Tuesday, March 31, 2009
Monday, March 30, 2009
Foundations: Skinner (Yale)
Lecture Description
Professor Bloom opens with a brief discussion of the value and evolutionary basis of unconscious processing. The rest of this lecture introduces students to the theory of Behaviorism, particularly the work of prominent behaviorist, B. F. Skinner. Different types of learning are discussed in detail, as well as reasons why behaviorism has been largely displaced as an adequate theory of human mental life.
Course Description
What do your dreams mean? Do men and women differ in the nature and intensity of their sexual desires? Can apes learn sign language? Why can’t we tickle ourselves? This course tries to answer these questions and many others, providing a comprehensive overview of the scientific study of thought and behavior. It explores topics such as perception, communication, learning, memory, decision-making, religion, persuasion, love, lust, hunger, art, fiction, and dreams. We will look at how these aspects of the mind develop in children, how they differ across people, how they are wired-up in the brain, and how they break down due to illness and injury.
Sigmund Freud (Yale)
Lecture Description
This lecture introduces students to the theories of Sigmund Freud, including a brief biographical description and his contributions to the field of psychology. The limitations of his theories of psychoanalysis are covered in detail, as well as the ways in which his conception of the unconscious mind still operate in mainstream psychology today.
Course Description
What do your dreams mean? Do men and women differ in the nature and intensity of their sexual desires? Can apes learn sign language? Why can’t we tickle ourselves? This course tries to answer these questions and many others, providing a comprehensive overview of the scientific study of thought and behavior. It explores topics such as perception, communication, learning, memory, decision-making, religion, persuasion, love, lust, hunger, art, fiction, and dreams. We will look at how these aspects of the mind develop in children, how they differ across people, how they are wired-up in the brain, and how they break down due to illness and injury.
Sunday, March 29, 2009
Foundations: This is Your Brain (Yale)
Lecture Description
This lecture introduces students to two broad theories of how the mind relates to the body. Dualism is the ubiquitous and intuitive feeling that our conscious mind is separate from our physical bodies, whereas Materialism is the idea that all of our mental states are caused by physical states of the brain. This lecture reviews arguments explaining why materialism has become the predominant theory of mind in psychology. This discussion is followed by a basic overview of the neurophysiology of the brain.
Course Description
What do your dreams mean? Do men and women differ in the nature and intensity of their sexual desires? Can apes learn sign language? Why can’t we tickle ourselves? This course tries to answer these questions and many others, providing a comprehensive overview of the scientific study of thought and behavior. It explores topics such as perception, communication, learning, memory, decision-making, religion, persuasion, love, lust, hunger, art, fiction, and dreams. We will look at how these aspects of the mind develop in children, how they differ across people, how they are wired-up in the brain, and how they break down due to illness and injury.
Lecture 1 - Introduction to Psychology (Yale)
Professor Paul Bloom welcomes students and presents the course as a comprehensive introduction to the study of the human mind. Course readings and requirements are discussed. The five main branches of psychology are presented: neuroscience, which is a study of the mind by looking at the brain; developmental, which focuses on how people grow and learn; cognitive, which refers to the computational approach to studying the mind; social, which studies how people interact; and clinical, which examines mental health and mental illnesses.
Course Description
What do your dreams mean? Do men and women differ in the nature and intensity of their sexual desires? Can apes learn sign language? Why can’t we tickle ourselves? This course tries to answer these questions and many others, providing a comprehensive overview of the scientific study of thought and behavior. It explores topics such as perception, communication, learning, memory, decision-making, religion, persuasion, love, lust, hunger, art, fiction, and dreams. We will look at how these aspects of the mind develop in children, how they differ across people, how they are wired-up in the brain, and how they break down due to illness and injury.
Friday, March 27, 2009
Access MBA Tour in Bucharest 30 March
Meet the World’s Top Business Schools, One-to-One.
The Access MBA One-to-One event offers quality, personalised services for MBA candidates. Unlike a fair, Access MBA Tour gives qualified professionals the opportunity to meet admissions officers individually or in small groups.
Ongoing MBA, GMAT, TOEFL and Career counselling helps candidates with general MBA and career issues as well as orients them towards schools and opportunities of interest at the event.
More informations at http://www.accessmba.com/mba-events/access-mba-tour/bucharest-march-30/index.html.
Education: Importance of Peers
How Do You Find Your Passion and How Do You Pursue It? (Stanford)
Pyramids, Not Ladders (Stanford)
Tuesday, March 24, 2009
Sunday, March 22, 2009
Frumosul românesc - Dan Puric
Cuvânt rostit cu ocazia concertului caritabil "Seara de colinde" organizat de Compania de teatru Passe-Partout Dan Puric având scopul de a strânge fonduri pentru Centrul de Îngrijiri Paliative Sf. Irina - Voluntari.
Citatul zilei
“Cand esti multumit sa fii tu insuti si nu te compari sau nu concurezi, toti oamenii te vor respecta. Pentru ca a-i cunoaste pe ceilalti inseamna intelepciune dar a te cunoaste pe tine este iluminare. A-i conduce pe altii cere putere dar a te conduce pe tine cere tarie”.(Lao Tzu)
Revista Excelenţa te invită să descoperi "Copiii binecuvântaţi"
Revista Excelenta prezinta in al VI-lea numar o serie de reportaje speciale despre realitatile conditiilor spirituale si sociale ale copiilor daruiti. Misiunea reporterilor revistei Excelenta nu s-a terminat aici. Vor prezenta in exclusivitate in cadrul evenimentului de lansare a proiectului primului Centru Gifted Education din Romania din 16 aprilie 2009 adevaratele istorii ale copiilor supradotati din Romania. Revista Excelenta, aflata la al VI-lea numar relateaza in premiera viata de zi cu zi a unor copii a caror istorie le-a fost parca un film prea lung de incercari la o varsta si asa frageda.
Povestile lor sunt atat de asemanatoare si atat de triste. Unii n-au decat mama, altii nu au decat tata, altii sunt atat de saraci, incat nu au ce manca. Fiecare dintre povestile lor ar merita sa fie spusa, fiecare dintre chipurile lor ar merita o fotografie, fiecare dintre gesturile lor marunte ar merita povestit. Sunt unii dintre ei care picteaza extraordinar, sunt altii care canta. In fiecare clipa ramanem mirati de felul in care vorbesc, senin, fericit, deschis. Suntem patrunsi de bucuria lor exploziva, rasul lor care umple lumea. Viitorul lor nu poate dobandi certitudine din egoism, ura, zgarcenie, violenta, din navala intereselor materiale, personale sau colective, ci din credinta care deschide calea spre iubire, adevar, lumina. Florian Colceag, expert international in educatia copilului supradotat ne atentioneaza insa ca „oamenii incep sa caute persoanele supradotate numai in caz unui pericol caruia nu-i pot face fata, in cazul unei crize datorata unei probleme tehnice al carui raspuns nu-l pot gasi sau in conditiile de sinceritate totala dinaintea unei catastrofe de proportii, cand au nevoia leadership-ului unor oameni lucizi si responsabili, sau uneori, cand iubesc”.Revista EXCELENTA invita toti tinerii cu talent, cu varsta de pana in 18 ani sa participe la competitia care in 16 aprilie 2009, va invita castigatorul in calitate de AMBASADOR al Centrului Gifted Education sa sustina propriul discurs la Bucuresti in cadrul Evenimentului de lansare in Romania a proiectului primului Centru Gifted Education, centru non-profit privat si independent, in amfiteatrul „Ion Heliade Radulescu” al Bibliotecii Academiei Romane, Calea Victoriei 125. Evenimentul va include si lansarea proiectului consultativ de audit al planului de dezvoltare pentru centru, prin colaborare cu Central European University Business School si John Hopkins University Carey Business School. Detaliile asupra evenimentului vor urma.
Cele mai importante titluri ale editiei sunt:
- Copiii supradotati si lumea adultilor
- Nivelele dezintegrarii pozitive
- Copiii lui Dumnezeu
- Calea mantuirii prin suferinta
- Micile genii si media
- Casa binecuvantata cu 160 de ingeri
- Am fost in „Castalia” - Educatia de excelenta va face posibil frumosul joc al inteligentelor multiple, si in Romania
- Membru de excelenta la World Council for Gifted and Talented Children
- Akiane Kramarik: „Inspiratia vine de la Dumnezeu”
Wednesday, March 18, 2009
În curând Forbes în România (primul număr în limba română apare în 23 martie)
Sursa: http://www.adevarul.ro
IEDC MBA MasterClass in Bucharest
Join our MBA MasterClass and experience IEDC!
We warmly invite you to a free lecture on
"How Managers Create and Destroy Value:
in Times of Crisis"
led by
Professor Nenad Filipović
Professor Nenad Filipović has been a lecturer, MBA Project Director and Academic Director at IEDC since 1991. He teaches courses in General Management and Business Ethics and keeps close contact with business practices through his work. He is also very well known for his advisory services to a number of Slovenian and international companies. In this session we would like you to experience what a quality graduate management education looks like at IEDC – Bled School of Management. Professor Filipović will talk about Why most of the companies are surprised by crisis?; What are typical reactions to crisis?; Why even successful reactions to crisis can create problems; What should be done to use the crisis as an opportunity?
The free lecture will be held on Tuesday, March 24, 2009, at 18.00 hrs in JW Marriott Bucharest Grand Hotel in Foyer Braila Ploiesst (Calea 13 Septembrie Nr. 90).
Agenda:
18.00 MBA MasterClass and IEDC Presentation
19.30 Q&A & Reception
Sursa: http://www.iedc.si
Cum se vede din provincie criza din resurse umane
The World's Greatest Business Mind Announced :)
Top 100 Facts About Cătană Dan-Octavian (funny)
- A Handicap parking sign does not signify that this spot is for handicapped people. It is actually in fact a warning, that the spot belongs to Catana Dan-Octavian and that you will be handicapped if you park there.
- Catana Dan-Octavian was born with the right to party. Unlike the rest of us, who have to fight for it.
- Aliens DO indeed exist. They just know better than to visit a planet that Catana Dan-Octavian is on.
- Catana Dan-Octavian was once on Celebrity Wheel of Fortune and was the first to spin. The next 29 minutes of the show consisted of everyone standing around awkwardly, waiting for the wheel to stop.
- Along with his black belt, Catana Dan-Octavian often chooses to wear brown shoes. No one has DARED call him on it. Ever.
- Catana Dan-Octavian sleeps once every 2 weeks, for half an hour, standing up, with his eyes open, and he looks pissed off.
- Archeologists unearthed an old english dictionary dating back to the year 1236. It defined "victim" as "one who has encountered Catana Dan-Octavian"
- Before sliced bread was invented, people used to say "Thats the greatest thing since Catana Dan-Octavian".
- Catana Dan-Octavian's family wraps his holiday presents in lead, so he can't see what's in them.
- Behind every successful man, there is a woman. Behind every dead man, there is Catana Dan-Octavian.
- Catana Dan-Octavian is the only person in the world who can actually give 110%.
- Catana Dan-Octavian used to beat the crap out of his shadow because it was following to close. It now stands a safe 30 feet behind him.
- Contrary to popular belief, there is indeed enough Catana Dan-Octavian to go around.
- As President Roosevelt said: "We have nothing to fear but fear itself. And Catana Dan-Octavian."
- Every time someone uses the word "intense", Catana Dan-Octavian always replies "you know what else is intense?" followed by a roundhouse kick to the face.
- For Catana Dan-Octavian, every street is "one way". His way.
- Catana Dan-Octavian always asks for the same Christmas gift: A box of Smurfs and a sledgehammer.
- Catana Dan-Octavian became a vegetarian not because he loves animals, but because he hates plants.
- Contrary to popular belief, the Titanic didn't hit an iceberg. The ship was off course and accidentally ran into Catana Dan-Octavian while he was doing the backstroke across the Atlantic.
- A study showed the leading causes of death in the United States are: 1. Heart disease, 2. Catana Dan-Octavian, 3. Cancer
- A man once claimed Catana Dan-Octavian kicked his ass twice, but it was promptly dismissed as false - no one could survive it the first time.
- Google won't search for Catana Dan-Octavian because it knows you don't find Catana Dan-Octavian, he finds you.
- For undercover police work, Catana Dan-Octavian pins his badge underneath his shirt, directly into his chest.
- Everybody loves Raymond. Except Catana Dan-Octavian.
- Catana Dan-Octavian can kill two stones with one bird.
- Crop circles are Catana Dan-Octavian's way of telling the world that sometimes corn needs to lie down.
- Give a man a fish, and you will feed him for a day. Give a man anything that is better than a fish, and Catana Dan-Octavian will beat his ass and take it.
- If at first you don't succeed, you must not be Catana Dan-Octavian.
- Catana Dan-Octavian can predict the shuffle on his iPod.
- Catana Dan-Octavian can eat a rubix cube and crap it out solved.
- If you spell Catana Dan-Octavian in Scrabble, you win. Forever.
- If you work in an office with Catana Dan-Octavian, don't ask him for his three-hole-punch.
- A picture is worth a thousand words. A Catana Dan-Octavian is worth 1 billion words.
- In an average living room there are 1,242 objects Catana Dan-Octavian could use to kill you, including the room itself.
- Catana Dan-Octavian can tie his shoes with his feet.
- In the Bible, Jesus turned water into wine. But then Catana Dan-Octavian turned that wine into beer.
- Catana Dan-Octavian counted to infinity - twice.
- In a fight between Batman and Darth Vader, the winner would be Catana Dan-Octavian.
- Catana Dan-Octavian died ten years ago, but the Grim Reaper can't get up the courage to tell .
- Catana Dan-Octavian does not hunt because the word hunting implies the possibility of failure. Catana Dan-Octavian goes killing.
- It takes 14 puppeteers to make Catana Dan-Octavian smile, but only 2 to make him destroy an orphanage.
- Catana Dan-Octavian doesn't have a computer. Just a basement full of Asian kids that memorize numbers.
- If, by some incredible space-time paradox, Catana Dan-Octavian would ever fight himself, he'd win. Period.
- In an act of great philanthropy, Catana Dan-Octavian made a generous donation to the American Cancer Society. He donated 6,000 dead bodies for scientific research.
- Lightning never strikes twice in one place because Catana Dan-Octavian is looking for it.
- Catana Dan-Octavian does not believe that there are 50 states, only 2, because where ever he goes becomes a State of Emergency and whenever he leaves, he leaves a State of Destruction
- Love does hurts. But not as much as Catana Dan-Octavian.
- Most people know that Descarte said, "I think, therefore I am." What most people don't know is that that quote continues, "...afraid of Catana Dan-Octavian."
- Catana Dan-Octavian has beat the crap out of so many people over his brilliant life that most medical journals now classify him as a laxative.
- Catana Dan-Octavian irons his clothes while he's wearing them.
- Leading hand sanitizers claim they can kill 99.9 percent of germs. Catana Dan-Octavian can kill 100 percent of whatever the hell he wants.
- Catana Dan-Octavian can do a wheelie on a unicycle.
- After taking a steroids test doctors informed Catana Dan-Octavian that he had tested positive. He laughed upon receiving this information, and said "of course my urine tested positive, what do you think they make steroids from?"
- Nobody doesn't like Sara Lee. Except Catana Dan-Octavian.
- Nagasaki never had a bomb dropped on it. Catana Dan-Octavian jumped out of a plane and punched the ground.
- Most people fear the Reaper. Catana Dan-Octavian considers him "a promising Rookie".
- Catana Dan-Octavian is currently suing NBC, claiming Law and Order are trademarked names for his left and right legs.
- Little known medical fact: Catana Dan-Octavian invented the Caesarean section when he roundhouse-kicked his way out of his monther's womb.
- Newton's Third Law is wrong: Although it states that for each action, there is an equal and opposite reaction, there is no force equal in reaction to a Catana Dan-Octavian roundhouse kick.
- Once a cobra bit Catana Dan-Octavian's leg. After five days of excruciating pain, the cobra died.
- Catana Dan-Octavian is the only one who can "try this at home."
- Catana Dan-Octavian is allergic to doorknobs. Thats why he can only kick through doors.
- People created the automobile to escape from Catana Dan-Octavian...Not to be outdone, Catana Dan-Octavian created the automobile accident.
- People have often asked the United States, What is your secret weapon against terrorists? We simply reply... Catana Dan-Octavian
- Catana Dan-Octavian and Superman once fought each other on a bet. The loser had to start wearing their underwear on the outside of their pants.
- Rules of fighting: 1) Don't bring a knife to a gun fight. 2) Don't bring a gun to a Catana Dan-Octavian fight.
- Catana Dan-Octavian was originally cast as the main character in 24, but was replaced by the producers when he managed to kill every terrorist and save the day in 12 minutes and 37 seconds.
- Scientifically speaking, it is impossible to charge Catana Dan-Octavian with "obstruction of justice." This is because even Catana Dan-Octavian cannot be in two places at the same time.
- Catana Dan-Octavian's blood type is WD-40.
- President Roosevelt once rode his horse 100 miles. Catana Dan-Octavian *carried* his the same distance, but in half the time.
- Catana Dan-Octavian's calendar goes straight from March 31st to April 2nd; no one fools Catana Dan-Octavian.
- Circles exist because Catana Dan-Octavian beat the crap out of some squares.
- Staring at Catana Dan-Octavian for extended periods of time without proper eye protection will cause blindess, and possibly foot sized brusies on the face.
- Godzilla is a Japanese rendition of Catana Dan-Octavian's first visit to Tokyo.
- Police label anyone attacking Catana Dan-Octavian as a Code 45-11.... a suicide.
- Q: How many Catana Dan-Octavian's does it take to change a light bulb? A: None, Catana Dan-Octavian prefers to kill in the dark.
- The best part of waking up, is not Folgers in your cup, but knowing that Catana Dan-Octavian didn't kill you in your sleep.
- Catana Dan-Octavian's dog is trained to pick up its own poop because Catana Dan-Octavian will not take crap from anyone.
- The Bible was originally titled "Catana Dan-Octavian and Friends"
- The crossing lights in Catana Dan-Octavian's home town say "Die slowly" and "die quickly". They each have a picture of Catana Dan-Octavian punching or kicking a pedestrian.
- Guns don't kill people. Catana Dan-Octavian kills People.
- Hellen Keller's favorite color is Catana Dan-Octavian.
- Sweating bullets is literally what happens when Catana Dan-Octavian gets too hot.
- Catana Dan-Octavian is able to rip a phone book in half with just one hand.
- Catana Dan-Octavian can speak braille.
- The First Law of Thermodynamics states that energy can neither be created nor destroyed... unless it meets Catana Dan-Octavian.
- The easiest way to determine Catana Dan-Octavian's age is to cut him in half and count the rings. Unfortunately, nothing can cut through Catana Dan-Octavian.
- The chief export of Catana Dan-Octavian is Pain.
- If you ask Catana Dan-Octavian what time it is, he always says, "Two seconds 'til." After you ask, "Two seconds 'til what?" he roundhouse kicks you in the face.
- The best-laid plans of mice and men often go awry. Even the worst-laid plans of Catana Dan-Octavian come off without a hitch.
- The end result of the game "Clue" is always the same: Catana Dan-Octavian was the murderer, it was in the orphanage, and the weapon was a hamster.
- The last man who made eye contact with Catana Dan-Octavian was Ray Charles.
- If you Google search "Catana Dan-Octavian getting his ass kicked" you will generate zero results. It just doesn't happen.
- If Catana Dan-Octavian wants your opinion, he'll beat it into you.
- The original title for Alien vs. Predator was Alien and Predator vs Catana Dan-Octavian. The film was cancelled shortly after going into preproduction. No one would pay nine dollars to see a movie fourteen seconds long.
- The pen is mighter than the sword, but only if the pen is held by Catana Dan-Octavian.
- Catana Dan-Octavian invented the hammer when he was tired of using his forehead to slam nails into wood.
- The square root of Catana Dan-Octavian is pain. Do not try to square Catana Dan-Octavian, the result is death.
- In the first Jurassic Park movie, the Tyrannosaurus Rex wasn't chasing the jeep. Catana Dan-Octavian was chasing the Tyrannosaurus AND the jeep.
- The United States Federal Reserve Bank decided that Catana Dan-Octavian's basement was a much safer place for their gold than Fort Knox.
Conferinţa HR Brands-29 aprilie 2009
Pentru a participa le HR Brands trebuie sa completezi formularul de inregistrare, sa iti alegi unul din cele 3 workshop-uri simultane in functie de interes si sa platesti taxa de participare.
Ce pot afla daca aleg sa particip la
workshop-ul HR Marketing?
• Care sunt canalele prin care tinerii isi cauta joburi;
• Care sunt sursele de informare despre locuri de munca;
• Cum se informeaza tinerii despre angajatori, care sunt canalele pe care le considera mai relevante si din care retin mai rapid informatia;
• Cum imi aleg canalele prin care comunic in functie de grupul meu tinta si cum trebuie sa imi adaptez mesajul la aceste canale;
• Cum masor eficienta campaniilor.
• Insight-urile sunt detaliate pe orase, grupe de varsta, in functie de nivelul de experienta, in functie de domeniu.
workshop-ul Employer branding in perioade de criza?
• Cum se modifica perceptiile si asteptarile tinerilor fata de angajatori in perioade de criza;
• Cum pot sa mentin brandul de angajator vizibil in perioade in care nu recrutez;
• Cum pot sa imi construiesc un pool de candidati valorosi pentru proiectele viitoare.
• Care sunt modalitati eficiente de pozitionare ca angajator de top in perioade de criza
workshop-ul Compensatii & beneficii?
• Care sunt asteptarile salariale ale tinerilor;
• Care sunt beneficiile non-financiare considerate atractive;
• Care este gradul in care acestea influenteaza atractivitatea unui angajator sau determina schimbarea locului de munca;
• Care este tendinta in ultimii trei ani in ceea ce priveste asteptarile salariale si non-financiare;
• Care este diferenta intre salariul real si cel asteptat;
• Ce corelatie exista intre domeniul jobului si asteptarile salariale si non-financiare;
• In ce domenii aceste diferentele dintre asteptari si salariul curent sunt mai mari;
• Insight-urile sunt detaliate pe orase, grupe de varsta, in functie de nivelul de experienta, in functie de domeniu.
Mai multe detalii pe http://www.hrbrands.ro
Sunday, March 15, 2009
Viitorul ambasador al primului centru Gifted Education din România
Meriti sa fii descoperit. Tu esti creatorul visului tau de a invata intr-un mediu plin de efervescenta si de profesori talentati, unde sa vii de placere. Ai putea deveni primul Ambasador al primului Centru Gifted Education in Romania. Nimic nu te opreste!
Daca ai pana in 18 ani si te consideri un foarte bun orator, vino s-o dovedesti. Concursul “Ambasadorul Centrului Gifted Education” te considera un participant ideal la aceasta competitie. Castigatorul va beneficia de un premiu in valoare de 100 de euro, un loc gratuit la Scoala internationala de Vara a Educatiei de Excelenta (Gifted Education Summer School 2009) de la Straja, Lupeni, va deveni totodata membru de excelenta al organizatiei, si va primi oficial titlul de Ambasador Onorific.
1. Doar gandeste-te. Ti-ai facut discursul.
2. Urci pe o scena.
3. In fata ai un public dornic sa te auda si sa inteleaga de ce oare un centru pentru descoperirea si dezvoltarea talentului si inteligentei ar putea fi visul tau.
Te poti vedea acolo pe scena? Poti ridica sala in picioare? Este cumva visul tau sa inveti intr-un centru de vis? Daca este adevarat, atunci pregateste-ti un discurs exceptional. Este sansa ta, sa spui tot ce crezi ca inseamna pentru tine, un adevarat talent, un centru care sa te stimuleze si sa te conduca spre cunoasterea intregului tau potentialul.
IRSCA Gifted Education vrea sa iti indeplineasca acest vis tie, si miilor de tineri care ar putea avea sansa sa invete aici, in viitorul Centru pentru Descoperirea si Dezvoltarea Inteligentei si Talentului.
Discursul tau poate avea un efect important in imbunatatirea conditiilor copiilor cu potential din Romania. Visul tau de a schimba lumea poate deveni o realitate si poti sa o „dai mai departe”. Vrem sa-ti dam un exemplu de "best speaker" prin cel al actorului Joel Osment, cel care a detinut rolul principal in filmul „Pay it forward” („Da mai departe”). Este o realitate care a devenit o realizare imensa, pana la nivelul la care au aparut burse universitare "Da mai departe" si asociatii de acest gen care se implica in extinderea bunelor practici morale si educationale. Romania a inceput deja acest program prin largirea si dezvoltarea retelei de mentori ai acestui viitor Centru Gifted Education.
Ce ai tu de facut?
Trimite pana la 5 aprilie la candidati.ambasador@gmail.com:
1. o inregistrare audio de doar 3 minute din discursul tau (te rugam sa te uiti la ceas cand te inregistrezi; un bun orator stie ca a te incadra in timp este o dovada de profesionalism iar noi vom tine seama si de asta), pe care o poti realiza rapid online, cu un microfon si o conexiune buna la http://www.vocaroo.com/ Cele mai bune inregistrari audio vor figura pe viitorul website al centrului.
2. eseul tau in scris, de maxim 2000 de cuvinte (care va reprezenta totodata si discursul tau acoperind total durata a maxim 10 minute)
3. un Curriculum Vitae cu datele tale de contact si o fotografie
Juriul va fi format din reprezentanti EDUGATE; castigatorul va fi anuntat in 10 aprilie si va fi invitat sa sustina propriul discurs la Bucuresti in cadrul Evenimentului de lansare in Romania a proiectului primului Centru Gifted Education, centru non-profit privat si independent in 16 aprilie, joi, ora 17.30, in amfiteatrul „Ion Heliade Radulescu” al Bibliotecii Academiei Romane, Calea Victoriei 125. Evenimentul va include si lansarea proiectului consultativ de audit al planului de dezvoltare pentru centru, prin colaborare cu Central European University Business School si John Hopkins University Carey Business School.
Cele 10 minute vor inseamna 10 lungi minute prin care mii de tineri care-si asteapta sansa, vor vorbi prin tine. Tu vei fi purtatorul lor de cuvant. Cele 10 minute vor sta sub semnul oratorului excelent, al profesionalismului si al incercarii tale de a te descoperi pe tine insuti si pe cei din jurul tau, devenind astfel cel mai bun ambasador al primului proiect de acest gen din Romania.
Noi abia asteptam sa te cunoastem!
Contact:
Lajos KRISTOF
PR IRSCA Gifted Education
YM: laji4all
0732.531.039/ 0760.019.408
Friday, March 13, 2009
Lansarea primului Centru Gifted Education din România
IRSCA Gifted Education anunta in calitate de organizatie client lansarea proiectului consultativ de audit al planului de dezvoltare in Romania a primului Centru Gifted Education, centru non-profit privat independent prin colaborare cu Central European University Business School si Johns Hopkins University Carey Business School.
Proiectul consultativ derulat pe perioada Ianuarie – Aprilie 2009, in cadrul unui „Global Consulting Project” va intruni eforturile unei echipe multi-culturale formata din 5 studenti de pe 2 continente.
Proiectul va dura 12 saptamani, si include lucrul in multi-echipe virtuale, urmand ca in ultima saptamana (Aprilie 13-17, 2009) echipa sa se dedice lucrului alaturi de membrii organizatiei in Romania pentru a strange informatii aditionale, pentru a testa ipoteze si a obtine feedback asupra recomandarilor preliminare si pentru a da publicitatii raportul final al analizei. Studentii MBA din proiect sunt sustinuti de profesori apartinand CEU si Johns Hopkins University care vor monitoriza platforma de invatare si vor oferi mentorat si sprijin in timpul proiectului. Acest program este parte a unei platforme largite de invatare in cadrul programului MBA Fellows al Johns Hopkins University care urmareste invatarea bazata pe lucrul direct la proiecte pentru a atinge rezultate masurate prin analize autentice ale performantei.
„Acest proiect consultativ este o oportunitate deosebita venind din partea a doua universitati internationale prestigioase pentru a audita planul de dezvoltare al centrului si de a primi un raport elaborat asupra oportunitatii de a-l infiinta. El demonstreaza implicarea organizatiei noastre de a realiza acest proiect important si cu potential urias pentru copiii supradotati si pentru Romania. Romania este astazi probabil printre singurele state din UE care exporta inteligenta masiv fara sa aiba nici un centru privat, independent si non-profit pentru sustinerea si dezvoltarea inteligentei si talentului copiilor. Proiectul se bucura de recomandari internationale pentru infiintare, de sprijinul intregii retele de gifted education din intreaga lume precum si al retelei formate de Consortiul EDUGATE in Romania. Auditul va constitui inca o proba de profesionalism in realizarea acestui obiectiv si referinta noastra in fata institutiilor internationale si a mediului de afaceri pentru fezabilitatea investitiei si finantarii lui.” – Monica Gheorghiu, Project Manager, IRSCA Gifted Education
„In conditiile in care nivelul de educatie si dezvoltare profesional din Romania a ajuns cotat printre ultimele din Europa necesitatea construirii unui astfel de centru neinfluentat de fluctuatiile politice devine imperioasa pentru viitorul national si pentru rezolvarea crizelor nationale sau globale. Auditarea acestui proiect trebuie facuta atat asupra dimensiunilor centrului cat si asupra necesitatii programelor, necesitatilor de finantare, parteneriatelor interne sau externe si nivelului de implicare in programele de parteneriat ale tertilor si liniilor de dezvoltare strategica ulterioare pornirii centrului; va analiza potentialul de capacitate mentala si abilitate cognitiva de nivel inalt in randul tinerilor, reteaua de stakeholderi, posibilitatile de finantare initiala si ulterioara si strategia de finantare a proiectului, precum si gradul de posibila cooperare cu institutiile statului. Auditarea proiectului se va face de asemenea asupra reactiilor anterioare sau posibile in viitor ale autoritatilor din Romania vis-a-vis de programul de dezvoltare a unei linii de educatie de excelenta, a legislatiei in vigoare sau aflata in stadiu de proiect, a gradului de aplicare a acestei legislatii si asupra necesitatii de pilotare din partea societatii civile si a retelelor de specialisti a programelor de reforma in educatie din Romania. De asemenea, auditarea se va face asupra viabilitatii proiectului in conditiile dezvoltarii retelei de colaborare externa cu diaspora intelectuala si cu specialistii internationali. Proiectul va sta la baza planului strategic de reprofesionalizare a Romaniei.” a declarat Presedinte IRSCA Gifted Education, Presedinte EDUGATE, Prof. Florian Colceag, MA
„Credem ca rolul unei Universitati nu este numai acela de a asigura educatie, ci si de a contribui la aducerea cunoasterii in societate ca intreg. Prin proiectul Johns Hopkins University / CEU Business School Joint Consulting Project, realizam ambele scopuri. De asemenea credem ca este important pentru studentii nostri sa intelega ideea potrivit careia comunitatea locala si tinerii care se vor transforma in liderii de maine sunt stakeholderi la fel de importanti intr-o companie ca si un actionar sau un patron” - Oliver Olson, MBA, MBA Program Director, CEU Business School
„Pentru a sustine interesele economice nationale ale Romaniei este de o importanta strategica dezvoltarea unui institut cu statut international pentru a cultiva o masa critica de talent si inteligenta in tara. Suntem incantati sa ne implicam in infiintarea primului centru national de educatie pentru copii supradotati. Prin parteneriatul cu comunitatea si sutinand copiii cu performante extraordinare sa-si dezvolte inteligenta si aptitudinile, suntem convinsi ca un astfel de centru va servi drept model pentru revitalizarea educatiei in Romania. Sprijinul oferit acestor copii se va transforma in final prin contributia lor intr-o forta pozitiva si transformatoare in societate.” – a declarat Echipa de consultanti ai Johns Hopkins University & CEU Business School Joint Consulting Project.
Sursa: http://www.supradotati.ro/
Recomandare de lectură: The Fifth Discipline
The Fifth Discipline: The Art and Practice of the Learning Organization (Senge 1990) is a book by Peter Senge (a senior lecturer at MIT) focusing on group problem solving using the systems thinking method in order to convert companies into learning organizations. It was first published by Currency in 1990. A revised and updated version was published by Currency in 2006. The five disciplines represent approaches (theories and methods) for developing three core learning capabilities: fostering aspiration, developing reflective conversation, and understanding complexity.The Laws of the Fifth Discipline
- 1) Today's problems come from yesterday's "solutions."
- 2) The harder you push, the harder the system pushes back.
- 3) Behavior will grow worse before it grows better.
- 4) The easy way out usually leads back in.
- 5) The cure can be worse than the disease.
- 6) Faster is slower.
- 7) Cause and effect are not closely related in time and space.
- 8) Small changes can produce big results...but the areas of highest leverage are often the least obvious.
- 9) You can have your cake and eat it too ---but not all at once.
- 10) Dividing an elephant in half does not produce two small elephants.
- 11) There is no blame.
Ambasadorul primului Centru Gifted Education din România
Cand a inceput sa vorbeasca, sala a amutit. La sfarsit s-a ridicat in picioare si l-a aplaudat. Este viitorul Ambasador al primului Centru Gifted Education din Romania. Da, pentru ca meriti sa fii descoperit. Tu esti creatorul visului tau de a invata intr-un mediu plin de efervescenta si de profesori talentati, unde sa vii de placere. Ai putea deveni primul Ambasador al Centrului pentru Descoperirea si Dezvoltarea Inteligentei si Talentului in Romania. Nimic nu te opreste! Daca ai pana in 18 ani si te consideri un foarte bun orator, vino s-o dovedesti. Inscrie-te la http://www.supradotati.ro/competitie.
Thursday, March 12, 2009
Recomandare de lectură (II)
Acest volum scris din perspectiva a patru competenţe complementare – istorică, politologică, economică şi teologică – îşi propune să treacă în revistă posibilele valori pe care comunităţile de credinţă şi cele civice le împărtăşesc şi din promovarea cărora am putea grăbi găsirea binelui nostru comun. Prin bine comun autorii înţeleg acel echilibru fundamental, încă nerealizat în România postcomunistă, din dorinţa fiecărei persoane de a se împlini şi ordinea unei societăţi plurală în opţiuni şi solidară etic deopotrivă.
Despre autori:
Radu Carp, Dr. Jur. Facultatea de Ştiinţe Politice a Universităţii Bucureşti. Cel mai recent volum publicat: Limitele Constituţiei. Despre guvernare, politică şi cetăţenie în România (împreună cu Ioan Stanomir), C.H. Beck, Bucureşti, 2008.
Dacian Graţian Gal, Dr. Hist. Comisia Europeană, Bruxelles. Cel mai recent volum publicat (împreună cu D. Buda): Parlamentul – instituție a statului și a Uniunii Europene, Accent, Cluj-Napoca, 2007.
Sorin Muresan, Dr. Sc. Ec. Director al firmei de consultanţă politică şi strategie economică The Diplomatic Economist Ltd., Bonn, Republica Federală Germania. Cel mai recent volum publicat: Discursurile parlamentare ale unui roman transilvănean la Viena între 1863-1865. George Bariţiu, Membru al Parlamentu-lui Monarhiei Austriece, Eikon, Cluj-Napoca, 2008.
Radu Preda, Dr. Theol. Facultatea de Teologie Ortodoxă a Universităţii „Babeş-Bolyai”, Cluj-Napoca. Cel mai recent volum publicat: Picu Ocoleanu, Radu Preda (editori), Viaţă liturgică şi etos comunitar. Preliminarii la o teologie socială ortodoxă, Editura Mitropolia Olteniei, Craiova, 2007.
Recomandare de lectură (I)
Acest volum, primul din seria Theologia Socialis găzduită cu generozitate de tânăra editură clujeană Eikon, este rezultatul unei prezenţe de aproape două decenii a autorului în paginile presei bisericeşti şi seculare deopotrivă. Simplul fapt că texte scrise în diverse contexte şi la diferite temperaturi stilistice sunt acum adunate sub numele generic de lecturi social-teologice ale semnelor vremii indică un anevoios, dar ireversibil proces de articulare a ceea ce ar putea să însemne mesajul Bisericii ortodoxe din România adresat unei societăţi bulversate de anvergura şi ritmul unor transformări unice până acum în istoria ei modernă.Despre autor:
Radu Preda, Dr. Theol. Facultatea de Teologie Ortodoxă a Universităţii „Babeş-Bolyai”, Cluj-Napoca. Cel mai recent volum publicat: Picu Ocoleanu, Radu Preda (editori), Viaţă liturgică şi etos comunitar. Preliminarii la o teologie socială ortodoxă, Editura Mitropolia Olteniei, Craiova, 2007.
The 100 Most Common English Words
Tony Buzan, in his book 'Using your Memory', points out that just 100 words comprise 50% of all words used in conversation in a language. Learning this core 100 words gets you a long way towards being able to speak in that language, albeit at a basic level. The 100 basic words used in conversation are shown below:
| 1. A/an | 2. After | 3. Again | 4. All | 5. Almost |
| 6. Also | 7. Always | 8. And | 9. Because | 10. Before |
| 11. Big | 12. But | 13. (I) can | 14. (I) come | 15. Either/or |
| 16. (I) find | 17. First | 18. For | 19. Friend | 20. From |
| 21. (I) go | 22. Good | 23. Good-bye | 24. Happy | 25. (I) have |
| 26. He | 27. Hello | 28. Here | 29. How | 30. I |
| 31. (I) am | 32. If | 33. In | 34. (I) know | 35. Last |
| 36. (I) like | 37. Little | 38. (I) love | 39. (I) make | 40. Many |
| 41. One | 42. More | 43. Most | 44. Much | 45. My |
| 46. New | 47. No | 48. Not | 49. Now | 50. Of |
| 51. Often | 52. On | 53. One | 54. Only | 55. Or |
| 56. Other | 57. Our | 58. Out | 59. Over | 60. People |
| 61. Place | 62. Please | 63. Same | 64. (I) see | 65. She |
| 66. So | 67. Some | 68. Sometimes | 69. Still | 70. Such |
| 71. (I) tell | 72. Thank you | 73. That | 74. The | 75. Their |
| 76. Them | 77. Then | 78. There is | 79. They | 80. Thing |
| 81. (I) think | 82. This | 83. Time | 84. To | 85. Under |
| 86. Up | 87. Us | 88. (I) use | 89. Very | 90. We |
| 91. What | 92. When | 93. Where | 94. Which | 95. Who |
| 96. Why | 97. With | 98. Yes | 99. You | 100. Your |
(Extract reproduced from Use Your Memory by Tony Buzan with the permission of BBC Worldwide Limited, © Tony Buzan)
Source: http://www.mindtools.com
Sunday, March 8, 2009
Saturday, March 7, 2009
Despre Noua Ordine Mondială
Henry Kissinger pe 5 ianuarie 2009
Kissinger in mai 2007: Sfarsitul mandatului lui George Bush va aduce inceputul Noii Ordini Mondiale
Kissinger in 24 decembrie 2008: Administratia americana poate gasi in acest climat de criza o oportunitate in care sa construiasca Noua Ordine Mondiala
Obama, Clinton, Kissinger si compania despe “nevoia unei Noi Ordini Mondiale”
(via Bataiosu)
Friday, March 6, 2009
Wednesday, March 4, 2009
Gând curat
SEMINŢE DE GÂND
2. Din momentul în care vei înţelege că eşti capabil să te înalţi, te vei înălţa într-adevăr.
3. Consideră-te întotdeauna persoana care vrei într-adevăr să fii. Încetează să te mai consideri un om care nu este capabil să realizeze nimic spectaculos. Nu te mărgini să doreşti: acţionează.
4. Factorii perturbatori care ar interveni ca să te abată din drum nu au cum să se aşeze în calea ta; ei nu pot decât să încerce să te atragă pe a lor.
5. Caută mereu să devii mai bun şi vei vedea că lumea din jurul tău se va schimba în bine. Începe chiar de astăzi să accepţi provocarea Vieţii. (Născut pentru succes, Colin Turner)
Guvernul Privat
Peste 150 de top manageri, antreprenori si consultanti au inmanat reprezentantilor Guvernului Romaniei un set de 44 de masuri anticriza si recomandari pe termen mediu si lung
Jim Collins about managing people
Gala Business-Edu Awards 2009
Tuesday, March 3, 2009
Zeitgeist The Movie: Official Release
Jim Collins despre criză
A conversation with author Jim Collins
Jim Collins and Brian Gallagher interview
Monday, March 2, 2009
Dan Puric despre omul frumos
Sunday, March 1, 2009
Glossary of HR terms
Ability Testing (cognitive) – A test that measures the applicant's ability to think, comprehend, analyse, and correctly arrive at the most logical conclusion.
Accomplishments -- These are the achievements you have had in your career. These key points really help sell you to an employer -- much more so than everyday job duties or responsibilities. In your cover letters, resumes, and job interviews, focus on key career accomplishments -- especially ones that you can quantify.
Aptitude Testing - A specific test of job knowledge or core technical ability to perform the job to defined standards. Aptitude testing is normally specific to occupation e.g. accountancy or a specific skill, e.g. typing (words per minute).
Attracting - Getting the attention of a wide range of potentially suitable job applicants. So they are aware of the vacancy, know how to apply for it and are motivated to apply for it.
Background Check -- Used by employers to verify the accuracy of the information you provide on your resume or job application -- and beyond. On the rise as prices fall on these services. Items checked include employment verification, educational background/degrees, references, credit history, medical records, driving record, court records, criminal records, and more.
Behavioural based interview - An interview technique that focuses on a candidates past experiences, behaviours, knowledge, skills and abilities by asking the candidate to provide specific examples of when they have demonstrated certain behaviours or skills as a means of predicting future behaviour and performance.
Behavioural competency - The behaviour of the employee which is the subject of measurement and appraisal in terms of whether or not the behaviours shown by an employee are those identified by job analysis/competency profiling as those contributing to team and/or organisational success.
Behavioural Interview Questions - Questions that require the applicant to talk about their actions or behaviour in a previous work situation that demonstrates a relevant competency, (SBO - Situation - Behaviour - Outcome).
Behaviourally anchored rating scale (BARS) - An appraisal that requires raters list important dimensions of a particular job and collect information regarding the critical behaviours that distinguish between successful and unsuccessful performance. These critical behaviours are then categorised and appointed a numerical value that is used as the basis for rating performance.
Benefits -- An important part of your compensation package, and part of the salary negotiation process. Note that every employer offers a different mix of benefits. These benefits may include paid vacations, company holidays, personal days, sick leave, life insurance, health insurance, childcare, flexible hours, gym memberships, and more. Can be worth anywhere from 20 to 40 percent of your salary. See also Compensation Package and Salary.
Best Practice (recruitment) - A process evolving from research, experience, experimentation, and critically evaluating, reviewing, analysing, and seeking feedback to ensure it is as effective, valid and efficient as possible thereby increasing the likelihood it will result in superior recruitment outcomes.
Candidate - A job seeker who has submitted his or her information to a staffing agency in the hopes of attaining a position that is best suited to their specific skill set.
Career Change -- Changing your occupation by devising a strategy to find new career choices. Most experts now predict that the average person will change careers three to five times over the course of his or her work life. Change may occur because you do not enjoy the work as much as you used to. Or maybe you cannot progress further in your career.
Career Coach -- Also called career consultant, career adviser, work-life coach, personal career trainer, and life management facilitator. These professionals have been likened to personal trainers for your life/career, serving the role as your champion, cheerleader, advocate, mentor, partner, and sounding board on all issues related to your job or career search.
Career Objective/Job Objective -- An optional part of your resume, but something you should contemplate whether you place it on your resume or not. It can sharpen the focus of your resume and should be as specific as possible -- and written in a way that shows how you can benefit the employer.
Career path - Refers to the series of any combination of work roles, occupations, or jobs that a person moves through by design and coincidence as their career unfolds. From the company or industry perspective, Career Path is a route that may be taken by workers within a matrix of positions that are connected by increased and new acquisition of skills and knowledge.
Chronological Resume -- See Resume.
Cognitive Ability - Ability with regard to thinking, comprehending, analysing, and evaluating.
Cold Call -- When a job seeker approaches an employer (usually through an uninvited cover letter) who has not publicly announced any job openings.
Company Research -- See Researching Companies.
Compensation Package -- The combination of salary and fringe benefits an employer provides to an employee. When evaluating competing job offers, a job seeker should consider the total package and not just salary. See also Salary and Benefits.
Competencies - They spell out what we need to know and do at work: the knowledge, skills and attitudes needed to be effective.
Competitive advantage - ‘People are the source of competitive advantage’. Other systems in an organisation can be copied but not the people in the organisation.
Confidentiality agreement - An agreement restricting an employee from disclosing confidential or proprietary information.
Contextual Performance - Ability to engage in (and frequency of) duties outside the core technical requirements, (e.g. mentoring new staff), that contribute more to the organisational, social, and psychological environment.
Corporate Culture -- The collection of beliefs, expectations, and values shared by an organisation's members and transmitted from one generation of employees to another. The culture sets norms (rules of conduct) that define acceptable behaviour of employees of the organisation. It is important for job seekers to understand the culture of an organisation before accepting a job.
Counter Offer/Counter Proposal -- A salary negotiation technique used by job seekers when a job offer is not at an acceptable level. Almost all elements of a job offer are negotiable, including the salary, non-salary compensation, benefits, and job-specific issues.
Curriculum Vitae -- Also called a CV or vita and similar to a resume, but more formal, and includes a detailed listing of items beyond the typical resume items, such as publications, presentations, professional activities, honours, and additional information. Tends to be used by international job seekers, and those seeking a faculty, research, clinical, or scientific position.
Declining Letter -- A letter sent to an employer to turn down a job offer. The writer should keep the door open in case he or she would like to approach the employer again someday.
Degrees & Certifications -- Recognition bestowed on students upon completion of a unified program of study, including high school, trade schools, TAFE, colleges and universities, and other agencies.
Dress for Success -- First coined by author John Malloy in the 1970s, the term Dress for Success signifies tailoring one's attire, grooming, and overall appearance toward making a great first impression in a job interview -- as well as maintaining a professional look while on the job to aid career advancement. Will dressing properly get you the job? Not by itself, but it will give you a competitive edge and help you make a positive first impression.
Emotional Intelligence - Describes the mental ability an individual possess enabling him/her to be sensitive and understanding to the emotions of others as well as being able to manage their own emotions and impulses.
Employee Relations - A broad term used to refer to the general management and planning of activities related to developing, maintaining, and improving employee relationships by communicating with employees, processing grievances/disputes, etc.
Employee retention - organisational policies and practices designed to meet the diverse needs of employees, and create an environment that encourages employees to remain employed.
Employment Gaps -- Are those periods between jobs when job seekers are unemployed, either by choice or by circumstances. Employers do not like seeing unexplained gaps on resumes, and there are numerous strategies for reducing the impact of these gaps on your future job-hunting.
Empowerment - The process of enabling or authorising an individual to think, behave, take action, and control work and decision-making in autonomous ways.
Equity theory - Based on the notion that people are motivated by a desire for fairness, that is, to be treated fairly and will compare their own efforts and the rewards of others in the organisation with a view to judging the fairness of their treatment.
Exit Interview - An interview between a member of staff of the organisation that an employee is leaving to ascertain the reasons for the employee leaving the organisation. Should not be carried out by employee’s immediate superior. Used for possible changes.
Fixed Term Employment - An employee and an employer may agree that the employment of the employee will end at the close of a specified date or period or on the occurrence of a specified event or at the conclusion of a specified project.
Follow-Up -- An often overlooked and critical part of job-hunting. In the early phases of searching for a job, job seekers must be proactive in showing continued interest in all job leads -- contacting employers after you have submitted your resume. Follow-up is also important after the job interview, first with a thank-you letter, but then also with contact expressing your interest and fit for the position.
Franchise - The right under which a franchisee person or company may market a product or service, as granted by the franchisor (the proprietary owner). A franchise agreement is the contract defining the terms and conditions between the franchisor and franchisee. Franchises often give exclusive rights for a specified area.
Hidden Job Market -- Only about 5-20 percent of all job openings are ever publicly known, which results in about four-fifths of the job market being "closed," meaning you cannot find out about any new openings unless you do some digging. Strategies for uncovering the hidden job market include networking and cold calling.
Human Capital - The collective knowledge, skills and abilities of an organisation’s employees.
Intangible rewards - Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done, or a particular achievement.
Interviewer Bias - When an interviewer fails to rate an applicant only on their ability to provide evidence of relevant job related attributes or competencies. When judgment is impaired by stereotyping, emotion, and subjective evaluations. Common forms: halo / horn effect, contrast effect, similar to me effect, and central tendency.
Job analysis - The preparatory stage for writing job descriptions.
Job Application -- Sometimes also referred to as an Application for Employment. Many organisations require you to complete an application (either to get an interview or prior to an interview). Even though many of the questions duplicate information from your resume, it is extremely important to complete the application neatly, completely, and accurately.
Job Boards -- Also referred to as Job Sites. There are five levels or types of job boards: general job boards (such as careerone.com.au and seek.com.au), industry-specific job boards (such as Frontline Retail), geographic-specific job boards (such as JobsWA), and company career centres (such as Jobs@IBM).
Job Description - A written description of a job that includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job.
Job evaluation - Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organisation to determine an appropriate pay rate for the job.
Job interview - An interview led by a potential employer or a recruitment agency with the aim to select a candidate who is the best match for a job / position. Both the employer and the job seeker want to determine if the fit is right between them. First impressions are very important and preparation is critical to interviewing success. There are various types of job interviews: screening interviews, situational interviews, stress interviews, phone interviews, etc.
KPI - Key Performance Indicators - Tasks that have been agreed between an employee and line manager/HR with an expectation that they will be completed satisfactorily in the time agreed or as an ongoing task.
KSA - Knowledge, Skills and Abilities – the personal attributes that a person has to have to perform the job requirements.
Letter of Acceptance -- Used to confirm the offer of employment and the conditions of the offer; i.e., salary, benefits, starting employment date, etc. It is always a good idea to get the entire offer in writing.
Letter of Agreement -- A brief letter outlining the conditions of employment. Whether initiated by the employer or the candidate, it is always a good idea to get your entire offer in writing. Sometimes is form-based or may even be an employment contract. See also salary and salary negotiation.
Letter of Recommendation -- A letter of support for your skills, ability, and work ethic, usually written by a former boss or co-worker, but could also be from a teacher or personal reference. Seen as worthless in job-hunting because no one who would write you a recommendation letter would say anything negative about you. See references.
Myers-Briggs Type Indicator - A psychological test used to assess an individuals personality type.
Networking -- Involves developing a broad list of contacts -- people you have met through various social, professional, and business functions -- and encouraging them assist you in looking for a job. People in your network may be able to give you job leads, offer you advice and information about a particular company or industry, and introduce you to others so that you can expand your network.
Objectivity - The factual reality, independent from feelings, emotions, bias, prejudice, and subjectivity.
Offer of Employment -- An offer by an employer to a prospective employee that usually specifies the terms of an employment arrangement, including starting date, salary, benefits, working conditions. Also called a job offer.
OH&S - Occupational Health and Safety – the law relating to the health and safety of personnel at work.
Onboarding - A relatively new term, it is more far reaching than historical orientation programs It links new employees with team members very early in the employment process and continuing after the traditional orientation program ends.
Online recruitment - It uses the internet as a channel for advertising job vacancies and often to manage applications. This streamlines and improves the recruitment process while freeing up managers for other tasks.
Organisational Culture - A pattern that emerges from the interlocking system of the beliefs, values and Behavioural expectations of all the members of an organisation.
Orientation - The introduction of employees to their jobs, co-workers, and the organisation by providing them with information regarding such items as policies, procedures, company history, goals, culture, and work rules. Similar to Induction.
Outplacement - A benefit offered by the employer to displaced employees that may consist of such services as job counselling, training, and job-finding assistance.
Passive Job-Search -- A strategy where employed workers stay prepared for new job and career opportunities by maintaining a current resume, continuing to network, staying registered with one or more job-search agents. You are not openly on the job market, but keep an interest in new possibilities.
Peer appraisal - A performance appraisal strategy whereby an employee is reviewed by his/her peers who have sufficient opportunity to examine the individual’s job performance.
Performance Improvement Plan - when you have identified a performance problem and are looking for ways to improve the performance of an employee. The Performance Improvement Plan plays an integral role in correcting performance discrepancies. It is a tool to monitor and measure the deficient work products, processes and/or behaviours of a particular employee in an effort to improve performance or modify behaviour.
Performance Management - This is a process of identifying, evaluating and developing the work performance of employees in an organisation, in order that organisational objectives are more effectively achieved and understood by employees.
Performance planning - A total approach to managing people and performance. Involving setting performance aims and expectations for the organisation, departments and individuals employees.
Personality Testing - Normally not a test but a standardised self-completed questionnaire that requires the applicant to select preferences that best describe themselves. The output is a summary of personality characteristics ratings relative to standardised norms.
Psychometric Testing (recruitment and selection) - Incorporating ability testing, aptitude testing and personality testing.
Quantitative - Relating to, or expressed in terms of quantity, research based on numerical data.
Recruiters/Head hunters/Executive Search Firms -- Professionals who are paid by employers to find candidates for specific positions. They often recruit candidates, but job seekers can also approach them. Often specialise by industry or geographic region. Avoid any firms that require you to pay for their services.
Recruitment - The process of attracting and objectively assessing applicants to determine their suitability for employment.
References -- A group of people who will say good things about you and who know specifics strengths that you offer. Can include work references (current and past supervisors), educational references (former teachers or school administrators), and personal references (who can speak of your character). Always ask people before including them as a reference for you.
Researching Companies -- The process of gathering information about a company, its products, its locations, its corporate culture, its financial successes. This information is extremely valuable in a job interview where you can show off your knowledge of the company, and can help you in writing your cover letter.
Resigning/Resignations -- When you decide it is time to quit your job (also referred to as giving notice), it is always better to submit your official resignation -- with your industry's customary amount of notice. Whenever possible, do not leave on bad terms with your employer.
Resume -- A key job hunting tool used to get an interview, it summarises your accomplishments, your education, as well as your work experience, and should reflect your special mix of skills and strengths.
Salary Negotiation -- An extremely important process in which job seekers attempt to obtain the best compensation package possible, based on skills and experience, the industry salary range, and the company's guidelines.
Salary Requirements -- Some employers may ask you to state the salary you require for a specific job opening. You have to be careful here. If your salary requirement is too high, you will not get an offer. If it is too low, you will not get what you are worth. The best strategy is to state that you are open to any fair offer and are willing to negotiate.
Salary Survey - A published summary report of salary information of benchmarked positions from multiple employers. Human Resources uses a comparison of multiple salary surveys to price jobs to the labour market.
Situational Interview Questions - Questions that require the applicant to talk about their actions or behaviour given a hypothetical work situation that demonstrates a relevant competency.
Subjectivity - Judgment based on personal impressions, feelings and opinions rather than reality (see opposite objectivity).
Successfully Recruiting - Having the preferred job applicant actually accept the offer of employment.
Talent Management - Talent Management, often times referred to as Human Capital Management, is the process recruiting, managing, assessing, developing and maintaining an organisation’s most important resource—it’s people!
Task Performance - Ability to perform the core or technical job requirements, (compare with contextual performance).
Testing -- An increasing number of employers are using a variety of career and skill-based tests to screen job applicants. Thus, you may be asked to take any number of tests during your job search, from aptitude and personality tests to honesty and drug tests.
Thank You Letters -- After every interview, you should send a letter thanking each person who interviewed you. It is just common courtesy, and only a small percentage of job seekers actually perform this crucial ritual, so you will stand out from the crowd.
360-degree feedback - An appraisal process whereby an individual is rated on their performance by people who know something about their work. This can include direct reports, peers, managers, customers, or clients; in fact, anybody who is credible to the individual and is familiar with their work can be included in the feedback process. The individual usually completes a self-assessment exercise on their performance, which is also used in the process.
Training Needs Analysis - A method of analysing how employee skill deficits can be addressed through current or future training and professional development programs, as well as determining the types of training/development programs required, and how to prioritise training/development.
Validity - The degree to which an assessment method or process measures what it is supposed to measure.
Work Sample Test – A short test or exercise containing a problem or scenario that is similar to that encountered in the recruiting position.
Work-life Balance - Having a measure of control over when, where and how an individual works, leading to their being able to enjoy an optimal quality of life. Work-life balance is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business, and society.