... | |Enrolment requirements: |Assumed entry skills and knowledge: | |Credit points: 15 |It is assumed that students undertaking this subject already possess a | |Prerequisite: Human Resource Management (MGT2HRM) |sound understanding of basic human resource management. | |Delivery mode and location: | | | |Assessments: | |Two assignments 2500 words (total word count) 30% | |Final examination 2 hours 70% | | | |You are required to achieve a mark of at least 40% on the final examination, in addition to achieving an overall mark of 50% for the | |subject, in order to pass this subject. ...
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...Assessment Task B2 | Co-Assessed CHCECE022; CHCECE023; CHCECE024Carry out a series of tasks in the work placement setting and write a program based on the information collected | Method of assessment | Individual task that needs to be completed in the workplace and in or out of class | Conditions of assessment | Report / Third Party Evidence | Elements | 1, 2, 3, 4 | Resources to be used: | SBC Class Notes (Provided by SBC), Handouts (Provided by SBC) Australian Children’s Education and Care Quality Authority (2011). Guide to the National Quality Standard. ACT: Commonwealth of Australia (Provided by SBC) Australian Government Department of Education, Employment and Workplace Relations. (2009). Belonging, Being and Becoming: The Early Years Learning Framework for Australia. Canberra: DEEWR (Provided by SBC)Education and Care Services National Regulations, Ministerial Council for Education, Early Childhood Development and Youth Affairs (2011)(Provided by SBC) | CHCECE022 Promote Children’s Agency | Unit PurposeThe assessment tasks within this unit provide you with the opportunity to demonstrate evidence of the knowledge and skills required to promote and encourage children’s agency. | CHCECE023 Analyse Information to Inform Learning | Unit PurposeThe assessment tasks within this unit provide you with the opportunity to demonstrate evidence of the knowledge and skills required to gather and analyse information about children’s learning, in order to inform practice. |...
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...Marketing Unit code: Y/502/5411 QCF Level 3: BTEC National Credit value: 10 Guided learning hours: 60 Aim and purpose The aim and purpose of this unit is to give learners an understanding of how marketing, research and planning and the marketing mix are used by all organisations. Unit introduction Marketing is at the heart of every organisation’s activity. Its importance is also growing in the non-commercial, public and voluntary sectors. Also, at the heart of marketing is the customer. This unit will introduce learners to some of the tools and techniques all types of organisations use to achieve their objectives. Firstly, learners will explore how different types of organisations use marketing principles to meet the needs of their customers and achieve their objectives. The constraints under which organisations operate are important and learners will study the legal requirements and voluntary codes that affect marketing. Learners will then go on to investigate how organisations collect data through market research and turn it into useful information which can be analysed and used to plan their marketing activities. The segmentation and targeting of groups of customers is a key marketing technique and this is studied in detail. This includes the different bases for segmentation of both consumer and business markets. Next, learners will examine how a marketing mix is developed to meet the needs and aspirations of a targeted group of prospective...
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... | |Credit value |2 | |Unit code |3RAI | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet organisation-wide objectives and support L&D solutions for individuals and groups within the organisation. This unit is suitable for persons who: • are aspiring to, or embarking on, a career in HR/L&D • are working...
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...BTEC Professional Credit value: 10 Guided learning hours: 30 Unit aim This unit provides the learner with an understanding of the links between strategic management, leadership and organisational direction, and the skills to be able to apply this understanding. Unit introduction The main aim of this unit is to investigate how current thinking on leadership influences an organisation’s planning to meet current and future leadership requirements. Learners will gain an insight into the current thinking on leadership from an organisational perspective. They will examine the links between strategic management and leadership, particularly the skills a leader needs to support organisational direction. The unit will help learners understand the impact of management and leadership styles on strategic decisions in differing situations, through examining the competences and styles of successful leaders. Applying management and leadership theories and models to specific situations will enable learners to assess their impact on organisational strategy. The unit will draw on a selection of established principles, including the influence of emotional intelligence on leadership effectiveness. This will enable learners to assess how organisations can plan to meet current and future leadership requirements. This unit gives an organisational perspective, but it offers learners an insight into how it can contribute to development of their strategic management and leadership ...
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...CPA PROGRAM GLOBAL STRATEGY AND LEADERSHIP STUDENT SUPPORT SLIDES Semester 1, 2016 MODULE 1 AN INTRODUCTION TO STRATEGY AND LEADERSHIP NEED TO MEET MODULE OBJECTIVES • • • • • • • • Explain the development of the evolution of strategy Outline the ethical responsibilities and challenges that leaders of organisations are confronted by Discuss the different approaches to strategy, and how they differ from one another Identify the strategy process and describe the purpose of each step Explain the concepts of strategic thinking and analysis Describe the various levels of strategy and the links between them Explain the drivers, challenges and benefits of globalisation Discuss the role of the accountant in the strategy process PRACTICE • • • Have you completed the questions in the Study Guide? Have you completed the Learning Examples in the Student Notes? Have you completed the knowledge check questions from this module? Key revision areas: • The different approaches to strategy: rational, processual, evolutionary, systemic • The levels of corporate strategy and the scope/content of each • The drivers, challenges and benefits of globalisation • Evolution of corporate strategy as a concept – Porter, Mintzberg • Operational effectiveness v. strategic positioning • Developing the strategy – see Focus slide • Ethics in leadership: classical and socioeconomic views Strategy and leadership Approaches ...
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...complexities of planning for a single lesson – taking into account a long and growing list of factors ‘from provision to pupils with SEN’ to the ‘literacy objective’ that considerably lengthen every written plan – the hurdles to overcome when planning for an 8-week scheme would surely but multiply. While the freedom at my fingertips was invigorating, there was the gnawing sense that failure to grasp the key issues involved would lead to the teacher’s greatest fear – wasted lessons; wasted lessons after which the class would struggle to maintain a respect for the teacher. Furthermore, it would be the waste of an outstanding opportunity. As commentators to the publication Teaching History have repeatedly stressed, the new History National Curriculum for Key Stage 3 offers teachers a ‘glorious flexibility’ to throw out the straight-jacket of centralised requirements beholden to political overlords (Dawson 2008, 18). Instead, led by a relit passion for their discipline, teachers are able to respond to the very specific needs of their school and construct personalised routes towards a variety of objectives. For some commentators, the National Curriculum Key Concepts and their accompanying levels represent the vestiges of an ancien regime of central control that prevent true pupil ownership developing (see Knight 2008). However, a determination to facilitate pupil progression in six concepts at the heart of our subject should be valued as a way to structure our planning, teaching and...
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...LO#1: Understanding learning theories and learning styles. 1.1. Comparing different learning styles: The term “learning styles” speaks to the understanding that every individual learns differently. Technically, an individual’s learning style refers to the preferential way in which the student absorbs, processes, comprehends and retains information. For example, when learning how to build a clock, some individuals understand the process by following verbal instructions, while others have to physically manipulate the clock themselves. This notion of individualized learning styles has gained widespread recognition in education theory and management strategies. One of the most accepted understandings of learning styles is that the individual learning styles fall into three categories : 2. Auditory learning : Auditory learners best understand new content through participating, listening and speaking in situations, such as lectures or group discussions. 2. Auditory learning : Auditory learners best understand new content through participating, listening and speaking in situations, such as lectures or group discussions. 1. Visual Learning : Visual learners prefer the use of images and graphic organizers to access and understand new information visually. 2. Visual Learning : Visual learners prefer the use of images and graphic organizers to access and understand new information visually. 3. Kinesthetic Learning : Individuals who are kinesthetic learners, best...
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...Learning and Development: Assignment Project Title: What can the performance management process offer to learning and development activity within an organisation? Date Due: 02/04/14 Submission Date: 02/04/14 Lecturer: Kevin O’ Leary Declaration of Originality; I / We hereby certify that this material, which I / we now submit for assessment on the module International Business Management, is entirely my/our own work, except where properly referenced. In addition, I / we certify that it has not been submitted in whole or in part for assessment for any academic purpose other than in partial fulfilment for that stated above. Student Name & Number (printed) | Signature | Annie Logue | | What can the performance management process offer to learning and development activity within an organisation? Annie Logue C12519327 02/04/14 Table of Contents * Introduction * Performance Management * Learning and Development * Line Managers/ Responsibilities of Management * Personal Development planning * Conclusion. Introduction The aim of this report, I will critically assess how the performance management process offers to learning and development activity within an organisation. Throughout this report you will gain an outlook on performance management, what it does in the organisation and how is it effective in the organisation. How performance management and learning and development are integrated, what are the responsibilities...
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...bodies in education and training. 3.1 Explain the roles of stakeholders and external bodies in education and training. Students should complete an essay on roles and accountability to stakeholders and external bodies in education and training. (400 words minimum) Education and training are complex systems that involve numerous stakeholders and external bodies working collaboratively to ensure quality,...
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...Module 6 Organizational leadership 3 marks 1) What do you mean by “charisma”? Ans: Charisma is a trait found in individuals whose personalities are characterized by powerful charm and magnetism (attractiveness) and superior capabilities of interpersonal communication and persuasion. According to Weber, charisma is a pure form of authority based on the gift of divine grace. The term charisma is applied to a certain quality of an individual personality by virtue of which he is considered extraordinary and treated as endowed with supernatural, superhuman, or at least specifically exceptional powers or qualities. 2) Who is a charismatic leadership? Ans: Charismatic leadership is a leadership based on the leader’s ability to communicate and behave in ways that reach followers on a basic, emotional way, to inspire and motivate. 3) Define the term “transactional leadership”. Ans: A transactional leader is one who guides and motivates his follows in the direction of establish goals by clarifying role and task requirements. It involves exchange relationship between leader and the followers. It is a perception for mediocrity and that transformational leadership leads to superior performance in organization facing demands for renewal and change. 4) Differentiate between transformational and transactional leadership...
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...Running head: Assignment 1 Strategic Planning, Learning Theory, and Training Needs Analysis Assignment 1: Strategic Planning, Learning Theory, and Training Needs Analysis KorVina Hunter Professor Robert High BUS 407 December 9, 2011 The analysis phase defines what needs to be trained. Next, an instructional design is crafted to meet this need. Only after the design is complete are the instructional materials developed. During development, individual and group tryouts of the materials are conducted. Results are iteratively fed back into design and development. Evaluation is a central feature of ISD and is performed in each phase. The phases are: Phase 1: Analysis –Determine if training is the appropriate solution; if so, define training requirements Phase 2: Design – Define objectives, design the training program, and select training methods and media. Phase 3: Development- Develop all training materials in accordance with design. Conduct pilot training classes. Refine course, as necessary. Phase 4: Implementation – Implementing training, evaluate, and refine. Phase 5: Evaluation – Performed during development, during implementation, immediately after training, and six months or more after training. Most training design models contain five steps. One of the most commonly used models is the ADDIE model, which stands for analysis, design, development, implementation and evaluation. Analysis stands for...
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...LEARNING AND ASSESSMENT A GUIDE TO ASSESSMENT FOR THE NATIONAL QUALIFICATIONS FRAMEWORK © New Zealand Qualifications Authority 2001 All rights reserved. No part of this publication may be reproduced by any means without the prior permission of the New Zealand Qualifications Authority. ISBN 0-90892751-7 ii LEARNING AND ASSESSMENT Assessment for the Qualifications Framework Introduction to 2001 edition Learning and Assessment was first published in 1996. It has been in demand ever since and reprinted many times in its original format. The 2001 edition retains the text of the original. The photographs have been omitted to reduce costs and the original Foreward was no longer relevant. We are delighted and a little surprised that there is sufficient demand for a reprint five years on. When we were researching for Learning and Assessment late in 1995 only 40,000 learners were being assessed for the Framework. There were 4,800 registered unit standards and 109 national qualifications. Only 414 providers were accredited and 16 ITOs were able to register workplace assessors. Sixty schools were trialling mathematics and geography standards. There was little practice of any kind, let alone proven successful practice, on which to base advice to assessors. Our scenarios and case studies in computing, small business management, commercial fishing and economics reflected hope and expectation rather than experience. There are now 626,000 learners registered on the Framework; about 200...
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...| | |3 D MORDEN COLLEGE LONDON | | | |Diploma in Strategic Management and Leadership Level 7 | | | |Unit 1: Developing Strategic Management and Leadership Skills | | | |Assignment : Apply theories of Leadership and Management to an organisation | | | |Tutor: Mr M.T.Islam Date Set: 08 January 2015 | | ...
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...STUDY GUIDE for C475 Care of Older Adult Objective Assessment Exam questions are taken from the Learning Objectives under the 9 Competencies: #1 Competency 742.1.1: Compassionate and Respectful Care of Older Adults The graduate integrates principles of compassion and respect for patients and their families into the planning and delivery of care to a diverse population of older adults and into advocacy for vulnerable older adults. This topic addresses the following learning objectives: * Recognize the impact of attitudes, values, and expectations about aging. * Describe how the RN’s personal beliefs and values may impact the care of older adults. * Articulate the concept of individualized care as the standard of practice with older adults, considering the right care, at the right time, in the right place and by the right provider of care. * Define Baby Boomers * What are the five racial groups listed in your text? * How would you perform discharge teaching to an Hispanic patient * Apply effective and respectful communication strategies in the care of older adults and their families. * List some of the changes of aging that could affect therapeutic communication * Note the ways to communicate or assist a patient with disabilities such as hearing deficits, vision impairments, or aphasia and dysarthria. Be familiar with the types of hearing devices. How should you address the older adult during therapeutic communication? ...
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