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1

ANDRAGOGICAL APPROACH TO IN-SERVICE TRAINING FOR TEACHERS OF ADULT EDUCATION - PRACTITIONER'S REFLECTIONS

100%
Frąckowiak A.
Dyskursy Młodych Andragogów / Adult Education Discourses
|
2007
|
vol. 8
87-92
EN
The paper presents the author's experience gained during andragogical courses for teachers and principals of schools for adults. The courses were conducted in 2004 and 2005 in the Center for Lifelong Education in Torun. About 70 persons working in schools for adults in the area of northern Poland attended both courses. The main problem concerning teachers of adult education in Poland is the lack of legal regulations of teachers' qualifications and paths of in-service training and professional development. In the following part, the author characterizes the expectations of the course participants and their attitudes towards practical skills acquisition useful in teaching different subjects. What appeared to be very important and what was appreciated by teachers participating in the courses, was the possibility of exchanging their professional experiences and sharing their successes. Another reflection is connected with teaching-learning methods used by the author during the courses. These were mainly active methods that helped the participants to define and solve their problems and reflect on their creative work and its implementation, e.g. six thinking hats method by E. de Bono, discussion games by U. Baer etc. Games and relaxation plays were also very important in the very intensive course. In the summary, it was noted that there exists the real need of adult education teachers to participate actively in this kind of in-service training, to learn new teaching-learning methods they could apply in their work with adult learners.
2

POLICEMEN'S PROFESSIONAL DEVELOPMENT IN PROVIDING FIRST AID (Doskonalenie zawodowe policjantow w zakresie udzielania pierwszej pomocy)

100%
Placzek A.
Dyskursy Młodych Andragogów / Adult Education Discourses
|
2011
|
vol. 12
121-132
EN
Considering their moral, legal and official obligations, police officers are required to provide first aid to the needy. The article answers the question whether police officers are (being) properly trained to fulfill this task. Moreover, the author presents his self-invented method of teaching life-saving techniques. The studies presented in the paper were conducted using the knowledge test (PP-2010) with policemen of the Opole garrison as the subjects. The results, which have been related to the 88 non-commissioned officers selected from the surveyed group, have proved to be unsatisfactory. Yet, the author points out that it is just a part of ongoing studies, which may prove successful when the policemen will have a chance to put their newly acquired skills into practice
3

WHAT DO WE KNOW ABOUT RURAL TEACHING IDENTITY? AN EXPLORATORY STUDY BASED ON THE GENERATIVE-NARRATIVE APPROACH

88%
Sandoval-Obando E., Pareja-Arellano N., Hernández-Mosqueira C., Riquelme-Brevis H.
Pedagogický časopis (Journal of Pedagogy)
|
2023
|
vol. 14
|
issue 2
97 – 122
EN
Generativity, manifested through interest in and commitment to the development of future generations, is a relevant dimension of teaching culture. To characterize the personal and professional development manifested by educators working in rural schools in Chile. Method: An interpretative-qualitative approach was adopted, based on an exploratory, cross-sectional and non-experimental design. The purposive sample consisted of 18 educators with an average age of 60 and with 33 years of professional experience in rural schools in the Metropolitan, Araucanía and Los Ríos regions (Chile). For the data collection, in-depth interviews were conducted from a narrative-generative perspective. The narratives were analysed by means of content analysis. Results: Four categories were identified relating to generativity: significant life experiences, pedagogical dimensions of generative development, generative-expansive adulthood and personal formation. The implications of generativity for teaching practice and the way in which it shapes the educational legacy that transcends school space and time are discussed.
4

CHANGES IN HUMAN RESOURCES MANAGEMENT IN LOCAL SELF- GOVERNMENT ADMINISTRATION (Zmiany w zarzadzaniu zasobami ludzkimi w administracji samorzadowej)

75%
Czajka Z.
Optimum. Studia Ekonomiczne
|
2012
|
issue 1(55)
54-67
EN
The paper presents the changes in the HRM regulations in local self-government administration which took place in 2008. These changes concern personnel selection, professional development, appraisal and remuneration of public administration staff. The new regulations enable greater independence and flexibility of public administration units as regards HRM. The paper also offers a tentative assessment of the implementation of the changes in commune councils. It seems that the quality of HRM depends on the size of the institution (number of personnel) and its location (size of community). In many small councils, HRM mainly focuses on personnel selection, remuneration policies and other basic operational activities; whereas the new principles are not fully implemented.
5

PERSPECTIVES ON ENGLISH TEACHER DEVELOPMENT IN RURAL PRIMARY SCHOOLS IN CHINA

75%
Ping W.
Pedagogický časopis (Journal of Pedagogy)
|
2013
|
vol. 4
|
issue 2
208 – 119
EN
Questionnaires are used to examine Chinese rural primary school English teachers’ needs and challenges and perceptions in the implementation of Standards for Teachers of English in Primary Schools as professional development in rural school contexts in China. A total of 300 teachers participated in the research. Their feedback illustrates that there are serious problems with the current training model and that teachers have a very high expectation of being involved in the Professional Graduate Certificate in Education.
6

Wpływ zarządzania zasobami ludzkimi na rozwój kapitału ludzkiego w samorządach

63%
Czajka Z. C.
Optimum. Studia Ekonomiczne
|
2013
|
issue 1(61)
73-92
EN
The paper presents the results of research concerning the evaluation of changes in HRM in local-self government administration which came into effect in 2008. The changes aimed to stimulate the development of human capital and to help improve the qualifications of administrative staff so that they could efficiently perform the tasks associated with the needs of citizens and businesses. To that purpose, offices were granted greater independence in creating the rules of employment process. The paper presents the circumstances in which the changes were introduced and the influence of HRM on the development of human capital. This influence is manifested in recruitment and selection (internal and external staffing) selection procedures, organisation of human resources, the role of manager in HRM, qualification requirements, employee training and employee development plans. The outcome of the research is that the effectiveness of changes in HRM and application of new rules and personnel tools in creating anddevelopment of human capital depend primarily on the commitment of persons responsible for HRM and also on the size of office. Local self-government administration offices use a wide variety of solutions regarding HRM, recruitment and selection, employee training and other staf problems.
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