...Office Class Proposal Table of Contents Summary 3 Description 3 Course Objectives 3 Course Curriculum 3 Course Standards 3 Course Outline 4 Equipment Needed 5 Financial 5 Assumptions 5 Documentation 6 Summary This proposal is written to communicate the objectives, curriculum, standards and potential revenue in regards to an MS Office class. Description This class will be held 2 days a week for a semester in length. The location and times will be determined as the class is developed. The class will be designed for 12 (twelve) students, but will adaptable due to space. It will be taught in various formats, but not limited to lecture, textbook, and hands-on training. Student will also earn up to 2 (two) High School technology credits. The course will be offered in three sections. The sections must build upon each other. Course Objectives The objective of this course is to provide the background for the students to become knowledgeable in the components of Microsoft Office. It will also provide them with the knowledge and expertise to fulfill many roles in today’s society, be preparing them in the field of office systems. Course Curriculum Textbook - Microsoft Office 2007: Introductory Concepts and Techniques, Windows Vista Edition, 1st Edition ISBN-10: 1423927133 Course Standards This course will be taught to Sunshine State Standards (See Documentation). Course Outline Essential Introduction to Computers Microsoft Windows Vista 1. Introduction...
Words: 3876 - Pages: 16
...The Status of Standards Reform Over the last decade, concern over our global economic status and the role of public education in preparing workers has led to a push for standards reform. Two converging reform strategies have emerged: 1) to create a voluntary system of academic standards (e.g., in math, science, English, civics) for students in kindergarten through twelfth grade, and 2) to create a voluntary system of industry skill standards that specify prerequisite skills for individuals planning to enter certain industries and occupations (e.g., electronics, health care, printing, human services). Standards-driven reform is not without controversy. The notion of national academic standards, synonymous in many minds with federal efforts such as Goals 2000: Educate America Act of 1994, raises concern that local autonomy will be jeopardized. Meanwhile, industry skill standards, when linked to public school curricula, trigger concerns that schools will simply become a training ground to ensure better products and services. The question is not so much whether academic or industry skill standards should exist. They already do -- at state, local, and federal levels. At issue is who should be setting standards, how they should be implemented, how the multiple and diverse standards development efforts should be integrated, and which types of standards will best improve learning and ensure a high-performing workforce. Currently, business and education officials are joining forces...
Words: 4880 - Pages: 20
...DEVELOPMENT AT UCL Contents: 1. Introduction 2. The CPD Context 3. UCL Support 4. Feedback and Appraisal 5. The CPD Cycle and Where to Start 6. Evaluation and Impact 7. Recording Your Learning and Development 8. A CPD Portfolio 9. Conclusion Appendix 1 Approaches to Learning and Development Appendix 2 Tools to Help With Portfolio Development Appendix 3 A Change of Career Appendix 4 Learning Styles Appendix 5 Definitions Appendix 6 Continuing Professional Development Record Appendix 7 Basic Principles of CVs And Applications Appendix 8 Resources 3 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL 1. INTRODUCTION PURPOSE: This document is intended to provide staff at UCL with a clear understanding of continuing professional development (CPD), and its importance, within the context of UCL. It is also intended to encourage equality of opportunity by encouraging everyone to plan their development and record their skills. The guide will act as a transportable toolkit to help with the planning and recording of your personal and professional development. It should be used in conjunction with any continuing professional development (CPD) related specifically to your profession or professional registration. The guide also explains why you should record your learning and development, and how to do it. WHAT IS CPD? The Chartered Institute of Personnel and Development (CIPD) defines CPD as “the need for individuals to keep up to date with rapidly changing...
Words: 7702 - Pages: 31
...A Constructivist Pedagogy For Career And Technology Education In this article, I explored tenets of constructivism that could be directly applied to the Career and Technology Education Standards for Career and Technology Education Teachers. This article provides a proposed constructivist pedagogy for the Vocational Technology studies. Though I do not consider myself to be a strict- constructivist teacher, when I compared my educational philosophy to this proposed pedagogy, I realized how much the study of constructivist theory and practice had influenced my beliefs and methods of instruction. As a future Technology Education educator, I applied these constructivist principles to my own teaching style and methods. A Constructivist Pedagogy for Career and Technology Education The National Association of State Directors of Career Technical Education Consortium states: “career studies should be taught in manners that are consistent with a constructivist view of learning” (NASDCTEC, 1999, p. 7). While this may sound good in theory, one underlying problem exists: the lack of a clearly defined, agreed-upon constructivist pedagogy. This article will (1) explore the definition and variations of constructivist theory, (2) present a pedagogy for constructivist teachers of career and technology studies, and (3) compare and relate those pedagogies to the existing standards for powerful career and technology studies as defined by the NASDCTEC. “Constructivism is a topic...
Words: 3584 - Pages: 15
...Tatrina Bailey Career Counseling-Mid Term Dr. Jill Thompson Prairie View A&M University March 14, 2015 Defend the statement: Career development is a continuous process. Explain how it is a discontinuous process. Career development is a continuous process, which concentrates on the processes of seeking, receiving, and processing the information about one self, educational and occupational alternatives, role options and life style. In other words, career development is the process, which makes people understand themselves in relation to the working field and environments, and the role they play in it (Zunker, 2012). Today, in the 21st century, the world of work is very different form the one it has previously been. Globalization of the job markets and the economy, and rapid advancements in technology create an increased competition. The main focus of the global economy is information generation and delivery of services. The modern world dictates the conditions for the business world, providing continuous outsourcing of work, reduction of companies, and modification of jobs. Due to that, people have temporary and part-time jobs, while a growing number of people are self-employed. Therefore, the majority of careers may be described with such words, as uncertainty, insecurity, unpredictability, work intensification, fewer opportunities for promotion, part-time work, self-employment and non-standard contracts. In this regard, individuals...
Words: 1558 - Pages: 7
...roles and responsibilities that are different from those experienced as a student under supervision. The aim of this book is to explore and develop important aspects of the roles and responsibilities of the qualified nurse in order to develop your understanding and prepare you to successfully make the transition from student nurse to registered professional. It can also be used as a resource for those who may already be qualified and registered, but are looking for helpful advice and are wishing to continue their professional development. The roles and responsibilities of a qualified nurse include essential professional skills such as: ● ● 01-Burton-01.indd 1 Leading in care management and care delivery situations Maintaining standards of care 10/22/2010 5:41:38 PM OUP UNCORRECTED PROOF-FPP, 10/22/2010, GLYPH 2 Chapter 1 Becoming a qualified nurse ● ● ● ● Making ethical and legal decisions Being accountable, Working...
Words: 8494 - Pages: 34
...selected behaviours uphold the concept of ‘HR professionalism’ give examples from the knowledge and activities @ band C- Explain with related examples, why the HR professional needs to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation CIPD Professional Map – The CIPD HR Profession Map (HRPM) is an accurate tool that guides an HR practitioner’s learning and development through becoming an effective HR professional. HR professionals can use the map for many reasons such as identifying skills and team capability, building role profiles and identify areas that need development (HRPM, CIPD, 2012). Professionalism is defined as a continuous development of outcomes anticipated through appropriate behaviors and conduct that are needed in order to have beneficial business relationships (Gian Fiero, 2008). The principles of professionalism among others commit professionals to have some values such as be customer focused, have proper ethical standards, accountability and reliability, be proactive, responsive and have the willingness to learn and study continuously (CHS, 2012). The HRPM has four bands, ten professional areas and eight behaviors. This tool helps HR practitioners develop themselves from assistants to senior managers; moving from Band one to Band four… The bands are related with the competence and the contribution needed to move from one band to the next. The professional areas are the activities that HR practitioners...
Words: 4095 - Pages: 17
...Career Development Plan Kim Stacks HRM 531 June 27, 2010 Patrice Cloutier Career Development Plan This Career Development Plan is to help assist employees in achieving work related goals. The plan and process will benefits many factors within the organization including the likelihood of employee retention. Employees will see the organization and managers pursue and encourage him or her to seek and pursue career and education goals for the organization, establishing retention and seeking happy employees who may seek these goals with another organization. This training and mentoring plan will guide employees set realistic expectations of career growth with specific time frames for each milestone to happen such as noting education and learning in areas that employees need to develop to be eligible for their next career milestone such as a promotion. However, noting Career Development Plans are just that; a plan and are not commitments to the employee from the organization or the manager proposing this plan. Workplace Training Because of the merger, restructuring, and the addition to the focus of the InterClean and EnviroTech sales team, it is vital that each individual as well as the team collectively obtain the knowledge to be prepared to embrace the challenge of the new structure. The new sales team is a mix of employees from both InterClean and EnviroTech. The new sales force has four members moving in from EnviroTech, who all have superior customer service relations...
Words: 1623 - Pages: 7
...and Space Intelligence Center (NASIC), with headquarters at Wright-Patterson Air Force Base, Ohio, is the primary Defense Department producer of foreign aerospace intelligence. NASIC develops its products by analyzing all available data on foreign aerospace forces and weapons systems to determine performance characteristics, capabilities, vulnerabilities and intentions. The center's assessments are also an important factor in shaping national security and defense policies. As the DoD expert on foreign aerospace system capabilities, the center historically has also been involved in supporting American weapons treaty negotiations and verification. NASIC is a very large organization of military and civilian personnel representing multiple career fields among several units. I chose to closely diagnose the section I work for who is involved daily with every unit within NASIC. The section I work in is a support element of the center known as the Commander’s Support Staff (CSS). Our staff prepares and processes administrative support actions relating to unit programs such as military decorations, in-processing and out-processing of personnel, notification of drug testing, separations and retirements, and enlisted and officer evaluations. We manage the unit leave control program and maintain a suspense system for personnel actions and correspondence. We also maintain and monitor duty status changes such as deployment, prepare and process unfavorable information files and adverse actions...
Words: 2174 - Pages: 9
...DON HONORIO VENTURA TECHNOLOGICAL STATE UNIVERSITY Bacolor, Pampanga Career Decisions, Experience, Work Traits and Productivity of Public Elementary School Teachers in the Coastal Schools of South Sector in the Division of Pampanga By Amor Chino De Mesa Lopez Ed. D Student Chapter 1 THE PROBLEM AND ITS BACKGROUND Introduction In the country's present educational situation, we need teachers who are effective, dynamic and ceaselessly exert efforts to ca carry out sound pedagogical objectives of the nation. One question that is often raised is: what makes an effective teacher? Merely wanting to be a teacher is not a manifestation of one's fitness to handle the demands, rigors and pressures of effective instruction. The teacher must be cognizant of effective classroom management coupled with commendatory work traits of various trends and innovations in teaching. The learners are the central point of observation and concern especially when the quality of education is being assessed. For these reason, professionals or individuals who specializes in education are hired for their service and expertise. Educators take part in the noble task in uplifting the academic performance of each child. It is their sole responsibility to nurture and develop the minds of the future leaders and work force of our nation. The personality of the teachers has great influence in the development of desirable attitudes and values of learners. The teacher must be a good model...
Words: 4367 - Pages: 18
...For every person interested to specialize in a certain career, they must be equipped with a professional knowledge and techniques. These essential qualifications are learnt in another or separate department out side the industry in which the individual is employed. This essay will give explanation of a specialized organization, which offers the skilled acquaintance. We will also show how this specific department contributes in providing these professional acquaintance as well as abilities. Lastly we will elaborate how careers successes are affected Every kind of career need proper knowledge and techniques .for instant when starting a career in education one need to be prepared to meet and face all he challenges that might occur in his or her classroom. An educator need to be more equipped with relevant materials to prepare him or herself with behavior management as well as specialized development In addition to the information received all through a college degree in teaching. According to the studies individuals who are well experienced having aspiration and a good set of connections as well as support system are on a pathway to a victorious career. Various scholars conclude that learning-goal course, is the tendency of persons to make every effort for progress and knowledge which is concerned with the career contentment. It is said by many individual that the satisfaction in career brings about success. Profession control is happens when a worker actively practice understanding...
Words: 671 - Pages: 3
...Chapter 1: Strategic Role of HRM Strategic Role of Human Resources Management Human Resources Management (HRM): management of people in organizations to drive successful organizational performance and achievement of organization's strategic goals - Attract, retain, engage diverse talent - Hire best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze...
Words: 21571 - Pages: 87
...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 information on resources that are used based on or used in conjunction with competency models to efficiently prepare the workforce. This paper examines the role of competency models in human resources practices and discusses where the ETA Competency Model Clearinghouse has assisted in sharing competency related information and resources to the publicly funded workforce investment system and...
Words: 6251 - Pages: 26
...higher educational qualifications to be held by these staff. Nonetheless, it is apparent that many officer employees are conscious of the desirability of possessing recognised educational qualifications. Several have, entirely voluntarily, taken steps to advance their higher education simultaneously with their seagoing careers. This is not a new phenomenon but an opportunity has been taken to gauge current attitudes toward the matter. The paper has been composed as a result of empirical research from a random sample of seagoing officers, whom have attended the Specialised Tanker Training Programmes at Warsash Maritime Academy, since the autumn of 2009. A sample, consisting of 61 course participants, was asked if any had undertaken, or had considered undertaking, higher education study. Of these, 21 had indicated such a preference and were then presented with a series of ten open-ended questions. The results of this survey are presented in this paper and the rationale behind their answers discussed. The paper has also endeavoured to place the findings within the broader context of onboard quality and resource management within the shipping industry. Keywords: Career Planning, Higher Education, Student Motivation, Quality Management 2 The Perception of the Value of Higher Education amongst Tanker Officers The Rationale In the UK the option of taking a bachelors degree as part of a professional...
Words: 4849 - Pages: 20
...Role of an employee in a Self-development is directed related to the will of the Department or agencies to have professionals, highly educated and trained professional working for them. A fewer agencies, departments or business will leave the employee by himself, without the necessary support to grown professionaly Some Agencies will leave the process of professional evolution under the motivation and thirst to manage the obstacles of time, and financial support on the hands of the Employee. It will be up to the employee to arrange and plan his professional development, by the way this system of management is an invitation for failure and professional stagnation, due to external factor that will prevent professional to looking for improvements, and being satisfied with the job that he or she has. Modern Departments or agencies will be the employees’ partner; they will invest and plan the individuals development, just leaving the rest for the employee own will to succeed. Nowadays promotions and raises are based on the most developed and competent candidates. Naturally it is expected that the employee will initiate the process of self-improvement. Because professional stagnation will lead the individual to less important positions, fewer promotions and most important less money or a poor resume. Below it is described three organizations and their view about the topic on employee self-development. Researching at the Department of interior website, it is expected...
Words: 1584 - Pages: 7
