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The 5 signs of a bad manager

It is not because we occupy a managerial position that we are necessarily good at our work… How do we spot a bad manager?

We are used to relying on and trusting our superior’s decisions. However, not all bosses are competent managers. How to distinguish the good grain from the bad? A blog post by Scott Cochrane gives 5 signs to unmask a bad manager.

  1. 1. Self-centeredness

The egocentric manager will tend to treat his employees as a commodity rather than as a human. He tries to use them to achieve his own ends. Rather than focusing on the needs of the business, the egocentric leader sees no further than the tip of his nose and looks down on everything and everyone in relation to himself.

So if you have a boss who is content to do the minimum amount of work, who never congratulates his employees, and who seems to not give a damn about others, perhaps he suffers from acute egocentrism!

 
  1. 2. Stubbornness

The stubborn manager imposes an idea regardless of what the rest of his team thinks, even when the idea in question has been refuted by many. He will not change his mind and he will ignore the opinion of his engineers in the balance.

In addition to being unpleasant, this behavior can be very dangerous, since the opinion of engineers can have a big impact on the safety of a project!

  1. 3. Volubility

Bad managers sometimes have little self-confidence, and it shows in the number of words they say per second. Indeed, leaders with little confidence feel obliged to constantly justify themselves, to prove that they are important, and ceaselessly rant about everything and nothing in the hope of reassuring everyone.

  1. 4. Friendliness

The insecurity of bad bosses can also lead to flattery. By not wanting to disappoint anyone, some bosses will say “yes” to everything and will agree with everyone. Of course, this leads to contradictions, which obviously hinders everyone’s work. A good leader must when to say “no”.

  1. 5. The defensive attitude

Finally, bad leaders, when they have little self-confidence, react very negatively to the opposition, even when it is presented in a respectful manner. They may even let go, and start to disrespect their colleagues. But there is a silver lining to this facet of their personality: they discredit themselves completely and become easy to unmask.

Does your boss fall into one of these categories?

Did you not recognize yourself in this description of the bad manager? Perhaps you are ready to become the manager of your firm?

Call the employer for follow-up

How to decline a job without being struck off the list

Refusing a job does not mean that you are systematically blacklisted by the company! However, you have to know how to decline it tactfully.

Sometimes, after you apply and take the tests, you realize that the job is not for you. However, you are afraid to give up on the recruiting process because you think it could give you a bad reputation within the company. And therefore having to definitively give up the possibility of working there.

However, refusing a job is not necessarily inevitable! As long as you do it properly … Here are some tips on the matter.

 

Withdraw promptly

If you have to say no, you better do it early. This limits the damage. If you let a recruiter wait for days you will leave a very bad impression on him. So if you realize that after the first interview you are not cut out, thank him for his time, and say you need to think it over. This will prevent your rejection from being a surprise.

 

“It’s not you, it’s me”

When announcing your decision, don’t say too much. Don’t criticize the company, just talk about your feelings. “Don’t be specific and use positive language,” advises Mean McCann, CEO of IT Recruitment at McCann Partners in an article on Dice.

If you don’t want to keep the door open for an upcoming application, don’t talk about the salary or duties included in the job, as this could be seen as a negotiating strategy. Also, don’t mention that you took on another job if you did because you might sound like someone arrogant.

 

The protocol

If you went through a third party during your application, they will take care of announcing the bad news to the company, so settle for a polite email thanking the recruiter for the opportunity.

However, if you have applied directly to Human Resources, it will seem more professional to announce your rejection over the phone before sending an email. Briefly justify yourself, don’t give too much detail.

 

In conclusion…

Declining a job is part of the recruitment process, recruiters are used to it. So you don’t need a long explanation; you just need to know how to be tactful!

engineer

9 sad facts about the career of an engineer

Everything is not always rosy in the life of an engineer …

The truth is often hard to hear, but it must be heard. Whether you accept them or not, some realities of the engineering profession will not always please. As in all professions, sooner or later you will have to deal with certain more negative aspects …

Here is the list of 9 of these less luminous realities.

Almost all engineers started from nothing

It doesn’t matter if you think you deserve to be at the top, we all start at the bottom. From the start, you must, among other things, practice for 3 years as a junior engineer before having the official title …

 

Your diploma is not enough

Even if you have learned and remembered everything, theoretical knowledge will never be enough to make you a good engineer. You have a lot to learn in the job market, including teamwork, shortcuts to gaining efficiency, and working relationships.

 

Genius is and always will be an important part of your life

You will not be able to escape it: as soon as you have started an engineering career, you are now condemned to see everything around you as a problem of genius, and you will constantly seek solutions! Something to make you dizzy …

 

Professional growth will be uncomfortable at times

It often takes long and hard work to get noticed and gain the trust of your bosses. You will therefore have to invest a lot of effort in order to rise in rank and progress professionally.

 

You won’t have a perfect job

You may not be offered your dream job when looking for an engineering job, especially if you are just starting out. You will have to sacrifice some wishes to fulfill others, and eventually, you will come to occupy a job that is right for you.

 

You will have to put in a lot of effort to become a good engineer

The engineering profession involves a great deal of responsibility and often leaves little room for error. Negligence and lack of rigor are therefore not welcome if you want to stand out in the field. You will therefore have to deliver sustained and continuous work.

 

It will take you several months to find a job

Even though the unemployment rate among engineers is one of the lowest, recruitment processes in the field are generally quite long. So don’t expect to land a new job overnight! As the saying goes: everything comes right to who knows how to wait …

 

Your position is not always the problem

If you find yourself moving from business to business, it is surely not your job situation that is the problem, but rather the person who occupies it … (in this case, you!) Regular soul-searching is essential. always in order for the engineer who wishes to improve.

 

Success involves a lot of people

 

If you chose to pursue a career in engineering with the intention of giving yourself all the praise, you will quickly be disappointed. Indeed, the engineering profession is first and foremost a work done as a team. All your successes will therefore be shared with your colleagues.

How to write an evaluation on the performance of your colleagues

How to write an evaluation on the performance of your colleagues?

Does your boss ask you to rate your co-workers? This is a situation that can make you uncomfortable …

Asking employees to evaluate their colleagues allows managers to have a different point of view of performance within the group, which is especially useful in the context of teamwork. However, this is a situation that can be extremely uncomfortable for the employees in question, since it is always difficult, even in anonymity, to criticize the work of one’s peers! This is why an article published on Career Trend gives several tips for completing an assessment of your colleagues in an adequate way.

Use objective criteria

It will be embarrassing for everyone if you start to criticize a coworker for not always adopting the same working methods as you. Instead, focus on more common standards, such as your colleague’s attendance rate at his post and the mandates he has completed. If there is a problem important enough to be noted, report it.

Measure quality and quantity

In evaluating the quality and quantity of your colleagues’ work, you will surely be a little less objective than in the previous step, but it is always a question of whether your colleagues are doing what they are asked to do, or whether they are going to – beyond that. To still remain neutral in your assessment, compare your colleagues to each other or to the company’s expectations, and try to note notable qualities in the way they work because you are still nice!

 

Go beyond the requirements

Evaluate the responsibility of your colleagues and their ability to take initiative. Lots of people can meet the demands of their job, but it’s another thing to take initiative and do more than you ask. So when one of your colleagues falls into this second category, it is important to write it down and report it. This will show that you know your peers well.

 

Look for positive things

 

This is an assessment and not a criticism that you are being asked to do, so try to find interesting qualities to note about your colleagues. It’s always best to start and end a review with something positive. Be careful, however, not to be overly positive by hiding negative details, otherwise, you may come across as a hypocrite or a selfless person.

Radical Pedagogy,

Radical Education Theory – The Aims & History of Critical Pedagogy

Radical education or critical pedagogy is a complex and pluralistic tradition. It is easy to recall some names that are associated with Radical Education Theory such as Illich, Giroux, and Friere, but when it comes to defining it, things become a little more difficult.

What is Radical Education Theory?  Usually, it is defined as the form of education which makes one politically engaged, participatory, and leftist. Radical education claims to be for the powerless and poor and for difference and equality. The system is highly critical of traditional education practice and argues that traditional education fosters inequality and hierarchy.

Radical Education Theory Definition

Radical Education Definition

 

Most of the education theorists have pointed out the ambiguity found in the definition of Radical Education Theory. When Radical Education Theory is analyzed historically and theoretically, it is observed that the ideas of radical reconstruction of the teaching practices and education system have deep historical roots. Today, when we talk about it in modern terms, we try to understand the concept of ‘radical education’ in two ways.

Some theorists define it as an idea that protects the changing views about cognitive conditions, cognitive capacities, and factors forming human exposure that identifies the system of educational measures and solutions.

There is another group of researchers who explain Radical Education Theory as an unwavering commitment to achieve actual transformation. This transformation must be in sync with the views on the development of ideological, economic, and socio-political spheres.

The journal Radical Pedagogy’s content- analytical study of special publications shows that till date, this conceptualization of radical education theory is in the stage of intensive growth.

Nowadays, the scientific community is also taking considerable interest in the pedagogical problems that are connected to the cardinal improvement of the practice of education and change. In an attempt to define radical education theory, McGettigan has given us the following definition:

“Radical pedagogy is all about knowledge and education, and how they can (or should) change to best serve the purposes of both educators and the educated. Since the one constant in the universe is change and because education has come to be among the most important social institutions in the world, then it is very important to consider as broadly as possible the nature of education as it exists today – as well as how it might change as we move into the future”

To conclude, it’s safer to say that there is no unity in understanding the realm of radical education. Some theorists think that it is a deeply politicized aspect of educational institutions, practices, and politics. These people believe that education should and can bring a radical change to society. On the other hand, some think that radical education is a synonym to the innovative and advanced development in the field of education.

Radical Education Theory – A Complete Guide

There are certain principles that govern the theory and practicality of radical education. These principles basically guide you through the understanding of Radical Education Theory. Let’s have a look at these guiding principles:

·         The teacher in their key role should induce in their students the culture of critical thinking. Beyond this critical knowledge, there will only be an incidental correspondence between what is learned and what is taught.

·         We should equip our children with a sense of judging wrong from the right rather than teaching them ‘the right thing’. Our children must be educated in such a way that they must be able to find out for themselves the right thing.

·         If we try to impose authority-based discipline on our children/students, they will feel disrespected and self-defeated. Young people are already inclined towards self-discipline; we just need to encourage them. 

·         Teachers should not be ‘in’ authority but should be ‘an’ authority i.e. the pure source of knowledge.

·         Children are citizens and they have rights. They are to enjoy the same rights as any adult would in a democracy. They also have a right to judge the validity and relevance of knowledge to real life.

·         Teachers are not responsible and must have little or no concern about the outcomes of education. Rather, they should focus on increasing the quality of educational interactions.

·         Teachers are the intellectuals of society. Therefore, they are and should be treated as the curriculum experts. The study of curriculum and curriculum development in favor of learning, teaching, and behavioral sciences has been neglected for so long. This has left some of our students and teachers disoriented.

·         Though we inevitably share the knowledge but all knowledge in its essence is personal. Moreover, everyone can have their own truths and the closest we can come to the truth is inter-subjective agreement and justification.

·         The only significant standards in education are observational and experiential. These standards are essential to democracy.

·         Assessment by scale and quality is a poor and inadequate substitute for judgment.

 

Radical Pedagogy – What You Should Know

History of Critical Pedagogy

The term ‘Radical Pedagogy’ has many different implications. Different theorists have come up with their own definitions and explanations for radical pedagogy. Some say it is an analysis of educational institutions in the context of politicization, practices, and policies. For others, radical pedagogy is a source of bringing innovative and cutting-edge developments to the field of education. This includes all the latest methods, practices, theories, and ideas that pledge to rejuvenate the processes of learning and teaching at a fundamental level.

These perspectives may appear to be different but they are linked quite closely in their origins. Radical Pedagogy, in its entirety, is all about education and knowledge and how it should, it would, and it can change the traditional education landscape in favor of both educators and students. It best serves the purposes for both.

One very common claim in the United States at the moment is that education fails because public institutions are run by an inflexible bureaucracy. Since education is also a public institution, supporters of this point of view religiously believe that privatization of educational institutions will be a way to bring a boost in education: according to this logic, when education becomes subject to market forces, like any other industry, it starts to produce a better product.

Contrary to this, some others would argue that educational standards have been set low. Only by raising the bar and ensuring strict compliance with the highest educational standards can education be improved in the United States and elsewhere.

In radical pedagogy, all these questions and arguments will be analyzed in terms of their validity. Radical Pedagogy would analyze which of these arguments fit best with improving standards and quality of education, if at all.

Radical Pedagogy deals with the fundamentals of education and knowledge. It is open to any advancement which may benefit both teachers and students.

Aims & History of Critical Pedagogy

Prior to the establishment of critical theory as one of the main theoretical processes, critical thinking was considered as a way of viewing reality for various generations. The meaning and the acts of logical thoughts have been themes for debate among Greek philosophers, Renaissance philosophers, academics, and thinkers of 19th and 20th centuries.

A source of critical pedagogy, critical theory has its origins in Hegel’s work, the critical philosophy of Kant. This was discussed in his book Critique of Absolute Explanation in 1881, the Communist Manifesto of 1848 by Karl Marx and Fredrik Engels and Capital Volume 1 of 1867.

Aims

·         Criticality and an appreciation of both text and meaning are encouraged. However, it’s about developing your understanding of what you are learning and how it blends into the environment to participate in radical education.

·         It offers participants the opportunity to engage in and co-produce education gives us the possibility of witnessing the strength and compromise that define democracy. As a site for democratic decision making, it includes the curriculum and the results of learning.

·         It empowers participants to build individual and collaborative solutions to their challenges by helping them. It makes people understand that they have agency and the ability to improve and control their lives, despite the disparities that exist in society. It helps them, in particular, to see that democratic collective action is the weakest and least effective tool.

·         To help teachers understand that, more than anything, the relationship between learning and teaching takes account of the partnership between educators and pupils/students. Many essential pedagogics in their discourse of this relationship mention that it should be focused on compassion, shared understanding, and similar interests.

Conclusion

Radical Education Theory and Critical Pedagogy have laid the foundation of compassion, understanding, and sincere sharing of knowledge in the field of education. It has opened the doors of dialogue between students and teachers. To understand modern education and to bring cutting edge changes in our prevailing education system, we must consider putting it under the shadows of Radical Education Theory and then having an open dialogue about it.

Bank job interview - the 6 answers that are expected from you

Bank job interview – the 6 answers that are expected from you

The bank recruitment process

It is a process that can be quite long.

Often, you will be given a first deferred video interview via Easy Recrue or Visio talent.

Then (or instead of) you can have a meeting job for 15 minutes with a first HR who will check that you are motivated.

Then, if all goes well, you will have an interview with an HR – often a career manager – who will study your behavior and the suitability of your profile for the position.

Finally, you will have one or two interviews with operational staff who will ask questions.

Interview questions

during interview questions

Now let’s move on to the questions you might be asked and see how to answer them correctly.

You have to prepare them well before arriving on D-Day because that will give you points in advance.

1. Tell me about yourself

The first question you may be asked when having a banking interview is “Tell me about yourself.”

In this question you have to show why you are good at it, what are your qualities, why you are able to help them, meet their needs, but also why you want to work in this bank.

2. Why did you choose our bank?

This is one of the questions that comes up very often afterward!

It is really important to do research, to document yourself, to be able to argue.

The mistake not to make when answering this question is:

To focus only on yourself!

By putting forward arguments such as the fact that they have a good CE, that they offer attractive bonuses and offer attractive development prospects.

NO NO NO!

You must not give the impression that applying for Crédit Agricole, Société Générale or BNP Paribas is the same for you.

All banks have different policies, different positions, so you have to try to explain why you chose this bank over another.

Even if, we know (we will not lie to each other) you have surely sent your CV to all the banks that were hiring at the moment.

You must each time demonstrate why it represents the bank of your dreams.

3. Why work in the banking sector?

This is another question you may be asked, especially if you are at the start of your career.

Here, you must be able to expose your professional project.

4. What are the challenges that banks face?

In general questions, you may be asked to identify the biggest challenges facing banks today.

You must be aware of the reality of the market.

The bank has been one of the biggest employers for years!

Today, banks continue to hire, but, differently, because we are in a different economic context.

Customers, for example, go much less to branches and digitalisent.

This means that the bank must offer ever more digital, ever more innovative solutions if it does not want to lose market share in the face of competition, which has intensified with the entry into the market of “non-banking” players.

I am thinking of Orange Bank for example.

There are many players who want to position themselves in this attractive market. Some have won their bet, others are on the verge of it.

In addition, the regulatory aspects enormously burden the procedures.

Some banks had to face record fines because they had not respected certain embargoes, for example! Compliance is of the utmost importance.

Finally, risk management is now amplified by the crisis we are going through.

In an interview, it is really essential to show that you are sensitive to all these issues.

5. Scenario questions

The primary activity of a bank remains above all to satisfy its customers.

The commercial aspect is very present whatever the position you hold.

So be prepared to expose yourself to scenario questions.

Of course, you have to use the STAR method to answer them.

Here are some examples of scenario questions that you might be asked:

-Tell me about a case where you had to respond to a customer complaint?

– Tell me about a situation where you put customer service first?

-How would you react, for example, if one of your colleagues had an inappropriate attitude towards a client?

-What are your biggest weaknesses?

If you are lacking inspiration, I invite you to download my guide with the 120 admittable faults in the interview.

Think well that we will really put you in a situation.

We will want to know who you will be when you take up your post.

6. Do you have any questions?

Finally, what I advise you to do is prepare a list of questions to ask.

In interviews, you always want to answer questions well, but what’s even better is being able to ask questions that are really relevant.

Take the time to document yourself. A job title in one bank or another may not reflect the same reality. A business manager should not manage the same type of business depending on the bank.

The 8 different types of interviews

The 8 different types of interviews

An interview to pass? Prepare well, because not all job interviews are the same.

If you are new to the workforce or have been in the same job for a long time, you may tend to believe that all interviews are the same. Well no! There are different types of interviews, which differ in both form and substance. And to be well prepared, you have to know them well. The article Intelligent Staffing discusses 8 types of interviews you may have to go through and suggest the behavior to adopt for each one.

 

Informational interview

informative interview

This interview is not a job interview. Rather, it is a chance for potential candidates to meet one or more professionals to find out about a career opportunity. In addition, it allows you to create new relationships.

Of the types of interviews, this is certainly the least stressful. But you still have to prepare yourself well. In particular, by learning about the company and by preparing questions to ask your interlocutor.

 

When the interview is over, don’t forget to greet the recruiter correctly, and send your thanks in the days that follow.

 

Selection interview

Selection interview

Some companies are more difficult to integrate than others. Sometimes you have to pass a selection before you even meet the recruiter. The purpose of this additional step is to do the first sorting and to save time.

During these interviews, the human resources employee interviewing you will be looking for inconsistencies and blurred periods in your career. He may also ask you what salary you want. It checks to see if the company can afford to employ you, or if you are asking for more than you are worth. This type of interview can be done over the phone, so be sure to keep your resume and references handy.

 

The tests

The test interview

Yes, some jobs like engineering positions require you to pass one or more tests, at the time of your interview, to be hired. The goal is to quickly assess your skills and see if you are able to find the solution to a problem quickly in pressurized situations. Therefore, you should always review the knowledge and skills required for the job before the test interview. Also, don’t be shy to ask for clarifications when you feel they are needed. You will be able to be more precise in your demonstrations and answers.

 

Group interview

Group interview

In this type of interview, you will be interviewed at the same time as other candidates. In the various types of interviews, this is the one where you will have the most to demonstrate that you are a good team player. Eh yes! contrary to popular belief, the goal is not to try to plant your opponents, but rather to collaborate with them.

Indeed, recruiters who take this type of job interview will usually make you solve a problem with others. The idea is to identify your talents, qualities, and skills. Leadership, the ability to find solutions, willingness to work in a team, ability to maintain a balance between listening and proposing …

 

Interview with many recruiters

Interview with many recruiters

You then find yourself seated at the end of a large table around which two or more recruiters are scrutinizing you. The purpose of this type of interview is to have the point of view of several members of the company on a candidate. It is not only your career and skills that will be analyzed, but also how you get along with the rest of the company team.

To make a good impression, here are some tips! Ask for the names of those interviewing you so that you can call them by their first name during the interview. Look whoever you are talking to in the eye. them in the eye when you talk to them. Of the various types of interviews, this is the one where you will need to tell stories the most. Eh yes! you have to impress the gallery. Also, make sure you get a good night’s sleep before the interview, as you will need to be very alert. It takes a lot of energy to be interviewed by several people at the same time.

 

Meals interview

lunch interview

As the name suggests, this interview takes place over a meal. This kind of interview is preferred in the case of positions requiring good interpersonal skills because a meal is an opportunity to see how you act in a social environment. So, to impress your recruiter, order something easy to eat to avoid sounding like a little pig, match your attitude to that of the recruiter (sit down at the same time as him, don’t order alcohol if he doesn’t. don’t, etc.), don’t talk about diets or food preferences, let the recruiter choose the topic of conversation, and don’t forget to thank them for the meal.

 

Stressful interview

stressed

The stressful interview allows the recruiter to see how a candidate behaves when put under pressure. Thus, we can let you wait for the candidate for a very long time in the waiting room, ask him strange or even inappropriate questions, keep long silences, throw cold glances, etc. To be successful in this kind of interview, keep in mind that it’s a test, not a fight. Stay focused on your goal, and most importantly, stay calm.

 

Behavioral interview

behaviour interview

The objective of the behavioral interview is to analyze your past behavior, to determine your future performance. The recruiter may therefore ask you how you have handled past experiences. So, it’s best to go over your CV before the interview and prepare concise, but relevant stories to show how you’ve handled certain situations in the past.

Now that you are aware of the different types of interviews to which you could be invited, all that remains is to wish you:

Good luck!

7 questions to ask the recruiter during a job interview

7 questions to ask the recruiter during a job interview

An interview is not one-way: you too can ask the person in front of you questions!

Imagine that you have come to the end of your interview and that everything has gone well. You are almost convinced that you will get the job. And now the recruiter asks you if you have any questions… and you freeze completely! Lucky for you, this article gives you seven relevant questions to ask a recruiter during an interview.

What are your expectations?

By asking this question, you show that you care about meeting the company’s expectations. It’s also a good opportunity to learn more about what you will need to do in this position. And also what you should avoid doing.

 

 

What are the main objectives of this work?

 

You can ask the recruiter what a typical day at the office looks like. This will allow you to better understand what will be expected of you on a daily basis. Also ask the recruiter what you should do to start off on the right foot. This will help you prepare better and see if this position is really for you.

 

What skills are needed for this position?

 

This question is similar to the previous ones and will help you determine if you really have what it takes to do the job well that you are asked to do. It is also an opportunity to learn what qualities are valued in the company, and to put them to the fore.

 

When do you expect to make your decision?

 

You might be uncomfortable with this question, but it’s best to ask it to see if you’ll need to come back for a second interview and how long you’ll have to wait for a definitive answer. You will be able to call the recruiter back to follow up on the date he has communicated to you.

 

Do you have any hesitation regarding my application?

 

If you really want this job, don’t hesitate to ask the recruiter if they have any doubts about you. This will allow you to clarify what is not clear to the recruiter, answer any additional questions they may have, and reassure them. Asking this question will also prove that you can take criticism and that you are willing to improve.

 

What kind of supervision do you practice?

 

You can ask this question to see if you’re going to end up with a hellish boss, or just a boss who doesn’t match your personality. It’s also a good way to know how to satisfy him and get his good graces.

 

What do you like about your job here?

 

If the person conducting the interview takes too long to answer this question, you should be alerted. On the other hand, if she is passionate and can quickly give you several reasons why she is happy to get up in the morning to come to work, you will know that you will probably be happy in this business.

 

In short, by anticipating these questions, you will be able to arrive at your job interview fully prepared!

 

 

What skills learned at university are useful on a CV?

What skills learned at university are useful on a CV?

Engineering graduates, to make a good impression on employers despite your lack of experience, include these university skills on your CV!

Finding your first engineering job can be stressful. Indeed, as a young graduate, we sometimes put a lot of pressure on ourselves to find the job of our dreams, nothing less. Okay, breathe through your nose, maybe you don’t need to aim so high right off the bat. Start by asking yourself where you want to apply (private or public domain, small or large firm, etc.), for what types of positions, and above all, prepare your CV well. It is indeed essential to have a good CV to present because inevitably you will compete in the job market against more experienced engineers. The Top Resume site has thought of you, young graduates! In an article, he lists the best skills acquired at the university to include on your CV. A good way to stand out!

Student associations

Student associations are a friendly place where you can meet new people and learn new things to improve your student experience. You may not gain any actual engineering experience there, but you will develop universal skills, such as teamwork or project planning, that will flesh out your CV.

 
 

Technical societies

Most technical companies offer you several engineering skills that could greatly increase your employability. Participating in these group projects during your university career can also allow you to acquire the skills necessary to work in any company, such as organizing a schedule or managing data.

 

Seasonal or part-time jobs

Many students work during the summer or part-time during the school year. Some of these student jobs may not seem worth much at first glance, but here too you can learn some universal skills that will come in handy on your resume and in your professional life.

Tutoring

Some students become tutors during their university career. So, if you have been a tutor, you can not only highlight some of the subjects you have taught, but also the skills you have developed, which can show that you have what it takes to become a leader.

University jobs

Most universities hire students to work with professors on research projects, especially in the summer. Having worked in research is highly regarded by engineering recruiters since it allows you to acquire more theoretical knowledge than most other students.

Internships

Internships are more beneficial for students who anticipate their job search because not only do they develop essential skills, but they also provide specific experience in an engineering job. Most engineering universities in Quebec also require their students to take at least one internship to ensure that all these future engineers graduate with a minimum of professional experience.

importance of internship

Why internship is important?

Why internship is important?   Internship is a process primarily aimed at acquiring the experiences and the knowledge that a person needs, obtaining the information and data that are lacking, valid trends in power and work, appropriate skills and behavioral patterns,

 In addition to the necessary habits to increase his efficiency in performance,

 It can be defined as a continuous and regular process.

Throughout the life of individuals, it mainly aims to stimulate the capabilities of individuals to achieve a high degree in professional growth and performance, by providing them with the skills and information related to their field of specialization or work.

internship

?Why internship is important

Let’s go on a tour to learn about the most important types of internship and why internship is important.

Types of internship

Practical or technical internship

This type of internship is concerned with developing technical skills and capabilities closely related to the practical or applied aspect of work, i.e.

 It related to methods of how to perform the work, and examples of it are skills related to calculating financial budgets or calculating the salaries of employees in an organization or company certain.

 Behavioral internship

Behavioral internship is the intentionally changing behavioral patterns.

 Examples include internship related to ways of interacting with others, understanding personalities, and increasing awareness about the importance of adherence to the general core values ​​and the extent to which this affects the work environment among employees.

Fields of internship

Firstly

 Knowledge: It is the trainee obtaining of learning, understanding and remembering facts, information and principles.

Secondly:

 Skills: This includes the actions or actions of the trainee.

Thirdly:

 Methods: They mean the application of knowledge and skills in an actual situation

Fourthly:

 Attitudes: It refers to the behavior that can be modified.

Fifthly:

 Experience: It is the product of practice and practical application of knowledge, skill, and style in different situations and over long periods of time.

The importance of internship for the employee

Reducing mistakes

 One of the most important things a company can get when training its employees is getting fewer errors.

 Mistakes occur largely if the employee lacks the skills and abilities required to do the work entrusted to him, but if the employee has the adequate and required training, the percentage of mistakes he made will be less,

 And he can become more skilled and efficient in his work, and he becomes more qualified than others to obtain to upgrade.

Increasing productivity

Employee internship is of great importance in increasing productivity and improving his level of efficiency,

 As well- trained employee can improve the level of performance in terms of product quantity and quality,

 In addition to acquire the skill of well investing time, money, and resources, and this is only achieved if the employee has been trained in the required and correct manner.

Contribution to technological development

 It is the impact and influence of training with technology, so training be viewed as a process that continues to evolve.

 By relying on many new means and methods

Employee retention

One of the reasons that may lead to employees withdrawal from their work is hating the manager.

Or their feeling of fear of lack of career development and proper guidance, or not training them properly, or their lack of additional knowledge or acquisition of additional skills in their field of work,

 So, an internship is helped to address all these issues, and to keep employees in the company, and not to leave it,

 When internship the employee in some areas related to work such as finance, interviewing method, and other matters, this will raise his morale and enhance the efficiency of the company in which he works.

Providing human competencies

the internship provides the human competencies that any organization needs to achieve its goals, and it works to provide them with the best qualification in line with the requirements of modern work,

And it achieves the required stability in production, as the presence of an optimally trained group in the organization guarantees the continuation of the operational process in the required manner.

Development of administrative behaviors

The internship is dependent on developing and expanding for managerial behaviors related to flexibility at work organized thinking and dealing,

 The ability to solve and deal with various problems, the ability to adapt to changes and new work conditions, absorb the anger of others,

 Develop listening skills, innovation, communication, communication, relationships, and supervision, motivate employees, and invest their abilities to benefit all parties to the interest.

Benefits of employee internship for the organization

 

  1.   Efficient management of equipment and machinery used within the organization and governmental institution, in addition to reducing the cost of repair and maintenance.
  2.          Developing the career path for employees and achieving themselves, specifically those with ambitions.
  3.          Achieving the needs of the organization and the organization in terms of resources and Manpower, in addition to reducing the time required to perform the activity or work effectively.
  4.       Promote and motivate trainees in the institution.
  5.        Adaptation to existing technical changes in the field of management.
  6.       Creating positive developments and changes in the attitudes and behavior of trainees, providing them with new knowledge,
  7.       Developing their capabilities and refining their skills, in addition to its contribution to know more about the methods and habits that they use to excel and succeed at work.
  8.       Promote effective work implementation and strive to resolve gaps between the specified standards and the actual performance of employees.
  9.       Supporting employees’ affiliation with their jobs
  10.       Improving employees’ skills, and supporting them to obtain the appropriate qualifications for promotion in their jobs.

Stages of internship

1.      Determine the objectives of the training program.

2.      Discover the type of skills to be developed through training.

3.      Designing the training curriculum.

4.      Choose the training method.

5.      select trainee.

how many internship should I do ?

 

Stages of internship evaluation

 The evaluation before Internship

It is done by adopting the results of evaluating the programs that have been previously implemented,

 In addition, investigating the trainees and trainers in advance and managing them, in addition choosing the attitudes and skills of people who have been previously trained, and it must be said that this process aims to choose the approach.

And the appropriate and best training method to achieve the best results.

 Evaluation during Internship

 It is possible to evaluate the progress of the training process and the objectives of the program according to the objectives set, the appropriate means and methods to achieve the goals,

 The extent of compatibility of the place and time, the compatibility of the designed design with the program, the inclusion of topics and the integration of their components,

 And the evaluation of the final results achieved by the concepts, program, trends, and information Which enables the program to develop and provide trainees with it through continuous training sessions.

 Evaluation after the end of the training after the end of the Internship

 The amount of learning and reaction is measured by means of a survey list distributed to the trainees.

 Following up on training results, at this stage, the performance of the trainee and his behavior in his job are evaluated,

That is immediately after the end of the training, in order to identify the continuity of the impact of development and training over time.

Following up Internship results

 At this stage, the performance of the trainee and his behavior in his job are evaluated, and that is immediately after the end of the training,

 In order to identify the continuity of the impact of development and training over time, and the results of development and training can be measured through two elements.

How many internships should I do?

Practical training is a form of work that is restricted to a specific period of time, provided by institutions or organizations,

The duration of which ranges from one week to 3 months, and it is either paid or unpaid, part-time or full-time.

Internship methods

 There are many different training methods

 By relying on the different objectives of each of them, the following is information about the most important types of training methods:

The lectures method: it is a speech based on writing and these lectures are presented by a person with experience in a field to a group of people. With the aim of transferring knowledge and ideas to them.

Discussions method: It is the gathering of a limited number of participants in a discussion seminar, whether by relying on a structured method or using brainstorming, and then each participant gets the opportunity to participate in the topic of the discussion presented.

Case study method: It is the trainer’s use of real-world problems or situations related to the discussion of the topic on which the training performance depends; In order to formulate it in a systematic manner in order to discuss it and this method is an important method in training.

How many internships should I do?

Practical training is a form of work that is restricted to a specific period of time, provided by institutions or organizations,

 the duration of which ranges from one week to 12 months, and it is either paid or unpaid, part-time or full-time.

Responsibility of the Internship

Responsibility of the Internship

 1- Drawing up and coordinating the policy, staff training, and coordination in order to raise standards and competence

 2- Setting standards for evaluation and rehabilitation to measure the need for employee training

3- Determining the training needs of workers and determining the training capabilities that must be available to meet those needs (human and material capabilities)

4- Contact with the various training agencies and centers

5- Establishing a plan for the distribution of grants, scholarships, and training incentives, while achieving the principle of equal imposition among workers

6- Follow-up and evaluation of the training activity by contacting the heads of state to determine the extent of the benefit that has been achieved

7- Supervising the implementation of training programs and reviewing their evaluation

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