CANNEXUS 2010 presentation:
Measuring effectiveness of career interventions: presentation examines how we can measure effectiveness of a career intervention using a variety of methods, both objective and subjective. results, challenges and future directions are explored.
An INSET presentation to Heads of Department on How to Conduct Teacher Appraisal by Mark Steed, Principal of Berkhamsted School.
The INSET relates to the Berkhamsted Schools Group model for Teacher appraisal.
An INSET presentation to Heads of Department on How to Conduct Teacher Appraisal by Mark Steed, Principal of Berkhamsted School.
The INSET relates to the Berkhamsted Schools Group model for Teacher appraisal.
Questions whether used in classroom teaching or for oral / written Examination, are the most important tool for effective teaching & learning. Teachers are expected to have mastery over framing questions.
People often get confused with some of the concepts used in Education. This Presentation is an attempt for the stakeholders to understand clearly & apply correctly the various educational terminologies.
Managing Performance Through Accountability ConversationsHRTMS
Our guest speaker, Lenny Pollack, Ph.D., Professor of Practice at Penn State University, will discuss the ways your organization can use accountability conversations at critical steps in the performance evaluation process to influence employee performance.
Profesionalism in efficient customer serviceTimothy Wooi
Course Objectives:
To be exposed to the importance of Professionalism for excellent customer service in the digital era.
To benchmark excellent professional customer service attitude as the foundation of an excellent customer service strategy making lasting first impression to significantly impact business success.
To understand the definition and the importance of customer service quality, strategies and skills and to apply them in providing an excellent customer service with professionalism.
To understand the Principles of an efficient customer service skills with 21 examples to develop from.
This PPT explains the different aspects of School Leadership with respect to their types, qualities, skills, expectations, challenges & possible solutions with self assessment of the Leadership style.
Ipdc training 2014 leadership training for managers and supervisorsBun Sucento
Indonesia Professional Development Center (IPDC) - a subsidiary of PT. IPDC Consulting & Advisory
IPDC was developed in 2000. Since then we grow becoming one of the leading and well-recognized training and people development firm in Indonesia. Presently, we are supported by dozens of experienced and skillful full-time staff to support our daily operation and more than 100 part-time experienced training facilitators and lead consultants. We are also supported by some of representatives staff at Bandung,, Jogyakarta and Denpasar.
At Indonesia Professional Development Center (IPDC), we offer over 350 different training programs year-round in each year. Individuals participating in these programs benefit from working with a cross-section of peers from different industries. They are also able to share common problems and experiences that enhance their learning and expand their know-how.
IPDC's programs are offered in various formats to suit individual schedules and needs, from intensive 2-4 day classroom sessions to a customized sessions. At IPDC, we believe that all learning should be of direct, practical business use, which is why we deliver everyday skills and processes that can be taken back to the workplace and applied immediately.
Contact Us at:
Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said
Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
Individual Effectiveness and Career SuccessZsuzsanna Vida
Identify career path preferences, how to be more effective in communication, improve work-relationships, discover need for change and its career implications, leadership potential and development needs, etc. Your motivational patterns are the key to individual effectiveness and your career success.
Questions whether used in classroom teaching or for oral / written Examination, are the most important tool for effective teaching & learning. Teachers are expected to have mastery over framing questions.
People often get confused with some of the concepts used in Education. This Presentation is an attempt for the stakeholders to understand clearly & apply correctly the various educational terminologies.
Managing Performance Through Accountability ConversationsHRTMS
Our guest speaker, Lenny Pollack, Ph.D., Professor of Practice at Penn State University, will discuss the ways your organization can use accountability conversations at critical steps in the performance evaluation process to influence employee performance.
Profesionalism in efficient customer serviceTimothy Wooi
Course Objectives:
To be exposed to the importance of Professionalism for excellent customer service in the digital era.
To benchmark excellent professional customer service attitude as the foundation of an excellent customer service strategy making lasting first impression to significantly impact business success.
To understand the definition and the importance of customer service quality, strategies and skills and to apply them in providing an excellent customer service with professionalism.
To understand the Principles of an efficient customer service skills with 21 examples to develop from.
This PPT explains the different aspects of School Leadership with respect to their types, qualities, skills, expectations, challenges & possible solutions with self assessment of the Leadership style.
Ipdc training 2014 leadership training for managers and supervisorsBun Sucento
Indonesia Professional Development Center (IPDC) - a subsidiary of PT. IPDC Consulting & Advisory
IPDC was developed in 2000. Since then we grow becoming one of the leading and well-recognized training and people development firm in Indonesia. Presently, we are supported by dozens of experienced and skillful full-time staff to support our daily operation and more than 100 part-time experienced training facilitators and lead consultants. We are also supported by some of representatives staff at Bandung,, Jogyakarta and Denpasar.
At Indonesia Professional Development Center (IPDC), we offer over 350 different training programs year-round in each year. Individuals participating in these programs benefit from working with a cross-section of peers from different industries. They are also able to share common problems and experiences that enhance their learning and expand their know-how.
IPDC's programs are offered in various formats to suit individual schedules and needs, from intensive 2-4 day classroom sessions to a customized sessions. At IPDC, we believe that all learning should be of direct, practical business use, which is why we deliver everyday skills and processes that can be taken back to the workplace and applied immediately.
Contact Us at:
Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said
Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
Individual Effectiveness and Career SuccessZsuzsanna Vida
Identify career path preferences, how to be more effective in communication, improve work-relationships, discover need for change and its career implications, leadership potential and development needs, etc. Your motivational patterns are the key to individual effectiveness and your career success.
Characteristics of an effective counsellorBhushan Rajput
counselling is the profession with high responsibility. It needs deeper knowledge and high skills. A good counselor is one who has knowldege of both, theory and practicum
Career Development. its about you identifying your potentials and developing them no matter the circumstances.
its best to do want you love doing best so that you can working hours in your lifetime than feel miserable doing something you don't like for about twenty years.
believe in yourself and don't let any thing discourage you.
The counselling process; Stages of the counselling processSunil Krishnan
The counselling process:
Stages of the counselling process
Stage 1: Initial Disclosure
Stage 2: In-depth Exploration
Stage 3: Commitment to action
Three stages of Counselling in Perspective
Counselling …………………………………………………………………
Counselling and Psychotherapy………………………………………
The Role of the Counsellor……………………………………………
Counselling Skills ……………………………………………………
Stages of the counselling process: …………………………………………
Some Misconceptions About Counselling ……………………………
The Counselling Process ………………………………………………
Stage 1: Relationship Building - Initial Disclosure ………………………
Stage 2: In-Depth Exploration - Problem Assessment ………………….
Stage 3: Goal Setting - Commitment to Action ………………………….…
Guidelines for Selecting and Defining Goals ………………………..
Summary ………………………………………………………………
Three stages of Counselling in Perspective …………………………………
Psychoanalytic theory ……………………………………………..…
Benefits and limitations of Psychoanalytic theory ……………
Psychodynamic Approach to Counselling …………………………
Id, Ego and Superego …………………………………………
Humanistic Theory …………………………………………………
Client Centred/Non Directive Counselling……………………
Benefits and limitations in relation …………………………
Humanistic Approach to Counselling …………………………………
Behaviour Theory …………………………………………………
Behavioural Approach to Counselling …………………………
Cognitive Theory …………………………………………………
purpose of sharing "evaluation of program/ learner" is to develop better understanding about evaluation program for students who are striving hard to get the easy and useful material that can help them to achieve better result in their academics. In this presentation, we have done our best to fulfil the need of students and make it easy to understand for students.
BSN students can specifically get help form this ppt as it is include in their curriculum
Learning Evaluation - How to get most out of your training programs simply an...Lambda Solutions
Whether it’s to inform, teach, improve, change or a combination of these factors, training should have a purpose. But how can you be sure you’ve done what you set out to do? Good training evaluation techniques identify and measure what learning has occurred during and after learning, whether job performance improvements have been realized, and most importantly, how organizations can get the best training value for their money and efforts.
In this webinar, we explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We discuss how to implement learning evaluation that’s practical and provides value but isn’t have to be complicated, time-consuming or expensive.
Tune in!
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
This presentation includes a set of frameworks, steps, and worksheets for developing institutional student learning outcomes tied to community/civic engagement.
For presentation design on powerpoint kindly visit links below and message for more details:
http://pph.me/masroorkhan
https://www.fiverr.com/masroorahmedkha
https://www.guru.com/freelancers/masroor-ahmed-khan
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
Evaluation is a process of making judgements to be used as a basis for planning. It consists of stablishing goals, collecting evidence, concerning growth towards goals, making judgements about the evidence and revising procedures and goals in the light of judgements. It is for improving the product, the process and even the goals in themselves.
Evaluate the Effectiveness of Your Online Learning & Training ProgramsNimritta Parmar
The ability to measure the effectiveness of your organization’s training and development programs is critical to ensure your learning strategy is aligned to your desired business outcomes. However, having a system in place to accurately measure the impact of your learning programs can often be a complex challenge — One that organizations struggle with the most.
Join this webinar to discover how to enhance employee performance and prove the value of your learning investments, by implementing simple and effective strategies for measuring the impact of your online training programs.
Watch the presentation to learn:
- Common issues and challenges with measuring learning outcomes
- How to align learning outcomes to business objectives
- Best practices for evaluating the effectiveness of your training programs
- How to analyze and interpret learning data to understand the impact of individual learning, and performance
- How to leverage these insights to improve training programs, and enable the organization to make better informed decisions about learning
1. HOW DO YOU KNOW IT
WORKS?
Measuring the Effectiveness of
Career Counselling
Interventions
Joan McCurdy Myers
Felicity Morgan
2. HOW DO YOU KNOW IT WORKS?
• UTMississauga Career Centre
• Career Counselling Interventions and
Evaluation
• Ace Your Career Case: content and
evaluation
• Results
• Challenges of integrating practice and
research
• Next steps
3. UTMississauga CAREER
CENTRE
• 10,500 students, mainly undergraduate
• Broad range of academic programs
• Large proportion of commuter students, living at home, GTA
• Services include career counselling, employment advising,
workshops, panels, employer events, job postings
• Staffing: 15 non-student staff
– 7(5.4 fte) staff in Career Development Unit
– 4 Employer Relations & Marketing
– 3 admin
– 18 student staff
• Partnerships with academic programmes & student groups: key to
tailoring for student needs
4. CAREER COUNSELLING
INTERVENTIONS
• Individual, workshops & events
• Some in class, some not
• Workshops & events:
– Evaluate using post session evaluations,
learning objectives, follow up surveys
– Students report high levels of satisfaction with
sessions and meeting learning objectives
• Standard: 75% rate 4/5 on 5 point scale
5. EVALUATION OF
INTERVENTIONS
• In 2006, decided to go beyond post-session
satisfaction/feedback & surveys & attempt to
measure what the students were truly learning
– Our own questions
– Learning outcomes focus at UT
– Student Research Assistant position
– Funding: through the Enhancing the Student
Experience Fund for two projects; Ace Your Career
Case and Intro Psych student research credit for
Career Development workshop
6. ACE YOUR CAREER CASE
• 2nd and 3rd year Management and
Commerce students
• Goal: career goal clarity: through self
assessment, gathering of information and
interaction with industry professionals
• Held annually in January for three years;
facilitated by career counsellor and job
coach consultant
7. ACE YOUR CAREER CASE
• 2 half days;
Day One - self assessment through career
counselling exercises; career research
methods and sources
Day Two – business introduction development
and practice; lunch and interaction with
employers; reflection on what was learned
and next steps
• Co-sponsored with Management
Department, funded by Provost’s Office
8. LEARNING OUTCOMES
• Identify clear career goal, based on self
knowledge and industry knowledge
• Locate and use career research
resources
• Develop, practice and deliver business
introduction
• Understand benefits and opportunities
available in employer events
• Participate more effectively in recruitment
9. METHODS OF EVALUATION
• Post workshop evaluation
• Follow up survey
• Video-taped business introduction (years 2
& 3)
• Students completed Career Decision
Profile pre Day One and post Day Two
10. CAREER DECISION PROFILE
• Developed by Prof. L. Jones (emeritus), North
Carolina State, President Career Key Inc.
• Measures:
– Decidedness
– Comfort
– Self Clarity
– Knowledge about Occupations & Training
– Decisiveness
– Career Choice Importance
11. WHY THE CDP?
• Previously used it with at risk students;
gave them clarity and purpose
• Scales break down the components of
career planning, separates them out
• Questions are process oriented, not final
answer oriented; fits with our approach
• Can be used as a counselling tool
• Had support from the author
12. CDP SCALES
• Decidedness: how decided are you about
your choice of career?
• Comfort: how comfortable are you with
where you are in the process of making
this choice?
• Self Clarity: how clear is your
understanding of your abilities, interests
and personality and how they fit with
careers
13. SELF CLARITY SAMPLE
QUESTIONS
• I wish I knew which occupations best fit my
personality
• I need to have a clearer idea of what my
interests are
• I need to have a clearer idea of my abilities, my
major strengths and weaknesses.
• 8 point scale; strongly disagree to strongly agree
14. CDP SCALES
• Knowledge: how well informed you
believe you are about occupations and
educational programs that fit your interests
• Decisiveness: how capable you believe
you are in making decisions without
unnecessary delay
• Career Choice Importance: importance of
choosing a career at this time
15. HOW EFFECTIVE WAS ACE?
• Results from post workshop evals
• Results from follow up survey
• Results from video-taped business intro
• Results from CDP
16. RESULTS
• Post-workshop Evaluation
– 100% recommended to a friend every year
– Met learning outcomes criteria re: clarity of career
goal, strengthened career plan, more effective
participation in recruitment,
– Did not meet learning outcomes criteria for:
• The strength of their self marketing strategies
• Satisfaction (wanted more time with industry professionals)
– Sometimes met: resources and how to use
opportunities
17. RESULTS
• Follow Up Survey (one month post)
– Overall, students felt all measures increased
significantly from pre-ACE to post-ACE
• they understood themselves and the work world
better
• they were more prepared for the recruitment
season
• their career plan was more thorough and clear
• their ability to self market had improved
18. RESULTS
• Video-taped Business Intro
– Yr 2- 45% scored in 7-10 range, average 6.35
– Yr 3-66% scored in 7-10 range, average 7.4
– Identifying 2 key strengths was a challenge
19. RESULTS
• CDP
– Overall, scores moved in positive directions
• Decidedness yielded mixed results
– Students significantly (<.05) increased their
scores in knowledge 2 of 3 years (year 1
<.10)
– Year 3 saw the most significant changes:
comfort, self clarity, knowledge
• Decidedness (significant but decreased)
• Decisiveness (approaching significant <.10)
– Importance of Career Decision
20. RESULTS-for our student
programming
• Great opportunity to experiment with new
teaching/learning approaches
– Business introduction (improved our teaching; used same
assessment in subsequent sessions)
– Positive response of industry reps and students to reps
encouraged us to incorporate format in more of our
activities
– Sharpened our focus on how to help students learn to
reflect-incorporated direct reflection opportunities in a
range of programming
– Style of greater student engagement on the spot also now
used in Fall Management Conference with very positive
results
21. CONCLUSIONS: How do you
know it works?
• Take multiple perspectives to see what works
– Students’ perceptions, satisfaction, learning
outcomes, feedback
– “objective” measures e.g. CDP, behavioural
measurement e.g. business intros, 3rd party
evaluations, rubrics
• Student participation in services, recruitment activities
• Student “success” e.g. # interviews at recruitment
– Develop database for comparison e.g. UTM CDP
• Use results to improve programming
22. INTEGRATING PRACTICE &
RESEARCH
• Proper evaluation without too much
evaluation
• Need more time & expertise to plan,
analyze, understand & use results
• Difficulty of balancing service
provision with need for more
structured assessment
• Speaking the language of the
academic e.g. statistical results
23. INTEGRATING PRACTICE &
RESEARCH
• Managing partnerships with academics is
challenging
• Gratifying to be able to document & report
changes
• Increased our skills and knowledge as
professionals; identified new learning goals
• Benefits other students through improved
programming
24. NEXT STEPS
• Using CDP in other interventions; assists us to
assess where our students are at the beginning
and improve our interventions to increase positive
outcomes
• Follow up with participants
• Encouraged us to go beyond satisfaction
measures; now “see” more opportunities for
broader range of assessment/evaluation
• Increasing our expertise as a Centre & division
• Looking for more partnerships