Monthly Archives: June 2017

Using Technology Lesson Plans

With technology becoming so much more accessible and important in the world, many teachers are turning to technology lesson plans to help in teaching their students. Whether using technology to introduce a new concept, review past material, or teach students to use the machines themselves, teachers are using technology more and more in the classroom. Keeping up on technological advancements can be time consuming and difficult. Teachers do have resources that can help them, however. The internet has dozens of websites that offer teachers free help in preparing lessons. Some websites allow teachers to submit their own technology lesson plans. They can also find specific plans created by other teachers. These plans give details on which programs or software to use as well as how to present the information to students.

Teachers can use technology to teach any subject. From teaching students to read graphs to virtually visiting the sites of the Revolutionary War, teachers are finding ways to use technology to increase their students’ knowledge. Technology allows teachers to use a computer as a telescope to study the universe. The technological possibilities are constantly changing and improving to provide students with better learning situations. Staying up-to-date on the latest trends in technology can be done by attending workshops. There are also online seminars available to give teachers the most current information. Many schools have a technology expert who is available to help teachers keep up with technology. These experts can also help teachers in forming their technology lesson plans. Students generally enjoy using technology in the classroom. Teachers can capitalize on their students’ interest by giving them a variety of opportunities and mediums to use electronics for learning. This helps students stay engaged and involved in their own learning.

Teaching about technology in school has evolved from just teaching word processing and computer navigation skills. Teachers now use many forms of technology. Webcams, digital cameras, and online video presentations aid teachers in their teaching. Students can get involved as well. Group or individual projects can involve using technology to present what they have learned. Technology gives students unmatched opportunities for learning and growth. From their own classrooms students can learn about the world virtually. Students can use webcams to communicate with students and professionals around the globe. Teachers can give students the opportunity to shadow a professional in a career of their choice all through technology.

Technology and Our Kids

Technology is changing the way children learn to communicate and use communication to learn. Many parents are using devices to quiet there children in the car, at the dinner table, or where ever social activities may occur. The risk here is that the child is not witnessing and thinking about the social interactions playing out before him. Children learn social skills through modeling their parents social interactions. Furthermore, listening to others communicate and talking to others is how children learn to talk to themselves and be alone. The benefits of solitude for children come from replaying and acting out conversations they had or witnessed during the day, and this is how they ultimately make sense of their world. The bottom line is, the more we expose our children to technological devices, the worse their social skills and behavior will be. A Millennium Cohort Study that followed 19,000 children found that, “those who watched more than three hours of television, videos or DVDs a day had a higher chance of conduct problems, emotional symptoms and relationship problems by the time they were 7 than children who did not.” If you are going to give your child screen privileges, at least set aside a time for just that, and don’t use technology to pacify or preoccupy your children during social events.

Age comes into play when discussing the harmful effects of technology. For children younger than two-years-old, frequent exposure to technology can be dangerously detrimental as it limits the opportunities for interaction with the physical world. Children two-years-old and younger are in the sensorimotor stage. During this stage it is crucial that they manipulate objects in the world with their bodies so that they can learn cause-effect relationships and object permanence. Object permanence is the understanding that when an object disappears from sight, it still exists. This reasoning requires the ability to hold visual representations of objects in the mind, a precursor to understanding visual subjects such as math later in life. To develop these skills, children need several opportunities every day to mold, create, and build using materials that do not have a predetermined structure or purpose. What a technological device provides are programs with a predetermined purpose that can be manipulated in limited ways with consequences that often don’t fit the rules of the physical world. If the child is not being given a drawing app or the like, they are likely given programs that are in essence a lot like workbooks with structured activities. Researchers have found that such activities hinder the cognitive development of children this age. While researchers advise parents to limit their baby’s screen time to 2 hours or less each day, I would say it’s better to wait to introduce technology to your children until after they have at least turned 3-years-old and are demonstrating healthy cognitive development. Even then, technology use should be limited enormously to provide toddlers with time to engage in imaginative play.

Technology Management

Overview of Technology Management

Technology management professionals are in high demand because of the unique set of skills they possess. In this field, professionals are able to make leadership and management based decisions, develop solutions to technology issues, and approach the management of technology from a systems thinking perspective. For any management professionals, some of the skills that are required include being able to manage personel, organizational design and communication, and financial analysis and decision making. Technology management professionals combine this knowledge with specific information technology and systems technology skills and knowledge to effectively lead and make decisions for the assessment, forecasting, strategies, and decision making with a number of different information technology departments.

Technology Management Graduate Degree Curriculum

There are a number of technology management graduate school choices for prospective students. While there are differences depending on the individual program and school, students most often complete a set of core courses, electives, and a graduate program in order to complete the graduate degree. This combination helps to prepare graduates to transfer relevant, useful skills into the workforce. From graduate level courses in technology to business, students are able to learn a variety of skills and gain valuable knowledge. Some courses in technology often included information technology management, operations, emerging technologies, and ethics. Additionally, students will take business and management courses such as supply chain management, sales and marketing, and accounting for technology.

These courses give students the opportunity to gain a broad foundation to develop an understanding of the basic fundamentals of technology management. The electives and the master’s project build on that foundation to help students begin to focus their education on a specific area of technology management. Some examples of electives include knowledge management and relationship management. The master’s level project combines the knowledge, theory, and skill a graduate student has gained though academic coursework to examine how that ability can be transferred to a real-world, challenging business issue or problem in order to find a solution or manage a specific scenario.

Career Development with a Technology Management Graduate Degree

Technology professionals must develop a variety of skills. In addition to understanding information technology, professionals in this field must also be able to manage change with technology and technology systems, integrate functional areas of business, leveraging technology, and business management principles to effectively lead the technology driven functions of a business. These skills are needed in many different types of positions across all types of workplaces, from the federal government to non-profit and educational organizations to private corporations. From the chief information officer to information technology manager, a degree in technology management is a helpful tool to gain the experience and skills needed for all types of management positions of technology-driven departments.

Leveraging Technology

Leveraging technology for HR

HR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All these are accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology is being deployed.

e-Recruitment

Recruitment is one area where all the companies worth their name leverage IT. There are two different models of e-recruitment, which are in vogue. E-recruitment has gone a long way since its start. Now these sites have gone global. Sites like jobsahead.com and monster.com have established global network, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada etc. Job seekers are able to search job by region or country and employers target potential employees in specific countries. For example, 3 Com recently posted a company profile on the Ireland site that highlights the contributions of 3 com’s Irish design team in its global projects. In the early days e-recruitment was plagued with flooding the employers with low-quality bio-data’s. Again technology has come as a savior. Now pre-employment testing like the one introduced by Capital One, a US based financial company, help in filtering the applicants. These tools test online, applicants for call centers. ‘Profile International’ a Texas based provider of employment assessments, has developed tools that allow instant translation of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining online and offline methods are leading to more and more companies adopting e-recruitment at least as a secondary recruitment method. Arena Knights Bridge, a US based IT company conducts video based interview of its prospective employees and only short listed employees are met in person. Even Cisco was to launch the same.

Employee Self Service

Employee self-service is perhaps one utility of IT, which has relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is a plethora of small activities, which were earlier carried out by employee through administration wing of HR. These are travel bookings, travel rules information, travel bills, leave rules, leave administration, perk administration, etc. Earlier all these rules and information were in the custody of HR. Every user employee was expected to reach out to HR and get it done. Now with deployment of ESS in most of the companies, employee can request for travel related booking online, fill his/her T.E. bills, apply for leave, log time sheet and see his perks value disbursed and due etc. E.g., in Ballarpur Industries Ltd. leave administration is completely digitized in its corporate office. It is working towards digitizing travel related activities, perks and even compensation management and performance management administration.

Communication

Communication which is most talked about management tool has always been a gray area in HR management. In large companies with vast geographical spread communicating with all employees had really posed formidable challenge to HR professionals. Technology has again come for rescue. Starting with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one area of HR, which has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which caters to most of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, which has corporate notice board, media coverage, and knowledge corners.

Knowledge Management

Another area of HR, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is one of the most effective ways of adult learning. Use of technology for this purpose can’t be over emphasized. Aptech Online University and ‘The Manage mentor’ are some of the Indian sites, which are in this business knowledge management, which is an integral part of any learning organization, which cannot become a reality without technology. Companies can harness the knowledge of its employees by cataloging and hosting it on the intranet. Talk to ‘Big-5’ or not ‘so big’ consulting companies you will find that main stay of their business is the knowledge repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed is the name of game technology driven Knowledge Management constantly provides a strategic advantage.

If you look at HR module of ERP solutions like people soft, SAP, Oracle and Ramco they provide you with a comprehensive package which helps in man-power planning, recruitment, performance management, training and development, career planning, succession planning, separation and grievance handling. A transaction happening in all these areas are digitized and form a closed loop ensuring employee database is always updated. E.g. a joining letter of a new employee is system generated. It will be printed only when all mandatory fields of information are entered. Similarly a transfer order or a separation letter is issued from the system only if that transaction has been carried out in the system.

For career planning, success planning, skill and competencies matrix methods are used by most of these systems. They search an employee with the required skills first in the in-house database of employees. Once put in practice in letter & spirit, this system not only enhances business results by matching the right candidate for right job but also improves retention of employees.

Processing payroll, churning out time office reports, providing HR-MIS are some other routine activities of HR which have been off-loaded to technology.

Leveraging HR for Technology

All HR professionals, preaching or practicing, learning or experimenting, teaching or studying have experienced leveraging technology for HR. But most of us come across a situation where we need to leverage HR for technology. Let us understand what do we mean by this. Whenever technology is deployed afresh or upgraded it involves a change. The change may be at the activity level, applying for leave through the intranet or at the mental model level e.g., digitizing the process succession planning which have been HR professionals forte. The people have always registered adopting change. This is one area where HR professionals are to deliver i.e., become change agents and lead the process of technology and change adoption. The resistance to change is directly proportional to speed of change. Now speed of change has increased and hence resistance.

Just to take an example, most of ERP implementation in the world have not been able to deliver all the expectations. Some of these have failed to deliver at all. While analyzing the cause of failure it has been observed that 96% of failures are because of people related issues and only 4% are because of technology. It is the people who make the difference; hence HR should exploit its expertise to facilitate the adoption of technology. I would like to put together some of the thoughts on what HR should do for this. At the time of recruitment, stop hiring for skills rather hire for attitude and a learning mind. Skills of today are no longer valid tomorrow. Managing ever changing change is the only criteria for success.