Description of this training program
The National Personnel Authority (NPA), which is one of the ministries in the government of Japan and in charge of human resource management for public officers, plans and carries out "Joint Initial Training" for the entry-level employees of the Cabinet Office and all ministries. The trainees are all entry-level at that year, around 600 members who are selected by some examination and interviews. The trainees ' goal for the next 2-3 years is to become national policy-makers. After this training program, each public officer designs the new policy and reconstructs the existed policies in order to align them with the current situation, collaborating with private sectors, local governments and Non-profit Organizations. The
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This consists of some lectures from seniors, social work practice with disabilities, on site training at local governments, Non-profit organizations and private sectors.
Identify and Analyze the gaps in this current strategy
I would examine this training program based on the ADDIE model (Analyze, Design, develop, Implement and Evaluate) and make proposal at each step.
The NPA has started this program since 1990 and not changed so much. Therefore, for the Analyze level, the NPA needs to conduct an organizational scan, including the assessment of which capabilities are critical to support policy-making priorities and how the NPA need to build those capabilities which are not examined seriously before. This means that the continuous assessment of the existed program is strongly encouraged. Because some seniors insist that these skills at which are aimed through this program can be gained through on-the-job training. For example, based on the research conducted from Boston Scientific, the NPA has to define not only for all skills but also the skills which is higher important but in which trainees are low competence. This is because this program should be more efficient and effective
This course has taught me a lot about the role human service workers have in communities and what communities need from human services. I learned about why this type of work is so important and was able to seen that importance first hand through my observation hours at the Dorothy Day Center.
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
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Interviewing and research skills are needed within the social work profession. Effective communication skills are one of the most crucial components of a social worker’s job. Every day, social workers must communicate with clients to gain information, convey critical information and make important decisions (Zeiger, 2017). This interview experience was an opportunity to explore the daily challenges and rewards of a licensed social worker. I was excited for the opportunity to interview a social worker in the gerontology sector as this is a specialty I am considering. This meeting allowed me to explore the educational steps of being a social worker, practices of the agency, the clients who are served, and the challenges the agency has.
The field of human services is a complex and encompassing profession, which focuses on the well being of individuals and groups. While there are a number of components that fall into the duties and sphere of influence of a helper, there are generally three main “functions”: social care, social control, and rehabilitation (Woodside & McClam, 2015, p. 9). Social care refers to assisting individuals who are unable to care for themselves (Woodside & McClam, 2015, p. 9). Social control refers to providing assistance to individuals who can care for themselves, but have been unsuccessful in doing so or have done so in a way that defies generally accepted social norms or community laws (Woodside & McClam, 2015, p. 9). Lastly, rehabilitation refers
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The HR manager can use the five step analyze, design, develop, implement and evaluate (ADDIE) training process to introduce a program that will be effective. There will be strategic training needs analysis to train employees to fit future jobs. Current needs analyses train current and new employees. Task analysis identifies specific skills training needed. The HR manager after the analysis the designs the training program with its objectives, delivery method and program evaluation. Then the manager will implement the training with on the job training where the person learns while doing the job and , apprenticeship training where the employee becomes skilled while having formal and on the job training. There can be formal lectures, programmed learning, audiovisual training and use of electronic media training
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
As a student, I will study and practice techniques, beyond a generalist perspective, that will allow me to give clients hope and the ability to see something greater than what they are facing. Upon completion of a Master of Social Work direct practice degree and certificate in gerontology and mental health programs, I intend to become a licensed Clinical Social Worker (LCSW). As a Licensed Clinical Social Worker, I will competently incorporate specialized skills in different professional settings while developing my knowledge of a wide range of social issues and professional standards. With commitment, I wish to develop skills that will enable me to create or find hidden resources and services for my future clients, create platforms through consoling for victims of
After having attained a Bachelor’s degree in Zoology and a Master’s degree in Gerontology, I felt I should gain some first-hand experience in physical therapy and thus volunteered to work as a caregiver in a reputed Evergreen rehabilitation center Ga. However, while working as a caregiver I realized I needed to learn much more in order to provide better care in meeting the psychological and physical caring needs of the elderly. I have always had the inherent desire to serve the elderly in reducing their hardships and providing them with the much needed physical and psychological support so that they can lead a happy and trouble-free life.
You ever wonder how the government goes about choosing candidates for specific agencies in the government? Well that’s what public personnel administration is for. Public personnel administration can be defined as the totality of government organization, policies, procedures and processes used to match the needs of public agencies with the people who staff those agencies. It is a branch of human resource management that is concerned with the acquisition, development, utilization, and compensation of a public organization’s workforce. The term includes three key words in which each has their own specific meanings. First, "public" refers to regional and local governmental agencies as well as non-profit ones. "Personnel" refers to both employees of an organization and to the function and administrative unit that is responsible for hiring. "Administration" refers to the way human resources manages public organizations in an effective and efficient way that helps the organization reach its many objectives and goals.