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5 Ways to Instantly Relax

Anxiety can hit at any time – during a test, at the office, in the middle of a meeting or even in the midst of the holiday season. Unfortunately, it’s difficult to will our bodies to stop being stressed out, but there are ways that you can unwind on the spot and get yourself back on track. Next time you start to feel anxiety coming on, give any of these five relaxation techniques a try:

Breathe deeply

This relaxation technique can be done anywhere and at any time. Stop whatever you’re doing and focus on simply breathing in and out. Inhale deeply and exhale slowly to help bring your heart rate and blood pressure down. Deep breaths bring in more oxygen, which stimulates the parasympathetic reaction that helps reduce anxiety. While you’re at it, close your eyes and visualize yourself in a place that makes you calm, whether that’s your own bedroom or a beach.

Snack on dark chocolate

Ready for the best news you’ll hear all day? Dark chocolate can actually be good for you in moderation. In fact, Greatist reported that dark chocolate helps regulate cortisol, a stress hormone. Stick to about a square, or 1.4 ounces to reap the benefits.

Unplug

Staring at a full email inbox on your computer or phone won’t exactly help diminish that feeling of anxiety. According to the Huffington Post, late night computer use is associated with stress in both men and women. Instead, take a few minutes to put down your phone and step away from the computer screen. Chat with a friend, take a walk or read a book.

Turn up the tunes

Get lost in a song to help decrease your blood pressure and fill your brain with dopamine – a feel-good neurochemical that works to reduce stress hormone levels. But you may want to stay away from the heavy metal if it’s relaxation you’re after. Classical music has proved to be effective in lowering stress levels and slowing your heart rate.

Try aromatherapy

Certain scents can have an amazing effect on stress levels. In fact, citrus has been shown to help alleviate stress by increasing levels of the hormone norepinephrine, which affects mood. If you’re at home, fill a small pot with water and bring to a boil. Add a few drops of vanilla and some orange peels to fill the air with a warm citrusy aroma.

What is a Surgical Technologist?

There are a couple of essential people in the room during a surgery most people know about — the surgeon, of course, and the nurse — but there is one other important player who ensures that everything runs smoothly.
Sometimes referred to as “the unsung heroes of the operating room,” surgical technologists (STs) are well-educated members of the operating team who handle the instruments, supplies and equipment necessary during a surgical procedure. STs must not only understand the procedure being performed but also anticipate the needs of the surgeon before, during and after the operation.

What do surgical technologists do?

An ST’s main job is to assist the surgeon throughout the procedure by holding retractors and instruments, suctioning and sponging, cutting suture and applying dressings. Before the procedure begins, STs set up the sterile back table with instruments needed for the operation and drape the patient and surrounding areas with a sterile barrier.
You can learn more about the day in the life of a surgical technologist from Herzing University ST instructor Stephanie Allen – and what you need to know about working in the operating room.

Where do STs work?

Certified surgical technologists often work within the hospital system in the main operating room or an ambulatory care center for same-day surgery. They can also work in a hospital’s sterile processing department or endoscopic department. Other STs work at a private physician’s office, performing small in-office procedures. Finally, some STs are hired by travel healthcare staffing agencies for assignments of various lengths in surgical facilities around the world.
Regardless of where you choose to work, there are many people that rely on STs to ensure positive outcomes for their patients.
  1. Nurses—Nurses rely on the STs to communicate with the surgeons and relay the information they need to know for the start and end of the procedure. At the end of the procedure, the ST cleans the room and sets up the correct supplies for the next procedure.
  2. Surgeons—STs are the surgeon’s right-hand man/woman. Surgeons rely on the ST to have the proper instruments ready and to anticipate their needs throughout the operation. They also depend on the ST to establish and maintain the sterile field to prevent any breaks in aseptic technique, which could lead to an infection and complicate the patient’s recovery.
  3. Patients—Most importantly, the patient relies on the ST to make sure the procedure goes smoothly and minimize the risk of infection.
The average salary for a surgical technologist depends largely on your experience in the field and the state in which you practice. According to 2018 data from the Bureau of Labor Statistics, surgical technologists make $47,300 per year on average.

How do I become a Surgical Technologist?

The Herzing surgical technologist program in New Orleans, Louisiana allows students to earn their associate’s degree in two years. Students must complete general education requirements and core classes as well as a clinical externship at a local hospital. At the end of the clinical externship, students sit for the National Certification Exam. If you’re looking for a challenging and rewarding career in healthcare, then a degree in surgical technology could be the right fit for you!
Stephanie L. Allen, CST, BS is a Surgical Technology Instructor at Herzing University – New Orleans with 6 years of experience in all surgery specialties and a concentration in Trauma and Neurology Surgery. Stephanie recently became a contributing peer reviewer and demonstration personnel for the Fuller Surgical Technology: Principles and Practice 7th Edition book and is still practicing in the field at a local hospital. She also earned a Bachelor’s degree in Psychology from Saginaw Valley State University.

What Does the Future Hold for Accountants?

When some people hear the word “accountant,” they visualize a worker toiling away in a back room of a business reviewing large books of numbers for hours on end. Fortunately, this is not an accurate picture of today’s accountants because they’ve become stronger strategic partners in businesses instead of just number-crunchers.

What is an accountant?

Accountants are primarily responsible for maintaining and inspecting an organization’s financial records. They may work within the organization itself, or they may provide consulting services to several different organizations.

What do accountants do?

Accountants help manage an organization’s financial assets and records, which include point-of-sale records, inventories, department budgets, internal reports used for executive decision-making and external reports for both the government and investors. Accountants may also be involved in auditing an organization’s financial records to ensure that they are accurate.

Why should I consider a career in accounting?

If those activities appeal to you, you’ll be happy to know that accountants tend to have very good job security as well as higher-than-average salaries. Additionally, accountants tend to have high job satisfaction and US News and World Report ranks accounting as the sixth-best business job and the 14th-best STEM job.

How has technology impacted the role of the accountant?

With the advent of information systems and technology, the role of the accountant is changing. Many automated systems are now able to collect and compile the information that accountants typically handled manually. However, these systems have not decreased the need for accountants. In fact, technology has allowed accountants to provide additional benefits to businesses. With vast amounts of easily accessible data, accountants can work more quickly to provide organizations with insights as to how they can increase efficiency in their business operations.
Now, more accountants are taking a prominent strategic role in businesses, where they can provide expert opinions on business operations in addition to financial management services. This trend will continue as automated systems become more prevalent, and increased competition compels businesses to seek the assistance of those who truly understand the operational and financial inner workings of a company.

Why Your Support System Is Important for Your Success

Your social support system is a network of people you trust and look to for guidance. Our immediate support networks often include our family and friends, but students can also look to their classmates, professors and advisors for additional help.
College is the perfect time to develop meaningful relationships with new people and to strengthen the relationships you already have. You’ll face both big and small challenges throughout your academic and professional career, and it’s important to have people to lean on in times of need.
In addition to assistance in making friends and identifying new mentors, your support system can help you:
  • Handle difficult situations—When obstacles inevitably arise, we sometimes need a little help keeping our goals in perspective. The people in your support network will be there for you when you need to talk after a long day, or when you’re feeling overwhelmed with work, school or your other obligations. Supportive friends, family, professors and colleagues will celebrate your successes and help you learn from your failures, providing the encouragement that you need to meet each challenge with determination and a positive attitude.
  • Find needed resources—Your professors and advisors can be invaluable resources to you throughout your college career and after you graduate. With expertise in their respective fields, the faculty at your university can offer you sage career and academic advice. They can also help you develop your professional network, and may even be willing to write a recommendation letter for you in the future. Take advantage of your professors’ office hours and talk to them about your dreams, goals and challenges. They’ll help you figure out which steps you need to take to be successful, both academically and professionally.
  • Get motivated—Forming relationships with your classmates and your peers will help you stay engaged in your coursework and motivate you to succeed. If you are ever overwhelmed or struggling in school, the classmates in your support network will be willing to help you and offer their guidance, insight and strategies for success. You’ll benefit from working closely with others in your program and might even forge long-lasting friendships.
You might already have a network of friends and family that you rely on at home, but there are a few steps you can take to develop your support system at school:
  • Join a club or a campus organization. Clubs, athletics and volunteer organizations are great ways to meet people who have similar interests and goals as you. Becoming more involved on campus will also help you establish several different social support networks.
  • Start a study group for your class. Study groups hold you accountable to your academic work and are also an easy way to get to know the other students in your classes.
  • Refer a friend. In addition to making new friends at school, you can also support your current friends by referring them to a counselor or instructor at your school who can help them identify their career goals and find the program that meets their personal and professional needs.
Cultivating and maintaining a social support system will benefit you throughout each of your life’s endeavors. Support networks do more than offer a sense of community and belonging—they can also help you achieve academic and professional success.

Faculty Story: We are Possible

My name is Dee Dee Collette, and I am the Technology Program Chair for Herzing University Online and the Herzing-New Orleans campus. My job is a perfect fit, but the journey wasn’t always easy! I’d like to share my personal and professional story with you, and I hope that it is both an inspiration and a reminder that you are not alone in your challenges. With a little hard work, patience and determination, you can achieve great success!
– – –
It was a crisp afternoon in February when I first walked through the doors of Herzing University in Madison, Wis. I sat down in the admissions office and said, “I want to enroll in the Computer Networking program. Yes, I know classes start on Monday, but I’m ready.”
Earlier that day, I had been overlooked for a promotion at work and that sparked my stubborn determination to make a change. At the time, I was the single parent of an awesome 3-year-old girl. I had been working as many hours as possible at a local department store trying to keep a roof over our head and food on our table. I wanted to make something of myself and had set my eyes on the store’s management training program. I volunteered for extra hours, stayed late and worked holidays in an attempt to work my way up. When I didn’t get the job, I knew there had to be something better in store for me. I also knew that I needed a degree to make it happen. I decided to enroll in Herzing’s IT program because the industry was growing quite rapidly and I felt that a career in technology would provide stability for my family and me.
The next few years, I spent many hours in the library, the bookstore, the park and the McDonald’s playland—anywhere my daughter could play safely nearby while I spread my books across the table to study. There were days that I had to choose between paying the electric bill and filling up the car with gas. I received several late notices on my apartment door. Sometimes, my daughter would get sick, or her daycare would close without notice, or my car would break down, and needless to say, my homework wasn’t always turned in on time. It wasn’t easy! My instructors were firm, yet understanding. My classmates quickly became like family, and I’ve remained lifelong friends with many of them. We studied together, struggled together and ultimately succeeded together.
I graduated in 2004 with my A.S. in Computer Networking and my B.S. in Business Technology Management. I later went on to complete my MBA in Technology Management at another institution. Since completing my degree, I’ve held a variety of different positions in business, information technology and higher education.
A year and a half ago, I had the awesome opportunity to join the faculty at Herzing, first as an adjunct instructor and later as the Technology Program Chair. I was excited to return to the place that had marked one of the biggest accomplishments of my life. I consider myself blessed to have the opportunity to help others overcome obstacles, discover their potential and obtain a degree that will change their lives and the lives of their families in the future.
I know how hard it can be, and I know that some days you will want to give up. I know it’s hard to keep pushing on when life seems to be weighing on you from all directions. However, I also know that it’s possible to succeed despite the obstacles. I know how incredible it feels to finish that degree and how empowering it is to take back control of your family’s future.
It’s easy to get caught up in what seems to be going wrong. It can be frustrating when things aren’t going the way you think it should. That being said, sometimes you’ve just got to pull on what I like to call your “stomping boots,” stand up, move forward and crush the obstacles that are in front of you. It may not be perfect.
It may not always be pretty. It definitely won’t be easy, but it can happen, and you’re the only one who can do it!
Dee Dee Collette is the Technology Program Chair for Herzing University Online and Herzing-New Orleans campus. She is a mother to a 10-year-old son and a 19-year-old daughter, who is currently enrolled in Herzing’s business program. In her spare time, Dee Dee likes to play volleyball and also enjoys euchre, board games and trivia. Her personal mantras include: be proactive, not reactive; be approachable; be an awesome communicator; be organized; and, above all, enjoy what you do.
Faculty Story: We are Possible

Overcoming the Challenges of Re-Enrollment

Finishing your college degree after being away from school for months or years is difficult, especially when school is not your primary focus.
In fact, most adult learners returning to school say that employment is their top priority, according to the National Center for Education Statistics. Family responsibilities are often a major factor as well.
That’s why students need an easier way to attain a degree and accelerate their career advancement while still concentrating on their full-time position and family. While there are several challenges to re-enrollment, the good news is that there are ways students can overcome those obstacles and earn the degree for which they’ve worked so hard.

Flexibility

It can be difficult to find an institution that is flexible about re-enrollment. Many schools will require students to re-take courses they’ve already completed in order to earn their degree. When searching for a transfer school, don’t hesitate to ask questions about the re-enrollment process. For instance, does the school:
  • Provide classes that are outside of traditional work hours?
  • Offer courses that don’t require you to commute to campus?
  • Give credit for professional experience?
These are questions you can ask that will help you select a school that caters to your needs and recognizes your accomplishments. After all, you shouldn’t have to put your life on hold in order to earn your degree.

Cost

Even if the upfront cost of re-enrollment doesn’t appear daunting, the real financial impact comes from the number of credits lost in the transfer process. For instance, if a school requires students to take various courses they’ve already completed, students will be shelling out money for something they’ve already learned. With the right institution, however, re-enrollment can be affordable. When looking at different schools, inquire about transfer credits and research your financial options, including everything from grants and loans to scholarships and student employment.

Adjusting

Re-enrolling in school can take some adjustment, especially if you’ve been out of the game for some time. This is why it’s also important to consider a school that will assist you as much as possible with that transition. Does it have student services that will help you achieve your academic goals despite your other priorities? After all, re-enrollment shouldn’t be daunting. Select a school that will make the transition process as smooth as possible.
Herzing University offers re-enrollment options that allow you to take advantage of career programs and flexible learning options that don’t uproot your life. The university also provides ways to achieve your academic goals without having to re-take unnecessary course work you’ve already completed. Herzing provides nontraditional pathways that give you the opportunity to earn your degree without career sacrifices.

What Are Paralegals And What Do They Do?

The most prominent positions in the legal field are obvious — lawyer and judge. But what about those who work behind the scenes to ensure that the lawyers are well-prepared for trial and that the evidence can hold up in court?
Paralegals, also known as legal assistants, serve an important function in legal proceedings. Paralegals provide support to the lawyer by assisting with research and preparing important legal documents. While they do not provide legal services or advise clients, paralegals play a vital role in helping lawyers and other members of the legal team be more effective in court.

What do paralegals do?

Paralegals help lawyers prepare for hearings, trials, closings and meetings. Paralegals also help investigate the facts of a case and identify the laws, judicial decisions and legal articles that could be relevant to a particular case. In addition to preparatory work, paralegals draft important legal documents such as contracts, mortgages and separation agreements.

Where do paralegals work?

There are opportunities for paralegals in all areas of law, including family law, criminal law, labor law, litigation and more. While 70 percent of paralegals work for law firms, some paralegals are employed by the government or corporate legal departments.
There are three different types of paralegals:
  • Private sector paralegals work for law firms or corporations and often assist on projects relating to employee benefits plans, shareholder agreements, financial reporting, government labor regulations, government law and civil law
  • Public sector paralegals may work for government agencies at the community level, assisting with projects that help people who cannot otherwise afford legal services. Paralegals who work in litigation for a government agency might assist with file maintenance, policy research, preparation of explanatory documents and compiling data for agency hearings.  
  • Freelance paralegals provide short- or long-term services for lawyers, law firms or legal departments. They may work in a specialty area of the law or provide general assistance on various types of projects.

How much does a paralegal make?

According to the Bureau of Labor Statistics, paralegals/legal assistants earn an average salary of $54,500 per year ($26.20 per hour). Average pay will vary based on your education, place of employment and experience level.

How do I become a paralegal?

Most paralegals have a certificate or associate’s paralegal degree in legal studies, but some paralegals choose to advance their careers by pursuing their bachelor’s or master’s degree. At a minimum, law firms require an associate’s degree or a certificate in legal studies.
Herzing University offers several educational options, including on-campus paralegal/legal assisting programs in Atlanta and New Orleans, and an online paralegal/legal assisting program for students on other states. We also offer undergraduate degree options in legal studies to help you build a strong foundation in pre-law and become qualified for many job options in the field of law, including paralegal.
Graduates of either paralegal education program will be prepared to work as a paralegal in an organization’s legal department or at a legal firm. Some graduates also choose to continue to law school.
Although paralegals are not at the forefront of the action in the courtroom, they are highly valued members of the legal team. Many paralegals find their work both challenging and rewarding, and they enjoy being able to help their firm—and its clients—be successful.

10 Keyboard Shortcuts to Make Your Life Easier

There are plenty of time-saving strategies to make everyday tasks easier, including the work you do on your computer or laptop. Many users rely on a mouse or trackpad to perform simple functions, such as making adjustments to text or transitioning between different pages and windows. However, many of the functions that seem to require a mouse can be easily completed with a few taps on the keyboard.
You might think, “Keyboard shortcuts only save me a few seconds. That can’t possibly make a difference!” In fact, keyboard shortcuts help you maximize your productivity by allowing you to work faster and more efficiently.
Here are a few common shortcuts that every student should memorize and use:

  1. Copy selected text or items

    PC Shortcut: Ctrl + C and Ctrl + X
    Apple Shortcut: Cmd + C and Cmd + X
    If you need to copy selected items or text, use Ctrl + C or Cmd + C. This will store the selection in your “clipboard” for later use and leave the original selection behind.

    Both Ctrl + X or Cmd + X will store a copy of the selection in your clipboard, but will remove it from the page you are currently working on.

  2. Paste selected text or items from clipboard

    PC Shortcut: Ctrl + V or Shift + Insert
    Apple Shortcut: Cmd + V
    Both of these shortcuts allow you to insert an item that is stored in your clipboard.

  3. Undo or redo recent changes

    PC Shortcut: Ctrl + Z or Ctrl + Y
    Apple Shortcut: Cmd + Z or Cmd + Y

    Ctrl + Z or Cmd + Z will undo a recent change and can be pressed multiple times to undo several changes. Ctrl + Y or Cmd + Y will redo the undo, or any other recent edits.

  4. Move cursor to a specific location in a document

    PC Shortcut: Ctrl + Home or Ctrl + End
    Apple Shortcut: Cmd + up arrow or Cmd + down arrow

    If you need to move your cursor to the beginning of the document, use Ctrl + Home or Cmd + up arrow. If you need to move the cursor to the end of the document, use Ctrl + End or Cmd + down arrow.

  5. Save or print a file

    PC Shortcut: Ctrl + S and Ctrl +P
    Apple Shortcut: Cmd + S and Cmd + P

    To save your work, use Ctrl + S or Cmd + S. To open a print preview, press Ctrl + P or Cmd + P.

  6. Switch between open windows and programs

    PC Shortcut: Alt + Tab
    Apple Shortcut: Cmd + Tab

    When you have multiple programs open, you can easily switch between windows by pressing Alt + Tab or Cmd + Tab.

  7. Search for a word or phrase

    Windows Shortcut: Ctrl + F
    Apple Shortcut: Cmd + F

    This shortcut allows you to find exactly what you’re looking for without having to manually search through pages of text. Ctrl + F (or Cmd +F for Apple users) will open up the ‘Find’ box. Type the word or phrase you want to find, and the application will automatically sort and highlight matching selections.

    In addition to these common shortcuts, both Apple and Windows operating systems have unique shortcuts to improve the user experience. Here are a few bonus shortcuts you can add to your repertoire:

  8. Take a screenshot

    On an Apple computer, you can take a screenshot by selecting Cmd + Shift + 4. Drag the crosshairs of your cursor to expand your selection of your screen. Your selection will be stored as an image on your desktop.

  9. Split your screen

    If you have Windows 10, you can split your screen evenly between up to four different windows. Press Windows + Left Arrow to move a window to the left, and press Windows + Right Arrow to move a window to the right.

  10. Open and close new tabs

    Apple users can easily open a new tab in Google Chrome by pressing Cmd + t and close tabs by pressing Cmd + w.
Now that you know a few basic keyboard shortcuts, you’re ready to start putting them to use. Although it may be tempting to reach for your mouse at first, start using these keyboard shortcuts and they’ll quickly become another useful timesaving habit!

Resource regions

 Natural resources are material and constituent formed within environment or any matter or energy that are resulting from environment, used by living things that humans use for food, fuel, clothing and shelter. These comprise of water, soil, minerals, vegetation, animals, air and sunlight. People require resources to survive and succeed. Everything which happens naturally on earth are natural resources that is minerals, land, water, soil, wind that can be used in many ways by human being.

The total cultivable area in India is 19,45,355 km² (56.78% of its total land area), which is shrinking due to population pressures and rapid urbanisation. India’s major mineral resources include Coal (4th largest reserves in the world), Iron ore, Manganese ore (7th largest reserve in the world as in 2013), Mica, Bauxite (5th largest reserve in the world as in 2013), Chromite, Natural gas, Diamonds, Limestone and Thorium. The major resource region in India include

1) Western Himalayan Region

This region consists of three distinct sub zones of Jammu and Kashmir, Himachal Pradesh and Uttar Pradesh hills. Lands of the region have steep slopes in undulating terrain. Soils are generally silty loams and these are prone to erosion hazards.

2) Eastern Himalayan Region

Sikkim and Darjeeling hills, Arunachal Pradesh, Meghalaya, Nagaland, Manipur, Tripura, Mizoram, Assam and Jalpaiguri and cooch bihar districts of West Bengal fall under this region, with high rainfall and high forest cover. Shifting cultivation is practiced in nearly one third of the cultivated area and this has caused denudation and degradation of soils with the resultant heavy runoff, massive soil erosion and floods in the lower reaches and basins.

3) Lower Gangetic Plain Region

This region consists of West Bengal. Soils are mostly alluvial and flood prone.

4) Middle Gangetic Plain Region

This region consists of 12 districts of eastern Uttar Pradesh and 27 districts of Bihar plains. This region has a geographical area of 16 million hectares and rainfall is high. About 39% of gross cropped area is irrigated and cropping intensity is 142%.

5) Upper Gangetic Plain Region

This zone consists of 32 districts of Uttar Pradesh. Irrigation is through canals and tube wells. A good potential for exploitation of ground water exists.

6) Trans Gangetic Plain Region

This zone consists of Punjab, Haryana, Union territories of Delhi and Chandigarh and Sriganganagar district of Rajasthan. The major characteristics of this area are highest net sown area, highest irrigated area, high cropping intensity and high ground water utilization.

7) Eastern Plateau and Hills Region

This zone consists of eastern parts of Madhya Pradesh, southern part of West Bengal and most of inland Orissa. The soils are shallow and medium in depth and the topography is undulating. Irrigation is through tanks and tube wells.

8) Central Plateau and Hills Region

This region consists of most parts of Madhya Pradesh and south eastern Rajasthan. This region has undulating topography with sandy soils.

9) Western Plateau and Hills Region

This zone comprises the major part of Maharashtra, parts of Madhya Pradesh and one district of Rajasthan. The average annual rainfall of the zone is 904 mm. The net sown area is 65% and forests occupy 11%. The irrigated area is only 12.4% with canals being the main source.

10) Southern Plateau and Hills Region

This zone comprises 35 districts of Andhra Pradesh, Karnataka and Tamilnadu, which are typically semi-arid zones. Dry land farming is adopted in 81% of the area.

11) East Coast Plains and Hills Region

This zone comprises of east coast of Tamilnadu, Andhra Pradesh and Orissa. Soils are mainly alluvial and coastal sands. Irrigation is through canals and tanks.

12) West Coast Plains and Ghats Region

This zone comprises west coast of Tamilnadu, Kerala, Karnataka, Maharashtra and Goa with a variety of crop patterns, rainfall and soil types.

 13) Gujarat Plains and Hills Region

This zone consists of 19 districts of Gujarat. This zone is arid with low rainfall in most parts and only 32.5% of the area is irrigated largely through wells and tube wells.

14) Western Dry Region

This zone comprises 9 districts of Rajasthan and is characterized by hot, sandy desert, erratic rainfall, high evaporation and scanty vegetation. The ground water is deep and often brackish. Drought is the common feature of the region.

15) Islands Region

This zone covers the island territories of Andaman & Nicobar and Lakshadeep, which are typically equatorial with rainfall of 3000 mm spread over 8-9 months. It is largely a forest zone with undulating lands. Depending on the variation in ecological characteristics of one region from the other, they have different types of vegetation, which suits best to their ecological conditions.

Faculty Development Program (FDP) conducted by Track2Training 10 June to 20 June 2020

 The Faculty Development Program (FDP) conducted by Track2Training from June 10 to June 20, 2020, was a comprehensive and immersive online event designed to enhance the skills and competencies of educators in various aspects of teaching and learning. Here is a detailed overview of the program:

Overview

Event: Faculty Development Program
Dates: June 10 – June 20, 2020
Mode: Online
Organizer: Track2Training
Objective: To equip faculty members with modern teaching methodologies, technological tools, and innovative strategies to improve educational delivery and student engagement.

Key Components

  1. Curriculum and Content:

    • The program covered a broad range of topics relevant to contemporary educational practices.
    • Sessions included pedagogical innovations, assessment and evaluation techniques, curriculum design, and integration of technology in teaching.

  2. Schedule and Structure:

    • The FDP was structured over 10 days, with daily sessions divided into lectures, workshops, and interactive discussions.
    • Each day consisted of multiple sessions, including keynotes from industry experts, hands-on training, and Q&A segments.

  3. Learning Management System:

    • The program was facilitated through a robust online learning management system (LMS) that provided seamless access to resources, recorded sessions, and interactive tools.
    • Participants had access to a dashboard for tracking progress, submitting assignments, and engaging with peers and instructors.

  4. Expert Speakers and Facilitators:

    • The FDP featured a lineup of distinguished speakers and facilitators from academia and industry.
    • Experts shared insights on various educational trends, technological advancements, and best practices in teaching.

  5. Interactive and Practical Approach:

    • The sessions emphasized active learning through case studies, group activities, and role-playing exercises.
    • Participants were encouraged to share their experiences and apply new strategies in simulated classroom environments.

  6. Assessment and Feedback:

    • Participants underwent periodic assessments to gauge their understanding and application of the content.
    • Feedback mechanisms were in place to provide constructive criticism and guide improvement.

Detailed Session Breakdown

  1. Day 1-2: Introduction to Modern Pedagogy

    • Overview of current trends in education.
    • Understanding student-centered learning.
    • Techniques for fostering critical thinking and problem-solving skills.

  2. Day 3-4: Technology Integration in Teaching

    • Utilizing digital tools for effective teaching.
    • Introduction to e-learning platforms and virtual classrooms.
    • Best practices for creating engaging multimedia content.

  3. Day 5-6: Curriculum Development and Assessment

    • Principles of curriculum design and alignment with learning outcomes.
    • Innovative assessment techniques for measuring student performance.
    • Designing effective rubrics and feedback mechanisms.

  4. Day 7-8: Enhancing Student Engagement

    • Strategies for motivating and engaging students.
    • Incorporating gamification and interactive elements in lessons.
    • Understanding diverse learning styles and adapting teaching methods.

  5. Day 9: Research and Innovation in Education

    • Encouraging research-based teaching practices.
    • Exploring opportunities for educational research and publication.
    • Introduction to grant writing and research funding.

  6. Day 10: Reflection and Future Directions

    • Reflecting on learning outcomes and personal growth.
    • Developing action plans for implementing new strategies.
    • Networking and collaboration opportunities with fellow educators.

Outcomes and Benefits

  • Enhanced Skill Set: Participants gained practical skills in curriculum development, technology integration, and student engagement.
  • Professional Development: The program contributed to participants’ professional growth, enhancing their teaching effectiveness and career prospects.
  • Networking Opportunities: Attendees connected with peers, experts, and industry leaders, fostering collaboration and knowledge exchange.
  • Certification: Participants received a certificate of completion, validating their participation and newly acquired competencies.

The Faculty Development Program organized by Track2Training from June 10 to June 20, 2020, was a highly impactful initiative that equipped educators with essential skills and knowledge to navigate the evolving landscape of education. Through a blend of theoretical insights and practical applications, the program successfully addressed the challenges faced by modern educators and provided a platform for continuous learning and professional advancement.

Where (and When) to Start Looking for an Internship

An internship will allow you to gain experience in your field and start developing the skills you’ll need to land your first job.

Internships are one of the best ways to prepare yourself for your future career. You’ll gain experience in your field and start developing the skills you’ll need to land your first job. Who knows – your internship could even turn into a full-time position.

Here’s how, when and where to start your internship search:

1. Start early

Finding the right internship takes time. You’ll want to spend a few weeks researching opportunities in your field and honing in on the roles that are most relevant to your career goals. You’ll also need time to perfect your resume, write your cover letter and ask for letters of recommendation.

Keep in mind that many companies will start searching for interns well ahead of time. For example, some competitive summer internship programs have a fall or winter application deadline. Make sure you’re giving yourself enough time to land the positions you really want.

2. Go online

LinkedIn is a great resource for finding internship opportunities. You can search for openings based on geographic location, industry, experience level and more. Check your newsfeed regularly and keep an eye out for new opportunities. Your connections might have internship programs at their companies. Also check out online job sites such as indeed.com, which can give you targeted alerts about positions that might be available in your area of interest and location.

3. Take advantage of local career events

Use career fairs as an opportunity to get face time with local employers. However, don’t go with the expectation that you’ll land an internship after just one conversation. Even if a company isn’t hiring interns right now, that doesn’t mean they won’t need them in the future. If you make a good impression and start building a relationship with a recruiter or hiring manager, you might be their first call when the right opportunity comes along.

4. Network with professionals in your field

Don’t underestimate the value of personal relationships in your search. A referral from someone you know could be the key to landing the perfect internship. Additionally, being involved in student organizations and attending networking events can help you build a stronger professional network and learn about new opportunities you might not have come across online.

Talking with professionals in your field, such as your professors or advisors, can also be an important part of your research. You’ll get a better sense of what it’s like to work in your desired field and can start thinking about which roles or career path you want to pursue.

5. Talk to career services at your university

Career services can help you with every step of the internship process – from researching companies to fine-tuning your resume. They also likely have relationships with local employers or alumni, and might know of current or future internship openings that aren’t publicly posted.

Don’t wait until the last minute to see your career advisor. They’re your number one resource for finding an internship that will set you up for the career you want!

National Capital Region (NCR)

 

National capital region

The National Capital Region (NCR) is the designation for a conurbation or metropolitan area in India. It encompasses the entire national capital territory of Delhi, including New Delhi and urban areas surrounding it in neighbouring states of Haryana, Uttar Pradesh and Rajasthan. NCR is India’s largest and one of the world’s largest agglomeration with a population of over 46,069,000. All the areas of NCR together generated GDP of $128.9 billion in 2011-2012, which was 7.5% of the Indian GDP. Delhi and its urban region have been given the special status of National Capital Region (NCR) under the Constitution of India’s 69th Amendment Act of 1991.
In July 2013, NCR was expanded to include 3 more districts, Bhiwani and Mahendragarh in the state of Haryana, as well as Bharatpur in the state of Rajasthan. This brought the number of districts in NCR to 19, with the total NCR area increasing 34% to 46,208 km2. Before July 2013, NCR had a total area of 34,144 km2 spanning over 16 districts in the states of Uttar Pradesh, Haryana, and Rajasthan, together with the National Capital Territory of Delhi, with the Nation Capital as its core.
On 9 June 2015, Government of India approved the inclusion of three more districts in NCR – Jind and Karnal in the state of Haryana and Muzaffar nagar in U.P. There are now a total of 22 districts (plus Delhi NCT) within NCR, covering a total area of 58,332 km2.
A total of 22 districts in three neighbouring states of Haryana, Uttar Pradesh and Rajasthan along with whole of the National Capital Territory of Delhi constitute the National Capital Region (NCR) of India as defined in National Capital Region Planning Board (NCRPB) Act, 1985.
The concept of the National Capital Region was first mentioned in 1962. The plan was to develop a metropolitan region around Delhi in order to divert the escalating pressure of population from Delhi. This plan was necessary in order to protect Delhi’s infrastructure from extreme pressure.

Participating States and their Districts in NCR  

  1. National Capital Territory of Delhi – It covers Delhi and New Delhi.
  2. Haryana – Bhiwani, Faridabad, Gurgaon, Jhajjar (Jhajjar and Bahadurgarh),
  3. Mahendragarh, Panipat, Rewari, Rohtak, Sonipat, Mewat, Palwal, Jind, Karnal
  4. Uttar Pradesh – Baghpat, Bulandshahr, Gautam Buddha Nagar District (Noida and
  5. Greater Noida), Ghaziabad, Muzaffarnagar, Meerut Hapur,
  6.  Rajasthan – Alwar, Bharatpur

Zones of NCR

  •      Faridabad – Ballabgarh Complex
  •      Ghaziabad – Loni – Bulandshahr Complex
  •      Gurgaon – Manesar Complex
  •      Noida – Greater Noida Complex
  •      Sonipat – Bahadurgarh Complex
  •      Sonipat – Kundli Complex

The planning body for the region is the National Capital Region Planning Board (NCRPB). It has issued two regional plans, the “Regional Plan 2001, National Capital Region” approved in 1988, and the “Regional Plan 2021, National Capital Region” approved in 2005. Topics covered by the 2001 plan included transport, telecommunications, power and water supply, waste and sewerage, education, health, the environment, housing and the “counter magnet” areas. The 2021 plan extended these with the additional topics of social infrastructure, heritage, tourism, rural development and disaster management.


STAR EMPLOYEES AREN'T ALWAYS MANAGEMENT MATERIAL – AND THAT'S OKAY

My colleague once shared a story about managing that I will never forget. At the conclusion of her company’s performance management process, one of the new manager’s evaluations were the most thoughtful, honest and actionable she’d ever seen – despite it being his first time providing formal feedback. Unfortunately, it was also his last time. Upon realizing the effort required to manage people, the employee decided to relinquish his managing role and return to his passion as a software developer. 
I love this story because it highlights the importance of truly understanding people management. “Manager” is a responsibility – not just a fancy title – that requires a special set of skills and immense effort. And it’s not for everybody: It should be okay for ambitious high performers to decline the management career path.
The many consequences of ineffective and uncommitted managers take a high toll on organization effectiveness. Far too often, top individual contributors transition into management roles for the wrong reasons and without knowing what the role truly entails. In a previous post, I shared some alarming data from the Corporate Executive Board’s (CEB) Corporate Leadership Council research:
  • 57 percent of managers would have opted for non-management roles if there were an option.
  • 65 percent of managers would “opt-out” of their management roles today if given a chance to take another equally attractive role.
  • 31 percent of managers were neither committed nor effective at their management roles.
  • Only 19 percent (out of 9000 managers studied) were both committed and effective at managing.
In order to avoid the mediocre management syndrome, human resource professionals need to provide career path alternatives, help high performers consider alternatives and then carefully select qualified and committed managers. Below are three ways to cultivate the best managers for your company and determine the best paths for your employees:
1. Offer alternative career ladders
Commonly found in technology industries, dual career ladders allow those not well-suited or interested in management to advance their careers up a comparable professional ladder. “Distinguished engineer” might be the job-level equivalent of a senior manager or director, for example. And an engineering or scientific “fellow” may be the equivalent of a vice president.
2. Mentor aspiring managers
You can design a set of tools, programs and experiences to help top performers gain an understanding of the management path – and make an informed decision about whether it’s right for them. At 2020 Talent Management, for example, we developed a one-day program to mentor aspiring managers in Bangalore, India. During the pilot program, two engineers approached me after lunch, having already decided management was not right for them. This was a true win-win – the engineers avoided accepting an ill-fitting job and the company avoided appointing disengaged managers.
The next time I delivered the program in Boston, I shared the Bangalore story with the group. By 11:00 a.m. that morning, one of the participants told me he did not have to wait until after lunch – he already understood management was not the best fit. 
3. Design a comprehensive selection process
Jim Clifton, the chairman and CEO of Gallup Inc., said, “The single biggest decision you make in your job – bigger than all the rest – is who you name manager. When you name the wrong person manager, nothing fixes that bad decision.”  
Establishing a formal process for selecting new managers is critical to the future success of your organization. While the hiring manager is ultimately responsible for any decision, the smartest hiring choices are made in consultation with others (i.e. HR, Leadership Development, current colleagues). When selecting new manager candidates, consider their skills and experiences, such as leadership on informal teams or projects, collaboration and ability to establish relationships beyond their immediate team, as well as their personal motivation and commitment to being a manager. Consider utilizing standardized tools that assess attributes that correlate with manager/leader success, such as Emotional Intelligence and Learning Agility.

If you offer a mentorship or self-selection management program as described above, did the candidate take advantage of it? You can also ask candidates to work through a manager-oriented case study, such as the HBR case study, Is the Rookie Ready.

Great leaders foster engaged teams that deliver great results. By carefully selecting and developing effective and committed managers, you can enhance your organization’s competitive advantage and ensure a sustainable future for your company. 

HOW TO CREATE PERSONAL PERFORMANCE GOALS (HINT: THERE'S AN 'I' IN 'TEAM')

Over the past few months I have been exploring the reasons why I struggle with individual performance goals even though I am a professional in the performance management system design industry. What I keep coming back to is that individual performance management goals are difficult to write, time consuming to develop, and quick to become outdated. 
I also think that calling them “goals” is misleading. To me, a “goal” denotes special work that is accomplished outside of regular duties, something that has a finite beginning and end.

Bring the Team to the Individual

So what do we do? Perhaps we’re over-thinking the process. Perhaps it’s as simple as sharing team goals with all employees, augmenting them with one or two work statements that have an element of “regular job” with a component of added speed, accuracy or service to help work towards some of the team goals.
The team goals come directly from the team business plan, which is shared and dissected by the team, generating ideas that can lead to team success. It is not so much the process of breaking down the goals as it is collaborating on achievement. Even if an employee’s role is tangential to the work described, she can still participate in the accomplishment of the team business plan. By being involved in dissecting the business plan, she has ownership in the result.
Performance review dialogue for team goals can be a conversation about contribution — reflecting on what went well, and what didn’t.

Don’t Stop at Documentation

The reality is that, unless the administrative work of setting, reviewing, adjusting and documenting goals actually adds value to the organization, I challenge the need to do it.
The documentation is not the end game — the successful accomplishment of the work is the end game. We document to ensure that leaders are doing their jobs and developing and challenging their teams. After all, isn’t that what performance management really is?
So rather than going through the annual exercise of breaking organizational goals into individual goals, why not take the interim step to develop the team or unit plan to accomplish the organizational goals, sharing and dialoguing with team members about the plan, the successes, the challenges and the results, and engaging team members in making real meaning in their work by clearly seeing how it contributes to the whole.

SHIFT THE PARADIGM: CAROL ANDERSON'S WISH FOR HR IN 2015

What does 2015 hold for human resources? Honestly, I don’t know. I worry a bit about our future: will it bring more of the same or will we step up and make a change in order to create real value?
We need a shift. We are under fire and often seen as a necessary evil. We function as an overhead department and are pressured to reduce expenses. We devise programs that are dreaded and implement technology that is clunky. If we were a business, would our customers be buying?
Rather than make a prediction for 2015, I want to make a wish. I wish that human resources would use this next year to make a dramatic change in their approach to work — moving from an overhead department mentality, to that of a business provider.
I have a lot of years invested in this profession, and I truly believe that HR professionals have the ability to add tremendous value to organizations. But what does it mean to “add value”?
When I became an independent consultant and started reading and talking with others in the field, one message was consistent: we must create products and services that satisfy a need and provide value. This means doing a very good needs assessment, reporting back about what you hear and confirming the validity, and then devising a plan to fill the need. Once you implement the plan, you begin the process of evaluating effectiveness — gaining candid feedback from users about whether it addresses the need, and whether it is a feasible and workable solution. If it is not, then you tweak the solution until the need is met.
We don’t do that in HR. Instead, we tell the client (aka employee) what they must do, but rarely do we ever ask them for feedback. I know this for a fact because I have been one of those HR people who really didn’t want to hear any negative feedback because I felt powerless to do anything to fix it.
What if we used 2015 to do a really good needs assessment on one or two of our products or services?
Let’s take “talent management” as an example. What does talent management mean to your organization? Can you answer that question? Would your answer mirror that of your executive team? You probably have a talent management program in place. If you can’t answer the questions about what it is supposed to do, how do you know if it is the right solution?
Make 2015 the year that you commit to adding value to your organization, find out what value means, and assess your current programs for their value.
That’s a lot to do, all while keeping the wheels turning at the same time. However, just asking the questions of your executives and leaders shifts the paradigm. It says, “HR really wants to work with the business to make a difference to the business.” Once you turn that corner, I predict that you will gain significant credibility.