1. Introduction The prospects of this report are tentatively in core domain and relation to the aspects of career development and human relations. Affirmatively, the scope of the study covers a particular niche of interest and of which is the primal subject of analysis and survey in this paper - G. Relevantly, it can be enumerated that the perspective of choice taken and equally rendered in this report is based on an analytical endeavour that seeks to articulate the various modules of management. Ideally, a case study is accosted with the core principle being G and G’s career development regime. Based on factual aspects of G’s career chronology, the general prospects of this report delve into articulating G’s suitability to a position …show more content…
G’s high-spirited display of enthusiasm make G fit in an environment dominated by children, with excellent communication skills. 2.2 Teachers Assistant The post of an assistant teacher is demanding and dynamic because one does not have to interact with only one group of people, but requires establishing a coherent relationship with various groups such as teachers, parents, children and other workers in an institution. It corresponds with the working code that is being offered by our organisation, a factual career hub for the employee. Equally, our organisation seeks not only offers jobs but seeks to establish a candid career path for all employees (Busacca & Rehfuss, 2016). As such, all measures are put in place to ensure that whoever is validated and accredited to work has all the requirement and qualifications stipulated as per the job code of ethics. G displays an understanding of learners, passion and energy required for an assistant teacher and the emerging of a vacant in the same position makes G a suitable candidate for the role. 3. Job Description Additionally, we render the constellations of the job description dossier as an integral part of career development as will be validated in the theories and model section of this report (Patton & McMahon, 2014). G applied for the job of a teaching assistant at our organisation [The ABC School] with the accreditation of grade L2. The job was available for all persons deemed to have met the criteria
A teaching assistant plays an important role for the standards of behaviour expected in the classroom.
After discussing future’s plan with Amanda, she discussed her future plans of becoming Human Resources Director in ten years. Career development and planning serves five essential purpose: encourage, develop new skills, alleviate plateauing, satisfy employment, and increase employment. My ultimate goal when developing a model a career planning for Amanda, I would want to use the Waterloo University Model. I would want to model each essential factors of the key points stages. These stages include
Teaching assistant’s have an important role in school setting to promote equal opportunity and diversity because they can influence a child’s outlook and opinion on different religions, cultures or backgrounds. Therefore we must be appropriate in out language and pose no prejudice towards any particular group in society that is not our own as to exclude children or their families from the activities of the setting. We must send the message that everybody is equal whatever their race or religion and today we live in a world where peoples backgrounds and experiences are diverse and this is a valuable asset to the children to learn and except this. Furthermore as a teaching assistant we must encourage children to learn and listen to other children’s
Today’s business world is more complex with the increase of more sophisticated technology and knowledge. Human resource management (HRM) has taken on a more demanding role in all organizations. It is the human resource professional contribution that contradicts rather or not a company will succeed or fail. The human resources have two main statuses: generalists and specialists. Each professional’s objective is to assist in the success and development of the company’s growth and goals. They accomplish this by recruiting highly intelligent and skilled individuals to join their team members. With the use of two articles Generalists versus specialists: Lifetime work experience and chief executive officer pay and Specialists vs. Generalist, this paper will discuss the similarities and differences between generalists and specialists in the HR profession.
1.a) When working with children it is vital that you understand your role and responsibilities. All staff will receive a job description and a person specification when they start, however they can be updated at any time to suit the changing role of a teaching assistant. The person specification highlights the personal qualities relevant to a particular role. The qualities sought after for teaching assistants include good communicator and enjoy working with others, they must be able to share their thoughts and ideas; able to use own initiative and be able to decide how best to use their time if the teacher is unavailable; respect confidentiality as the person is in a position of trust. They may hear personal information regarding other staff,
To be a human resources profession requires the mastery of a set of skills and knowledge either through education or personal experience. “Professions produce uniquely expert work, not routine or repetitive work. Medicine, theology, law and the military are “social trustee” forms of professions. (Abbott, 1998) Being an effective human resources professional requires a work ethic based on effectiveness, efficiency, and attention to detail. Professionals can have a wide-range of post-secondary formal education that have earned them the title of a professional. Doctors, lawyers, engineers, etc. have all attended a higher level of education for up to eight years and in return are the subject matter expert in their field of study.
A well written resume contains a summary of responsibilities and a duty of a positon held and holds the success of finding a job. According Portal.csuglobal.edu (2015) a resume contain highlight of an employee qualification, skills, experiences, knowledge (QSEK) and accomplishment in a concise outline. Resume is a selling tool used by applicants and for Human Resources Officers, hiring managers and potential employers to see what positons were held and are used to review the QSEK. This assignment contains two sections first this is my personal job search, building of a resumes and the second section contains developing an interview questions and how the interview questions applies in a real-life interview.
There are many jobs with in the human service profession. The Human Service field is wide open with opportunities and various areas of employment. Our text, An Introduction to Human Services, Woodside & McClam explain, the helper is an individual who assists others. This very broad definition includes professional helpers with extensive training, such as psychiatrists and psychologists, as well as those who have little or no training, such as volunteers and other nonprofessional helpers (2015). Many people come into this field simply because they want to help others, they are passionate about serving others and value human services as rewarding
At some point in any worker’s life, a career choice must be made. This is not always as easy as it seems. Many individuals struggle to make these career choices and often need the help of a career counsellor. There are certain theories that career counsellors use to help these individuals. The purpose of this assignment is to explain four of the main career theories as well as what they entail. After each theory has been thoroughly grasped in this assignment, a clear example will be given as to how these theories relate to the world of work.
Shaping the critical decision of an organization is one of the superior position that employee can be reached in his or her career ladder. It can be obtained through the effective career development. Effective career development is important not only for individuals but also for the organizations that employ them (European Centre for the Development of Vocational Training, 2008). It meet both business needs such as employees’ loyalty, trust, commitment and individual needs such as job security, development and promotion in order to achieve resilience to handle change more effectively (Younis, Akram & Naseeb, 2013). The success, survival and competing power of organizations mainly depend on the commitment of the employees, supporting their developments and ensure their participations (Aydogdu & Asikgil, 2011).
In concerns to conceptualization the concepts at hand of “career ladder jobs”, “non-career ladder jobs”, the former is not expanded on or well defined while the latter is not present in discussion. The sections or disjointed and would be better combined into a single paragraph explaining the usage applied in this research with support from the text. While examples of both conceptualization and operationalization are mentioned in the manuscript they do not draw information from the text and it’s suggested, at least in the topics introduction, that they be separated to explain how they were employed in the research. An expansion and integration of the research’s
Career development refers to both the factors and the processes influencing individual career behaviour and as synonymous with interventions in career behaviour. The term career development, as used in the title of the National Career Development Association (NCDA), had increasingly come to describe both the total constellation of psychological, sociological, educational, physical, economic, and chance factors that combine to shape individual career behaviour over the life span (Sears, 1982) and the
Matching human resources with the present and the future is one of the main problems faced by an organization. Human resources have a certain degree of inflexibility, both in terms of their development and their utilization. It takes months to recruit to select to place, and to train the average employee. In the case of upper management personnel in the organizations, the process may take up to years to nurture the candidate and making sure of the succession are being put in place. Making decisions on recruitment and development are strategic and will produce long-lasting results given the right people are being chosen. Therefore, the management must
This lesson mainly addressed aspects related to career development. This lesson encourages students to discover their academic and personal strengths, their skillsets, and their interests. Students then take those concepts and apply them to career exploration. They are able to link their strengths, preferences, and abilities to potential future career paths. Some of the specific aspects of career development that I addressed include applying planning and career exploration in setting and obtaining lifelong career goals, applying necessary skills for career readiness and success, and teaching students where and how to obtain information about post-secondary options. In this lesson students are encouraged to apply decision making skills to place different careers into the appropriate career fields. In doing so, they are also encouraged to begin thinking about careers that are of interest to them and what career goals they have for themselves. They will be given resources in order to continue career exploration outside of the classroom. While I do not expect sixth graders to fully decide their career path, it is my firm belief that it is never too early to get students thinking about careers and having them set goals in order to obtain the career and future that they desire. I also believe that this unit touches on social and emotional development as well as academic development. This lesson allows the student to collaborate with one another and work in groups as well as in pairs. This promotes relationship building and teamwork. It also allows students to take an inventory of their personal strengths and skillsets. This could boost self-esteem and promotes a sense of self-awareness. Lastly, this unit also encompasses academic development. Students will understand that good grades and academic success are key elements to obtaining the career that they wish to have. By being academically successful, this will allow them greater options and opportunity post high school graduation.
There comes a time in life where individuals have to leave school to join the world of work whereby they will work their way up to the top. This is where career development comes into place. Career development is defined as progress through various stages in a career (Schreuder & Coetzee,2011). These are stages one goes through in order to mature in a career and for development to even exist, one has to start with making a career choice then developing it .A career choice can be defined as the relation between people’s personality types and their different occupational environment in which they work in.