Technology Education relevant to Curriculum Methods Article

Technology Education relevant to Curriculum Methods - Article Example In addition, it is important to note that the instructional technology is very important in the curriculum and knowledge accumulation amongst the students. This is because, when the instructional technology is employed, the curriculum can be individualized to suit the specific learning styles of different students (Scherer, 2011). This improves learning in a broader perspective amongst students. This article plays a critical role in molding the technological learners to become persons of commendable reputation in their future careers. This is evident in the instructional system relevant to the curriculum methods (Scherer, 2011). The article is very important in strengthening the curriculum methods relevant to technology education. This relates a lot towards some of the strengths vested in the article. For example, the article equips the students with lots of knowledge of the principles as well as practices of teaching and learning relevant t the field of technology (Scherer, 2011). I n addition, the article has greatly succeeded in articulating relevant curriculum documents that are very important to the students. These comprise of the manner in which the article has succeeded in instilling into students the ability to generate plans for lessons, as well as units of work in association with the contents of the curriculum documents.

Managing Human Resources Essay Example | Topics and Well Written Essays - 2000 words - 3

Managing Human Resources - Essay Example gement in an international organisation involves a combination of activities that maintain, develop and attract an effective workforce required to achieve the company’s objectives (Mathis & Jackson, 2007). International human resource management (IHRM) deals with managing the expatriates and deals with how the expatriates adjust to the foreign culture and the management of a diverse workforce (Cieri & Et. Al., 2005). Organisations need to put in place an effective performance appraisal system to develop the global and expatriate managers. Global performance appraisal is a strategic process that helps the multinational corporations to continuously improve their global operations through their employees by matching up to certain pre set objectives. International Performance Appraisal (IPA) sets the basis for compensation, rewards and promotions (Shen, 2010). The subsidiaries of the MNCs have different employees of different nationalities which makes performance appraisal a criti cal task. Employees in the subsidiaries are the Parent Country National (PCN), Third Country nationals (TCN) and the Host Country National (HCN). TCN and PCN together are known as expatriates. Parent Country Nationals are the citizens of the country to which the organisation belongs and they have the same cultural background as the employees in their corporate headquarters. They do not have any knowledge about the host country’s culture, social and political conditions (Denisi & Griffin, 2005). Host Country Nationals are the residents of the host country in which the company operates and they are aware of the local culture, social and economic conditions (Denisi & Griffin, 2005). Third Country Nationals are people who neither belong to the parent country nor to the host country. They bring diversity in the organisation and the organisation benefits from their experience (Denisi & Griffin, 2005). Hiring a mix of these nationals enables greater integration, control and mobilisa tion of