Products related to And:
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Universities, Employability and Human Development
The book makes a significant contribution to critical higher education studies, specifically to graduate employability research and to capabilities and education research.The book moves beyond the simplistic conception of alleged 'gaps' in graduate skills and 'mismatches' between employers and universities, and instead provides an innovative multi-dimensional and intersectional human capabilities conceptualisation of graduate employability.The book challenges an individualised notion of employability, instead locating employability issues in social and economic conditions, and argues that employability choices cannot be divorced from inequality.Qualitative and quantitative data from multiple case-study universities in South Africa are used to explore the perceptions and experiences of diverse students, lecturers, support officers and employers, regarding what each university is doing, or should be doing, to enhance graduate economic opportunities and contribute to inclusive development.The book will be highly relevant to students, scholars and researchers in the fields of education and sociology, particularly those with an interest in graduate employability.
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Skills for Success : Personal Development and Employability
Now in its fourth edition, this indispensable guide helps students to create their own personal development programme and build the skills and capabilities today’s employers want.Step by step, it takes students from the initial stages of setting goals and defining success through to the application process for their dream job.Part 1 prompts students to think about what ‘success’ means to them and to think more deeply about what matters to them, what inspires them, and what will help them to achieve their long-term ambitions.This section also helps students to better manage their time, energies and resources so that they can achieve the kind of success they want.Part 2 shows students how to refine their people and task management skills, enabling them to become the effective communicators and problem-solvers that today's employers want.Part 3 develops students' creative and reflective thinking, thereby strengthening students’ academic and professional abilities.Part 4 helps readers to reflect on what employers really want from job applicants and explains how they can take concrete action to improve their job prospects.Chapters contain guidance on how to put forward a strong application, how to make the best use of placements, and how to keep records so that students feel more in control during the application process.Internationally acclaimed study skills author Stella Cottrell provides students with the ingredients they need to create their own recipe for success.Whether you're just starting at college or university, or about to leave a postgraduate programme, Skills for Success will help you to think creatively and constructively about personal, academic and career goals. New to this Edition:- Contains increased coverage of different styles and models of leadership, and managing and leading teams- Includes more material on engaging with cultural difference- Provides students with guidance on looking after their mental health and wellbeing, to help reduce stress around planning for life after university- Features more insights and case studies from employersAccompanying online resources for this title can be found at bloomsburyonlineresources.com/skills-for-success.These resources are designed to support teaching and learning when using this textbook and are available at no extra cost.
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Designing Personalized Learning Experiences : A Framework for Higher Education and Workforce Training
Designing Personalized Learning Experiences offers theoretically grounded and pragmatic approaches to designing personalized learning initiatives for higher education and organizational contexts.With current research concluding that a multitude of variables can enable learners to direct their own experiences and achieve their goals, new guidance is needed to hone the range of instructional approaches, activities, and interactions available to support adult learners.This book offers practical strategies on how to design and implement effective personalized learning interventions, advance learning and engagement, encourage ownership over the learning process, and decrease attrition. Professionals in instructional design, learning and development, organizational development, consultancies, and beyond will be emboldened by the work to leverage a mix of technology-enabled social and content interactions.
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International Human Resource Development : Learning, Education and Training for Individuals and Organizations
International Human Resource Development provides thought-provoking questions and stimulating answers to key issues in human resource development today, putting HRD in its strategic organizational context and examining in depth the process of learning from different perspectives.This third edition provides a thorough exploration of international human resource development, and has been completely updated and revised with a variety of case studies and contributions from a range of HR development experts, making it the most topical book in this field.It also addresses the increasingly important area of knowledge management, incorporating learning and development.Clearly structured and mapped against the current Chartered Institute of Personnel and Development (CIPD) standards, this comprehensive handbook covers each aspect of the training cycle, including the role and identification of learning, training and development needs in organizations, working in multicultural and multilingual settings, learning and competitive strategy, planning and design, delivering effective training programmes, assessment and evaluation, international development and managing the human resource function.
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What is the difference between quantitative workforce planning and qualitative workforce planning?
Quantitative workforce planning involves using data and metrics to analyze workforce needs, such as forecasting future staffing requirements based on historical trends and projections. This approach focuses on numbers and statistical analysis to make informed decisions about workforce planning. On the other hand, qualitative workforce planning involves a more subjective analysis that considers factors such as employee skills, attitudes, and behaviors. This approach relies on gathering insights through interviews, surveys, and observations to understand the human aspect of workforce planning. Ultimately, combining both quantitative and qualitative approaches can provide a more comprehensive and effective workforce planning strategy.
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What is the difference between school education and professional career development?
School education focuses on providing students with a broad range of knowledge and skills across various subjects, while professional career development is more specialized and focused on preparing individuals for specific careers or industries. School education typically covers a wide range of subjects, including math, science, language arts, and social studies, while professional career development often involves specialized training, certifications, and hands-on experience in a particular field. Additionally, school education is often more theoretical and academic, while professional career development is more practical and geared towards preparing individuals for the workforce.
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Do digital media harm education?
Digital media can have both positive and negative impacts on education. While digital media can provide access to a wealth of information and resources, it can also be a distraction for students and lead to decreased attention spans. Additionally, the constant use of digital media can contribute to a sedentary lifestyle and have negative effects on physical and mental health. It is important for educators and students to find a balance in using digital media for educational purposes while also being mindful of its potential drawbacks.
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What is your question about education and training?
My question about education and training is how can we ensure that individuals have access to quality education and training opportunities that are relevant to the demands of the modern workforce? Additionally, how can we make education and training more inclusive and equitable to address disparities in access and outcomes? Finally, how can we better prepare individuals for lifelong learning and upskilling in a rapidly changing world?
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Higher Music Education and Employability in a Neoliberal World
This open access edited collection shows how neoliberalism continues to shape higher music education institutions, curricula design and learning cultures, as well as the various ways of transitioning from education to work and the world of uncertainty and job insecurity currently being experienced by a younger generation of musicians.The book brings together empirical studies, activist voices, theoretical reflections and autoethnographic studies from a broad range of disciplines, work contexts and geographical regions.These contributions examine how race/ethnicity, gender and class pervade the creation, performance and teaching of music and create the context for the reproduction of social inequalities.They also illuminate the notions of employability, entrepreneurialism and meritocracy that underpin higher music education and the music labour markets in Italy, Portugal, the Netherlands, Sweden, Estonia, Hungary, Finland, the United Kingdom, the United States, Canada and China, and provide insights into the strategies used by musicians to manage their precarious working lives.Finally, this collection specifically highlights alternative pedagogical approaches and activist tactics for moving forward in the era of Black Lives Matter, #StopAsianHate and #MeToo. The ebook editions of this book are available open access under a CC BY-NC-ND 4.0 licence on bloomsburycollections.com.Open access was funded by mdw - University of Music and Performing Arts Vienna.
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Learning, Training, and Development in Organizations
This scholarly book in SIOP’s Organizational Frontier series looks at research on enhancing knowledge acquisition and its application in organizations.It concentrates on training, design and delivery given the changing nature of work and organizations.Now that work is increasingly complex, there is greater emphasis on expertise and cognitive skills.Advances in technology such as computer simulations and web-based training are necessitating a more active role for the learner in the training process.In the broad context of the organization systems, this book promotes learning and development as a continuous lifelong endeavor.
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Education Workforce Well-being : Policy, Change and Leadership
Education Workforce Well-being brings together the multitude of perspectives on well-being, placing them in the context of the education workforce across all sectors from primary to higher education.Opening with an acknowledgement of the scale of subject area of well-being, four key areas of workforce well-being are then identified: resilience, emotional labour, work life balance, and work life conflict.Each principle is discussed individually and then holistically, considering the collective influence of all four areas on workforce well-being within the education sector. Drawing upon existing research, policy papers and empirical research examples from across the breadth of education sectors, chapters explore external structural changes in the macro policy environment, and how educational leadership response and policy decisions can impact on workforce well-being.The concluding chapter presents a set of recommendations that could be employed by those leading and working in all education sectors to address poor well-being and enhance staff motivation and retention in the workforce. Corbett widens the discussion on well-being in the education workforce, drawing not only on education but also human resource management and leadership research and providing a critical analysis that highlights not only the challenges but research-informed recommendations for managers, leaders and policy makers working in education.
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Reflective Practice in Education and Training
This is a practical guide to reflective practice for teachers and trainee teachers in the FE and skills sector.Reflective practice is a key element of teaching and this comprehensive and accessible guide introduces and explains this area of practice for trainee and new teachers.It asks 'what is reflective practice?' and includes an exclamation of the processes of reflection and tips on reflective writing. Many trainees and new teachers need support in reflective practice.Written for all those working towards QTLS, this text gives practical guidance on how to become a reflective practitioner and examines how this relates directly to teaching in the FE and skills sector, and how reflection can benefit teaching.This second edition includes new chapters on 'reflective teaching and learning' and 'reflection-re-action', a new Theory Focus feature. Richard Malthouse has extensive knowledge of education and training in the UK and abroad.He currently works in training design and performance needs analysis for a large law enforcement agency.Alongside this, Richard is the director of a successful company offering coaching to individuals.Richard is a Doctor of Education and a Fellow of the Institute of Learning. Jodi Roffey-Barentsen is Programme Manager of the BA (Hons) in Education and the Foundation Degree in Learing Support at Farnborough College of Technology and is involved in a range of initial teacher training programmes.Jodi also works as a consultant for the Institute of Learning.Jodi is a Doctor of Education and a fellow of the Institute for Learning.
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What comes after vocational training and further education?
After completing vocational training and further education, individuals can pursue various paths depending on their career goals. They may seek employment in their chosen field, apply for internships or apprenticeships to gain practical experience, or continue their education by pursuing a higher degree or specialized certifications. Additionally, they may also consider starting their own business or seeking mentorship opportunities to further develop their skills and knowledge in their chosen profession. Ultimately, the next steps after vocational training and further education will depend on the individual's career aspirations and the opportunities available in their field.
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What is the training for a digital and print media designer?
Training for a digital and print media designer typically involves a combination of formal education and practical experience. Many designers have a bachelor's degree in graphic design, visual communication, or a related field. They also often have experience with design software such as Adobe Creative Suite. In addition to formal education, designers may also benefit from internships or freelance work to gain practical experience and build a portfolio. Continuing education and staying up-to-date with the latest design trends and technology is also important for digital and print media designers.
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What is the training for a media designer digital and print?
Training for a media designer digital and print typically involves a combination of formal education and practical experience. This may include completing a degree or certification program in graphic design, digital media, or a related field. Additionally, gaining hands-on experience through internships or freelance work can help develop skills in areas such as layout design, typography, image editing, and digital marketing. Continuous learning and staying updated on industry trends and software tools are also important for a successful career as a media designer digital and print.
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What is the difference between training and further education?
Training typically refers to specific skill development related to a particular job or task, often provided by an employer or training organization. Further education, on the other hand, usually involves a more formal and structured learning experience beyond the basic level of education, such as pursuing a degree or certification in a specific field. While training focuses on practical skills needed for a specific role, further education aims to deepen knowledge and expertise in a broader subject area.
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