Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region. PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners “As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning is measured by, what students are able to do with what they know” (Gilbert, 2007) This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluated

1. EILEEN M. J. KNIGHT
HRMATT’s 9th
Biennial Conference
Hilton Trinidad & Conference Center
Date

2. It is sometimes felt that the main element of
gaining a University education is to:
learn about theoretical concepts
BUTBUT it should not be the only element required
in the attainment of a university education and
ultimately a professional career.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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3. University teaching provides the platform for:
Developing one’s academic outlook and
not necessarily any professional skill set or
exposure to work related experience.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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4. The “production” of academically qualified but socially
and practically inept graduates entering the corporate
environment.
Students seem to possess only theoretical knowledge
of the discipline, a limitation that has:
affected their practical understanding and application
of the course contents.
resulted in the production of course assignments that
lacked depth and concrete knowledge.
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Biennial Conference – May 13th
& 14th
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5. In today’s business environment:
Students can no longer onlyonly offer a potential
employer a degree:
They need to also offer realistic work experience.
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Biennial Conference – May 13th
& 14th
, 2013
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6. Since Human Resource Management (HRM) is a
diverse discipline with a heavy practical and
psychological component, hands-on exposure is
the best way to master its practice.
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Biennial Conference – May 13th
& 14th
, 2013
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7. Through the introduction of programs that
serve to :
 Enrich the learning experience of the students and assist
them in the practical component of their tertiary level
education.
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Biennial Conference – May 13th
& 14th
, 2013
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8. Through the introduction of programs that
serve to (contd.):
 prepare them for their contribution to the workplace by:
 bridging the gap between the theoretical concepts of
Human Resources Management discussed in class and
its actual application in a corporate setting.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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9. COLLABORATIVE LEARNING
Involves learners working together in small groups to develop
their own answers through interaction and reaching
consensus, not necessarily a known answer.
INTELLECTUAL ENGAGEMENT
A serious emotional and cognitive investment in learning,
using higher-order thinking skills (such as analysis and
evaluation) to increase understanding, solve complex
problems or construct new knowledge.
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Biennial Conference – May 13th
& 14th
, 2013
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10. SOCIAL ENGAGEMENT
A sense of belonging and participation in school
life.
BLOOMS TAXONOMY
Delineates six categories of learning:
Basic knowledge,
Secondary comprehension
Application
Analysis
Synthesis
EvaluationHRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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11. BLENDED LEARNING
Can refer to a mixture of a range of technologies or
learning through the blending of a range of
contexts.
SITUATIONAL LEARNING
In a significant way learning is a process of
enculturation, and context - essential element of
Situational Learning – Community of Practice.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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12. CO-OPERATIVE LEARNING
Promotes higher levels of self-esteem
Co-operative learning experiences promote
healthier processes for deriving conclusions about
one’s self-worth.
Example – Co-op Programs
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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13. DEFINITIONS
Americans
The process of integrating academic studies through
university teaching with practical real world exposure.
(Koehler 1974; Knechel and Snowbal, 1987; Tackett et
al., 2001).
Europe and Asia
The process of gaining academic knowledge with a
component of work placement or work related learning .
(Paisey &Paisey, 2010; Woodley et al., 2011).
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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14. DEFINITIONS
FOR THE PURPOSE OF THIS REPORT
The process of bridging the gap between students’
academic experience and the requirements of employers
through formal work related internships.
(Yafang and Gongyong, 2008).
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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15. USCEP
University Student Career Enrichment Program
Assignment of First Semester Final Year students to
internship positions in the HRM Department of local
companies
2 Years
Year 1
17 companies
44 Students
Companies
Private - 12
Public/Government - 1
Statutory - 4
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16. USCEP
Year 2
67 companies
167 Students
Companies
Private - 34
Public/Government - 20
Statutory - 13
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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17. USCEP
Evaluation/Measurement
Evaluation forms
Positive Student-Employer relationships
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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18. SIP
Summer Internship Program
Assistance in helping to secure Summer Employment in
HRM Departments for graduating Final year students.
Year 1
3 companies
5 students
Success rate
4 of the 5 students were offered permanent positions
at the end of the summer.
The student that was not offered a permanent
position – secured one with another company less
than 6 weeks after the end of the summer position.HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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19. SIP
Summer Internship Program
Secured positions with three Regional companies in
two other Caribbean Island.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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20. HR Seminar
Human Resource Management based Professional Seminar
2 Years
Year 1
Half day Seminar
3 Presenters – HR Practitioners
1 Main Speaker
133 students attended
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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21. HR Seminar
Human Resource Seminar
Year 2
Full day Seminar
1 Main Speaker
6 Concurrent Sessions
7 Presenters (HR Practitioners)
181 students attended
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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22. USHRMA
University Student Human Resource Management
Association
Second year in operation
Part of the University Guild
50 members
Agenda
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
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23. Assignments - that serve to bridge the gap between
the theoretical concepts of HRM discussed in class and
its actual application in a corporate setting.
Human Resources Management (HRM)
USCEP
Actual HRM Departmental comparison
Human Resources Development (HRD)
Needs Analysis Assessment
Design and delivery of a 30 minutes training program
Compensation Management
Compensation Survey
Design of a Total Compensation Package
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
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24. THE UNIVERSITY OF THE WEST INDIES – ST. AUGUSTINE
Improved reputation
Improved student recruiting
Smarter students
New scholarships
Other forms of funding
Networking with the local community
External curriculum assessment
Practitioner input (partnership)
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Biennial Conference – May 13th
& 14th
, 2013
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25. THE EMPLOYERS
First choice of best students
Best selection of future employees
Better hiring decisions
Exposure to new ideas
Creating a network to Universities
Fulfilling social responsibilities
Receiving part-time help
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26. THE STUDENTS
Higher starting salaries
Higher job satisfaction
Job offers sooner
More job offers
Higher intrinsic success
Development of communication skills
Better career preparation
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Biennial Conference – May 13th
& 14th
, 2013
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27. THE STUDENTS
Improved job related skills
Improved creative thinking
Better job interviewing skills
Better job networking
Stronger resumes
Money earned
Academic credit earned
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Biennial Conference – May 13th
& 14th
, 2013
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28. Partnerships have been formed with 70 local and three
regional companies.
Working partnerships have assisted in the placement of
over 200 students in internship position in HRM
Departments, an event which allows for the building of
competencies and professional development (within
the students).
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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29. The provision of facilitators for the HR Seminars
which have now become annual events.
Increase in the number of undergraduate
students applying for Masters in Human
Resources Management program upon
graduation.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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30. Increase in the number of graduates from the undergraduate
program entering the HR field as “Practitioner” immediately
upon graduation.
Placement of 8 students within a 8 months period in permanent
HR positions in participating organisations.
Increase in the number of organisations partnering with the
UWI on the HR program and curricula initiatives.
Attendance of HR Practitioners to student HRD training
Seminar etc.
The creation of a fifth program due to employer’s demand
New program – SEA Student Employment Assistance.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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31. Data-base creation
SIP offer from Regional Companies
Student’s testimonials
Return to:
retrieve assignment
seek assistant in developing programs etc.
HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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32. Things we can start doing/continue… going forward
More Partnership Agreement
Employment Assistance
Counseling Assistance
Developmental Assistance
Accommodation of students trying to gain information to
complete practical base assignments
Assistance in the transformation from HRM to SHRMHRMATT’s 9th
Biennial Conference – May 13th
& 14th
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33. HRMATT’s 9th
Biennial Conference – May 13th
& 14th
, 2013
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34. Questions & Answers
EILEEN KNIGHT
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 34
PHONE
662-2002 EXTENTION 83298 (work)
768-4208 (cellular)
EMAIL
eileen.knight@sta.uwi.edu