Howard Gardner’s Multiple Intelligence Theory was first published in Howard Gardner’s book, Frames Of Mind (1983), and quickly became established as a classical model by which to understand and teach many aspects of human intelligence, learning style, personality and behavior – in education and industry. Howard Gardner initially developed his ideas and theory on multiple intelligences as a contribution to psychology, however Gardner’s theory was soon embraced by education, teaching and training communities, for whom the appeal was immediate and irresistible – a sure sign that Gardner had created a classic reference work and learning model.
The Multiple Intelligence’s concepts and VAK (or VARK or VACT) learning styles models offer relatively simple and accessible methods to understand and explain people’s preferred ways to learn and develop.
In the case of the Multiple Intelligence model, and arguably to greater extent VAK (because VAK is such a simple model), remember that these concepts and tools are aids to understanding overall personality, preferences and strengths – which will almost always be a mixture in each individual person
Data mining is the process of analysing data from different perspectives and summarizing it into useful information. It allows users to analyse data from many different dimensions or angles, categorize it, and summarize the relationships identified. Technically, data mining is the process of finding correlations or patterns among dozens of fields in large relational databases. The role of Human Resource (HR) professionals in organizations has evolved parallel to business-related technological advances. HR professionals are now able to dedicate more time to strategic business decisions as the development of technology has allowed for the automation of many transactional HR processes. While HR professionals may no longer need to manage the manual processing of data, they should not abandon their ties to data collected on and about the organization’s employees. The human resources data that is available within organizations has the potential to help support their decision-making processes. The challenge is identifying useful information in vast human resources databases that are the result of the automation of HR-related transaction processing.
Educational technology is defined by the Association for Educational Communications and Technology as “the study and ethical practice of facilitating learning and improving performance by creating, using, and managing appropriate technological processes and resources”..
Age Group: 23 – 60
The scientific study of the human mind and its functions, especially those affecting behavior in a given context. Psychometric tests are a standard and scientific method used to measure individuals’ mental capabilities and behavioral style. Psychometric tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities).
Early Childhood Care
Age Group: 4 – 9
Early childhood education (ECE; also nursery education) is a branch of education theory which relates to the teaching of young children (formally and informally) up until the age of about eight. Infant/toddler education, a subset of early childhood education, denotes the education of children from birth to age two.
Schools & Colleges
Age Group: 10 – 18
It’s an institution at which instruction is given in a particular discipline. for educating children. Extracurricular Activities are those that fall outside the realm of the normal curriculum of school or university education, performed by students.
Age Group: 18 – 60
Core competency is an organization’s defining strength, providing the foundation from which the business will grow, seize upon new opportunities and deliver value to customers. A company’s core competency is not easily replicated by other organizations, whether existing competitors or new entries into its market.
To ensure long-term growth and success, an organization should identify its core competencies and then invest in those areas, focusing resources on building and maintaining the skills that contribute to the competencies.
A company seeking to develop its core competencies needs to first isolate those abilities that they do well or can provide a competitive advantage, and then develop them into organizationwide strengths. They need to develop those skills and strengths in ways that are unique from competitors and in ways that deliver identified value to customers.
Age Group: 23 – 60
Employability refers to your ability to gain initial employment, maintain. employment, and obtain new employment if required. In simple terms, employability is about being capable of getting and keeping fulfilling work. “Employability is having a set of skills, knowledge, understanding and personal attributes.