walking the walk with our graduates...from students to hr practitioners - hrmatt
DESCRIPTION
Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region. PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners “As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning is measured by, what students are able to do with what they know” (Gilbert, 2007) This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluatedTRANSCRIPT
EILEEN M. J. KNIGHTHRMATT’s 9th Biennial ConferenceHilton Trinidad & Conference CenterDate
It is sometimes felt that the main element of gaining a University education is to:
learn about theoretical concepts
BUTBUT it should not be the only element required in the attainment of a university education and ultimately a professional career.
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University teaching provides the platform for:
Developing one’s academic outlook and not necessarily any professional skill set or exposure to work related experience.
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The “production” of academically qualified but socially and practically inept graduates entering the corporate environment.
Students seem to possess only theoretical knowledge of the discipline, a limitation that has:
affected their practical understanding and application of the course contents.
resulted in the production of course assignments that lacked depth and concrete knowledge.
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In today’s business environment:
Students can no longer only only offer a potential employer a degree:
They need to also offer realistic work experience.
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Since Human Resource Management (HRM) is a diverse discipline with a heavy practical and psychological component, hands-on exposure is the best way to master its practice.
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Through the introduction of programs that serve to :
Enrich the learning experience of the students and assist them in the practical component of their tertiary level education.
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Through the introduction of programs that serve to (contd.):
prepare them for their contribution to the workplace by:
bridging the gap between the theoretical concepts of Human Resources Management discussed in class and its actual application in a corporate setting.
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COLLABORATIVE LEARNINGInvolves learners working together in small groups to develop their own answers through interaction and reaching consensus, not necessarily a known answer.
INTELLECTUAL ENGAGEMENT
A serious emotional and cognitive investment in learning, using higher-order thinking skills (such as analysis and evaluation) to increase understanding, solve complex problems or construct new knowledge.
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SOCIAL ENGAGEMENT A sense of belonging and participation in school life.
BLOOMS TAXONOMYDelineates six categories of learning:
Basic knowledge,Secondary comprehensionApplicationAnalysisSynthesisEvaluation
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BLENDED LEARNING
Can refer to a mixture of a range of technologies or learning through the blending of a range of contexts.
SITUATIONAL LEARNING
In a significant way learning is a process of enculturation, and context - essential element of Situational Learning – Community of Practice.
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CO-OPERATIVE LEARNING
Promotes higher levels of self-esteem Co-operative learning experiences promote healthier processes for deriving conclusions about one’s self-worth.
Example – Co-op Programs
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DEFINITIONSAmericans
The process of integrating academic studies through university teaching with practical real world exposure.
(Koehler 1974; Knechel and Snowbal, 1987; Tackett et al., 2001).
Europe and AsiaThe process of gaining academic knowledge with a component of work placement or work related learning .
(Paisey &Paisey, 2010; Woodley et al., 2011).HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 13
DEFINITIONS
FOR THE PURPOSE OF THIS REPORT
The process of bridging the gap between students’ academic experience and the requirements of employers through formal work related internships.
(Yafang and Gongyong, 2008).
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USCEPUniversity Student Career Enrichment Program
Assignment of First Semester Final Year students to internship positions in the HRM Department of local companies 2 Years
Year 1 17 companies 44 Students
CompaniesPrivate - 12Public/Government - 1Statutory - 4
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USCEP
Year 2 67 companies 167 Students
CompaniesPrivate - 34Public/Government - 20Statutory - 13
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USCEP
Evaluation/MeasurementEvaluation forms
Positive Student-Employer relationships
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SIPSummer Internship Program
Assistance in helping to secure Summer Employment in HRM Departments for graduating Final year students.Year 1
3 companies5 students
Success rate4 of the 5 students were offered permanent positions at the end of the summer.The student that was not offered a permanent position – secured one with another company less than 6 weeks after the end of the summer position.
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SIPSummer Internship Program
Secured positions with three Regional companies in two other Caribbean Island.
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HR SeminarHuman Resource Management based Professional Seminar
2 Years
Year 1
Half day Seminar3 Presenters – HR Practitioners1 Main Speaker133 students attended
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HR SeminarHuman Resource Seminar
Year 2
Full day Seminar1 Main Speaker6 Concurrent Sessions 7 Presenters (HR Practitioners)181 students attended
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USHRMAUniversity Student Human Resource Management Association
Second year in operation Part of the University Guild50 membersAgenda
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Assignments - that serve to bridge the gap between the theoretical concepts of HRM discussed in class and its actual application in a corporate setting.
Human Resources Management (HRM)USCEPActual HRM Departmental comparison
Human Resources Development (HRD)Needs Analysis AssessmentDesign and delivery of a 30 minutes training program
Compensation ManagementCompensation SurveyDesign of a Total Compensation PackageHRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 23
THE UNIVERSITY OF THE WEST INDIES – ST. AUGUSTINE
Improved reputationImproved student recruiting Smarter studentsNew scholarshipsOther forms of fundingNetworking with the local communityExternal curriculum assessmentPractitioner input (partnership)
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THE EMPLOYERS
First choice of best studentsBest selection of future employeesBetter hiring decisions Exposure to new ideasCreating a network to UniversitiesFulfilling social responsibilitiesReceiving part-time help
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THE STUDENTS
Higher starting salariesHigher job satisfactionJob offers soonerMore job offersHigher intrinsic successDevelopment of communication skillsBetter career preparation
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THE STUDENTS
Improved job related skillsImproved creative thinkingBetter job interviewing skillsBetter job networkingStronger resumesMoney earnedAcademic credit earned
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Partnerships have been formed with 70 local and three regional companies.
Working partnerships have assisted in the placement of over 200 students in internship position in HRM Departments, an event which allows for the building of competencies and professional development (within the students).
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The provision of facilitators for the HR Seminars which have now become annual events.
Increase in the number of undergraduate students applying for Masters in Human Resources Management program upon graduation.
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Increase in the number of graduates from the undergraduate program entering the HR field as “Practitioner” immediately upon graduation.
Placement of 8 students within a 8 months period in permanent HR positions in participating organisations.
Increase in the number of organisations partnering with the UWI on the HR program and curricula initiatives.
Attendance of HR Practitioners to student HRD training Seminar etc.
The creation of a fifth program due to employer’s demand New program – SEA Student Employment Assistance.
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Data-base creation
SIP offer from Regional Companies
Student’s testimonials
Return to: retrieve assignment seek assistant in developing programs etc.
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Things we can start doing/continue… going forward
More Partnership Agreement
Employment Assistance
Counseling Assistance
Developmental Assistance
Accommodation of students trying to gain information to complete practical base assignments
Assistance in the transformation from HRM to SHRMHRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 32
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Questions & AnswersEILEEN KNIGHT
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PHONE662-2002 EXTENTION 83298 (work)768-4208 (cellular)