An evaluation of the assessment of creative writing essays in the Further Education and Training band

The current process of assessing creative writing essays (using the correction code and the rubric to mark the pre-final and final drafts of essays in the Further Education and Training band) does not provide useful feedback that learners can use to improve their creative essay writing skills. This discursive paper highlights the basic flaws of the process. Amongst others, is the issue of the holistic nature of the rubric feedback presented to learners on their essays, the generic essence of the rubric in assessing different essay types as though they are similar and the divergent focus of the rubric feedback on the macro-scale issues from the focus of the correction code on micro-scale essay features. The argument here is that the different foci of the two assessment tools leave learners with uncertainty on what they need to improve in their writing, thus impairing the whole process of assessment. This study recommends, inter alia, an inclusion of rubric feedback in pre-final drafts and the expansion of rubric feedback presented to learners. Keywords: Assessment; Further Education and Training; Holistic rubrics; Analytic rubrics; Correction Codes; CAPS; Creative writing essays

HR Management and Perceived Effectiveness of Further Education and Training Methods of Millennial Employees in the Czech Republic

Investing in Human Resource Management (HRM), particularly in employee development through Further Education and Training (FET) at workplaces is a priority for most organisations. Our paper investigates how the participants perceive the effectiveness of particular FET methods based on an empirical study of 611 respondents from the millennial generation. The investigated sample consists of respondents employed at organisations operating in the Czech Republic. The results reveal that organisations are still regularly using certain traditional methods that do not correspond to the preferences of new employees (millennials) so are perceived as ineffective. The results should be useful for organisations seeking to adopt HRM policy and practice, particularly FET for the changes in the generation of employees.