This paper relates recruitment, selection, and staffing of employees at all levels with the Kolb Experiential Learning Model. The model has been widely adopted by trainers in designing learning events. Kolb identified four stages of learning, concrete experience, observations and reflections, formation of abstract concepts and generalizations, and testing implications of concepts in new situations. Concrete experience refers to the learner’s personal involvement in something and his/her receipt of feedback regarding his performance. For the experience to be useful, the learner needs to be cognizant of what is happening. In which case, the trainer may provide cues. Reflective Observation (RO) refers to the learner’s analysis and judgment of events. The learner’s RO allows him/her to retain memory of the experience and to generate concepts and generalization. Trainers may stimulate RO by asking questions and facilitating discussion. The learner develops abstract concepts from concepts and generalizations. It allows the learner to apply theory to practice. Active experimentation is the process whereby the learner relates theory and application by planning and implementing application. (Truelove, 1997, p. 45) The Kolb Learning Cycle has implications for learning and growth, which Kaplan and Norton (2004) defined in terms of three components – Human Capital, Organizational Capital, and Information Capital. Human Capital refers to the training, skills, and knowledge of personnel. Noe, Hollenbeck, Gerhart, & Wright (2003, p. 3) define Human Capital as “an organization’s employee, described in terms of their training, experience.judgement,intelligence, relationships and insight.” Before one could develop Human Capital, one has to acqui... ... middle of paper ... ...ml Jenkins, S and Curtin, P. (December 2006) Adapting Job Analysis Methodology to Improve Evaluation Practice. American Journal of Evaluation. vol. 27 no. 4, 485-494 Jones, G. R. (2004). Organization Theory, Design and Change. New Jersey: Prentice Hall. Kaplan, R. S., & Norton, D. P. (2004, February). Measuring the Strategic Readiness of Intangible Assets. Harvard Business Revew , 1-13. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. (2003). Fundamentals of Human Resources Management. Mc Graw Hills Irwin. Singh, P. (June 2008) Job Analysis for a Changing Workplace. Human Resource Management Review. Vol. 18, no. 2 87-99 Truelove, S. (1997). Training in Practice. Wiley-Blackwell. Whetzel, D. and Wheaton, G. (2007) Applied Measurement: Industrial Psychology in Human Resource Management. Routlege: US.
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Fire departments across the Five Towns are looking for dedicated residents willing to volunteer their time as firefighters and emergency medical technicians. Departments across the state have faced struggles with recruiting and retaining volunteers in recent years for numerous reasons.
Developing learning activities for the Maersk Customer Service – CARE Business Partner is necessary to properly prepare the candidate for the position. The activities will have to be geared towards candidates who have experience and are able to interact well with people. Using simulated learning activities such as role plays, conflict resolution games and listening test in the training program for the position offered by Maersk would be effective ways to train and develop employees. Roles plays should be centered around real-life situations and be as realistic as possible. Conflict resolution can be integrated as part of a game of group activity that improves interaction between the employees and their customers. Finally, practicing listen
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Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
Staff organization is necessary to help ministers and employees within the local church remain competent, godly, and loyal. It should not bind them or burden the organization. if the leader expects competence from the staff, the staff has a right to a competent leader. Someone has to be in charge, and that person needs a clear picture of where the church is going and how to enable staff members to help get there. Almost all church staffs are divided according to program and support people. Program staff includes pastors and others who plan and implement church ministries, such as worship services, Christian education, and pastoral care. Support staff enables the program staff to get their jobs done by providing secretarial, custodial, and other technical help.
In the business world today, the need for continuous learning and development by professionals and individuals is increasingly being stressed by most organizations and the industry as a whole; as lifetime employment to one particular organization is no longer certain this days. This change is due to the changing business environment and competition among organizations and staff; thus making most organizations
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