6 Key Compentencies
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Employability skills are transferable skills that include both technical and soft skills needed to enter, operate, and thrive in the modern workplace. An employability skills framework identified 8 key groupings of skills desired by employers: communication, teamwork, problem solving, initiative and enterprise, planning and organizing, self-management, learning, and technology skills. These skills allow employees to adapt to new situations, work well with others, and continuously learn.
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The document discusses disclosure of a disability or illness to an employer. It outlines three levels of disclosure - full, partial, and non-disclosure. Reasons for disclosure include taking pressure off the individual, educating the workplace, and negotiating job roles. The document provides advice on preparing for and timing disclosure, as well as considerations when deciding whether and how to disclose.
Workplace communication
Communication is vital for a safe and efficient workplace. Effective communication involves developing interpersonal skills, following routine protocols, and being aware that 70% of communication is non-verbal. When issues arise, the conflict resolution process begins with open communication between individuals, using a mediator if needed, and escalating to supervisors or HR as required to resolve conflicts in a respectful manner.
Catalyst injury management cultural awareness training
The document provides an overview of cultural awareness training materials for staff at Catalyst regarding Indigenous Australian culture. It acknowledges the traditional owners of the land, then defines key terms like Aboriginal, Torres Strait Islander, and Indigenous Australian. It discusses important protocols for staff to remember when identifying and engaging with Indigenous clients, such as using respectful terminology and being sensitive to communication styles and family structures. The training aims to break stereotypes and provide a brief understanding of Indigenous culture to better serve Indigenous clients.
Job interview information
The document provides information and guidance for job interviews. It discusses preparing for an interview, including researching the company, dressing appropriately, and anticipating common questions. During the interview, building rapport, having good posture and body language, and asking questions of the interviewer are emphasized. Following up after an interview is also recommended to improve chances of getting the job.
Goal setting
This document discusses the importance of setting goals and provides guidance on creating SMART goals. It defines short, medium, and long-term goals and explains the SMART framework for goal setting. Key points covered include specifying goals that are specific, measurable, action-oriented, realistic and time-bound. Examples are given of personal and career goals along with potential barriers to setting goals and tips for writing goals, creating an action plan, and regularly reviewing progress.
Client disclosure
The document discusses disclosure of a disability or illness to employers. It outlines the different levels of disclosure from full disclosure to non-disclosure. Reasons for disclosure include taking pressure off by being honest, educating the employer to reduce stigma, and potentially negotiating job duties. The document advises preparing for disclosure by considering feelings about the disability and researching employer attitudes. It also provides tips for how to disclose such as being specific but focusing on skills and any accommodations needed.
Barriers to employment
The document discusses various roadblocks to employment and provides strategies for addressing them. It identifies three main types of roadblocks: job search roadblocks, employment roadblocks, and personal roadblocks. It emphasizes the importance of addressing roadblocks to improve chances of obtaining employment and avoid being excluded from jobs due to assumed barriers. Potential strategies discussed include education, assessing career paths, accessing support services, analyzing perceptions, developing self-marketing strategies, addressing transport barriers, and re-evaluating career plans.
Introduction to change & motivational
This document discusses behaviour change and motivational interviewing. It provides an overview of key concepts:
1. Behaviour is influenced by beliefs and feelings, so changing underlying beliefs and feelings can assist with behaviour change. Behaviour change is difficult to achieve and maintain.
2. Motivation, beliefs, costs/benefits, barriers and self-belief impact behaviour change. Chronic illness does not automatically motivate change in health behaviours.
3. Motivational interviewing is a technique to help patients identify and change behaviours by exploring thoughts/feelings, measuring emotional reactions, and challenging thought patterns to implement alternative behaviours.
Physical Pain
1) The document discusses pain physiology and why we experience both acute and chronic pain. It explains that pain serves an important protective function but can persist even after an injury has healed.
2) When an injury occurs, inflammation causes swelling and sensitizes nerves to detect harmful stimuli. Chronic pain develops when nerves and tissues become highly sensitized over long periods of time.
3) Managing chronic pain involves understanding its causes, staying active, addressing mental health, avoiding overexertion, and setting new goals rather than focusing on eliminating pain completely. Treatment options like physiotherapy and exercise programs can help coping strategies.
Lower Back Pain
The document discusses lower back pain, including common causes such as disc injuries, degeneration, muscle strains, and nerve root compression. It explains that discs can degenerate naturally over time and have poor blood supply, making them prone to injury and slow to heal. While muscles heal quickly, they can weaken or tighten, contributing to back pain. The document outlines how acute lower back pain lasts up to 6 weeks as tissues heal, while chronic pain lasts over 3 months even though tissues may have healed. It describes how pain pathways become sensitized, causing pain to be felt more often and without real tissue threat. Management strategies discussed include exercise, posture, lifting correctly, and pacing activities to avoid reinforcing pain behaviors.
Basic Occupational Health & Safety
This document provides an introduction to basic occupational health and safety (OH&S) topics. It discusses identifying hazards in the workplace and what constitutes a risk. Common hazards include cords on walkways and blocked fire exits. It emphasizes the importance of safe manual handling and describes the SMART technique for lifting, which involves assessing the load, keeping it close to the body, bending the knees, and lifting with the legs. The document notes that all accidents must be reported on an incident form and that safety is everyone's responsibility, though larger businesses may have dedicated OH&S officers.
7 workplace communication
Communication is vital for a safe and efficient workplace. Proper interpersonal skills and following routine protocols help ensure information reaches the intended people. Non-verbal communication like body language conveys more than words, so one must be aware of how their body language matches their message. When communicating, consider the audience, information type, and best method. Issues should be resolved through respectful open discussion, and following correct grievance procedures if needed, to maintain a productive work environment.
4 Effective Cover Letters
The document provides guidance on how to effectively write a cover letter in 4 paragraphs. It advises researching the company and addressing the letter to a specific person. The cover letter should state what position you are applying for, include a brief overview of relevant work history and skills, and express confidence in your ability while providing contact information.
3 Staying Motivated Whilst Job Hunting
To stay motivated during a job search, it is important to set a schedule for job searching with specific time limits each day. Keeping track of applications and following up with recruiters provides encouragement. Managing stress through exercise and hobbies maintains drive, and visualizing success boosts motivation. Job rejection should not be taken personally, as there are factors beyond a candidate's control.
2 Hidden Job Market
This document discusses strategies for accessing the hidden job market, including networking, cold calling, and expressing interest to companies. It emphasizes that most jobs are found through personal connections and unadvertised opportunities. Networking involves developing contacts that may be helpful for one's career through neighbors, social media, friends, and other associates. Cold calling and sending letters to companies allows applicants to inquire about unadvertised jobs and request interviews. The document provides tips for making cold calls, such as developing a phone script, introducing one's skills, and setting up meetings. Overall, it stresses the importance of utilizing one's connections and reaching out directly to companies to learn about hidden opportunities.
1 computer training 1
This document provides instructions for job seekers on how to search for jobs online, set up email accounts for job applications, and attach resumes and cover letters to online applications from any computer. It covers finding job postings on sites like Seek and setting up email alerts, creating a Hotmail account for applications, saving resumes and cover letters to desktop for attachment, and practicing the process. It also addresses recording applied jobs, following up with employers, and saving alternative cover letter versions.
nafwam by karel de laat
NAFWAM is an online support network that provides mentoring to help members achieve their health and fitness goals. It monitors key indicators like exercise routines, BMI, and self-esteem to help members improve their nutrition, fitness, and well-being. NAFWAM's peer support is important for long-term commitment to behavior change and taking charge of one's health.
The hidden job market
The document discusses strategies for accessing the "hidden job market", which accounts for 78-82% of jobs. It describes networking, canvassing letters, and telephone canvassing. Networking involves developing contacts and asking questions of your network to learn about new opportunities. Canvassing letters introduce yourself to potential employers to get them interested in meeting. Telephone canvassing involves directly calling employers to market your skills and set up meetings rather than interviews. The document provides tips for developing a phone script and conducting effective phone canvassing calls.
Job searching presentation
- Education is important to employers, especially passing English and math. Life experiences like sports and activities can also help.
- There are various education options after school like TAFE, university, apprenticeships that are viewed favorably by employers.
- To get a job requires focusing on resumes, searching methods like online and in-person, applying, and interview skills like being prepared and asking questions.
- General tips for job searching include being open-minded, willing to improve skills, traveling if needed, and constantly working to find opportunities.
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