Edld 5345 Week 1 Assignment 2013 Honda


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Week 11 solutions uploaded

Dear All,

The week 11 solutions are available on the course platform. 
The inconvenience cause by the delay in upload is sincerely regretted.

Regards,
Chiradip 


Week 12 Solutions

Dear All,

The week 12 solutions are available on the course ware platform.

Wishing you all A Happy and Prosperous Diwali!

Regards
Chiradip


Hall ticket for October 22nd NPTEL Online Certification exams is now available for download

Dear Candidate:

If you have registered and paid successfully for the October 22nd NPTEL Online certification exam, your Admit Card/ Hall ticket is now available inside your application form:

1. Please visit the link: woaknb.wz.sk

Login with your registered Google-enabled account email id (used to access the course on the portal and used for registering for the exam) and its password to access the link and click on October exam to download the hall ticket(s) for the October 22nd exams, from the link.

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Please try to access both the links to download your hall ticket, if you are not able to find your hall ticket in both the links., kindly write to us at nptel@woaknb.wz.sk

Note: that you will be able to login here, only if you have a valid registration for exams on October 22,

Please download hall ticket, take a print out and along with a original ID card, carry it with you to the venue (The exam centre address is there in the hall ticket). Read all instructions given in the admit card/ hall ticket carefully and follow them.

Note If you are writing 2 exams – Forenoon and Afternoon sessions, please ensure that you have downloaded 2 hall tickets which will be hosted inside the login.

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4. Candidates will not be allowed to write the exam without Hall ticket and proper id proof.

NPTEL Team wishes you the very best for the certification exam.

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Week 12 PPTs

Dear All

The week 12 PPTs are also available on the web. 

Regards
Chiradip 


Week 12 Assignments

Dear All,

The week 12 assignments have been uploaded. The last date for the same is October 18, , hrs.

Regards,
Chiradip 


Human Resource Development : Week 12 Videos are available !!

Dear Students,

                          Videos of Week 12 are available in the course outline section under Week


Week 10 Solutions

Dear All,

The solutions for week 10 have been uploaded. 

Regards,
Chiradip 


Week 9 Solutions ( Human Resources Development)

Dear Learner,

The week 9 solutions have been uploaded.


Regards
kunmun


Week 11 Assignments (Human Resources Development)

Dear Learner,

The week 11 assignment has been uploaded. The last date for submitting the assignment is October 11, ; hours.

Regards,
Kunmun 


Human Resource Development : Week 11 Videos are available !!

Dear Students,

                             Week 11 Videos are available in the course outline section under Week


Week 9 Assignment Extension

Dear Learner,

The last date of submission of Week 9 assignment has been extended upto 27th sep , hrs.

Regards
Kunmun


Week 10 Assignment

Dear All,

The week 10 assignment has been uploaded. The last date for submitting the assignment is October 4, ; hours.

Regards,
Chiradip 


Human Resource Development : Week 9 Videos are available !!

Dear Students,

                             Week 10 Videos are available in the course outline section under Week


Week 8 Solutions

Dear All,

The week 8 solutions have been uploaded on the ERP.

Regards
Chiradip 


Week 7 Solutions (Human Resources Development)

Dear All,

The solutions of week 7 assignment has been uploaded. 

Keep learning

Regards
Kunmun


Last date for Exam Registartion Extended

Dear Candidates

Last date for exam registration have been extended till Sep 26th, 5pm (Tuesday).

Payment of the exam fee can be done till: Sep 27, 10am (Wednesday)

The certification exam will be conducted at designated centers in the city chosen by you. You have to register for the exam by filling up the form, paying the exam fee and appear in person and to get the certificate.

Hard and soft copy of Certificate will be awarded only to those candidates who register for the exam, attend the certificate examination and whose Final score > 40%

Register for the exam today at: woaknb.wz.sk

For other details about exam registration, please check our previous announcement.

-NPTEL Team


Week 9 assignment (Human Resources Development)

Dear All,

The week 9 assignments have been uploaded. The last date of submission is September 24, ; hrs. 

Regards
Kunmun


Week 9 PPT

Dear All,

The week 9 PPT has been uploaded and in available for viewing. 

Regards
Kunmun


Human Resource Development : Week 9 Videos are available !!

Dear Students,

                                 Week 9 Videos are available in the course outline section under Week 9.


Exam Type and Certificate Format

Dear student

The certification exam will be conducted at designated centres in the city chosen by you. You have to register for the exam by filling up the form, paying the exam fee and appear in person to get the certificate.

Register for the exam today at: woaknb.wz.sk

Exam registration form closes on 20th September PM (Wednesday).

For other details about exam registration, please check our previous announcement.

Type of exam: Computer based exam (Online)

Online:

You will have to appear at the allotted exam centre and produce your Hall ticket and Government Photo Identification Card(Example: Driving License,Passport, PAN card, Voter ID, Aadhaar-ID with your Name, date of birth, photograph and signature) for verification and take the exam in person. You can find the allotted exam center details in the hall ticket.

The questions will be on the computer and the answers will have to be entered on the computer; type of questions may include multiple choice questions, fill in the blanks, essay type answers, etc

The hall ticket will be available for download tentatively around th October We will notify the same through email.

FINAL CERTIFICATE:

The final score = 25% assignment score + 75% final certification exam score.

The final score will determine if you will/will not receive a certificate.

1. Final score < 40%: NO certificate
2. Final score between 40% %: Certificate of type "Successfully completing the course"
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4. Final score of 90% and above: Certificate with "Elite" tag and the gold medal printed on it.

Please click the link here for certificate format: woaknb.wz.sk

-NPTEL Team


Week 8 Assignments

Dear All,

The week 8 assignments have been uploaded. The last date of submission is September 20, ; hrs. 

Regards
Chiradip 


Week 8 PPT

Dear All,

The week 8 PPT has been uploaded and in available for viewing. 

Regards,
Chiradip 


Human Resource Development : Week 8 Videos are available !!

Dear Students,

                             Week 8 Videos are available in the course outline section under Week 8.


Week 7 Assignment

Dear All,

The technical error has been corrected & the assignment 7 is visible now.

Regards
Kunmun


Week 6 solutions

Dear All,

The week 6 solutions have been uploaded. 

Regards
Chiradip


Week 5 Solutions

Dear All,

The solutions of week 5 assignment has been uploaded. 

Keep learning

Regards
Kunmun


A Reminder on Certification Exam - Register Today


EDLD Human Resource Management. Leanne Knight ET Lamar University. 1 of 8. Week 4 Assignment. Overview. The activities in your Week 4 

EDLD Human Resource Management Leanne Knight ET

Week 4 Assignment Overview The activities in your Week 4 assignment focus further on the topics of organizational leadership and effective communication with school personnel.

Lamar University

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EDLD Human Resource Management Leanne Knight ET

Rubric Use this rubric to guide your work on the Week 4 Assignment.

Tasks

Accomplished

Proficient

Needs Improvement

No errors in grammar, spelling or punctuation.

Few errors in grammar, spelling or punctuation.

Responses lack clarity and depth and/or multiple errors in grammar, spelling or punctuation.

The student completed all aspects of the assignment and demonstrated knowledge and skills as indicated in the performance outcomes.

The student completed the assignment, but did not demonstrate complete responses to each aspect of the assignment.

The student attempted to complete the assignment, but failed to meet minimum requirements in all aspects of the assignment.



Part 1 HR Organization Leadership Reflection

(2 points)

(3 points)

Unacceptable No Response submitted.

The student did not submit the assignment, content is incomplete, failed to meet minimum requirements in all aspects of the assignment. (0 points)

(1 point) Part 2 Article Critique

The student completed all aspects of the assignment and demonstrated knowledge and skills as indicated in the performance outcomes.

The student completed the assignment, but did not demonstrate complete responses to each aspect of the assignment. (2 points)

(3 points) Part 3 Summary of Interview with Debra Cannon

The student completed all aspects of the assignment and demonstrated knowledge and skills as indicated in the performance outcomes.

The student attempted to complete the assignment, but failed to meet minimum requirements in all aspects of the assignment. (1 point)

The student completed the assignment, but did not demonstrate complete responses to each aspect of the assignment. (2 points)

(3 points)

The student attempted to complete the assignment, but failed to meet minimum requirements in all aspects of the assignment.

The student did not submit the assignment, content is incomplete, failed to meet minimum requirements in all aspects of the assignment. (0 points) The student did not submit the assignment, content is incomplete, failed to meet minimum requirements in all aspects of the assignment. (0 points)

(1 point) Part 4 Teacher Evaluations

The student completed all aspects of the assignment and demonstrated knowledge and skills as indicated in the performance

Lamar University

The student completed the assignment, but did not demonstrate complete responses to each aspect of the

The student attempted to complete the assignment, but failed to meet minimum requirements in all

The student did not submit the assignment, content is incomplete, failed to meet minimum requirements in all aspects of the 2 of 8

EDLD Human Resource Management Leanne Knight ET outcomes.

assignment.

(3 points)

(2 points)

Lamar University

aspects of the assignment. (1 point)

assignment. (0 points)

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EDLD Human Resource Management Leanne Knight ET

Week 4 Assignment, Part 1: HR Organization Leadership Reflection Review the lecture for Week 4, focusing on the information related to Principal Competency 7 -identifying the principal’s role in organizational leadership and management. Based on your interviews and field experiences (e.g., observations), answer the following reflection questions. Describe management strategies and techniques you have observed or discussed. With every form of assessment, summative or formative, the principal at my school expects the teachers to utilize this information to make data based decisions. After teachers have compiled and disaggregated their information, the principal meets with each team and sometimes meets with teachers individually to discuss their plans for impimentation of their data based decisions. The principal knows that if she does not meet with the teachers then the teachers are less likely to follow through with their decisions. Usually the principal exprects the teachers to utilize the assessment reports to assist in grouping students within each classroom for optimum learning. The principal at my school also uses a “design team” which is in charge of ensuring that all teachers are ulizing high quality lessons. The team meets with groups of teachers to create lessons following the Schlechty model for engaging lessons. The team meets regularly with the principal for professional develmpent and planning.

How is the campus improvement plan developed? Please include information about membership in the site based decision-making committee (e.g., Campus Education Improvement Team), how data is gathered and analyzed, and how tasks are assigned and monitored? Last year our designing of the campus improvement was posted online so those involved could edit the original document. We utilized Google Documents and those on the site based decision-making (Campus Leadership Council) were given editing rights. Each grade level and special team were assigned a color to use while editing the document. The SBDM team met to discuss strategies and them went to work on the plan via the internet with their team members. Since it was on Google Docs, anyone who edits will show easily via the “revision history” and by looking at the colors of editing. If anyone accidentally caused a problem the “review history” section allows for restoration. In the end though, the principal takes the edited version of the campus improvement plan and makes the final decision concerning the plan.

Describe instances where the campus leader has delegated authority. The principal delegrates authority throughout the process of developing the campus improvement plan. The whole plan is posted on Google Docs. Individual teachers could view the document but only SBDM team members could edit. Each grade level and special team were assigned a color to use while editing the document. The SBDM team met to discuss strategies and them went to work on the plan via the internet with their team members. Since it was on Google Docs, anyone who edits will show easily via the “revision history” and by looking at the colors of editing.

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EDLD Human Resource Management Leanne Knight ET Describe examples of the principal making data-driven decisions. One example is at the end of every year, the principal has each teacher run their MAPs (Measures of academic Progress) reports. These reports let teachers prove each student has accomplished their annual year of growth. The principal uses the TAKS scores to create decisions. When our writing TAKS scores went down two years ago by a few points instead of raising, the whole campus, especially third and fourth grades, had to work on updating and revising their writring curriculum. The TAKS goal for the next year was that our school’s 4 th graders would achieve Gold Standard on TAKS.

How has the campus leader utilized data to help determine human resource or personnel needs? If students do not show adequate annual year of growth then the teacher will be placed on a growth plan. The principal expects excellence not just passing so teachers who are hired need to understand how to work in that type of culture. The principal also hires paraprofessional (AKA: aides) to assist in grades that show adequate needs through scores and class size. The principal hires on campus tutors for students who struggle in reading and mathematics.

Week 4 Assignment, Part 2: Article Critique Your assigned readings for this week included two issues of the American Association of School Personnel Administrators’ Best Practices in School Personnel. Select an article from one of those issues and critique the article using the questions below. Identify your article and source using APA citation format (for example, West, G. (). Holding higher education accountable for new teachers. The School Administrator, 65(3), ) Cottrell, V. (). Selecting teachers for the year Association of School Personnel Administrators: AASPA Best Practices in School Personnel, (May/June/July ),

Why did you select this article? Hiring teachers with the appropriate skills to teach for the next school year is such a small aspect of hiring qualified teachers. Trying to figure out what qualities are necessary in a teacher Lamar University

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EDLD Human Resource Management Leanne Knight ET so they will continue to be a good teacher for children through the next twenty years is quite a different way of viewing candidates.

Briefly summarize key points from the reading. The article began by addressing that we may have recently started a new century but most of our students will be alive when the next century arrives. For this purpose we must hire that will supply direction for schools in the year If we seek excellence in our educators then they will be leaders of schools in The article continued to address four key characteristic that are beneficial in finding qualified teachers being purpose, relationship, unlimited potential, and immediate application. First, a teacher must have a purpose. They must “possess a clear purpose for their life" (pg. 8) and have a clear belief system. Teachers must see nothing more precious than a young human being. Second, teachers must be able to foster relationships. They must have positive and productive relationship with students. People today recall teachers who made a difference in their life. Third, teaches must see the value of unlimited potential. Teachers must understand the importance of lifelong learning for both teacher and positively ingrain this ideal in students. Finally, teachers must utilize immediate application. Once things are learned the students need to apply that knowledge quickly to their every day life. The article concluded with the 15 qualities of an excellent teaching/learning specialist which are: positive, investing, committed, communicative, personable, compassionate, motivating, objective, generator of alternatives, lesson design, application of learning, student diversity, accountability, adult development, and multiple mentors.

Identify the principal competencies and supporting standards involved or implicated in the reading, (e.g., Competency 5 and Competency 6, , including the following standard: Analyze the implications of various factors (e.g., staffing patterns, class scheduling formats, school organizational structures, student discipline practices) for teaching and learning, (Competency 5); Implement effective, appropriate, and legal strategies for the recruitment, screening, selection, assignment, induction, development, evaluation, promotion, discipline and dismissal of campus staff, (Competency 6). competency 3 woaknb.wz.sk and promote the highest standard of conduct, ethical principles and integrity in decision making, actions, and behaviors. woaknb.wz.skent policies and procedures that promote professional educator compliance with The Code of Ethics and Standard Practices for Texas Educators. competency 6 woaknb.wz.skent effective, appropriate, and legal strategies for the recruitment, screening, selection, assignment, induction, development, evaluation, promotion, discipline, and dismissal of campus staff.

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EDLD Human Resource Management Leanne Knight ET How might you apply what you learned from this reading in your role as an administrator or educational leader? Hiring teachers with the appropriate skills to teach for the next school year is such a small aspect of hiring qualified teachers. Trying to figure out what qualities are necessary in a teacher so they will continue to be a good teacher for children through the next twenty years is quite a different way of viewing candidates. This article specifically addressed definite characteristics that are valuable when hiring teachers.

Additional comments/recommendations. I appreiciated that the article addressed that we must see that our children will need to learn skills and that specific curriculum is not the most important thing we teach our children. We must have qualified teachers to help mold so that our eduation system stays strong.

Week 4 Assignment, Part 3: Summary of Interview with Debra Cannon Refer to Part 4 of your Week 4 lecture to answer the following questions. What recommendations did Ms. Cannon make regarding principals developing effective communication and conflict resolution skills? Ms. Cannon recommended that principals develope effective communication and conflict resolution skills by removing strife or creating accord before the crisis reaches the surface. Continuously evaluating the culture of the school and getting input from coworks to help create an atmosphere that is not reactive to problems but looks to foresee possible problems. Principals need to predict strife prior to an incident to allow those with the difficulties a chance to lessen or remove the conflict.

What insights did Ms. Cannon give regarding developing and maintaining relationships with staff? Ms. Cannon suggested that executing change is less problematic if positive relationships have been formed between principal and staff. Trust is important when transformation is necessary. “Honesty and a sense of caring for those you work with and with the campus community will be tremendously important if they are going to support your proposed change.”

What advice did Ms. Cannon give regarding principals conducting effective evaluations and appraisals? Ms. Cannon suggested principals conducting effective evaluations and appraisals should maintain honesty for to trust the results. Principals should not seek to make teachesr happy or disappointed in their evaluation but to truthfully seek accuracy in the representation of the Lamar University

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EDLD Human Resource Management Leanne Knight ET teacher’s abilities. If a principal is too critical, though, then they are seen as “unprofessional and uncaring” and loose their professional standing. “The principal that has an honest discussion with faculty members about performance expectations and the evaluation process before evaluations begin will be seen as both professional and honest.”

According to Ms. Cannon, what steps should a principal take if he or she is concerned that a recommendation of non-renewal might be made for a teacher in need of assistance? “Each principal should understand case law, which is the court decisions, and statute law, which are the legislated mandates, and know school district policy relevant to personnel.” A lucid knowledge of the variation between contract non-renewal, suspension, and termination is an obligation before any principal begins a course that may effect the employment status of an employee negatively.

Week 4 Assignment, Part 4: Teacher Evaluations In the space below, summarize the steps principals should take in conducting formative and summative evaluations of teachers. (Hint: There are six recommended steps in this process.) 1. Begin the evaluation process early in the school year. a. Principals should begin the evaluation process within the first month of school. b. Starting early also helps to establish to teachers that the principal is involved in instruction. c. Seeing engagement is the one of the best ways to ensure valuable teachers. 2. Utilize classroom walk-throughs often enough to ensure validity to what you see in the designated observation and evaluation visit. a. If an administrator often visits classrooms then the walk throughs become more routine for teachers and students. 3. If there are any problem areas, schedule a conference with the teacher to discuss the issues and put a synopsis of the conference in writing. a. Teacher should sign and receive a copy. 4. Ask the teacher what he/she needs in terms of support in order to meet performance expectations. a. Come up with options together, ie: mentoring, observing teachers, etc. b. Follow up with teacher. 5. If problems continue, establish a reasonable timeline for the teacher to demonstrate improvement and conduct a follow-up evaluation. a. Conference with teacher after follow up evaluation 6. Complete a third and final evaluation visit prior to making a contract status recommendation to the superintendent. a. Required by March b. 45 days prior to the last instructional day

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