Looking Beyond the Academic Institution for Retention and Student Engagement Models

2018 ◽  
pp. 90-110 ◽  
Author(s):  
Alexandra McDermott Wilcox ◽  
Ruth Claire Black
Keyword(s):  
Student Engagement ◽  
Student Success ◽  
Employee Engagement ◽  
Student Development ◽  
Corporate Training ◽  
Training And Development ◽  
Development Programs ◽  
Academic Settings ◽  
Business Entities ◽  
Or Organization

Student engagement, retention, and success are not issues limited to traditional academic settings. Corporations and non-traditional business entities allocate significant resources to identify and develop viable solutions that positively impact employee engagement, retention and success. While most corporate training and employee development programs are driven by corporate mandates to improve efficiency and cost containment, the most dynamic retention and student success elements within these programs deserve further study and exploration. Indeed, the possible transfer of these effective retention and student success elements from the corporate training and development space to other learning, training and student development settings, can yield significant benefits to any institution or organization that seeks to improve its initiatives focused on training and education.

scholarly journals Evaluation of First-Year University Students’ Engagement to enhance Student Development

2021 ◽  
Vol 17 (2) ◽  
pp. 113
Author(s):  
Hooi Sin Soo ◽  
Yenwan Chong
Keyword(s):  
Student Engagement ◽  
University Students ◽  
Student Development ◽  
Academic Engagement ◽  
University Education ◽  
First Year ◽  
Development Programs ◽  
Online Engagement ◽  
New Students ◽  
First Year University

Abstract: The COVID-19 crisis has dramatically impacted university education as well as created new challenges for tertiary learning institutions. The pandemic has exacerbated graduate unemployment and increased student dropout rates. In response to these unprecedented challenges, universities are formulating more student development initiatives to support new students to transition into university and produce holistic graduates with essential soft skills. Student engagement evaluation can help inform and enhance the implementation of student development programs. In this study, seven domains of first year university students’ engagement were evaluated namely Academic Engagement (AE), Beyond-class Engagement (BE), Intellectual Engagement (IE), Online Engagement (OE), Peer Engagement (PE), Student-staff Engagement (SE) and Transition Engagement (TE). This study found that university freshmen’s Online Engagement (OE) was the strongest while their Academic Engagement (AE) was the weakest. This study also discovered that first year university students’ engagement were weakest with regard to reading of textbooks before attending class, asking questions in class and borrowing books from the university library. Future student development programs targeted at first year university students could be enhanced by increasing the use of ICT in teaching and learning as well as increasing efforts in assisting new students to transition from school to university learning environments by inculcating good reading habits and encouraging active class participation. Keywords: Academic engagement, First year undergraduates, Student development, Student engagement, Transition to university

New Life for Corporate Training

2010 ◽  
pp. 433-452
Author(s):  
David R. Dannenberg
Keyword(s):  
Second Life ◽  
Corporate Training ◽  
Communication Channels ◽  
Training And Development ◽  
Academic Community ◽  
Development Programs ◽  
Corporate Learning ◽  
Ideal Medium ◽  
Learning Programs ◽  
Rich Content

While the educational use of Second Life by the academic community is well established, the number of corporate training and development programs utilizing Second Life has yet to be fully determined. However, while the corporate training use of Second Life may not be as prolific as the academic use, it is occurring. To support this argument the author combines the use of ethnographic evaluation with a review of the existing literature surrounding the corporate use of Second Life. Presented within are what the author found to be the main advantages and hesitations that surround the corporate use of Second Life. The affordances of Second Life, the communication channels, the immersive self-directed building opportunities, and rich, content driven environments, are a unique mix that makes Second Life an ideal medium for developing corporate learning programs.

An empirical study on factors influencing level of employee engagement with reference to select organization

GIS Business ◽  
2019 ◽  
Vol 14 (4) ◽  
pp. 109-114
Author(s):  
Dr. Srikrishna Gade ◽  
Lavanya. K
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Employee Development ◽  
Management Theory ◽  
Work Place ◽  
Development Programs ◽  
Great Work ◽  
Factors Influencing ◽  
Positive Action ◽  
Efficiency And Productivity

There is no exact definition for the term Employee engagement yet. The term Employee engagement means that the employee feel the belongingness towards the organization always strives to the growth of their organization. An Engaged employee means one who fully enthusiastic about their work and takes positive action for organizations reputation and interests. Employee engagement first appeared as a concept in management theory in 1990s. Employee engagement practices are well established in the management of human resources. An organization with high employee engagement might have higher productivity than the organizations having less employee engagement level employees. Whereas employee engagement is directly proportional to the organizations productivity as higher the engagement level of employee results higher efficiency and productivity. Also the employee engagement may directly or indirectly relate to the job satisfaction or morale of employee. By understanding the importance of employee engagement many organizations are doing engagement practices such as providing great work place culture, employee development programs to enhance the engagement level of employee to raise productivity and daily performances.

ATTITUDE AND PERCEPTION OF EMPLOYEES TOWARDS TRAINING AND DEVELOPMENT IN MANUFACTURING INDUSTRIES

2018 ◽  
Vol 6 (26) ◽  
Author(s):  
Shweta Gaikwad ◽  
Arun Ingle Gaikwad
Keyword(s):  
Systematic Approach ◽  
Training And Development ◽  
Manufacturing Industries ◽  
Development Programs ◽  
Development System ◽  
Planning Approach

Training and Development is one of the crucial differentiator for business especially manufacturing industries. The training and development system in manufacturing industries in Ahmednagar as needs a systematic overhaul. The present training and development programs lack a systematic approach especially in regards to design and planning approach. If the testimony of the employees is to be believed then manufacturing industries lack a clear policy of training and development and seldom are employees deputed to external organizations. The attitudes towards training are influenced due to individual and institutional attributes

Possibilities for MOOCs in Corporate Training and Development

2015 ◽  
Vol 54 (10) ◽  
pp. 14-21 ◽  
Author(s):  
Michele Nicole Dodson ◽  
Karat Kitburi ◽  
Zane L. Berge
Keyword(s):  
Corporate Training ◽  
Training And Development

Active Supervision: An Effective, Efficient, Low-Intensity Strategy to Support Student Success

2018 ◽  
Vol 27 (3) ◽  
pp. 153-159 ◽  
Author(s):  
Holly M. Menzies ◽  
Kathleen Lynne Lane ◽  
Wendy Peia Oakes ◽  
Karen Ruth ◽  
Emily D. Cantwell ◽  
...  
Keyword(s):  
Student Engagement ◽  
Student Success ◽  
Disruptive Behavior ◽  
Challenging Behavior ◽  
Successful Implementation ◽  
Step Process ◽  
Low Intensity ◽  
Practical Strategy

Active supervision is a practical strategy for increasing student engagement and decreasing student disruptive behavior. In this article, we describe a step-by-step process for using active supervision, with teaching tips to assist with successful implementation. Throughout the article we offer lessons from the field featuring the perspectives of practitioners who have used active supervision in classrooms that include students with challenging behavior.

scholarly journals MANAJEMEN MODAL SOSIAL LEMBAGA KEUANGAN MIKRO SYARIAH DALAM MEWUJUDKAN KEMASLAHATAN UMAT: STUDI PADA BAITUL MAAL WAT TAMWIL DI KUDUS

2019 ◽  
Vol 7 (1) ◽  
pp. 1
Author(s):  
Masturin Masturin ◽  
Siti Amaroh
Keyword(s):  
Social Capital ◽  
Human Resources ◽  
Financial Institution ◽  
Training And Development ◽  
Research Approach ◽  
Natural Setting ◽  
Development Programs ◽  
Capital Management ◽  
Customer Complaints ◽  
Poor Students

<p><em>Baitul Maal Wat Tamwil </em><em>has been growing as the financial institution from grassroot. This study will describe social capital management of Islamic microfinance to realize ummah maslahah. Data was obtained from five Baitul Maal Wat Tamwil in Kudus that are BMT Mitra Muamalat, BMT Harapan Umat, BMT Amanah, BMT Al Amin, and BMT Mahardika. Informants of this research are managers of each BMT. Social capital management is explained based on some aspects contains vision and mission, customer mapping, handling pattern of customer complaints, social activities, human resources training and development model, and education and socialization model. This research approach is qualitative with natural setting to capture essential problems from research object. However, the findings of this research are: (1) formulate vision and mission represent efforts to integrate organizational resources and social values to community welfare; (2) design of training and development programs for employee to increase human resources comprehension in managing products and contracts, and also principles of Islamic finance; (2) educate society to change conventional mindset into Islamic mindset particularly about justice principle and trustworthy; (3) conduct social responsibility through Baitul Maal with donation, scholarship for poor students, home repair, and other assistances; (4) stand with micro-small enterprises, small traders, traditional market traders, farmer, and factory workers; and (5) design risk management through fund reserve system.</em></p>

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