5 Ways to Enjoy Your Spring Break If Youre Stuck on Campus

So, youre stuck on campus during your spring break. Sure, youre a little jealous of your friends who are going on a wild trip to Panama City Beach and will enjoy pool parties and crazy nightlife. But dont be upset. Spring break on campus can be as fun as it is on a trip! Check out the following suggestions to make your vacation productive and surprisingly fun. 1. Make New Friends Staying on campus during the whole break can be lonely, but you shouldnt forget that many students also skip the trip. As well as you, they wonder how to spend free time with pleasure. Therefore, if you feel lonely, figure out who else is on campus and enjoy a great time with new friends. You can plan a dinner out, shopping or a movie night in someones room. This will make your holiday experience much more enjoyable. 2. Redo Your Dorm Room Use free time during a spring break to rearrange your dorm room and make it cozy and fashionable. Refreshing your living space will have a positive impact on your mood and general well-being when you return to classes. Experiment with the interior redecoration, buy new furniture or get rid of the unnecessary things. Consider to cover the walls with posters, photo collages or your own paintings. Redoing your room is a great way to stay busy during a vacation. 3. Try Something New Staying on campus during a spring break doesnt necessarily mean that you have to sleep and watch Netflix all the time. With no obligations and no busy schedule, you have enough time to try something new. Pick up a great hobby and master your talents. Forget about being a â€Å"coach potato† and impress everyone with your new skills. Cooking, scrapbooking, building models, yoga, origami, photography – the opportunities are endless. Choose the one you like and start practicing while you have free time. 4. Start Getting Into Shape When was the last time you had a great workout? Cant remember? Then take advantage of your spring break and start getting into shape. There are many inexpensive ways to stay active. Dont miss a chance to visit a gym a few times during a vacation. Consider running, biking or long-distance walking. To spend more time on the fresh air, you can take a mat and do some yoga or pilates. Exercising is good for your body, mind and spirit, so spend free time effectively. 5. Get That So Much-Needed â€Å"Me Time† Instead of your classes, work and extracurricular activities, you can finally focus on yourself. You can spend time on the things you like. Watch a film, read an interesting book, paint your nails or go for a walk. Choose the best way to treat yourself and finally tackle that to-do list. Taking some time for you and your hobbies is beneficial for your piece of mind. Whether its your first time staying on campus during a spring break or your last one, make it a vacation you will remember!

Human Resource Planning, Classification, and Selection Essay Example

Human Resource Planning, Classification, and Selection Essay Example Human Resource Planning, Classification, and Selection Essay Human Resource Planning, Classification, and Selection Essay Human Resource Planning, Classification, and Selection Name: Course: Institution: Instructor: Date: Human Resource Planning, Classification, and Selection Introduction Employees are the most valuable resources in an organization since they are the determinant in the success of an organization. Therefore, it is important that employers attract and hire the most qualified staff for the particular jobs available in the organization. Hence, this calls for having a good human resource planning, classification and selection. Therefore, human resource planning is of utmost importance in order for an organization to accomplish its goals and objectives. These can be done through human resource planning that ensures to assess the tasks that need to be done, and selecting the right people to do the work. Once the human resource personnel have this in mind, an action plan for guiding them in accomplishing these requirements is needed. Literature Review Since competition among private and public sectors has intensified for the last two to three decades, there has been an increased need for new strategies on tackling the human resource planning issues. This has seen a strategic shift in the field of human resource planning that reflects the continuing changes taking place in the labor market conditions. These changes in the labor force provide for another context of human resource strategy and planning for long-term future. â€Å"Longer-term changes in the employment relationship, from relational to transactional employment †¦ provide another important context for HR strategy and a way to view the future† (Gubman, 2004). This calls for more participation of the human resource department on the issues of the organization to guarantee success. Under this heading on planning, classifying and selecting, three topics addressed are human resource planning, classification of positions, and selection of staff. Human resource planning is one of the most important processes in any organization that seeks to develop a strategy of identifying the organizational needs concerning the workforce and develops a plan of achieving those needs (Cayer, 2004). Human resource planning is very crucial in determining the kind of staff that the organization will need as well as the means to get them. In addition, human resource planning will ensure accountability in the whole process of hiring and developing staff that is responsible and qualified for accomplishing the set goals of the organization. With planning, organizations are able to realize their needs, such as the training needs, job needs as well as development needs. While the problem is known, finding a solution is quite easy, and all organizations can do it quite easily. The public and private sector has been competing to get the best staff for a long time. For instance, in the 1990s, this competition was stiff due to low unemployment rate where qualified people were not in plenty like today. During this time, the public sector was viewed from a negative perspective and a poor public image due to lack of integrity by those in power. Therefore, in order to compete, there was need for a strategy that would ensure the selection was done right to attract only the qualified personnel. This led to the establishment of a system that would ensure to attract quality staff that would meet the goals and objectives of the organization. Faced by a need to compete with the private sector in attracting the best staff, the public sector human resource department was under pressure to utilize continuous human resource planning that would ensure hiring of only the qualified staff. In addition to the labor available in the market, and relevant knowledge in the field needed, it was necessary to have training and development of the employees in order to impart them with more knowledge that would make them even more fit for their jobs. Therefore, effective human resource planning should contribute to attracting, developing and retaining of talented employees. It should also measure, reward performance, engage and align skills with jobs (Gubman, 2004). Finally, human resource planning should continue control functions within human resource such as ensuring cost effectiveness. These are some of the main functions that human resource department seeks to achieve all the time in order to have seamless flow and relationships withi n the workplace. This are the main functions that human resource planning should address at all times, and none of them should be left out. Addressing these challenges ensures that during selection the organization will hire the best and most qualified personnel to fill the positions available. In addition, the staff an also ran Classification of positions is yet another topic revolving around human resource especially in the public sector, which is a traditional approach in human resource. Classification of positions aims at classifying jobs into different categories or agencies with the same tasks and responsibilities into certain categories. For instance, jobs with the same roles and responsibilities will be classified into a certain group of jobs in order to identify them (Cayer, 2004). With position classification, there come some problems despite the size of the public sector. One of the problems is the need to maintain consistency from one agency to another since agencies are responsible for classifying the jobs according to schedules put in place. Another problem is the lack of attracting people with the right combination of skills needed since the positions are classified so narrowly. With too narrow classification of jobs, qualified staff could be hired, but lack the right combination of skills needed for the job (Stillman, 2009). Finally, the last problem is existing classification systems become outdated when they are not reviewed regularly. This is because there are rapid changes in the labor markets as well as emerging technology and policies that require newer talent all the time (Cayer, 2004). Hence, monitoring of the classification systems should be done regularly. On the other hand, classification of positions has its advantages to the organization as long as they are well planned. When jobs are classified, this allows the management to in making of better decisions concerning the relationship between duties and the responsibilities of jobs and the administration. More so, when the jobs are classified, it is easier to have a better approach to organization of the activities in a hierarchical order that contributes to better coordination. The rationale for the classification is to have a basis for comparing the jobs. In addition, job classification allows management to manage the people and their positions (Cayer, 2004). For position classification to be effective to enable the personnel administration in managing the people, there has to be a job analysis in order to classify each job in its rightful position. A job analysis focuses on getting information concerning a job and the specific tasks involved in doing the job, skills and knowledge needed, qualifications and abilities needed in performing the particular tasks. This, the content, context and requirements of the job are analyzed, which will provide information concerning the jobs with similar characteristics that can be grouped or classified together. In addition, this can be used in ensuring to match each staff with a job that fits their abilities and skills. Information from a job analysis is also used in selecting of employees, identifying training and development needs, defining performance and establishing performance measures among other uses. Therefore, job analysis has to be conducted in position classification as well as selection o f staff. After the organization or agency used has done the above-mentioned function in planning, the final stage is identifying the right staff for the job, selection. Selection is very crucial part of human resource management since it determines who is hired and who is left out. The right people must be hired in order to achieve the goals and objectives of the organization. Therefore, human resource in the public sector should ensure total fairness and transparency during selection to avoid corruption that could lead to hiring of unqualified people. This will be most important if the public sector is to compete with the private sector, which has outpaced the public center. Several issues have occurred in the public sector concerning lack of accountability in their selection of staff (Rainey, 2009). Employers in the public sector have been sued regularly for crimes committed by their employees (Walter, 1992). This fact has been based on their carelessness during selection where they do not access the applicants thoroughly before asserting they are qualified for the jobs. Most of these claims have insisted that the employers took no time in practicing proper care in the recruitment process, and other activities such as training and development of the employees as well as lack of proper supervision. Most of those who commit the crimes in organizations usually have a history of criminal behavior or violence. It is the responsibility of personnel management to ensure proper securitization of staff selected before such things occur in order to protect everybody in the workplace. Such negligence has become rampant in the public sector. This negligence occurs when an employer employs a person without proper investigation concerning their behavior in the past. This leads to employing of people that might put the safety of others in the workplace in danger. Therefore, if the employer has failed in investigating the applicant before selecting them for employment, they are liable for anything that might happen such as the person causing harm to others (Walter, 1992). In order to eliminate such incidents, the employer should consult the referees of the applicant, as well as the previous employer about the behavior of the applicant and background information to ensure fitness and integrity. Sometimes this can be attributed to the lack of regular recruiting considering with government institutions employment is permanent and the likelihood of loosing a job is hard. Hence, there is hardly any employee leaving the job. Hence, number of times recruitment happens is minimal, a well as bureaucracy that requires following certain rules that might not be quite usable currently. In addition, considering that such institutions tend to recruit many people at the time, there could be hardly any time for going through all such procedures for all the applicants. This makes it hard to find out if a person has behaviors that could suggest anything that might not be good. However, even with reference to other people and referees provided, one could not be sure they are all telling the truth. With such lawsuits, it is up to the personnel management to ensure there is continuous planning of human resource needs of the organization in order to identify any needs for the organization. With continuous planning in human resource, there is a guarantee that such people can be identified as early as possible before they engage in any crime. This could be crucial in preventing criminal behaviors through prevention by taking the right measures such as training them and warning them. Human resource planning should be exercised in all organizations since they deal with the most important resource of the organization, the employees, who also happen to be quite sensitive as well as unpredictable. Unlike other resources of the organization, the employees are the most vsluable, since hthey make their own juddgments and decisions Conclusion An organization’s success is directly related to the wellness of its labor capital. The labor capital provides the expertise that turns materials into products, and procedures into services as well as conducting all the operations in the workplace. Without a labor force, there cannot be any organization. It is to this reason that human resource planning is so crucial in any organization. The policies and practices of human resource play a big role in shaping the attitudes behavior and motivation of the employees. In addition, planning ensures that to identify the needs of the employees and ways of meeting them. On the other hand, position classification will ensure to indicate the tasks of each staff in their jobs to ensure performance can be evaluated. Finally, selection is very crucial in ensuring the right staff for the organization is hired. Without such planning, the organization can be in no position to get the best people for achieving the goals and objectives. For the pubic sector, it should embrace the changes taking place in order to compete with the private sector in attracting the best staff (Noe, 2006).. This can only be done through continuous human resource planning. References Cayer, N. J. (2004). Public Personnel Administration (4th Ed.) Belmont, CA: Wadsworth. Gubman, Ed. (2004). HR strategy and planning: From birth to business results. HR Human Resource Planning. Retrieved from http://proquest.umi.com Noe, R. A. (2006). Human Resource Management: Gaining a Competitive Advantage with OLC Card. Boston, Mass: McGraw-Hill. Walter, Robert J. (1992). Public employers’ potential liability from negligence in employment decisions. Public Administration Review. Retrieved from: http://proquest.umi.com Rainey, H.G. (2009). Understanding and Managing Public Organizations. New York, NY: John Wiley Sons. Stillman, R.J. (2009). Public Administration: Concepts and Cases. New York, NY: Cengage Learning.

Relationship between Cooperative Learning and Social Emotinal Learning Research Paper

Relationship between Cooperative Learning and Social Emotinal Learning - Research Paper Example This process happens in stages and does not take place in one instance. This entails that it happens in defining stages that are dependant Brackett, (Kremenitzer, & Maurer, 2011). For the process to be successful, there must be proper mechanisms that ensure that each stage is followed. After successfully undergoing through this process, change is usually experienced Corporative learning is addressed based on two aspects. Academic and social learning, these are then organized based on classroom activities. Corporative learning differs from group work, therefore, it takes structural interdependence. Practically, it involves students that take up tasks collectively towards a particular academic goal. This mode of learning is considered to be better placed than individual learning since individual learning takes up a competitive edge. When students are involved in a group, each one capitalizes on the resource presented. A corporative learning setup enables students to ask for information and also evaluate the one at hand. The corporative learning mode has been credited by numerous authors. Its accreditation is drawn from the numerous benefits that have been resultant. Proper adoption of this mode of learning makes the success of a group to become shared amongst the members. In this model, workload is decreased as a result of role adjustments. Teachers are seen as facilitators, their normal role as information givers changes to facilitators. This model was first introduced by social theorists, before world war two. Notable authors that contributed to its establishment include Allport, Shaw, Watson, and Mead. This group established corporative learning after prior research that indicated that corporative learning is more effective with regards to quantity, quality and the general productivity. Social emotional learning is an all-inclusive term that covers all aspects pertaining to life skills. This covers other