 Intentionality in Human Services

2021 ◽  
Vol 40 (1) ◽  
pp. 116-122
Author(s):  
Michelle Shuler
Keyword(s):  
Human Service ◽  
Human Services ◽  
Education And Training ◽  
Training Curriculum ◽  
Helping Skills ◽  
And Training

This article describes the concept of intentionality and how it relates to human services education and training. The focus is on how the incorporation of intentionality into human services training curriculum can enhance the knowledge, skill, and competence of trainees. Several examples are given to show how human service educators can integrate activities within a basic helping skills course.

The Use of Technologies in Human Service Education and Training

2014 ◽  
Vol 32 (1-2) ◽  
pp. 1-3
Author(s):  
Melanie Sage ◽  
Andrew Quinn
Keyword(s):  
Human Service ◽  
Education And Training ◽  
And Training

Selecting for professional education and training in human services: part 1 – processes and issues

1995 ◽  
Vol 37 (8) ◽  
pp. 9-15
Author(s):  
Richard E. Hicks ◽  
Glen Guy
Keyword(s):  
Professional Education ◽  
Human Services ◽  
Education And Training ◽  
And Training

The Complete Correctional Officer

1981 ◽  
Vol 8 (3) ◽  
pp. 343-373 ◽  
Author(s):  
Robert Johnson ◽  
Shelley Price
Keyword(s):  
Human Service ◽  
Human Services ◽  
Correctional Officers ◽  
Correctional Officer ◽  
Service Work ◽  
And Training

The correctional officer role is examined in relation to the possibilities the role affords for the delivery of human services to inmates with problems and crises of adjustment. Correctional officers who expand their roles to include human service obligations contribute to the development of resilient prison environments—environments that accommodate the shifting needs and concerns of inmates, and support their coping efforts. Human service officers strive to be complete correctional officers, responsive to the challenges posed for them and their wards by the prison. These correctional officers need nurturance and support if they are to survive. This requires organizational backing in the form of policies that foster and reward human service work, and training that provides the requisite skills, perspective, and support.

PENGEMBANGAN KURIKULUM PENDIDIKAN DAN PELATIHAN (DIKLAT) BERBASIS MASALAH

2020 ◽  
Vol 1 (2) ◽  
pp. 43-46
Author(s):  
Putra Ramadani
Keyword(s):  
Curriculum Development ◽  
Science And Technology ◽  
Education And Training ◽  
Training Curriculum ◽  
Curriculum Model ◽  
The Future ◽  
And Training

Digital Problem-based education and training is held to overcome the discrepancy of student competition so that the education and training curriculum is in accordance with what problems are faced by STUDENTS so that the ability of EDUCATION PARTICIPANTS is in accordance with what is expected. One of the components in problem-based training is a problem-based curriculum based on the needs of the training participants' problems. In order to meet the demands of the increasingly sophisticated times along with the situation and conditions in society, the development of an education and training curriculum is necessary. Its development continues to adjust to the foundation in curriculum development, namely philosophical, psychological, Sociological and science and technology foundations. The development of problem-based education and training curricula also adjusts to the expected curriculum model according to the problems of students, so that the curriculum can produce education and training graduates with the desired abilities. The development of a problem-based education and training curriculum in the end is expected to be able to build professionalism and student problems in responding to challenges in the future. Thus the training will produce graduates, in this case STUDENTS who are professional and competent.

scholarly journals IMPLEMENTASI PENDIDIKAN DAN PELATIHAN DALAM MENINGKATKAN KOMPETENSI GURU (STUDI KASUS PADA UPT SMP NEGERI 2 DUAMPANUA KABUPATEN PINRANG)

2020 ◽  
Vol 4 (1) ◽  
pp. 67-77
Author(s):  
Muh Nur Rasyid ◽  
Andi Nurqalbiani
Keyword(s):  
Curriculum Development ◽  
Qualitative Data ◽  
Training Evaluation ◽  
Education And Training ◽  
Training Needs ◽  
Teacher Competence ◽  
Training Curriculum ◽  
And Training ◽  
Qualitative Data Collection

The purpose of this study is to analyze the training needs, to find out in setting training objectives, to find out the training curriculum development, to find out the preparation of education and training, to know the implementation of education and training, to find out training evaluation in improving teacher competence. This type of research is descriptive qualitative, data collection techniques used observation, interviews, and documentation. Sources of data are the Principal, Deputy Principal and teachers at UPT SMP Negeri 2 Duampanua. The results of this study indicate that the implementation of education and training in improving teacher competence in UPT SMP Negeri 2 Duampanua is carried out through 6 stages of education and training which include; (1) training needs analysis (Taining Need Assessment), (2) setting training objectives, (3) curriculum development, (4) preparation of training, (5) implementation of education and training, (6) evaluation, basically it has been done quite well it's just that there are deficiencies in terms of evaluation, the training evaluation conducted by UPT SMP Negeri 2 Duampanua is not sustainable and the implementation is only at the training venue, and is not accompanied by follow-up on how the application of the capabilities that have been obtained in the effort to utilize those capabilities is really controlled professionally.

scholarly journals GRACE and the development of an education and training curriculum

2012 ◽  
Vol 18 (9) ◽  
pp. E308-E313 ◽  
Author(s):  
R.G. Finch ◽  
F.B. Blasi ◽  
T.J.M. Verheij ◽  
H. Goossens ◽  
S. Coenen ◽  
...  
Keyword(s):  
Education And Training ◽  
Training Curriculum ◽  
And Training

Pengembangan Kurikulum Diklat Teknis Pengelolaan Barang Milik Daerah Berbasis Kompetensi Pegawai

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Djadjat Sudrajat
Keyword(s):  
Policy Implementation ◽  
Policy Instruments ◽  
Education And Training ◽  
Technical Training ◽  
Training Curriculum ◽  
The West ◽  
West Java ◽  
Development Agency ◽  
Competency Based ◽  
And Training

The low competency of employees in the management of regional property in the West Java Provincial Government is a challenge for the West Java Province's Human Resource Development Agency (BPSDM) in developing apparatus competencies through education and training. The research aims to find out how much influence the policy instruments (policy instrument) and policy implementation (policy implementation) have in developing employee competencies through the technical training curriculum for regional property management. This study uses descriptive analysis with a qualitative approach. The data was explored in the form of the implementation of the technical training curriculum for the management of regional property held at the Human Resources Development Agency (BPSDM) of West Java Province in 2018. Data and information collection methods were carried out through observation, interviews, and document review. The results of the study show that there were errors in policy instruments (policy instruments) and policy implementation in determining the technical training curriculum for the management of regional property. Policy instruments through the establishment of curriculum (learning objectives, training courses, media and learning methods) and policy implementation through the implementation of curriculum (teaching and learning process and assessment) have not been oriented to competency requirements in accordance with training competency/employee position standards. competency of education and training graduates is not optimal.Keywords: Development of competency-based, profesional, competency-based curriculum

OPTIMALISASI PERENCANAAN PROGRAM PENDIDIKAN DAN PELATIHAN PADA PUSDIKLAT PAJAK Vissia Dewi Haptari

INFO ARTHA ◽  
2017 ◽  
Vol 5 ◽  
pp. 127-154
Author(s):  
Vissia Dewi Haptari
Keyword(s):  
Human Resources ◽  
Force Field ◽  
Training Program ◽  
Training Programs ◽  
Education And Training ◽  
Training Center ◽  
Training Curriculum ◽  
E Learning ◽  
And Training

Education and training (training) is an integral part of human resource development is always oriented to the improvement of the quality and capabilities of human resources. The development of human resources through education and training is one of the media that are considered strategic, because training is a powerful tool to improve knowledge (knowledge), skills (skills) and attitude (attitude). In order to maintain the quality and validity of training, as well as to adjust the training program to the needs of the user unit as well as to accommodate external dynamics, always do the evaluation and improvement on the educational and training has collected, either a refinement of the guidelines of education and training, curriculum, and teaching materials, methods of evaluation , teaching methods, improving the quality of facilities and infrastructure, financing, teacher / instructor, and human resources training organizer itself. Technically, indicators of the success of the work plan of an organization can be found by doing a comparison between actual planned and conduct the development program on the potential possessed. Implementation of the program is called optimal if the compiled program can be realized both in the type of training, the amount of training, and the realization of the training participants, as well as to revise the minimum education and training program and all the potential has to be managed properly. The gap between the desire and the fact this is what will be formulated and ends with the identification of the problems with using the Force Field Analysis (FFA). In planning the optimization of the training program, it is necessary to identify the factors that encourage and inhibit both internally and externally that contribute directly or indirectly tehadap optimization of planning education and training programs. Factors driving and inhibiting obtained under observation in everyday work, discussions with actors training activities, and direct input / written from stakeholders. The driving factors that influence the optimization of the planning of training programs at the Training Center of Tax (a) HR Training Center Tax competent, (b) Requirement K / L & SOE's Tax Training, (c) Support Support Information Technology, (d) Changes in process DGT business, (e) availability of training program development forum, (f) diaplikasikannya e-learning program, (g) availability of training curriculum, and (h) Flexibility in applying the method of training. Inhibiting factors affecting the optimization of the planning of training programs at the Training Center of Tax (a) The lack of quality of the results Coordination, (b) Lack of pattern formation, (c) lack of Total Widyaiswara, (d) There are inadequate facilities and infrastructure, (e) Lack of flexibility Change Financing, (f) Delayed Dialing process Participant Training, (g) Limitation of Training time by User, and (h) Limitations of Standard Operating Procedures (SOP) Based on the results of a series of calculations / analyzes compiled force field diagram of each Total Weight Value (TNB) the drivers / inhibitors are, then formulated a strategy to maximize and minimize the factors driving and inhibiting the key as well as problem-solving strategies. The key factors and strategy developed with the expectation that future performance can be improved Tax Training Center. Translation of strategy into operational action plan includes activities such as planning, execution, and control. Factors driving the key is (a) Requirement K / L & SOE's Tax Training and (b) Changes in business processes DJP, the chosen strategy to maximize pedorong that key is (a) carry out the identification of K / L and state and create partnership offers training programs taxes and (b) implement a study forum 139 together with the Directorate KITSDA & human Resources Development Section, DGT and assignment to the trainers to conduct a study of business process changes DJP Factors key inhibitors are (a) the lack of quality of the results of coordination and (b) the restriction of time training by the user, the chosen strategy to minimize the key inhibitors are (a) proposed the concept / proposal MOU training program of tax to the DGT and (b) make the draft method training with e-learning. Be aware that no matter how well a strategy would have a weakness, then the recommendations are believed to support the smooth running of the strategy of bringing concepts / ideas MOU to the DGT tax training programs and make a training methods with the concept of e-learning. 

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