Manager Training and Development Strategy: A Methodology to Link Strategic Initiatives at Washington and Lee University

Washington and Lee University has developed and implemented a strategic plan and performance development initiative for 2007-2017. In concert with the strategic plan and performance development initiative, supportive manager core competencies have been identified. The deliverable for this capstone project is a documented methodology that supports the strategy for the design and implementation of a manager training and development program that ensures needed competencies are available. The author uses survey data to determine training needs and priorities and, through a review of literature, investigates effective strategies to arrive at a successful implementation methodology. The author presents findings and conclusions regarding design implementation methodology for manager training and development.

Integrating Evidence-Based Practice in the Training Programme Bachelor’s Degree in Nursing, University Jaume I

The Evidence-Based Practice (EBP) aims to combine a form methodological process of professional experience in health with the most current information on the clinical situation. The professional novice can make better decisions despite lacking sufficient years in clinical practice. We then train the student in correct habits within the methodological process by which you can strengthen both their knowledge and their attitude and ability, allowing secure customs, where all of your work is based on PBE.

Teacher training in the university high school

Mode of access: Internet.

Cataloging and classifying audio-visual materials; a guide to the preparation of films, filmstrips, slides, and records for use in the Materials Center of the School of Library Training and Service, Florida State University.

Mode of access: Internet.

Student attitudes toward reserve officer training corps programs; a survey of freshmen at the University of Minnesota.

Mode of access: Internet.

Army Civilian Training, Education, & Development System : ACTEDS plan for DA engineers and scientists (non-construction) CP-16 : foundation for the U.S. Army University for DA Engineers & Scientists (NC).

Mode of access: Internet.

Food hygiene and public health; laboratory Training manual, prepared for use in Course no.742, Food hygiene and public health, conducted by the Department of Veterinary Preventive Medicine, Ohio State University ...

At head of title: For administrative use.

Prettyman's Boarding House, Athletic Training Table, North University Avenue

[man on steps is Horace G. Prettyman, U-M Varsity football, 1882-1890, who owned the boarding house and ran the training table ca. 1900-1937.]

An annotated outline on foreign relief and rehabilitation, prepared as a seminar project, Training in international administration, Columbia university.

Mode of access: Internet.

Training guide on the qualitative use of documentary material, for Sociology 195-196, Columbia University.

Bibliography: leaves [38]-[39].

How education should link with career paths

How good is your pharmacy practice? And what does “good” look like? Take a look back at the education and training you have received in your career to date. Has it stood you in good stead? Certainly there is a need to establish a model of professional education and development that produces good pharmacists — you should be able to demonstrate your competence regardless of your sector of work. It may help if we move away from the view that excellence in pharmacy practice is primarily defined by where you practise and the kind of job that you do. The Modernising Pharmacy Careers programme’s aspirations to integrate the undergraduate degree with the preregistration training year are bold and to be applauded — provided the outcome delivers changes that are more than superficial. The new model needs to deliver greater integration of education with practice, while retaining an adequate science base. Theory should be put into the context of practice-based, cross-sector learning needs and opportunities. For example, is the classroom really the best environment in which to learn dispensing? Pharmacokinetic theory could be put into context through creatively designed work placements. And it might make more sense to learn patient counselling in a community pharmacy, and so on. Is it resources we lack to make this happen? Or do we lack the collective will to be imaginative, to be radical and to conceive new approaches to professional education? Implicit in this new approach to education is the expectation that pharmacists should teach and mentor and, conversely, that those who teach should also engage in relevant practice. University education must produce graduates whose knowledge and competence are useful to employers. Moreover, graduates must be adequately prepared to enter any area of the profession endowed with professional self-confidence (something, arguably, that needs further development within the pharmacy psyche). Of course, becoming qualified is just the beginning. Post-qualification, pharmacists need structured career paths that foster this professional confidence, support learning and ensure recognition. To this end, the Royal Pharmaceutical Society-led professional curriculum group is working to define knowledge, skills and experience for all areas of advanced practice. More than ever, the profession needs to adopt a culture of learning, teaching and practice research that is unified. The question is: how do we move away from merely collecting qualifications (trophies) to developing meaningful careers? Pharmacists in all areas and at all levels of the profession need to consider their own willingness to make this shift. The RPS and MPC are leading the way, but are we following?