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You as suppose to do the individual assignment of 1000 words. I have attached group assignment and the assignment brief that will be helpful to you. Do let me know if you need any help while doing the assignment. I am sending you a second mail with all the lecture slides.
“
Me , Shaikha and Anubhav Jain have collectively decided the assignment topic as Recruitment and selection. Then i have formed a chat group so that all the group member can chat collectively and decide on the meeting dates and other vital information regarding assignments. It was been randomly decided by all the group members that each and every member of the group will work on Recruitment and selection process of their country. As I am from India so i have worked on Colgate and Sheela Consultant. Finally when everyone was ready with their data and research I took the initiative to form the script. Shaikha have worked on Saudi Aramco, Shenhao Liu have worked on 56 city(company name) , Anubhav Jain have worked on Introduction, conclusion, referencing, and also helped me to form a script. Finally I have worked on India company Colgate and Sheela consultants.”
Introduction:
SHAIKHA:
Good afternoon Newcastle I welcome you all to my talk show on NBS radio Newcastle. This is Shaikha Alshaiji; I received many applications from our listeners regarding recruitment and selection process in different parts of the world.
Recruitment- “Recruitment is the process of having the right person, in the right place, at the right time and it is crucial to organizations”
(Cipd, 20
1
3)
.
Selection – “Selecting candidates involves the two main processes of shortlisting and assessing applicants to decide who should receive a job offer”
(Cipd, 2013)
.
An increasing number of organizations are globalizing their operations through joint ventures and strategic partnerships, mergers and acquisitions, and overseas expansion. The need for inter
national
representation is being extended beyond the level of general managers: more junior employee groups and technical specialists are now being required to work in an international setting. Many HR departments are now operating in an environment in which the international recruitment and selection process are ordinarily outsourced (Development, 1999).
Today, we have with us
Mr. Piyush Singhi HR manager of Colgate-India
Colgate stepped its stone in 1937 with its only product Dental Cream Toothpaste. Now in 2013 Colgate-Palmolive (INDIA) has one of the widest distribution networks in India.
Then we have with us Mr. Shenhao Liu HR manager of 58 city from China
58-city is a famous life service platform. Its services cover all areas of life, the sale, rental of housing, recruitment job, Business Yellow Pages, trading in second-hand goods, used car trade, pets, tickets, travel, friends, dining and entertainment and other living information and online trading services.
And finally we have with us Mr. Anubhav Jain HR manager Aramco Services Company from Houston branch of Saudi Aramco
oil
company.
Saudi Aramco is a Saudi Arabian national oil and
natural gas
company based in
Dhahran
, Saudi Arabia. Saudi Aramco’s value has been estimated at up to US$10 trillion in the Financial Times.
DEBATE:
SHAIKHA:
Welcome Mr. Singhi to our show. I would like to know the HR recruitment as selection process followed by Colgate in India.
PIYUSH:
Thank you Shaikha for inviting me to your show. The journey from the 1937 till today was impossible without the efforts of the employees of the company. Recruitment and selection process in India as a whole is almost the same. I being the HR manager of the company Colgate follow few steps in order to recruit employee. We shortlist the CV’s received from the various sources according to the suitability of the job. Then the selected candidates are supposed to go through a preliminary round of interviews. This Interview focuses on functional competencies. To highlight the functional skill of the selected candidates, the candidates may be given a business case study for analysis and presentation. This process is done for certain positions only. The candidates who successfully clear the first round of the interview is supposed to go through the second round of interview. In this second round each and every selected candidate is suppose to go through an interview by a panel of functional heads from the particular department. Finally the selected candidates for the job are asked to go through a medical test.
SHAIKHA:
Thanks, one more thing I would like to know if your company recruits employees on references or it’s totally on the basis of credentials?
PIYUSH:
Colgate selects employees only on the basis of credentials starting from the labor in the factory to the manager of the company.
SHAIKHA
: Thanks Mr. Singhi I will come back to you in a minute, Hello Mr. Shenhao Liu, welcome to our show. I would like to ask you What are the main recruitment and selection methods in China?
LIU
: Thank you Shaikha for inviting me, Well the first one is on-site recruitment Companies go to the talent market waiting for someone to consult, most of the people going to the talent market are students and people who have worked for some time, they may have some ambitions, but the overall level of people is still good. In some industries, they will not spend money to go to talent market, they will set up a recruitment point at the junction, waiting for people crossing and consulting.
Another one is online recruitment – Companies find some websites on which they post companies’ job and recruitment information, which is a free service or sometimes paid. There are some websites setting information as advertisement such as 58 city, 19-F recruiting, etc. Companies can also go to the industry network or forum to post about their recruitment.
SHAIKHA:
Thanks Mr. LIU, I will come back to you in a minute. Now, with us we have Mr. Anubhav Jain from Saudi Aramco Houston office USA. Mr. Jain can you please tell us about Aramco Services Company’s (ASC) recruiting team as you was one of the recruiters their?
ANUBHAV:
Thank you Shaikha for giving me a chance to come to your show. I would like to tell you that our team has more than 120 years of combined experience with highly qualified professionals in rewarding careers with our home office in Saudi. In addition to recruiters, the company is responsible for assisting the candidate in the whole recruitment and selection process. Our office represents a vital link between Saudi Aramco and North America to help facilitate the safe and reliable delivery of energy to customers around the globe.
SHAIKHA: Mr. Liu I liked the junction part that is a new way which you mentioned earlier. Is there a method In which your company uses recruitment agents to hire people?
LIU
: Yes, Some companies also give their recruitment information to recruitment agents, this may sometimes be free to companies, they might charge when the requirement is high. Some small companies do not have a formal HR department or time/money to spend on recruitment. They need agents to find talented people instead of companies finding them.
SHAIKHA:
I see, Mr. Jain Can I know the nature of the candidates that Aramco Service Company wishes to hire?
ANUBHAV: We are looking for candidates with a minimum of five to ten years, experience. And our company seeks specialists in engineering, scientific and technical roles are in demand area. Besides recruiting in the oil and gas professions, Saudi Aramco looks for professionals in education, medicine, finance and other areas.
SHAIKHA:
Mr. Singhi, As we know you have also worked in a very known firm of HR recruitment consultancy. I would like you to share some ideas on how this company works and how does it help different companies from different industries?
PIYUSH: I have worked in Sheela Consultants for 7 years. It is an India based company, which helps different companies all over the globe by providing them candidates according to their requirement. Shella Consultants serves to the industry such as Air-conditioning, Agriculture, Automobile Industry, Aviation/Airline, Banking & Finance, Construction, Engineering/Heavy Equipments, Garments, Hospitality, IT, Law, Marine, Media, Office Administration, Oil & Gas, Power Plant, Printing, Security, Telecom and many more. With their excellent network and sound data bank of potential candidates from various categories, they have an access to large number of job seekers.
Sheela Consultants ask for the requirement of the candidate from the client and the description of the job. Then they search for the candidate from their data bank and select the candidate suitable for the job. The other way used by Sheela Consultants to search suitable candidate is through advertisement in leading newspapers. The candidates selected through the data bank goes through screening. The selected candidate goes through interview by experts. The candidate who passes through the interview then goes through practical test if required for the job. It is mandatory for the entire selected employee to go through medical examination. As Sheela consultants serves the company all over the globe, the candidate who have been selected for the foreign countries. It helps the candidates to obtain visa on their passport. They also help the candidate in completion of the immigration formalities. Finally an agreement is to be signed between the company and selected candidate.
SHAIKHA: That’s great, Mr. Liu, Does your company go to the agent when you need to recruit people?
LIU:
No, we don’t do that instead Agents ask other agents to recruit, it sounds weird. When we need to hire people, we just use the methods I mentioned earlier and there may be some others ones.
SHAIKHA: I see, these are the general methods for companies. I have noticed that there are more special and interesting ones in China. Would you like to introduce them?
LIU
: Sure why not. One of them is internal recommended. Once the job requirement is posted, internal staff can apply based on their personal choice. Assuming that one of the ordinary employees want to do a different job within the company, first he need to pass internal audit, and participate in joint business and technical school training, after successful graduation he can get the job. Companies also welcome “repeat customers.” For retired employees, Companies have maintained a welcome back enthusiasm. At the end of each year, the HR Department to will call and visit the old staff that was retired within three years, and send thankful letters to the in-service and staff which had left, this warmth can attract the return of some of the older employees. The most interesting one is, companies go to the countryside to recruit. It sounds fresh, but some companies have done it. They set their HR managers deep into the populated villages during festivals, they go and visit the local village chief, secretary and make a ceremonial call, they also find local prestigious people to introduce their companies, contacted the local people to send the recruitment leaflets, doing lectures in the village radio, visit villages and folks engaged in small talk, hoping to attract the attention and support of the local people.
SHAIKHA:
If I can just stop you at that point, Mr. Liu, Mr. Jain Working in Saudi Aramco as a recruitment manager, what do you have to say about Aramco’s recruitment Process?
ANUBHAV:
During my time working in Aramco Services Company (ASC) if the candidate is qualified on the basis of his or her resume, then we ask the candidate to complete an application for employment so this will save our time and make it easier for us to review candidates in the recruitment process so we can select from candidates those be interviewed by our offices in Saudi Arabia or we select from recruiting events worldwide.
Our recruitment office in Huston is concerned about changing jobs impact on most families lives, our recruitment office in Huston offers round-trip airfares and hotel reservations for the candidates. Meals and certain miscellaneous expenses are covered by a lump sum at the time of interview to ensure that a candidate’s out-of-pocket expense is minimal.
SHAIKHA:
That’s pretty helpful, Can you also tell us something about the orientation programme? And how the candidate can accept the offer?
ANUBHAV:
The orientation may hold at recruiting workshops when appropriate. The orientation will give candidate the information about the company, compensation, benefits and the recruitment process in the company. We need to go back to the company home office in our recruitment procedures; therefore; our recruitment offers are taken under the authorization of Saudi Aramco. Our recruitment office will offer the candidate a conditional offer of employment. The offer will highlight the conditions of employment. In addition, the information on package being offered and a detailed salary worksheet are enclosed with the offer letter.
SHAIKHA:
Can you give us a clear picture about how the candidate can accept the offer?
ANUBHAV:
That is not a very big deal it can be in writing, by signing the original offer letter and returning it to our home office.
SHAIKHA:
I see the point. I’ll ask you the final question about the conditions of employment in ASC?
ANUBHAV:
The candidate must pass the medical examination to Saudi Aramco standards; in the case of working in Saudi Arabia, She or he must get confirmation from us for housing; and the candidate must be able to secure a visa to work and reside in Saudi Arabia from the Saudi Arabian government. On the other hand, there will be special conditions for some specific jobs, such as aircraft pilots working for us.
After the offer has been accepted, a relocation advisor is assigned in order to assist the candidate to meet the processing requirements. Therefore, all candidates must pass the medical examination, also clear the background investigation Saudi Aramco will obtain clearance for any dependents planning to attend one of Saudi Aramco’s schools; in addition, visas will be obtained by the Saudi Arabian Consulate; the personal effects packed will be shipped to Saudi Arabia by the company; is informed, the current employer; and, finally, the employee travels to Saudi Arabia.
SHAIKHA:
That’s really Helpful. Thank you for answering my questions Mr. Singhi, Mr. Liu and Mr. Jain, Hope to see you soon again. I am sure it helped our listeners too, especially those who are going to be or want to be an employee in an international corporation. Thanks for Listening Newcastle Radio this is Shaikha signing off.
References
Development, I. o. (1999). International recruitment, selactiona and assessment. London: IPD.
Consultants, S. (2013). Recruitment Procedures. Retrieved April 2013, from Shella consultants: http://www.shellaconsultants.com/recruitment-procedure.html
consultants, S. (2013). Indian Recruiters. Retrieved April 2013, from Shella consultants: http://www.shellaconsultants.com/indian-recruiters.html
Colgate. (2013). Recruitment Process. Retrieved April 2013, from Colgate World Of Care: http://www.colgate.co.in/app/Colgate/IN/Corp/Careers/RecruitmentProcess.cvsp
Aramco, S. (2013). International Applicants. Retrieved April 2013, from Saudi Aramco: http://www.saudiaramco.com/en/home.html#join-us%257C%252Fen%252Fhome%252Fjoin-us%252Finternational-applicants.baseajax.html
Cipd. (2013). Recruitment. Retrieved 2013, from Cipd: http://www.cipd.co.uk/hr-topics/recruitment.aspx
1
ModuleCode:
HR0897
Module Title:
International Human Resource Management
Distributed on:
Week 1 of semester
Hand in Date:
Please do not enter a date in this bo
x
. Please advise the relevant programme office of the preferred week for hand in.
Instructions on Assessment:
Task
:
The assessment for this module will include both a group and an individual element.
· In GROUPS you are to script and record an audio podcast.
· As an INDIVIDUAL you are to write piece of reflective commentary.
Group Element (weighted at 70%) of overall mark
a) The audio podcast should be discussion based, focusing on an area of common interest that falls within the module content.
b) A completed, agreed, podcast planning document must accompany the audio podcast submission since this demonstrates how the group has managed this group assessment process.
c) A hard-copy of the podcast script must additionally accompany the audio podcast file.
Further guidance on this group element, audio podcast is contained at the end of this brief.
Individual Element (weighted at 30%) of overall mark)
a) A reflective commentary of no more than 1000 words.
b) The commentary should focus on your contribution to the group assessment, for example what part did you play in the choice of topic; did you lead, co-ordinate, monitor or manage conflict; what research did you undertake; what have you learnt about the topic and yourself as a consequence?
You will find using a structured framework or model such as Kolbs Learning Cycle (1984), Gibbs Reflective Cycle (1988) or Race’s Ripples on a Pond Model (2001) will help you to frame the reflection appropriately.
(Some basic instruction if required here)
(Some basic instruction if required here)
Important note about ARNA regulations
The regulations specify that students must complete every assessment component contributing to the modules on their programme. This applies to all forms of assessment as defined in the module descriptor. Please note that:
· if any assessment component is not completed, students will be failed in the module even if the module pass mark has been achieved;
· if the requirements for referral specified in section 5 of ARNA1 are met, a resit opportunity will be given;
· if unable to complete an assessment component because of extenuating circumstances, students should follow the procedure described in the Student Guide to Extenuating Circumstances
1.
This change was approved by Academic Board on 12 October 2009 in consultation with the Students’ Union. Students should consult their Programme Leader or Guidance Tutor if they have any queries. Independent advice and support is also available from the Students’ Union Advice & Representation Centre (
su.advice@northumbria.ac.uk
) or from a student adviser in Student Services.
1ARNA and the Student Guide to Extenuating Circumstances Affecting Assessed Work are available from
http://www.northumbria.ac.uk/sd/central/ar/lts/assess/assproc/assdocstud/
Word Count
The word count is to be declared on the front page of your assignment. The word count does not include title page, contents page, glossary, tables, figures, illustrations, reference list, bibliography and appendices.
Summarising and compressing the information in your assignment into the word limit is one of the skills that students are expected to acquire, and demonstrate as part of the assignment process.
Word limits and penalties for assignments
If the assignment is within +10% of the stated word limit no penalty will apply. However, if the word limit exceeds the +10% limit, 10% of the mark provisionally awarded to the assignment will be deducted. For example: if the assignment is worth 70% but is above the word limit by more than 10%, a penalty of 7% will be imposed, giving a final mark of 63%.
Time limits and penalties for presentations
The time allocated for the presentation must be adhered to. At the end of this time, the presentation will be stopped and will be marked based on what has been delivered within the time limit.
Submission of Assessment:
All assignments must be submitted via the Postgraduate Programme Office. Each assignment must be accompanied by an Assessed Work Form which must be completed in full. The assignment will not be accepted by the Postgraduate Programme Office unless the form is completed correctly.
Marked assignments will be returned to students. It is advisable to retain a copy of your assignment for you own records. Your mark will be returned on the Assessed Work Form via the Postgraduate Programme Office.
Referencing your work
The APA method of referencing uses the author’s name and the date of the publication. In-text citations give brief details of the work you are referring to in your text. References are listed at the end of the text in alphabetical order by the author’s name. The general format of an electronic journal reference in the APA style is shown below:
Coutu, D. (2009). Why Teams Don’t Work. Harvard Business Review, 87(5), 98-105. Retrieved 29th April 2012 from EBSCO http://searchebscohost.com
Author/s name and initials are listed first, followed by year of publication in brackets. Then there is the title of article and the journal where the article appears, which is in italics. Then state the volume and issue number (in brackets) along with the pages where article can be located. Finally add the date the article was retrieved and then the name of the database, followed by the web address. Wherever possible use the homepage URL rather than the full and extended web address.
For further information on why it is important to reference accurately go to the Referencing and Plagiarism topic in Skills Plus available from the Library website:
www.northumbria.ac.uk/skillsplus
You will find other useful help guides on Skills Plus to help you with the skills involved in writing your assessments and preparing for exams.
For further information on the APA style of referencing see the Concise Rules of the APA Style and the APA website http://www.apastyle.org/
Plagiarism and Cheating
Your attention is drawn to the University’s stated position on plagiarism. THE WORK OF OTHERS, WHICH IS INCLUDED IN THE ASSIGNMENT MUST BE ATTRIBUTED TO ITS SOURCE (a full bibliography and/or a list of references must be submitted as prescribed in the assessment brief).
Please note that this is intended to be an individual piece of work. Action will be taken where a student is suspected of having cheated or engaged in any dishonest practice. Students are referred to the University regulations on plagiarism and other forms of academic irregularity. Students must not copy or collude with one another or present any information that they themselves have not generated.
(Some basic instruction if required here)
For further information on Plagiarism, see the Referencing and Plagiarism topic on Skills Plus.
www.northumbria.ac.uk/skillsplus
(Some basic instruction if required here)
Mapping to Programme Goals and Objectives:
This assessment will contribute directly to the following Postgraduate programme goals and objectives. (Insert an ‘X’ in boxes where applicable, referring to appropriate programme specification for mapping details)
Goal One: Be independent, reflective critical thinkers
| x | 1. |
Demonstrate awareness of their personal strengths and weaknesses through critical reflective practice. |
||||||||||
|
2. |
Understand and challenge personal patterns of thinking and behaving. |
Goal Two: Be culturally and ethically aware
|
Demonstrate their ability to work in diverse groups and teams. |
|
Reflect on their own ethical values. |
Goal Three: Have developed leadership and management capability
|
Demonstrate their personal contribution to team effectiveness. |
||
|
Communicate complex issues effectively. |
||
|
3. |
Demonstrate decision making and problem solving skills. |
|
| x |
4. |
Carry out presentations and lead discussions. |
Goal Four: Have developed and applied knowledge of international business and management theory
|
Acquire, interpret and apply knowledge of international business, management and organisational functions. |
Goal Five: Have developed a range of research skills and project capabilities
|
Plan and complete a major individual piece of research on a contemporary business, management or leadership topic of their choice. |
|
Demonstrate skills of analysis and synthesis in the application of research methods to the exploration of contemporary business issues. |
Goal Six: Have developed specialist knowledge about the theory and practice of your programme of study (HRM specialist programmes only)
| x |
Demonstrate specialist functional knowledge in relation to your programme of study. |
Audio podcasting (Additional Notes)
Requirements:
a) To produce a high quality audio podcast.
b) Audio podcast to be no less than ten minutes in duration, no more than fifteen minutes duration, these timings do not include the introduction of team members at the beginning of the recording or any summary at the end.
c) All team members must contribute to the discussion/debate.
d) Topic area for debate/discussion must be consistent with the module content, suggestions for consideration are provided on the penultimate lecture slide each week but ultimately the group is responsible for identifying and selecting an appropriate topic area.
Working in Groups
a) Up to FOUR people in each group.
b) Allocation may be made by the Tutor UNLESS learning sets style groups have already been established in earlier modules. When students are self-selecting they should think about timetabling clashes when considering group membership and the opportunities presented by working with new people.
c) It is the responsibility of the group to agree terms of reference for the production of the audio podcast e.g. delegation of responsibilities; meeting times; recording; managing conflict.
d) It is the responsibility of the group to book a recording session during teaching weeks 11 and/or 12 although recording independently is also permitted (see further below).
Technical Support/Assistance
a) Tracy Connell
tracy.connell@northumbria.ac.uk
will make appointments available for the recording of the audio podcast, these will be made available on the module site not later than week seven of teaching.
b) Only one appointment should be booked for the group.
Submitting your group audio podcast
a) Audio podcasts should be saved as MP3 files on a USB stick or CDRom.
b) Scripted notes should be saved as a word or document and saved to the same USB stick or CDRom.
c) A printed copy of your script must be submitted at the same time as your USB stick. The script must also include a list of bibliographic references using a footnote facility since this will align the research and reading you undertook with the content of your podcast.
d) You should submit your USB stick, hard copy of the script and the agreed planning pro-forma to the Postgraduate Office by the assessment deadline date using a Group-work submission form – one per group with the details of all group members included.
Allocation of Marks
a) The audio podcast will be assessed using the general and specific criteria (see later).
b) Internal moderation will be conducted in accordance with university rules and regulations on assessment, a sample from the highest and lowest marks awarded will form part of the external examiner sample.
c) A group mark will be awarded to all members of the group, however, the tutor reserves the right to amend the mark of individual students, if evidence is provided by the group, that their contribution falls short of others in the group e.g. missed deadlines, missed meetings, lack of preparedness on recording day.
General Hints and Tips
a) Listen to the CIPD and example student podcasts on the module site, print-off and read the scripts.
b) Don’t make a hasty decision about a topic BUT do keep the deadline in mind.
c) Read the newspapers and professional journals, what is making the headlines in this area? What articles can you read to support your discussion or debate?
d) Agree how you will run the discussion/debate; a question time format? Or an introduction, round table and conclusion? Whatever format you choose remember more marks will be awarded for critical discussion than agreement with the status quo.
e) You only need a computer, a microphone plus recording (and possibly) editing software.
f) Audacity software which will allow you to create your own audio podcasts is available to download free, an editing facility is also provided with this software.
g) Practice, Practice, Practice … this makes the recording more likely to be achieved in one take … remember limited access to equipment and expert help.
Why an audio podcast?
Clear evidence emerging that this form of assessment encourages and supports the attainment of:-
a) Deep rather than surface knowledge of a specific subject (or subjects).
b) Develops the ability to succinctly prepare and disseminate information suitable to a wide audience including both HR professionals and non-professionals.
c) The ability to work appropriately in groups and teams including the ability to plan and organize against a designated deadline.
d) Development of awareness and ability to use new technology as part of personal, professional and organizational learning.
e) Post-graduate goals and objectives as identified above.
Assessment Brief – Postgraduate
E:\SAB Week Paperwork\Proposed HR0897 Assessment 2012-13 x Page 4 of 9
Assessment Criteria (NBS)
General Assessment Criteria
|
Trait |
0 Fail |
1 – 39 Fail |
40 – 49 Fail |
50 – 54 Pass |
55 – 59 Pass |
60 – 69 Commendation |
70 – 100 Distinction |
||||||||
|
Knowledge and Understanding |
Work not submitted OR Work giving evidence of serious academic misconduct (subject to regulations in ARNA Appendix 1) OR Work showing no evidence of the knowledge, understanding and skills appropriate to level 7. None of the learning outcomes are met. |
Work is not acceptable and provides little evidence of the knowledge, understanding and skills appropriate to level 7. Few of the learning outcomes are met. |
Work is not acceptable in providing evidence of the knowledge, understanding and skills appropriate to level 7. However a majority of the learning outcomes are met and others are nearly satisfied |
Adequate work providing evidence of the knowledge, understanding and skills appropriate to level 7 but only at a bare pass level. All learning outcomes are met (or nearly met and balanced by strengths elsewhere). |
Satisfactory work providing evidence of the knowledge, understanding and skills appropriate to level 7. All learning outcomes are met. |
Commendable work providing evidence to a high level of the knowledge, understanding and skills appropriate to level 7. All learning outcomes met, many are more than satisfied. |
Excellent work providing evidence to a very high level of the knowledge, understanding and skills appropriate to level 7. All learning outcomes met, many at high level. Marks at the high end of this range indicate outstanding work where all learning outcomes are met at a high level. |
||||||||
|
Structure, Alignment and Research |
Inadequate in some of the following aspects or seriously inadequate in at least one: use of relevant material; development of analysis and structure of argument; evaluation of theory; application of relevant theory, research methods and findings to the problem in question; presentation of information to the intended audience. |
Adequate in most but not all of the following aspects: use of relevant material; development of analysis and structure of argument; evaluation of theory; application of relevant theory, research methods and findings to the problem in question; presentation of information to the intended audience. |
Adequate in all of (or most of, with balancing strength elsewhere): use of relevant material; development of analysis and structure of argument; evaluation of theory; application of relevant theory, research methods and findings to the problem in question; presentation of information to the intended audience. |
Satisfactory in all or most of: use of relevant material from a variety of sources; development of analysis and structure of argument; evaluation of theory; application of relevant theory, research methods and findings to the problem in question; presentation of information to the intended audience. |
Good in all or most of: use of up-to-date material from a variety of sources; development of analysis and structure of argument; critical evaluation of relevant theory, research methods and findings to the problem in question; presentation of information to the intended audience. |
Excellent in all or most of: use of primary sources of literature from a range of perspectives; development of analysis and structure of argument; critical evaluation and creative use of theory, research methods and findings; presentation of information to the intended audience. |
Module Specific Assessment Criteria
|
Audio podcast file, planning document and script notes not submitted OR work not able to be downloaded OR work showing no evidence of the knowledge, understanding . None of the learning outcomes are met. Commentary highly descriptive showing an inability to apply, use or learn from reflection. Evidence of learning, transfer or future development not addressed. |
Seriously inadequate in terms of content, that is to say not linked to or relevant to module content. Little evidence of ability to translate knowledge into understanding through engagement in academic debate/discussion. Commentary highly descriptive showing an inability to apply, use or learn from reflection. Evidence of learning, transfer or future development not addressed. |
Topic area linked to module content. Evidence of ability to translate knowledge into understanding through engagement in academic debate/discussion demonstrated however the use of a weak structure or weak argument means that you have failed to demonstrate this effectively. Commentary more descriptive than reflective, lacking the use of any recognized framework or model of any sub-heading structure. Evidence of learning, transfer or future development not addressed. |
Topic area consistent with module content. Evidence of ability to translate knowledge into understanding through engagement in academic debate/discussion demonstrated with weakness and strengths of argument balanced against weaknesses and strengths of structure. Reflection is unstructured making evidence of learning and/or future use and development difficult to identify |
Topic area consistent with module content.
Evidence of ability to translate knowledge into understanding through engagement in academic debate/discussion demonstrated. Reflection is unstructured making evidence of learning and/or future use and development difficult to identify |
Topic area consistent with module content and contemporary in nature. Evidence of ability to translate knowledge into understanding through engagement in academic debate/discussion. Reflection uses a recommended framework or model to structure and support commentary, with clear evidence of learning highlighted and where appropriate future use and development planned. |
Topic area consistent with module content and contemporary in nature.
Evidence of ability to translate knowledge into understanding through engagement in academic debate/discussion; prepared to challenge and question finding through critical evaluation. Reflection uses a recommended framework or model to structure and support commentary, with clear evidence of learning highlighted and where appropriate future use and development planned. |
|
Planning, Structure and Presentation. |
Audio podcast not acceptable in terms of sound quality and/or poorly scripted notes. Planning document is missing or not adequately completed. Fails to meets requirements of time and inclusion of all group members. |
Audio podcast not acceptable in terms of sound quality and/or poorly scripted notes.
Fails to meets requirements of time and inclusion of all group members. Planning document is missing or not adequately completed. |
Audio podcast and notes acceptable in terms of sound quality and scripting albeit that strengths of one offset weaknesses of other. Meets requirements of time and inclusion of all group members. Planning document is adequately completed. |
Audio podcast and notes acceptable in terms of sound quality and scripting. Meets requirements of time and inclusion of all group members. Planning document is adequately completed. |
Audio podcast and notes acceptable in terms of sound quality and scripting. Meets requirements of time and inclusion of all group members. Planning document is comprehensively completed. |
Note: For those assessments or partial assessments based on calculation, multiple choice etc. Marks will be gained on an accumulative basis. In these cases, marks allocated to each section will be made clear.
Students must retain an electronic copy of this assignment. This must be made available within 24 hours of any request by the PG office or the Module Tutor.
