Education After School Essays - Educational Stages, Youth

Education After School Choosing between attending a Technical College or a University after graduation becomes a major issue. Each institution offers the opportunity to further education and the choice of a career. However, the choice between attending a Technical College or a University will be based on financial, personal goals and educational opportunities. Financial assistance is available in many forms. Grants, student loans, and work programs are offered by each institution. Grants offered by University's require much paperwork and in some cases complicated forms, essays, and occasionally interviews. Applying for student loans and work programs are usually less complicated and geared to the choice of technical trade in the technical institute. Overall, consideration of time and money becomes an important issue. University's offer four year programs compared to the two year program at a technical program. This in comparison, means more financial responsible for the choice of a college degree. The cost of attending a four year college rises yearly, especially with out of state students. Technical colleges are usually local affording a student to stay at home while attending classes. Consideration of personal goals for career will influence choices. University's will offer bachelor, masters, or PH degree in any field. Technical institution offers associate degree's in a trade or profession. Deciding on the trade as a career may offer an earlier start in a career as time spent in a technical college is less. However, more advanced careers are available through University's. Educational opportunities are endless in either institution. By comparison either can offer much the same type of classes University's concentrate heavily on the liberal arts classes for those not quite sure of there career. Technical schools concentrate on careers of trade geared to particular jobs for example brick masonry, welding, horticultural, etc. Each of these institutions can make a successful career choice. However considering there differences in time, money, and choices in careers, the individuals personal goals will determine success at either.

Determining Training Effectiveness The WritePass Journal

Determining Training Effectiveness Abstract Determining Training Effectiveness ) and in order for organizations to effectively design training programs, it is essential to consider the points made in this theory (Munley, 1977). Likewise, another important aspect of measuring training effectiveness is choosing the most appropriate evaluation method as emphasized in the Learning Styles Theory included in Kolb’s model (Sugarman, 1985). These main theories and others such as Maslow’s hierarchy of individual needs (Huitt, 2007) and Herzberg’s two factor theory (Gardener, 2011) will be included in the discussion concerning the measurement of training effectiveness in the dissertation and accordingly give rise to the following research questions. Research Questions What is the importance of evaluating training effectiveness and why is it needed in organizations? What methods can be used to evaluate the effectiveness of training in organizations? How can organizations choose evaluation methods relevant to the type of training they offer? 3.   Methodology Data Collection: The data collected for this study will be qualitative and quantitative in nature and this study will make use of both primary and secondary data for the purpose of research. Secondary data will be collected through the means of journals, online sources, books, company prospectuses, and other academic sources. This study will also use the aid of primary material in the form of questionnaires and interviews in order to gain fresh insight into the topic. As this study is an exploratory study requiring an in-depth analysis of the mentioned topic, the study will aim to incorporate and examine as much relevant literature as possible and also use the aid of primary research   in order to compare the findings of the literature review with fresh data retrieved through questionnaires and interviews.   The proposed methods are most appropriate because a substantial amount of literature is available on the topic and the use of questionnaires and interviews are most convenient for gathering primary data. Data Analysis: The data collected will be analyzed through the means of classic content analysis and through the evaluation and interpretations of the researcher regarding the data in question. The researcher will compare and contrast the data available and find relevance in the material available used for the purpose of research in order to derive conclusions regarding the data (Hsieh Shannon, 2005). The closed-ended data in the questionnaire will be analyzed through the means of statistical measures to numerate the most popular responses. Open-ended questions in the questionnaire will be analyzed through classic content analysis. Access: Access to data is available through online sources, libraries, and the researcher’s own collection of literature regarding the mentioned topic. Access to companies for the sake of primary research will be gained through permission and scheduling a time for the interview and dispersement of questionnaire. Research Limitations: The limitations of this research include that it may be difficult to gain access to company employees for the sake of primary research and honest responses in questionnaires cannot be guaranteed. Moreover, there are often problems in correctly evaluating qualitative data and arriving at valid and reliable conclusions (Hsieh Shannon, 2005). Timescale:    Data Collection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Organizing Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Data Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Writing First Draft†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Proofreading First Draft†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Finishing and Submitting Dissertation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ References Gardner, G. 2011. â€Å"Is there a Valid Test to Herzberg’s Two-Factor Theory?†. Journal of Occupational Psychology. Vol. 50:3 pp 197-204 Hsieh, HF. Shannon, SE. 2005. â€Å"Three Approaches to Qualitative Content  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Analysis†. Quality Health Records.   Vol. 15:9 pp. 1277-1288 Huitt, W. 2007. â€Å"Maslow’s Hierarchy of Needs†. Educational Psychology Interactive. [online] Accessed on: 4th February, 2013 Available at: edpsycinteractive.org/topics/conation/maslow.html Munley, PH. 1977. â€Å"Erikson’s Theory of Psychosocial Development and Career Development†. Journal of Vocational Behavior. Vol. 10:3 pp.261-269 Newstorm, JW. 1995. â€Å"Evaluating Training Programs: The Four Levels by Donald L. Kirkpatrick (1994)† Human Resource Development Quarterly. Vol. 6:3 pp.317-320 Rae, L. 1985. How to Measure Training Effectiveness. Aldershot: England Reeves, MF. 1990. â€Å"An Application of Bloom’s Taxonomy to the Teaching of Business Ethics†. Journal of Business Ethics. Vol. 9:7 pp.609-616 Sugarman, L. 1985. â€Å"Kolb’s Model of Experiental Learning: Touchstone for Trainers, Students, Counsellors, and Clients.† Journal of Counselling and Development. Vol. 64:4 pp. 264-268 Walsh, BM. 2011. â€Å"Workplace Incivility: A Model of Training Effectiveness† Thesis: University of Connecticut Zwik, T. 2012. â€Å"Training effectiveness- differences between older and younger employees†. Working and ageing. Vol. 4

The Training Need Analysis Concept Assignment Example | Topics and Well Written Essays - 1750 words

The Training Need Analysis Concept - Assignment Example The concept of Training Need Analysis has been applied successfully in several corporate companies to depict the learning curve of the employee and estimate their potential towards the company. This analysis incorporates the skill specific to the requirement of the company only. Prior to recruitment, the hiring is based upon the credibility, achievements, and merit of the employee irrespective of its relevance to the actual nature of the job. It is after the recruitment when the employees are evaluated against the requirement of the system, and rather their training plan is developed to improve their understanding and knowledge relevant to the actual need of the employer. The question can be raised that what is the point in the recruitment of the individuals who actually have no relevant knowledge and experience; the answer is that the academic institutions have failed to discuss the actual corporate related issues and in some cases the core industrial and corporate related practices are ignored, therefore the training of the job-seekers continue even after the recruitment. Under the post-recruitment phase, the justification provided in favor of the Training Need Analysis system is that this strategy has been able to align the expectations of the employers with the performance of the employees. The Training Need Analysis is the concept of accountability under which the employees are evaluated on a periodic basis to confirm their coherence with the values and working culture of the employer. The development of the company is based upon the talent and ability of the employee, and the concept of Training Need Analysis is the key to enhance the productivity of the company. The employees are considered as the most important asset by the companies, and the Training Need Analysis is the approach through which companies can inspect and verify the potential of their resources. The Training Need Analysis concept is an audit program through which an employer cannot just e valuate but calculate the technical and managerial skills of the employee. I consider this analysis to be quantitative analysis through which the influence and contribution of the employee can be well monitored. The grey areas relevant to the skills of the employee are identified through this approach, and the shortcomings are treated accordingly. The focus of this analysis is limited to the professional skills of the employees. I understand that Training Need Analysis can bridge the gulf between the employer and employee; the expectations of the employer are listed in the skill analysis module. The employees are then regularly monitored against this module, and each skill of the employee is evaluated on a scale.