...HELEN UECKERMANN STUDENT NO: 45492832 PYC4807: PSYCHOLOGICAL ASSESSMENT ASSIGNMENT 05: Assessment in an industrial context Closing date: 11 July 2011 CONTENTS SECTION A 1. Introduction 2. Competencies 3. Core competencies of successful accountants 3.1 Skill-related competencies (SPEEX) 3.2 Personality-related competencies (16PF) 4. The role of situational, personality and interest measures in establishing the core competencies of interviewees 4.1 Situational tests 4.2 Personality tests 4.3 Interest tests 4.3.1 The Self-Directed Search (SDS) 4.3.2 The MB-10 5. Approaching the process to appoint a suitable candidate 5.1 Components of the selection process 5.1.1 CV Screening 5.1.2 Reference checking 5.1.3 Short-listing 5.1.4 Competency based interviewing 5.1.5 Psychological assessment 5.1.6 Second interview 5.1.7 Appointment SECTION B References SECTION A 1. Introduction The aim of this essay is to critically discuss the importance of a job description by highlighting five important competencies that are relevant to the job description of an accountant, the use of various types of measures in the industrial context, and the process followed in selection, placement and development of employees. The modern work environment is competitive and employers need to be strategic in their hiring strategy. According to Bennie and Huang (2010) it is important for organisations...
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...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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...DOI: 10.1002/hfm.10053 Improving Performance and Quality of Working Life: A Model for Organizational Health Assessment in Emerging Enterprises Christin Shoaf Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. Ash Genaidy Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. Waldemar Karwowski* Center for Industrial Ergonomics, Department of Industrial Engineering, University of Louisville, Louisville, KY 40292, U.S.A. Samuel H. Huang Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. ABSTRACT The organization of work has been addressed through numerous perspectives by a diverse set of disciplines. While job stress research has focused on the promotion of worker well-being, contemporary business-improvement initiatives (e.g., lean manufacturing, six sigma) have sought to optimize effectiveness through work processes. However, these two aims, although traditionally viewed as contradictory, are actually interdependent variables in the determination of long-term profitability. The concept of organizational health blends the pursuit of individual wellness with organizational effectiveness to yield a strategy for economic resilience. This article introduces a novel model for organizational health assessment using a systemic approach that addresses work factors at the individual, job, process, and organizational levels...
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...Define leadership. What is the path-goal theory of leadership? Identify the four leadership styles of path-goal theory and explain when they are most appropriately used In this essay leadership and the path-goal theory will be discussed, also 3 articles that examine different parts of leadership will also be reviewed. 2 articles involve experiments, one of which test the path-goal theory in Tawain, and the other studies a contingent view of leadership and the last article looks at transforming leadership for success and sustainability, with H Davenport’s own experience to discuss leadership Leadership can be defined as the procedure of influencing others in order to reach organizations or group goals. Another way of defining leadership “is inspiring others to pursue your vision within parameters you set, to the extent that it becomes a shared effort, a shared vision and shared success” (businessnewsdaily n.d.). There are many different types of leaders and a number of diverse roles in which leaders play. Fielder’s contingency theory, the path-goal theory is one way of improving leadership roles and becoming a more enhanced leader. Path goal theory states “leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals and by increasing the number and kinds of rewards available of goal attainment” (Mc Williams 2010, p. 238). Path-goal theory has four styles of leadership. One style is directive leadership which is used when giving...
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...INTRODUCTION 2. ASSESSMENT IN GRADE 12 2.1 Format of the question papers 2.2 Detail of question papers 4 4 4 3. CONTENT 6 4. CONCLUSION Copyright reserved 25 Please turn over Economics 1. 3 Examination Guidelines DBE/2014 INTRODUCTION The Curriculum and Assessment Policy Statement (CAPS) for Economics outlines the nature and purpose of the subject Economics. This guides the philosophy underlying the teaching and assessment of the subject in Grade 12. The purpose of these Examination Guidelines is to: • • Provide clarity on the depth and scope of the content to be assessed in the Grade 12 National Senior Certificate (NSC) Examination in Economics. Assist teachers to adequately prepare learners for the examinations. This document deals with the final Grade 12 external examinations. It does not deal in any depth with the School-Based Assessment (SBA). This guideline should be read in conjunction with: • • • The National Curriculum Statement (NCS) Curriculum and Assessment Policy Statement (CAPS): Economics The National Protocol of Assessment: An addendum to the policy document, the National Senior Certificate: A qualification at Level 4 on the National Qualifications Framework (NQF), regarding the National Protocol for Assessment (Grades R–12) The national policy pertaining to the programme and promotion requirements of the National Curriculum Statement, Grades R–12 Copyright reserved Please turn over Economics 4 Examination Guidelines 2. ASSESSMENT IN GRADE 12...
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...GENERAL PSYCHOLOGY (SOC SCI 101) 5 JOURNALS OF PSYCHOLOGY PSYCHOLOGY | > the science seeking to describe, understand, and predict the behavior and mental processes of organisms. > the goals of psychology are to describe, explain, predict, and control behavior. ABNORMAL PSYCHOLOGY * Abnormal psychology is the branch of psychology that studies unusual patterns of behavior, emotion and thought, which may or may not be understood as precipitating a mental disorder. * Although many behaviors could be considered as abnormal, this branch of psychology generally deals with behavior in a clinical context. * There is a long history of attempts to understand and control behavior deemed to be aberrant or deviant (statistically, morally or in some other sense), and there is often cultural variation in the approach taken. * The field of abnormal psychology identifies multiple causes for different conditions, employing diverse theories from the general field of psychology and elsewhere, and much still hinges on what exactly is meant by "abnormal". * There has traditionally been a divide between psychological and biological explanations, reflecting a philosophical dualism in regards to the mind body problem. * There have also been different approaches in trying to classify mental disorders. * Abnormal includes three different categories, they are: * subnormal * supernormal * paranormal * The science...
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...ECONOMIC AND SOCIAL COMMISSION FOR WESTERN ASIA (ESCWA) IMPACT OF INDUSTRIAL POLICIES ON THE COMPETITIVENESS OF SMALL AND MEDIUM-SIZED ENTERPRISES United Nations Distr. GENERAL E/ESCWA/SDPD/2007/7 11 December 2007 ORIGINAL: ENGLISH ECONOMIC AND SOCIAL COMMISSION FOR WESTERN ASIA (ESCWA) IMPACT OF INDUSTRIAL POLICIES ON THE COMPETITIVENESS OF SMALL AND MEDIUM-SIZED ENTERPRISES United Nations New York, 2007 The designations employed and the presentation of the material in this publication do not imply the expression of any opinion whatsoever on the part of the Secretariat of the United Nations concerning the status of any country, territory, city or area, or of its authorities, or concerning the delimitation of its frontiers or boundaries. Mention of firm names and commercial products does not imply the endorsement of the United Nations. References have, wherever possible, been verified. Symbols of United Nations documents are composed of capital letters combined with figures. Mention of such a symbol indicates a reference to a United Nations document. 07-0488 Preface This study has been prepared by the secretariat of the Economic and Social Commission for Western Asia (ESCWA) as part of its regular programme of work for the 2006-2007 biennium. The study draws upon work that ESCWA is implementing within the framework of harnessing technology and enterprise development for the improved productivity of small and medium-sized enterprises, with a view to...
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...DEPARTMENT OF INDUSTRIAL PSYCHOLOGY IPS 704 – 2012 PSYCHOMETRICS – ASSIGNMENT 1 LECTURER: Mr R Oliver DUE DATE: 26 April 2012 STUDENT 1: Jodine Hoffmann : 2038038 STUDENT 2: Nonstikeleo Mokoena : 3158789 STUDENT 3: Shafeeqah Jacobs : 2561402 STUDENT 4: Simone` Juganath : 3158797 PLAGARISM DECLARATIONI hereby declare that: | YES | NO | a. | I have perused and understood the relevant sections relating to plagiarism, citation and referencing; | √ | | b. | I know that plagiarism is wrong; | √ | | c. | I did not attempt to present the ideas of another as if they were my own; | √ | | d. | I did not attempt to represent the words or work of another as if they were my own; | √ | | e. | I did not utilize the ideas, words or work of another without acknowledgement; | √ | | f. | I did not use the printed text, electronic text, images, computer programme, sound, performance or creative works of another without proper acknowledgement; | √ | | g. | Where I engaged with group of student to create a particular piece of work, the work correctly reflected the contribution made (where a single piece of work is collected generated, all of the group carries the responsibility for that piece of work); | √ | | h. | I have not allowed, and will not allow, anyone to copy my work with the intention of passing it off as his or her own work. | √ | | i. | I have not copied another person’s assignment, essay or take-home test or any part thereof...
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...individuals in their personal lives. Organizational psychologists are not trained to diagnose psychological disorders. Organizational psychologists focus their attention on individuals as a larger group, generally found in the workplace. The objective of an organizational psychologist’s work is usually to help an organization become more effective. Just as organizational psychology is a subfield of psychology, it is also a subfield of the broader field of industrial-organizational psychology, or I/O psychology. According to “Industrial and Organizational Psychology” (2014), “Industrial/Organizational (I/O) psychology is both the study of behavior in organizational work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings” (para. 1). I/O psychology combines two major divisions: industrial psychology and organizational psychology (Huelsman, 2008). Industrial psychology could be considered psychology for human resources. Topic areas of industrial psychology include recruiting and selection, performance management, and learning and development. Organizational psychology includes topics such as personality, organizational behavior, and communication (Huelsman, 2008). Because all disciplines of psychology are rooted in science, organizational psychologists are expected apply scientific research to...
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...performancewas in 1494, when Luca Pacioli published in Venice ‘Summa de arithmetica, geometrica, proportioni et proportionalita’ (‘Everything on arithmetic, geometry, proportions and proportionality’). It detailed a practice the Venetian sailors had in place to evaluate the performance of their sailing expeditions, which became the basis of the double-entry accounting system. The subjective nature of individual performance evaluations and the dominance of financial indicators for evaluating enterprise performance became stepstones for performance management in human activities. The industrial revolution added to this combination the “organization as a machine” metaphor that played a major role in driving improvements in efficiencies and effectiveness. The result was an organizational performance management model based on mechanistic, command-and-control thinking, driven by subjective individual assessments and financial indicators and crowned by pay-for-performance arrangements. Did it work? To a certain extent, yes. Many organizations flourished and matured based on this model. Does it have flaws? Many. And while historical circumstances attenuated them in time, today’s environment amplifies and exposes them at an accelerated rate. Is there a better way? Yes, but it is not simple. It requires a change at multiple levels, from the underlying philosophy of performance, to mentalities and processes. This is not easy. Over time, the use of Key Performance Indicators (KPIs) became...
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...BSBHRM405A Support the recruitment, selection and induction of staff Release 1 BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 BSBHRM405A Support the recruitment, selection and induction of staff Modification History Release Comments Release 1 This version first released with BSB07 Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills...
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...needs of different customer groups; impact of tourism on resources and the local community; carrying capacity; sustainability; local and national government policies; alternatives to mass market Physical: landscape eg geology of lakes, mountains, coastline, profile of beaches, flora and fauna, preferences of landscape; effects of people and the need for conservation eg urban infrastructure, water supply, sanitation, transport networks LO3 Understand how the characteristics of destinations affect their appeal to tourists Economic characteristics: economic growth and development; the process of economic development in countries eg pre-industrial society, industrial to a service economy; components of gross domestic product; provision of consumer goods; exportation of primary products; fluctuation of process in export markets; dependency on industrial countries; tourism as an economic alternative Physical characteristics: physical conditions eg poor urban infrastructure, lack of clean water supply, inadequate sanitation, lack of utilities, poor transport network Social characteristics: eg population pressures, infant mortality, life expectancy, migration from...
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... Training Needs Analysis 2009 “Training Needs Analysis: A case study of the Abu Dhabi Police” Abstract Abu Dhabi Police is one of the most challenged organisations among all public sector organisations in the Emirate of Abu Dhabi in the UAE. The Abu Dhabi Police therefore consider that their employees should have the ability and the confident to cope with critical situations. Existing literature regarding Training Needs Analysis (TNA) shows that most studies conducted on TNA practices were done overseas. Due to cultural differences, these findings might not reflect similar descriptions regarding TNA practiced in the Middle East, and specifically in the UAE. So, this research aims to investigate the nature of Training Needs Analysis within the context of the Abu Dhabi Police and the impact of TNA on organisational performance. To achieve this questionnaires and interviews will be carried out in the Abu Dhabi Police. 2 Training Needs Analysis 2009 Introduction The Abu Dhabi Police is one of the most challenged organisations among all public sector organisations in the Emirate of Abu Dhabi in the UAE. Also, the police are one of the most diverse forces and need to be very focused, active and effective, and object oriented. The Abu Dhabi Police therefore considers that their employees should have the ability and the confident to cope with critical situations (Grau-Gumbau, R., et al., 2002) who state that human resources have to be equipped with the necessary level of professional...
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...backyard burn barrels in rural areas, are never accounted for. To the residential homeowner burning trash has been for centuries the means of disposing refuse in areas that do not have organized garbage collection. As the modern industrial chemical production continues to increase, making products that make everyday life in the modern world more accessible, burning that waste stream at low temperatures products highly toxic compounds releasing not only in the air via smoke but also in ash runoff, and smoke fume condensation on possible food sources. Countless toxicological studies have been conducted on dioxins, furans and polychlorinated biphenyl (PCBs). That information will be leveraged here to compliment the toxicity and pollutant effects of these chemicals, yet the emphasis is not political, environmental, nor humanitarian. It is about highlighting the non-industrial emissions, choices in some cases, and for others the realization, that these toxic chemicals are a result of disposing product we receive from the modern industrialized world. Dioxins, furans and PCBs are unwanted by-products of burning of household trash, oil heating, burning wood stoves, and diesel exhaust smoke, and certain industrial processes. The EPA, now considers non-industrial burning of household wastes in burn barrels to be the largest emissions source of dioxins, furans and PCBs (Dow Chemical, 2014). Dioxins, furans, and PCBs, are all considered toxic to...
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...ASSESSMENT FRONT SHEET Programme: BTEC Higher National Diploma (HND) in Business Unit Number: Unit 24 Unit Title: Employee Relations Unit code: (F/601/1271) QCF Level: 5 Tutor Name: Email: Key dates Distribution date: 25/04/2016 Submission date: Return date: 4 weeks after submission Introduction The term ‘employee relations’ has replaced that of ‘industrial relations’ Industrial relations are generally recognized as relations between an employer and a collective workforce, typically through a recognized union. Employee relations means the relationship between an employee and employer, and this is largely controlled by legislation and is being revised and updated continuously. It is important for learners to appreciate how good employee/employer relations contribute to the success and effectiveness of a business. In this unit they will investigate how cooperation between employers and employees leads to the development of good working relations against a changing background. The success of a business often relies on its relationships with its employees. Learners will investigate and explore different types of industrial conflict and the procedures for resolving this. It is important that learners are aware of change and keep up to date with developments in dispute procedures in relation to employment law. Legislation and EU directives play a major role in employee relations and learners will examine how these are...
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