Level 3 Evaluation

Byrd, R., & Hays, D. G. (2013). Evaluating a Safe Space Training for School Counselors and Trainees Using a Randomized Control Group Design. Professional School Counseling, 17(1), 20-31.

In the Navy we use a training system called Personnel Qualification Standards or PQS for short. The ideology behind this program in that it puts the bulk of responsibility on the individual Sailor in regards to gaining the basic knowledge of the program in a set time frame as opposed to requiring system experts to continually take time to train said Sailor. Once the Sailor believes he or she has the basic knowledge down they need to seek out someone already certified in the program, explain the program and receive a signature from the systems expert. At this point it is the systems experts responsibility to reinforce the Sailors knowledge and expand upon what the Sailor was able to use. After the Sailor completes their PQS it is routed up

‘Coaching focuses on helping another person learn in ways that let him or her keep growing afterward. It is based on asking rather than telling, on provoking thought rather than giving directions and on holding a person accountable for his or her goals’ (Forbes, 2010).

Everyone learns differently, that’s nothing new. However, over the years the different styles of learning have usually been cut down to visual, physical (learn-by-doing), or audible. Truth is, we could probably dissect each of these learning three styles down even further and arrive at a handful of sub-levels.

Mentoring involves providing a new employee with an experienced employee or an external specialist in order to help the new employee grow and develop within the organisation. The experienced mentor acts as a role model while at the same time guiding, advising and supporting the new employee (Gunnigle, Heraty, Morley, McDonnell, 2011). Its main aim is to develop new skills which are needed in the current area of expertise, improve current skills while also promoting feedback in order to get new ideas. It aids in the process of induction as new employees have professional help which familiarises them with the job and therefore their self-confidence increases, which in return contributes to employee retention as new staff becomes more loyal to

This test is a summative assessment to be administered as an end of topic test in a mainstream year nine mathematics classroom. Propose of this assessment is to ascertain whether students have understood the key concepts of measurement in year 9, thus complying with the curriculum guidelines listed below (Brady & Kennedy, 2011). However, this test is not limited to a year nine class, it can be used for as a summative assessment for an accelerated year eight class or as a diagnostic assessment for a year ten class.

In order to determine if HR practitioners can benefit from cognitive theories of learning, it is important to identify whether these theories are suitable for organizations today. Social cognitive theory (SCT) is highly relevant to classroom or formal learning, in which facilitators serve as role-models by presenting the behavior to be learned along with the way to accomplish it, discussing its effectiveness, practising the behavior with the learners and providing corrective feedback (Gibson, 2004). This can help learners develop the necessary mental patterns of suitable behavior. For example, Target stores have successfully utilized behavior modeling techniques in their customer service training programs (Milkovich & Boudreau, 1997). The

Ques2. What are competencies, and why are they popular in training departments? How are competency models related to job analysis?

7 This concept is taken from module 8:2 entitled, quality assurance model, documentation, recording and reports.

Address gaps in recent openings, paying close attention to where your company measures in terms of diversity and inclusion initiatives and steps you can take to stay competitive in hiring to promote a more diverse workforce.

Evaluation of teaching and learning can have different purposes, including collecting feedback for teacher improvement, developing a portfolio for job applications, or gathering data as part of personnel decisions, such as reappointment or for a promotion. To collect information for improvement can be informal and focus on specific areas an individual r wishes to develop. When the purpose of evaluation is decision making, it is important to use a comprehensive and systematic process. Since there are many dimensions in teaching and learning, it is best to use multiple measures involving multiple sources of data to evaluate. Evaluation is necessary to plan for future. Evaluation shows the success, failure and the progress of a program. Many

Motorola Inc. was founded on 25th September, 1928 in Schaumburg, Illinois, United States. It was an American multinational, founded by Galvin brothers, Paul and Joseph. It was initially named Galvin Manufacturing Corporation. After having lost $4.3 billion from 2007 to 2009, the company was divided into two independent public companies, Motorola Mobility and Motorola Solutions on January 4, 2011.

On the Job Training – On the Job training is training that happens while representatives are really meeting expectations. It implies that abilities can be picked up while trainees are completing their employments/jobs. This profits both workers and the business. Workers learn in the true work environment and addition experience managing the undertakings and difficulties that they will meet in the course of a typical working day. The business profits by ensuring that the training is particular to the occupation. It likewise does not need to meet the extra expenses of giving off the job training or losing working time.

Performance appraisal is the process of assessing the performance and progress of an employee or a group of employees on a given job and his potential for future development. It consists of all formal procedures used in working organization to evaluate personalities, contributions, and potentials of employees

Task 4.2 – A plan to assess the development needs of individuals and its implementation