The reference describes the candidate's previous employment as a secretary at a construction company from 2004 to 2005. In that role, she managed the company's office operations and oversaw various departments. The reference characterized the candidate as highly organized, a strong team player, and focused on achieving goals and meeting quality standards. They would highly recommend her for a teacher position and would rehire her based on her work performance and skills.
[PDF] Clinical Assessment Workbook: Balancing Strengths and Differential Diag...tomaszefqw3r
This practical workbook facilitates readers' understanding of the DSM-5 and other texts related to the diagnoses of mental disorders, enhancing their ability to assess their clients' strengths and to diagnose any emotional difficulties the clients may be experiencing. As a workbook, it offers a wealth of real life examples and exercises, providing users with the opportunity to practice their assessment skills in a classroom environment prior to entering the field as a mental health professional. Readers learn the various diagnostic categories of the DSM-5-along with dual diagnoses, symptom formulation, and the overlap between diagnostic categories-as well as how to apply these categories to clients they will be seeing in practice.
[PDF] Clinical Assessment Workbook: Balancing Strengths and Differential Diag...tomaszefqw3r
This practical workbook facilitates readers' understanding of the DSM-5 and other texts related to the diagnoses of mental disorders, enhancing their ability to assess their clients' strengths and to diagnose any emotional difficulties the clients may be experiencing. As a workbook, it offers a wealth of real life examples and exercises, providing users with the opportunity to practice their assessment skills in a classroom environment prior to entering the field as a mental health professional. Readers learn the various diagnostic categories of the DSM-5-along with dual diagnoses, symptom formulation, and the overlap between diagnostic categories-as well as how to apply these categories to clients they will be seeing in practice.
Sunni Brown's Ted Talk on Doodling points our attention to how the negative connotation given to the word through history influences the way we react to doodling in today's society. At work, in schools, in court, if someone is "caught" doodling, it is treated as an offense, when in reality there are many learning benefits of doodling, because it helps us think! Khadeidra Le Gendre shares her interpretation through a visual: graphic recording of the TedTalk.
Insights to land your ideal tech role in AustraliaRachel Chong
In partnership with Australian Computer Society's Young Professionals Summit 2019, this is a presentation to international graduates who are seeking to land roles within the technology industry. It provides an overview of Australia's tech scene, what companies are looking for, interview tips and how to stand out. Presented by Rachel Chong, Principal Consultant (Technology) at MitchelLake.
Sunni Brown's Ted Talk on Doodling points our attention to how the negative connotation given to the word through history influences the way we react to doodling in today's society. At work, in schools, in court, if someone is "caught" doodling, it is treated as an offense, when in reality there are many learning benefits of doodling, because it helps us think! Khadeidra Le Gendre shares her interpretation through a visual: graphic recording of the TedTalk.
Insights to land your ideal tech role in AustraliaRachel Chong
In partnership with Australian Computer Society's Young Professionals Summit 2019, this is a presentation to international graduates who are seeking to land roles within the technology industry. It provides an overview of Australia's tech scene, what companies are looking for, interview tips and how to stand out. Presented by Rachel Chong, Principal Consultant (Technology) at MitchelLake.
The Allen School's 5 Part Medical & Nursing Assistant Interview ProcessAllen School
How do you prepare for an interview? Do more than just a few minutes of research before you walk in the door. Prep with Allen School's 5 part guide to interview preparedness. Use our Common Interview Questions to practice, and make note of the Reasons Why People Aren't Hired!
This is my one month internship report done at Fizz E- Ventures Pvt Ltd during my UG Degree at Loyola College, Chennai. This is just to aid for those who are looking in for an internship report online. Hope this gives you a rough idea on how to go about . However plagiarism would be disrespectful.
Thank you
Immigration and Citizenship Canada - Professor Peivand Pirouzi - Funded Program for NYCH - Career competencies in Canada - Availablity and Flexibility
#peivandpirouzi #training #canada #pirouzi #international #funding #immigrants #refugees #canada #immigration #education
Running head COMPETENCY MODEL FOR AN INTERNATIONAL HUMAN RESOURCE.docxjoellemurphey
Running head: COMPETENCY MODEL FOR AN INTERNATIONAL HUMAN RESOURCE MANAGER 1
COMPETENCY MODEL FOR AN INTERNATIONAL HUMAN RESOURCE MANAGER 7
COMPETENCY MODEL FOR AN INTERNATIONAL HUMAN RESOURCE MANAGER
Sodelva Moodie
COMPETENCY
It’s a mixture of knowledge, skills, abilities, motivation, beliefs, attributes and interest. This knowledge, skill and attributes can be used at work, school and in other environments. During the hiring process, most supervisors will focus on competencies, but the successful candidates will be those who can communicate their competencies in their resumes and at interviews. They can involve expertise that you already have but don’t know how to describe. Comment by Nisha: Find a good definition and provide citations Comment by Nisha: This paragraph is very conversational. Please look at the literature and provide a stronger description
COMPETENCIES MODEL FOR AN INTERNATIONAL HUMAN RESOURCE MANAGER
Role Comment by Nisha: This table expands more on roles, rather than competencies.
Competency
Demonstrates
Activity
1.STRATEGIC
PARTNER
Organizational awareness.
Problem solving.
Customer service.
Stress tolerance.
Oral communication.
· Aware of the agency’s mission.
· Understanding of public service environment.
· How to change and improve efficiency and effectiveness by understanding the business process.
· Aware of the business system of thinking.
· Applies organizational development principles.
· Interacts with customers in a way that demonstrates customer concerns and problems are heard, builds confidence and trust.
· Adapts HR services to the client`s organizational culture.
2.EMPLOYEE
CHAMPION
Oral communication.
Teaching others.
Learning.
Flexibility.
Interpersonal skills.
· Understands, promotes and values diversity.
· Develop employee and agency relationship.
· Balances both agencies and employees’ demands and resources.
· Mentors individuals to develop talent.
· Builds trust relationship.
· Assesses and balances competing values, e.g. policies.
· Develops others talents to maximize human potential.
3.LEADER
Self-Management.
Decision making.
Planning and evaluation.
Self-esteem.
Oral communication.
Conflict Management.
· Knowledge of the business system and information technology.
· Strategic, analytic and creative thinking.
· Knowledge of staff and line roles.
· Manages resources, e.g. human, funds, equipment.
· Acts decisively.
· Uses consensus and negotiation coalition building skills to improve overall communication.
4.CHANGE
CONSULTANT
Stress tolerance.
Oral communication.
Reasoning.
Teamwork.
Creative thinking.
Integrity/ honesty.
Influencing/ negotiating.
· Understanding team behavior.
· Understanding of marketing.
· Representation of HR products and services.
· Organizational development principles.
· Works in team.
· Communicates well.
· Practices and promotes integrity and ethical behavior.
· Assesses the readiness for change and identifies appropriate change strategies.
· Design ...
Turning Student Leadership Into EmployabilityAmma Marfo
Session by Marguerite Moore and Ashley Cilenti for Emmanuel College students on how to turn student leadership experiences into work experience on resumes
1. EMPLOYMENT REFERENCE CHECK
Name of Referee: FRANCISCO FUNDI.
Company Name: PETWA CONSTRUCTION COMPANY LTD.
Company Address: P.O BOX 46105-00100, NAIROBI.
Company Phone Personal: 0720420253.
Dates of Employment: From: SEPT 2004 To: AUG 2005
Starting Position: SECRETARY Ending:
Starting Salary: KESH: 16,000____________________ Ending: ________ _____________________
1. What does your company do?: deals with construction works e.g roadwork’s, dams,
buildings and also surveying.
2. Please describe your reporting relationship with the candidate? if none, in what capacity did
you observe the candidate's work?-she was the company’s secretary.
3. What was applicant's reason for leaving your company? She went to pursue work
related to her training i.e teaching
4. Please describe the key responsibilities of the candidate in his/her most recent position.
Keeping records and files, typing and checking the daily attendance of the workers.
5. How many reporting staff did the candidate manage? Their roles? The junior staffs who
were at different departments. In the office there was the survey, materials,
purchase/procurement, salaries department-she was to overseas all these operations.
6. Tell me about the candidate’s most important contributions to the achievement of your
organization’s mission and goals. In the office-she managed the office duties very well and
has high organizational skills, on employees/workers relations-she is flexible and encourages
teamwork for the achievement of the laid goals, on targets-she normally beat the laid down
targets and works ahead of time.
2. 7. Describe the candidate's relationships with his/her co-workers, reporting staff (if
applicable), and supervisors. She can fit in any setting and work effectively and efficiently
without supervision. She has an inbuilt sense of responsibility.
8. Talk about the attitude and outlook the candidate brought to the workplace. She a source of
inspiration and a positive influence to others-she respects and obeys the work ethics and
norms. Ready to handle any task at hand and progress until there is success.
9. Describe the candidate's productivity, commitment to quality and customer orientation.
She makes sure the output surpasses the input putting together the spirit of synergy. Always
there to fulfil the allocated duties and observes that the customer get value for their money.
Quality policy and statement was a big boost from her, as she was a quality lady who would
focus on elimination of defects of the works to enhance productivity.
10. What are the candidate's most significant strengths?: result oriented, highly focused
towards goal attainment, Educated staff. Quality oriented. Environmentally adaptive.
11. What are the candidate's most significant weaknesses? She is easily discouraged by failure
that could have been avoided.
12. What is your overall assessment of the candidate?: Mercy is a high performer, highly
organized, self-motivated person who strongly believes in the spirit of hard work and
teamwork and willing to learn and work in a versatile environment and given a chance,
always abides by the laid down rules and regulations and works positively towards
attainment of greater heights.
13. We are hiring this candidate as a Teacher. Would you recommend him for this position?
Why or why not? I would highly recommend-she is a performer even her earlier positions
she has held and the subjects taught were always top.
14. Would you rehire this individual? Why or why not?: Most definitely.
15. Are there additional comments you'd like to make? Is there a question I should ask that I
may have missed? Maybe a comment-she is much interested in advancements of her
education so if you get such an opening you can enrol her or else she likes spending her free
time in studying.