher • Being a Role Model and a Coach • Strengths: Being an Expert The verification will require a manager to observe a Crew Trainer candidate during 2 to 3 shifts. • Verification of Being a Teacher should be completed while the candidate is conducting actual training sessions with crew trainees • Verification of Being a Role Model and a Coach should be completed with unannounced checks while the Crew Trainer candidate is working a normal shift • Verification of Being an Expert should be completed with unannounced checks during rush periods at two or more stations to see if the candidate is performing proper station procedures consistently. The candidate should also be able to explain the why’s behind the procedures and to answer questions from other crew during the shift. Opportunities: Performance Expectations • • Managers: Document your own observations in the space provided. Summarize the participant’s strengths and opportunities. Review the results of this verification with the participant. Consistently performs all the Crew Trainer responsibilities and follows all the policies in the restaurant Trains and coaches other crew to be experts and role models as well Teacher Observations and Comments: Being a Teacher Demonstrates proficiency in using the 4-Step Training Method at stations where the Crew Trainer will be primarily responsible. 1 Prepare Makes sure training materials are available Reviews training materials before training Cleans...
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...Manufacturing has relocated in China due to China being partners and already having the facilities to start production. Riodan Manufacturing is still researching the shipping requirement to meet deadlines and get products to the customers. They have run over budget by $100,000 due to training employees to learn new systems. I have created a new system that will both save the company money and be able to train employees. 1. This system with has live Internet classes that are offered to the employees in the company. Cost has gone up to train employees the new systems and the employees have had to travel to complete these trainings. With onsite training, meetings and 24-hour tech services being provided to employees, this will cut down on cost in the future. The company will need to spend money to get this new system going but it will save them money in the future and they will also have the sources to keep up with the newest technology and be able to move more business around the world. 2. This system will be ran by human resources. Human resource will have a defined group who will set up all training that will be onsite of each factory with face-to-face conferences via Internet with teachers. 3. Along with training be onsite in each factory, human resources will also have a 24-hour system where any employee can speak with tech services when a new system is introduced or a problem arises with any of the equipment. 1. The company will need to update all computers and provide portable...
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...organisations to work with employers to provide specialist support. That is were Fit for Business wants to step in and help. The problem is not only a problem for mature employees, it is quite the contrary market researches state that, “ More than 2.5 million young British workers aged 18-29 are suffering from stress and believe that their bosses are pressuring them to bear the brunt of recovery from recession“. As a result, young employees are paying a heavy price with their health and wellbeing. Fit For Business has special trainings for young employees to guard them from this mental stress. We support the employees and offer numerous courses to increase the employees fitness, stability and motivation. Our clients consist of a high bandwidth throughout different layers of the working world the like e.g. businesspersons, managers and CEO‘s, which do not have the time to go to usual fitness studios due to their working situation. We do not only provide physical training with our personal trainers and different programmes increasing the fitness, we also provide psychological...
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...with good environment, they also influences their employees various steps,like gives their employees various training and knowledge’s .For this reason these employee more motivated and ready to make much more contribution to the organization Mainly we focus this report how to maintain and what types of methods follow in training and development process. We also focus five steps. How to evaluated their employees performance appraisal. And tried to our best think,what types of training and development process should be followed for their employees increasing knowledge and skills. We are acquired more experience to research and analysis this report, that help us future job performance. We also learn various things. We collecting data and some valuable information by internet from Nestle Bangladesh Ltd. Official web-site,friend and annual report. We create these report by Microsoft office 2003. Finally,We thanked those people who are help through valuable information.Also special thanks our honorable Teacher Ayesha Bintte Saifullah for her guideline. INTRODUCTION 1.1: Background of the Report An employee might more knowledgeable and skilful by training and development program or process that maintaining an effective level job performance. So it acts an important role in HR department. As a part of BBA program, our Human Resources practices in Bangladesh course teacher Ayesha Binte Safiullah assigned us to prepare a report on HRM process and practice...
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...Nyemby Job Kwedi Yann Master degree in IHRM Assignment 7 Training and Developing Employees What is meant by ‘organizational development’? Briefly explain the different characteristics of organizational development. Organizational development deals with the overall arrangement of the organization and its functions, including both the long-term and short-term identification and development of its human resources. It includes the process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions; the set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands. There are a lot of characteristics of organization development. These characteristics are from various dimensions of organization development. Characteristics of organization development: a) Focus on culture and process: Organization development on culture and process of proper and organization on following suitable and positive culture level and process success organization development program depend. b) Collaboration: Organization development encourages heartfelt collaboration between managers and employees and members managing culture and processes. c) Accomplishment of tasks: Various kinds of teams and groups play important roles for accomplishment of organization development activities. Thus targets can also be achieved. d) Human and...
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...Technological Based Training Methods Student name Institutional Affiliation Traditional Versus Technological Based Training Methods There are various methods and materials accessible to help an organization prepare and equip its employees to better carry out their functions. Indeed, with numerous choices out there, it is daunting to establish which methods to employ as well as when to use them. The use of several methods for every training session may in fact be the most effective means to assist employees learn and retain knowledge. Today, organizations realize that they cannot use only traditional training methods, especially if they want to remain competitive (Noe, 2012). In the information period also, learning opportunities across a lifetime from one’s childhood to adulthood. The skills and knowledge of people need constant refreshing, so as to keep up with the new technologies and trends. Currently, the radical change in the workforce structure and the reinventing of traditional work, in either the factory or in the large-scale repetitive clerical operations, develop the use of advanced technologies as a prerequisite for successful training (Papani, n.d). Recently, facilities for education and training at a distance have been recognized as a way of offering access to knowledge as well as learning facilitation for people for whom if otherwise might be denied. Such facilities include intranets, extranets, e-learning, online training, and m-learning...
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...employer designing their training programs which doesn’t need to exist. a. The first step to creating a learning environment is to decide what you want to teach. The idea is to make training programs as relevant as possible to the organization (and the needs of said entity). i. One of the biggest barriers of organizations in the first step is the lack of job-applicability of their programs --- a well-done needs analysis will ensure that an organization not only needs the program but also give a good idea of whether the program will be effective or a waste of time and money. ii. The next mistake organizations make is that they fail to set clear, concise instructional objectives. In order for training to be effective, the training has to have a very narrow goal, i.e. we need to teach the employee to perform the task of connecting calls via a switchboard. iii. Once the goal is set, you should then go to a line manager and ask them what knowledge the trainee needs to know when connecting calls via a switchboard as it applies to the organization – too many organizations skip this step and end up teaching employees a different way of doing things. This causes problems in the workplace when they make it back to it, and then they have to unlearn what they learned and start over (which creates inefficiency.) iv. The last item you should look at when deciding when you are deciding what to teach your employees in your organization is whether the training program is interactive enough...
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...Schedule: Week 3 JEP Schedule: First Trainings I. First Five a. Leigh and Vijeta: Pizza Bagels, Salad, and Cookies! b. Next week: Riley and Nana II. Passing Around a. Verify your contact information i. For those who do not attend staff meeting: please stop by Ali’s office to double check your contact information. ii. Contact information sheets will be in your mailboxes by the end of the week. Please do not share with anyone outside of JEP. III. Trojan Time a. Every other Wednesday morning, Brenda will send an email with an image of your timesheet. i. Review the timesheet to make sure that it is correct ii. Add your Wednesday office hours 1. Even though you will not have worked those hours yet, you need to add them on to the system to ensure that you get paid for your work that day a. This is on the honor system – Brenda will be able to check if your swipe out time matches the time you enter into Trojan Time. iii. Go into the Trojan Time website and enter those hours by 3:00pm on Wednesday 1. Enter the hours exactly as shown on the timesheet iv. Calculate any extra hours and submit them to the linked Google Doc 1. Brenda will add those extra hours to your Trojan Time when she approves your submissions. IV. First Training a. Tips from Veteran PAs ...
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...Summary Introduction Mission Vision Values H-R Policies of Allied Bank 1) Job Analysis A) Contractual Staff B) Regular Staff A) Contractual Staff * Job specification * Job description B) Regular Staff * Job specification * Job description 2) Recruitment 3) Selection 4) Testing 5) Interviews 6) Training & its types A) Off-job training B) On-job training A) Off-job training Occupational Training schools Cooperative Education Vestibule training B) On-job training Apprenticeship Coaching Mentoring Job Rotation In-Basket Training 7) Compensation Mgt Salary Probation period Pension Promotion criteria Transfer Rent or residence facility Medical care Health and safety program Insurance Career management Vacations Education of children Transport Performance...
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...IMPACT DOES TRAINING HAVE ON EMPLOYEE COMMITMENT AND EMPLOYEE TURNOVER? SCOTT BRUM University of Rhode Island Training is of growing importance to companies seeking to gain an advantage among competitors. There is significant debate among professionals and scholars as to the affect that training has on both employee and organizational goals. One school of thought argues that training leads to an increase in turnover while the other states that training is a tool to that can lead to higher levels of employee retention (Colarelli & Montei, 1996; Becker, 1993). Regardless of where one falls within this debate, most professionals agree that employee training is a complex human resource practice that can significantly impact a company’s success. The training industry as a whole has shown significant growth through the years. Statistics indicate that investment in training is continuing to grow as more and more companies realize its importance. In 1995, $7.7 billion was spent on the wages and salaries of in-house company trainers and $2.8 billion was spent on tuition reimbursement (Frazis, Gittleman, Horrigan, Joyce, 1998). The American Society for Training and Development found that in 2004, the average annual training expenditure per employee was $955, which is an increase of $135 per employee from the previous year. The number of formal learning hours per employee also rose from 26 hours in 2003, to 32 hours in 2004 (atsd.com, 2005). As the investment in various training programs continue...
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