...Consider the importance of essay writing to academic practice in the social sciences, with particular reference to Priest (2007) and Ballard and Clancy (1988). Draw on SSK12 materials and your own experience. In this essay I have stipulated the importance of essay writing in the social sciences outlining knowledge development, bringing fourth the importance of linguistics with the understanding of cultural laws and language within the areas of social science, showing the importance of jargon language with comparisons between two subjects and what is expected from the student in the governing of essay writing. I have also reflected upon essay writing from a teachers perspective, noting the expectations a teacher looks for in essay writing, and adding my perspective with an understanding of the essay cultural system. I have also outlined my experience with the understandings of cultural expectations in disciplines and essay writing concerning linguistics. The importance of essay writing academically in the social sciences is structured in the knowledge internalization, the student writes about the facts that have been a subject of a lecture or read in an article, furthering the knowledge and retention of a given subject, “learning to write essays is empowering. It is learning to take one’s place in the world of ideas” (Priest, 2007). The importance also lies in the intellectual development of a students knowledge...
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...Marketing task As I stated on the phone, nominal marketing will be a peripheral aspect of the position. While I do not expect a formal marketing proposal, I am looking for someone that can think outside the box and help me to grow the practice through various marketing tools, as well as manage the day to day scheduling and office duties more typical of an administrative assistance. I recognize that I am asking the person that assumes this position to wear multiple hats, mostly because I have been wearing those multiple hats myself for the past 9 years of my independent practice. I have included some basic information about my practice, applications of my services, as well as typical fees for service. Think outside the box and be creative in developing a few potential marketing strategies that you think might work well for my practice. Please recognize that I am critiquing you more on work product (accuracy of information and thoughtfulness of proposals, along with your creativity) in addition to your writing and organizational skills on this exercise. I look forward to seeing what you develop and to meeting you during our interview time next week. My practice is typically composed of 10-12 sessions per week. Sessions are a mixture of individual, couples, and family sessions. I am looking to develop a greater basis for psychological evaluations and potential forensic involvement in custody evaluations for divorcing families. I have developed evaluations that focus on...
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...|review and summary sections. Online or in bookstores on the collection of knowledge are merely to report, and | |students discuss the focus of examination and further analysis difficult. Some packages such as the application | |of skills. | |Short-year (this year) | |The most important task is to test to IELTS 6 points, mainly through participation in Global IELTS training, to | |enhance speaking practice to further improve the speaking ability, as well as listening ability, in writing to | |accumulate more words, to increase their own words the amount of multi-back some good words good words, the most | |important is that with practice also focuses on reading practice and master skills to do the skills problem. | |Medium-year(next year) | | | |Next ascend junior, could face more difficult challenges and fierce competition. I need to constantly expand their | |knowledge, professional courses spend more time on the input, for each subject can achieve good results the last, but also|...
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...5A. Covert Rehearsal is an effective way of trying out new communication behaviors. Think about a time that you were daydreaming, or dreaming at night. You can use your imagination to think about an experience or situation that is not really happening at that time or in that place. You can do the same type of simulation on purpose to think about a time and place that will allow you to practice your new interpersonal communication skill to meet your goal as outlined in your new behaviors listed in CCC Part 4E. Choose one or more behaviors to work on that are listed in CCC Part 4E. Choose a communication event that you would like to prepare for privately or secretly – covertly. As you imagine yourself practicing your new skill, focus hard on specific interactions. Actually think about an interpersonal communication exchange – what you say, and how the other person responds. Don’t just go through the motions. Really see yourself asking specific questions, making specific comments, and hearing the other person replying. As you imagine the sequence, practice precisely what you want to say and how you want to say it. Experiment with what feels to be the most effective and comfortable way for you to implement your new behaviors. By covertly rehearsing, you make it much more likely that you will be actually performing the behavior comfortably and effectively in real life situations. This surprising effect of covert rehearsal has been shown in numerous studies. What makes covert rehearsal...
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...A1 - Course Description: The introduction to Consumer Lending Course is designed for Financial/Credit Service staff that has limited or no experience in consumer lending and requires new and practical knowledge in Consumer Lending & Interviewing. This 7 hour full day session will equip you with the theory, knowledge and skill to provide yourself to conduct a proper lending experience for your members/clients. Strength of this course is to provide the best service to your member/client and the ability to apply this to your every day consumer lending environment. Trainees: 25 Financial/Credit Service Staff Members Time: 9 a.m to 5 p.m | * A2 – Course Outline: Time | Module Title | Module objective/s | 9:00AM – 9:30AM | Introduction * Trainer & Trainee Introductions * Housekeeping rules * Agenda | Trainer will begin by introducing herself with trainees introduction of themselves with a brief description so they are familiar with who they will be working with. | 9:30AM – 10:30AM | Module 1 - Retail Lending -Introduction to the Loan Portfolio, the definition, profitability, cross selling, 8 C’s of Credit & matching. | Trainees will listen closely to the topics discussed by taking notes of the 8 C’s of Credit. | 10:30AM – 10:45 | BREAK | BREAK | 10:45AM – 11:15 | Trainer will begin describing the lending process and reviewing the list of responsibilities assigned as a member consultant/lender. As a short group...
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...Human Resources Management Midterm Exam: Training and Development Plan for the Holiday Inn Human Resources Management Training and Development Plan for the Holiday Inn There are a variety of employees who may come to work for Holiday Inn which are experienced and others whom are non-experienced. Some individuals require more training than others but everyone is required to go through training. Training and development is a key concept for Holiday Inn because this depends on how much knowledge and skills an employee will develop for their assigned role. We are sure that the time we are putting in for training will become an enormous benefit for Holiday Inn’s future and reputation. Our training and development plan includes hiring 50 employees whom will assume the roles in front desk operations, housekeeping, and general administrative duties. Since there is a large number of Spanish speaking individuals in Miami, training will be offered in English and Spanish. Training and development will begin on an online basis where employees may access training modules at anytime. Training will also include hands-on training pertaining to each individual’s job role. As we plan our strategic approach for training and development, the following four phases will be implemented; (1) needs assessment based on the firm’s competitive objectives, (2) program design, (3) implementation, and (4) evaluation. Phase...
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...Home Depot’s Professional Development Plan Amber Harvey, Callisha Flack, Deisha Moore, Kelsey Ellis, & TC Scott HRM/326 June 06, 2016 Patricia Morgan Home Depot’s Professional Development Plan From an early age, most of us are taught that practice makes perfect. It is the beginning of our training for success that follows us into our formative and informative years. In addition to practice and training, we are also guided to plan, both proactively and reactively. Together these two tasks have the potential to create greatness. The same concept applies to organizations in the world of business. Today’s workplace demands employees to be skilled in performing complicated tasks in a safe, efficient, cost effective manner. “This involves strategic planning which is a process used to determine how best to pursue the organization’s mission while meeting the demands of the environment in the near (e.g., next year or two) and long term (e.g., next five to ten years)” (Blanchard, 2013, p. 27). This paper will discuss the professional development plan for Home Depot to include; strategic planning, learning objectives, delivery methods, measurements/evaluations, timeframes, and expected results. Strategic Planning Completed in Wk 3 Learning Objectives The varieties of training courses that are offered at The Home Depot are numerous. There should be a clear objective that should be established before choosing which training course would be necessary and which training...
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...Report on “How I assess the training & development issues/needs of an Organization?” Prepared by : Supervised by & submitted to: Nazia Tazreen ID 2010010002014 Tazreen Rahman Md. Rasel Bhuyan ID 2011010004081 Course Teacher Abeda Awwal ID 2010110001061 Training & Development Kaniz Fatema ID 2010110001080 Mahajabin Begum ID 2010110001070 Program : MBA (THIS REPORT IS SUBMITTED FOR THE PARTIAL FULFILMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) 13 December 2011 Tazreen Rahman Course Teacher (Training & Development) Southeast University Dhaka Campus Subject: Submission of Report Dear Madam, With a pleasure, I would like to submit my internship report entitled “How I assess the training & development issues/needs of an Organization?” in connection of my practical experience in Bestway Group I have tried my level best to expose it’s “training & development issues/needs assessment” through collecting various significant information of Bestway Group. I hope you would kindly accept the report considering my unintentional mistakes in preparing of the report. Thanking You Sincerely Yours, ______________________ Nazia Tazreen & Group MBA Program Southeast University Dhaka Campus. |Content Name | |Page No. | |First Phase: Training & Development Process ...
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...PROJECT REPORT - TRAINING AND DEVELOPMENT OF EMPLOYEES Objectives of the Project Report Training and Development of Employees Finding is the main objective of this project report and some of the sub-objective in this report. They are : * To know the effectiveness of the training programme conducted by the company. * To know whether employees are aware about their responsibilities and authorities or not. * To improve Organizational Climate and increase the morale of employees. * To know whether training programme is conducted successfully or not. * To know about the work culture of the organization. Training and Development of Employees : Training and Development of Employees : After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: * Increases knowledge...
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...Handbook for RCOG Trainers July 2011 Contents Introduction Section 1: Introduction to RCOG educational roles 1.1 College Tutor 1.2 Educational Supervisor 1.3 ATSM Director 1.4 ATSM Preceptor 1.5 ATSM Educational Supervisor 1.6 Deanery Ultrasound Co-ordinator 1.7 Ultrasound Educational Supervisor 1.8 Subspecialty Training Programme Supervisor (STPS) 4 5 5 7 8 10 12 13 15 16 Section 2: Structure of postgraduate education 2.1 The curriculum 2.2 Postgraduate training, assessment and appraisal 2.3 Annual review of training 2.4 RCOG forms for appraisal 2.5 MRCOG examinations 2.6 DRCOG examination 18 22 25 30 31 32 34 Section 3: Managing local/regional education 3.1 Guidance for dealing with the poorly performing trainee 3.2 Regional education 3.3 Welcoming the new trainee 3.4 Training needs for trainers 3.5 Top tips for College Tutors and Educational Supervisors 35 35 36 39 39 40 2 Section 4: Resources 4.1 Bibliography for medical education 4.2 List of educational resources 42 42 42 Section 5: Appendices 5.1 Appendix 1: Sample letter of welcome 5.2 Appendix 2: Example of introductory programme 45 45 47 3 Introduction The delivery of training and education is a core responsibility for the National Health Service (NHS). The General Medical Council sets the standards for undergraduate and postgraduate medical education and works with the Colleges to determine the curriculum, assessments and implementation. The Royal College of Obstetricians...
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...TRAINING NEEDS ANALYSIS (TNA) THE ROYAL AUSTRALIAN AND NEW ZEALAND COLLEGE OF RADIOLOGISTS® The Royal Australian and New Zealand College of Radiologists Strategic Priorities 2010 - 2014 Name of document and version: Training Needs Analysis (TNA), Version 1 Prepared by: Kelly Menzel - Educational Development Manager Sharon Messina - Director, Education and Research Submitted to: Endorsed by College Council, 21 July 2011 ABN 37 000 029 863 Copyright for this publication rests with The Royal Australian and New Zealand College of Radiologists ® The Royal Australian and New Zealand College of Radiologists Level 9, 51 Druitt Street Sydney NSW 2000, Australia Email: ranzcr@ranzcr.edu.au Website: www.ranzcr.edu.au Telephone: + 61 2 9268 9777 Facsimile: + 61 2 9268 9799 2 CONTENTS 1. INTRODUCTION……………………………………………………………….3 2. WHAT IS A TRAINING NEEDS ANALYSIS? ………………………...……4 3. BENEFITS OF UNDERTAKING A TNA……………………………………..6 4. INITIAL QUESTIONS ………………………………………………………..6 5. METHODOLOGY………………………………………………………………8 6. TRAINING NEEDS IDENTIFIED……………………………………………11 7. RECOMMENDATIONS………………………………………………………18 8. CONCLUSION………………………………………………………………...22 9. REFERENCES………………………………………………………………..24 10. BIBLOGRAPHY……………………………………………………………….26 11. APPENDIX 1…………………………………………………………………..27 12. APPENDIX 2…………………………………………………………………..28 13. APPENDIX 3…………………………………………………………………..36 Education and Research Portfolio Training Needs Analysis 22 July 2011 Page 2 1) INTRODUCTION This training...
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...Final year project | Effective MTO Program in Banking Sector of Karachi | Submitted by: | | Zuhair Ahmed - 4292 | 12/17/2012 | | LETTER OF APPROVAL Project Title | Effective MTO Program in Banking Sector of Karachi | Submitted by: | Zuhair Ahmed (BB-03-08-4292) | Project Supervisor: | Sir Aijaz Ali | Academic Year: | 2012 | The board of Advanced Studies at PAF-KIET has approved this project as requirement for achievement the degree in Bachelor of Business Administration. Approval committee: ___________________ __________________ Sir Aijaz Ali Sir Adnan Anwar (Supervisor) (Director Academic) Letter Of Transmittal December 17, 2012. Sir Aijaz Ali, Project Supervisor, PAF-KIET Dear Madam, I am submitting the final project report on “Effective MTO Program in Banking Sector of Karachi”. The report includes hypothesis and a concise literature survey. The theoretical framework was based on literature review and other studies. One hypothesis was developed and tested and some other results were discovered. I am thankful for your guidance and supervision without which this project could have not been completed. Yours Sincerely, Zuhair Ahmed BB-03-08-4292 LETTER OF AUTHORIZATION December 17, 2012 Zuhair Ahmed, BB-03-08-4292, PAF-KIET Dear Fellow, Please refer to your initial proposal for undertaking the study on “Effective MTO Program in Banking Sector of Karachi”. In...
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...The case study given is about a fresh graduate, Mr. Rakesh Sharma joined Modern Industries Ltd. (MIL) in Bangalore as a trainee against a projected vacancy in the Paints Application Department for one-year training. Mr. Sharma has been performed very well. The Department Manager and the Training Manager were satisfied with his performance in the first two quarters. However, when stepping in to the third quarter, Mr. Sharma raised an issue about curtailing his training period. The request has not be entertained and Mr. Sharma's behavior started to change and became unacceptable. Counseling session and warning letter have been issued to him and the situation did not turn good. One of the primary objectives of the Training Department is to recruit who have good potential and train them to be effective persons in different department. The Training Manager clearly known that Mr. Sharma is a potential trainee but he failed to train him in different department and caused Mr. Sharma only have one choice of department to stay which is the Paint Application Department. The Training Manager have to struggle on his rational decision whether to terminate or not to terminate Mr. Sharma. There are five issues discussed in this report. These five issues are the main causes to the problem that the Training Manage has to decide whether he should terminate Mr. Sharma or not. The five issues are communication, employees behavior, compensation and benefit, company policy, training and development...
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...The Regional Human Resource Generalist/ Trainer for Whole Foods Market would be a position that I would like to possess. The position will be a support to the Company’s Regional Team Members apart of the Human Resources related functions as well as the training and development . This position will support the Regional Team Member Services Team in Human Resource related functions and Team Member training and development activities in the South Region. This includes Payroll and Benefits Specialist Training, resolving payroll and benefits issues, facilitating regional open enrollment, troubleshooting employment issues, investigations, and assisting with HR recordkeeping audits. Greater than 50% travel. Once obtaining this position of the Regional Human Resource Generalist, I would make a few goals that would help me better serve in the position. The position consists of many responsibilities so setting goals to meet the responsibility would be a tactic I would first take so that I am not feeling overwhelmed and spread myself to thin. Breaking down the responsibilities Human Resource Trainer Human Resources Trainer Job Description Develops and runs training programs for employees of industrial, commercial, service, or government establishment. Confers with management to gain knowledge of work situations requiring training for employees to better understand changes in policies, procedures, regulations, and technologies. Develops teaching outline and determines instructional...
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...An organization needs to have training programmes to achieve certain objectives that the company needs to progress in the direction to reach the company’s goals that it has set. The training has to be systematic so that it will be effective. The purpose of a systematic approach to training and development is to access if the training and development has met the training objectives. The other purpose is also to determine if the organization managed to get their return on investment in the training and development. Training and development is linked very closely to the performance in an organization and it is through this process that the company will be able to meet the current or future manpower needs. In an event that there is a gap in the performance of the employees and the organization goals, that is where training will be needed. The organizational needs that will cause the management to conduct training include skill shortages due to ageing population, employees performing poorly, company decide to produce new products, apply new technology, or design new jobs because these changes tend to require new skills. At times the company maybe prompted by outside forces, such as customer requests or legal requirements. The first phase is the training needs assessment phase. In this phase, the training objectives are established. This beginning phase is very important, as it is in this phase that we access what is the direction or mission of the training programmes. In this...
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