Learners' educational orientation as a design tool for human resource development professionals in law enforcement: a Caribbean context

The training academy of any law enforcement agency serves as the educational platform for personal, professional and academic development of law enforcement officers. It is essential that the training provided is reflective of best practices to enhance learning, curriculum design, educational policies and instructional techniques compatible with the educational orientation of their learners. To this end, it is proposed within this study that the learners' educational orientation be incorporated in the design phase of the ADDIE (Analysis, Design, Development, Implementation and Evaluation) model. In an effort to determine the educational orientation of the participants, the study utilized the Student Orientation Questionnaire (SOQ) to analyse the educational orientation of law enforcement officers and its implication for training.     

What’s keeping you awake at night? Challenges facing trainers in South Africa

Corporate Trainers experience many organizational challenges that require new skills. This qualitative study sought to determine the challenges faced by South African Education Training and Development university students employed as trainers in corporate roles. Findings suggest that trainers require contextual and generic soft skills to meet the requirements of their jobs and that the term trainer embraces a variety of roles of different focus and different status. While there appear to be a common set of problems facing trainers irrespective of location, the interventionist skills and employment policies of the South African government have an important influence on activity in the organization.     

Re-conceptualising talent management and development within the context of the low paid

Those working in organisations have choices to make associated with not only the goods and services they produce but also their wider social and economic impact. The number of employees in low-skilled/low-paid jobs and the high proportion of companies adopting business strategies based on low-specification goods and services are a concern for many developed and developing economies. Addressing this problem is not traditionally the concern of Human Resource Development; however, we argue that through exploring the role that a wider, more balanced approach to Sustainable Talent Management and Development (S-TMD) may play within the context of the low skilled in the UK provides a crucial link to enhancing an organisation’s performance and responsibility to society. At the heart of this approach lies a shift to appreciate the collective endeavour of work practices, an enhanced role for stakeholders and identification of, and participation in skills ecosystems to support sustainable development. The paper identifies the opportunity for S-TMD to move from a predominantly individualist, managerial and unitarist understanding to one grounded in the value of tacit and embedded development processes undertaken to reflect a pluralist, multi-voiced approach to understanding of a skills ecosystem.     

Evaluation plan of the 6for6 research skills program for rural and remote physicians

Overwhelming issues and barriers often prevent rural and remote physicians (RRPs) from pursuing the many socially accountable research questions they encounter on a daily basis. Although research training programs can empower RRPs to rise to these challenges, there is a lack of evidence on how they should be developed and refined. At Memorial University, a faculty development program (FDP) called 6for6 has been helping RRPs surmount their research quagmires and engage in scholarship since 2014. After an initial three-year (2014-17) pilot, we prepared a detailed plan to evaluate the 6for6 research FDP for RRPs and inform future years of delivery. Using a modified Delphi method and participatory action model a group of program team members, stakeholders and evaluation experts developed an evaluation plan including a logic model and an evaluation matrix addressing five key themes. To our knowledge, this is the first evaluation plan for a research-focused FDP targeting RRPs. While this plan was developed specifically for the 6for6 FDP, our approach to its development may be useful to any institution interested in evaluating an FDP with limited resources.     

浅析少儿足球运动员的心理训练

从心理训练的概念、作用、内容和特点及其表现,影响心理的因素、心理素质训练的方法以及提高途径等方面对少儿足球运动员的心理训练进行分析并指出了加强心理训练的途径。     

多媒体课件在田径运动训练中的应用

运用多媒体课件在田径训练中进行辅助教学,便于学生对田径技术的理解,促使其从感性认识上升到理性认识,迅速掌握技术,提高训练成绩。     

创新人才培养与高校师资建设

创新人才指的是具有创新意识、创新精神、创新思维、创新能力,并能够取得创新成果的专业人员。教师在创新人才培养中具有重要作用。当前我国高校教师在实施创新教育与培养创新人才过程中,还存在教育观念陈旧、教学方法不够灵活、实践经历严重缺失等问题,需要借鉴国外高等院校培养创新型人才的理念及方法,确立“以学生为本”的教学理念、实施研究性教学、倡导师生合作探索与研究、重构教学评价体系等措施,提高教师培养创新人才的能力。     

高校与企业共建:研究生创新人才培养新举措——以南京工业大学研究生创新中心为例

在政府实施研究生教育创新计划的大背景下,我国研究生创新人才培养面临诸如创新知识基础不够、创新意识薄弱等问题,作为解决问题的重要出路之一,与企业共建研究生创新中心已经得到了众多学校的支持和欢迎,这不仅提高了研究生的培养质量,而且还扩大了研究生的就业范围.     

应用型人才人文素质培养体系探析

根据我国应用型人才人文素质教育的现状,论证了构建应用型人才人文素质培养体系的必要性,并提出了应用型人才人文素质培养体系的基本架构.     

高等职业教育农类应用型人才“合作教育”培养体系的构建与实践

“合作教育”是通过学习与工作的结合,使学生掌握未来就业所需要的知识和职业技能,毕业后直接适应岗位需求与岗位“零距离”。本文以高等职业教育农类专业为研究对象,采用“合作教育”理论对农类应用型人才培养体系的构建进行研究与探索。结果表明,“合作教育”使应用型人才培养教学效果显著,是高等职业教育人才培养可供借鉴的模式。