Human service workers need to be prepared for all situations, and have feedback on how well their programs are working. Typically, the next step in the program planning process is to evaluate the program. It is necessary to have a program evaluation because it brings the results to light. In order to meet the well defined goals and objectives of program planning, it is essential for human service programs to have feedback on the effectiveness of the services they are providing so they can continue to satisfy their consumers. Program evaluation is needed so workers can remove anything from their program that was not needed, or add more attention to another direction of the program.
In the following pages I will compare and contrast motivational interviewing with another style of interview called solution-focused. My intent is to be clear, to define and give examples of these forms of interview, as if for the novice. I will briefly report on the history of each one and how the two styles came about. Also, the purpose of and the specific methods imparted by these two techniques will be examined. Both similarities and differences in these approaches will be brought to light and I will conclude with personal reflection.
1.3- Inductions provide you with the basic knowledge and skills you would need to start working in a new job role. Appraisals help you to keep your skills and knowledge up to date by highlighting areas that you need to develop and planning how to do this. 1.4- Priority should be given to essential skills and knowledge such as fire safety, manual handling and other skills that are mandatory and all employees should have. Then there are desirable skills that are not essential but you would like some of your staff to have such as resident centred exercise courses, I.T courses and team leader courses. 2.1- See S.W.O.T analysis.
This is different from a job description because a job description describes the job whilst a person specification describes the person needed to do the job. A person specification also helps to during the selection process because it helps pick out the suitable person. A person specification is found on an application form to inform the applicant whether they are the right person for this job. This document can also be used to during appointing staff because the owner can use this as a checklist to see whether the person they are choosing is right for the job. It is important that the skills and experience is included in the person specification and is relevant to the job role because there is a risk that someone may be recruited on a wrong basis.
We need to keep an open mind and understand where the other person is coming from. As a team, we need to learn how to reach a common ground and compromise in order for the task to be successful. Also need use the assertive style of communication to enhance the teamwork. Slide 9 Feedback Identify the situation first. Some might need immediate feedback, such as correcting an action or giving direction Feedback can be provided to acknowledge task completion.
It's imperative that you LEARN about it and state real facts in your writing, especially if you plan on publishing anything. It's also important to present BOTH sides of the issue, and to write a balanced, fair article. That's why I've made the suggestion I did. Learning all this information will help you get your message across. It's not enough to just express your personal opinion in an article or essay like this- you have to back it up with solid, researchable, verifiable FACTS.
The candidate will develop a change management project plan, assign resources and develop a reporting process. The candidate will then present their analysis and project plan to management for approval. Procedure 1. Review the simulated workplace information for Fast Track Couriers. 2. Develop a change management strategy for Fast Track, which you will present to management (your assessor) for approval, by following steps 3–8 below.
This would be best covered within the second half of the course of study as they should have become familiar with using the action plan and reflecting on own progress. M2 requires learners to analyse the importance of attaining targets they have set themselves within their action plan. Learners should discuss how working towards the targets identified within their action plan has impacted positively on their performance/ development, or perhaps identify where the targets were unachievable and required changing to ensure progression. D1 requires learners to evaluate the changes made in response to ongoing reflection, giving thought to how the targets and goals have had a positive impact on personal development and considering reasons why, when changes have not impacted positively; therefore this information could follow on from learners’ evidence when completing M2. This assignment should be added to the learners PDP’s.
Interview Questions SM 347 System Linkage and Applications During an interview unlawful questions may arise. It is the responsibility of the interviewer and the interviewee to have a structured interview based off of factual information. In addition to a structured interaction, information is exchanged in an ethical manner during which communication takes place. The interviewer must maintain ethical beliefs and values with moral principles to determine what is right or wrong. Furthermore, three points must be maintained when conducting interviews for potential employees.
2) What is the main advantage of direct face-to-face communication, as against communication through circulars or memos? 3) What makes technical communication different from general communication ? 4) How important is it to be able to communicate? 1) Read the above conversation carefully if you were Vikas, how would you answer all the questions asked by the interviewer. Rewrite the answers, making them more appropriate by changing the language, style, tone, and attitude of the answer.” 2) Describe the significance of job interviews today.