The Future of Talent Management

The Future of Talent Management Predictions about the nature of future work and the way work is performed have been ripe, but organizations also must tackle the issue of attracting and retaining talent. We’ve previously looked at the future of talent recruitment, but what about talent management? © Shutterstock.com | ColorlifeIn this post, we’ll explore what talent management entails and why it’s an important aspect of organizations operations. We’ll examine the current situation and the key challenges facing organizations. Finally, we’ll introduce five trends key to the future of talent management.WHAT IS TALENT MANAGEMENT AND WHY DOES IT MATTER?Before we start exploring the trends in talent management, it’s auspicious to remind yourself about the concept and its importance.First, what does talent mean in this context? The official dictionary definition lists different meanings for the word, one of which explains talent to be “a capacity for achievement or success”. Therefore, talented people are individuals who can make a difference to an organization through their contribution.When organizations are looking for attracting and retaining these talented individuals, they must look into talent management. Talent management is therefore a set of human resource (H R) processes, which are used for boosting company performance in a sustainable manner. It’s a systematic approach to attracting, identifying, developing, deploying and retaining these high contributing individuals.But why does talent management matter? There are a number of reasons why attracting and retaining talent should be at the top of a company’s ‘to do’ list. First, talent management can help understand the organizations current talent pool better. Knowing about the current talent pool and the future shortages can help companies focus their recruitment efforts and align company objectives around the talent they have. It essentially allows the company to make better use of the resources they have available.[slideshare id=40466736doc=201410newtalentmanagementhrtech2-141019195218-conversion-gate01w=640h=330]Talent management can also improve the organizations competitive advantage. As the organization can ensure the top talent wants to work for them, not the competitor, they are able to select the best team. The continuous focus on training is also essential for ensuring long-term benefits of the talent. If employees notice the organization invests in its employees and is the leader within the industry, it can guarantee the top talent doesn’t look elsewhere for employment opportunities.Furthermore, with the help of talent management, the organization can solve many common retention and recruitment difficulties. The different practices can guarantee the organization offers enough advancement opportunities, provides the kind of benefits talented individuals are after and ensures the right fit for the organization gets hired in the first place. With increased knowledge about the current talent, the future talent and the company’s needs, recruitment will be more focused and therefore, faster and more efficient.Studies have also found a link between proper talent management and better financial performance. The companies with the best leadership and talent management capabilities were able to increase their revenues faster than companies that overlook this aspect of recruitment and HR.Finally, appropriate emphasis on talent management answers possible skills shortages within an organization. The organization will be more aware of what the current skill landscape is and how to improve it. It can also help the company decide on the training and cross-training options, as resources won’t be faced in areas that don’t currently require attention. WHAT ARE THE CURRENT TRENDS OF TALENT MANAGEMENT?The current landscape is going through an adjustment for a ‘war for talent’. This is largely driven by skill shortages and organizations are therefore fighting over the scarce talent pools. ‘The war for talent’ was coined in 1997 by McKinsey Co, when they published a similarly named article. The company used data to suggest the competition for talent is heating up, as managerial talent is becoming increasingly scarce.Organizatio ns have indeed been reporting on the lack of suitable candidates. It isn’t just the lack of technical skills recruiters are worried about, but candidates also lack soft skills. Research by global management consultancy Hay Group found last year the lack of skills starts as early as graduate recruitment. Almost 90% of respondents believed less than half of the graduates in the UK have the talents needed for the roles they are applying for. Furthermore, 77% said they’ve hired ill-properly skilled staff to roles simply because of lack of choice.But the issue isn’t just visible at the graduate level. Organizations are also reporting issues in finding suitable senior managers and directors. Again, a previous study by the Institute of Leadership Management (ILM) found UK companies reporting on problems in finding talented senior level managers, with internal hiring being almost non-existent in many companies.The above has led to a creation of a plethora of talent analytics tools an d strategies. Companies are increasingly focused on crunching data when it comes to talent management; trying to ensure the right candidate is hired for the role. In some sense, organizations focus is on the niche candidates, the employees who fit the narrow job descriptions better.Another important part of the current talent management scene is ensuring workforce diversity. In 2015, a study found inclusion and diversity efforts were behind some of the most successful strategies of retaining talented employees. Nonetheless, the differences in approach remained between organizations that focus on talent management across the organization and those that only think of talent management as an afterthought.Overall, while the benefits of talent management are more discussed and often identified as key for organizational success, the proper implementation of this tactic is lacking.Below is an interesting video on the topic of the ‘war for talent’ and its next wave: THE CHALLENGES FACIN G TALENT MANAGEMENTFuture talent management must essentially solve three key challenges going forward. These are adjusting to the changing work environment, understanding the differences of the future employee, and shifting the process from pure talent management to people management.The workplace is rapidly changingThe workplace is undergoing a huge change, driven by the increase in technology. Organizations aren’t reliant on permanent staff to the same extent, as work can be contracted by an individual operating on the other side of the planet.Therefore, the new norm might be for organizations to have a small in-house staff, completed with virtual networks of freelancers and other contractors. According to the data, the US already has 15.5 million working as self-employed. What’s more interesting, is how some studies have estimated these independent workers to account for over 40% of the total US workforce by 2020.The further chances of this could also mean the workforce will become more fluid. A talented individual might not stick to working with a single organization, but offer his or her talents to a number of companies. The fluidity will in turn increase networking, as people work with different people more regularly. The future employee is differentAs the workforce is shifting from the ‘baby boomers’ to Millennials, HR department must also prepare for a different type of employee. Already, studies have highlighted the different approach Millennials tend to have towards work.Career development is at the centre of their plans, as the new employee is taking responsibility of their careers. This means they are careful about the applying for the jobs they want and they expect a more personal experience from the recruitment process, as well as the job. In Deloitte’s 2014 survey, 75% of Millennial respondents said the organizations they work aren’t appropriately developing future talent.On the other hand, the future employee isn’t solely looking for financial gain and a rose-paved road to promotion. Job flexibility is high on the agenda for the Millennials, with a PwC survey finding a number of Millennials would give up pay for a more flexible schedule. Millennials are therefore prepared to work hard, just on their own terms.[slideshare id=45937212doc=matthewmoroni-millennials-150317075835-conversion-gate01w=640h=330]Shift from talent to people managementThe final challenge talent management must resolve deals with the shift from the traditional talent management to people management. The above points, enhanced by the internationalization of the workforce, are creating a more diverse work culture. This in turn means a generic approach is unlikely to work as different people have different needs and requirements.Therefore, organizations must ensure the focus is on improving the work culture through better engagement and empowerment. Leadership qualities must be emphasized to ensure organizations are able to hire from within and that individuals find more career climbing opportunities within an organization.Josh Bersin, consultant on HR and talent management, has suggested companies should start thinking about employees as consumers or customers. According to Bersin, organizations should understand that most talented individuals have more opportunities now to go elsewhere if the work environment isn’t satisfactory enough. The noticeable thing is that most workers don’t seem too happy in their jobs. Bersin points out, for example, to a series of Deloitte studies, according to which, only 13% of the world’s workers are passionate about their work.5 FUTURE TRENDS OF TALENT MANAGEMENTWith the above challenges in mind, it’s time to turn our attention to the trends experts are expecting to see in the industry.Trend #1: Better understanding of workforce demographicsOrganizations are looking for better return on their investment and improving talent management can help cut these costs. The way organizat ions are going about it is through a better understanding of workforce demographics.Focus on demographics and the better understanding of organizations employees is crucial as workforce fluidity and scarceness are increasing. With better monitoring of the workforce demographics, the organization can identify gaps in talent for critical positions. It’s also helps determine the number of people required to fill these positions. Finally, it can help understand the right type of hire for each position.The talent management team should use data tools to stay on top of issues such as gender, age, position, talents and so on. This gives a better understanding of the current and the future issues. For example, enhanced focus on workforce demographics will help prepare for succession, as the older generations are retiring.Trend #2: Clearly defined job specificationsAs candidates are becoming more aware of what they are looking for from the employer, clarity in job specifications is increas ingly important. Both candidates and the organizations are interested in finding the right match and detailed job specifications will make this matchmaking much easier.Well-defined roles can guarantee better job satisfaction and improve productivity. By defining the roles you don’t only enhance the productivity and collaboration within a team, but also ensure you attract the right talent to those roles. When job specifications give a clear indication of the requirements, it makes the recruitment process more straightforward. This is especially important, as different data analytic tools are becoming the norm.Job search is likely to continue focusing on aligning the job roles with the organizations objectives. This means companies need to focus on understanding their unique work culture and values better, in order to attract candidates who are in line with these values.Trend #3: Strategic uses of engagement and recognitionIn order to attract and retain future talent, management mus t focus on finding the right strategies for engaging and rewarding employees. As mentioned above, talent management is moving towards a more personalized focus, which means the strategies to engage and reward must also follow this approach.A shift from a generic employee benefit package to a more personalized reward structure is inevitable. While competitive pay is likely going to remain an important part of the decision-making process when it comes to choosing an employer, certain other aspects might increase in importance.The two most likely aspects to feature high on the engagement and recognition agenda are career advancement opportunities and work-life balance. Work-life balance is certainly not as good as many would hope. A study by Ernst Young examined work-life balance in a number of global economies and found one in three full-time employed feeling the balance has become harder to achieve.This has the potential of becoming a key competitive point for employers. In a separa te study by Ernst Young, the majority of employees wanted more flexibility without losing track on things such as promotions. Indeed, job progression is the other key strategy companies must use for future talent management. Robert Walters researched Millennials and found over 90% of them considered career progression opportunities the most important aspect of their job.[slideshare id=42770509doc=olo-2014casepreso-141216142201-conversion-gate01w=640h=330]Trend #4: Tailored training and development strategiesRelating to the point made above, future talent management will rely on tailored training and development strategies. Career progression is high on the agenda for Millennials, and it seems the training and development opportunities are what help employers with employee retention. In the Robert Walters study, 53% of Millennials complained about the lack of training and development opportunities. Furthermore, the study also found only 15% of employers focusing on tailored training programs. It’s obvious the number must increase in the future.In addition, training and development programs are required for reducing deficiencies with current talent and prepare employees better for future roles. Development and training strategies must ensure employees are on top of the current skill peak to maintain company competitiveness and satisfy employee’s thirst for progression.The approaches employers can implement include things such as job experience programs, mentoring and the use of peer advisors, and numerous other educational opportunities.Trend #5: More focus on succession planningOverall, the future talent management scene is likely going to emphasize succession planning. The ILM survey saw almost 50% of employers saying a lack of internal staff capability hinder an effective supply of leaders and managers. Organizations managerial vacancies are split between internal hires and external hires.More alarmingly, in the ILM survey, over 40% of UK organizations s urveyed said they didn’t have a talent plan in place. Yet, executive turnover is increasing, as organizations are looking for quicker returns. For organizations to succeed in keeping employees happy, talent management is going to have to focus more on succession planning.The problems of bad hires are well documented. The cost is not only financial, but also affects the morale, turnover and organization reputation. By ensuring better internal hiring rates, the organization can avoid some of these drawbacks.FINAL THOUGHTSFuture talent management is driven by the changes in the nature of work, the work environment and the needs of employers. For HR departments to attract, engage and retain highly skilled individuals, they must focus on providing a more defined and tailored experience. Talent management will move away from generic approach and instead speak to individuals as people.Organizations should take a more pro-active rather than reactive role. Instead of trying to simply lure in the talented individuals when there is need, the future talent management will be part of identifying future requirements and helping employees train and develop their skills around these needs. This not only helps the company in succession planning and productivity, it provides the employees the benefits they are increasingly looking for: flexibility and solid career progression opportunities.

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Being Class Consciousness is not a Simple Task - 856 Words

Being class conscious is not simply an ability to identify which class one belongs to. To genuinely be deemed as an individual who is class conscious, that individual must have the capacity to acknowledge and distinguish through the functions of three things: the relationship between classes, the structure of our society/system, and the function of power in corporations/agencies. In addition to understanding and recognizing these three things, one must also understand the possible political actions that can bring about social changes. Many people may assert that only the lower or middle class individuals are class conscious because they are the ones who crave for social changes more than the upper class individuals. However, Howard Zinn, from his passage, â€Å"Growing Up Class-Conscious†, has repudiated that emphasis. Instead, he acknowledges: It would be foolish for me to claim that class-consciousness was simply the result of growing poor and living the life of a poor ki d and then a life of a hard-pressed young husband and father. I’ve met many people with similar backgrounds who developed a very different set of ideas about society, and many others, whose early lives were much different from mine but whose world-view is similar. (161) The essence of Zinn’s argument is that everyone, regardless of the classes that they are classified in, can or cannot be class conscious. The human population is immense and despite coming from a specific class, each one of themShow MoreRelatedKarl Marx, A Great Source Of Joy Essay1423 Words   |  6 PagesAs human beings, one of the most fundamental aspects of our existence, according to philosopher Karl Marx, is the act of work. More specifically, it is the idea that work fulfills human being’s essence. 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Health Care Financial Accounting Free Essays

Simulation Review Paper By Johnna HCS/405 Health Care Financial Accounting Instructor: Donna Pearson â€Å"Concern about the growth of healthcare a cost is widespread and continuing increases in hospital cost per day are a significant component of this concern† (2009). In this paper it shows an example of how healthcare cost is constantly increasing and what the hospitals have to do to keep up with the increase of costs. This paper is a simulation paper that analyzes financial indicators for decision making. We will write a custom essay sample on Health Care Financial Accounting or any similar topic only for you Order Now In this simulation the financial accounting from a Cardiac Care Hospital’s Perspective had to bridge a working capital shortage, evaluate funding options for acquiring medical equipment, and evaluate funding options for capital expansions. In phase one simulation, I was to decide on what cost-cutting option to choose from that would solve the cash flow at Elijah Heart Center (EHC). In addition to choosing a loan option that will cover any capital shortfall that would occur. Once these choices were made, I then had to explain why I chose the options and what were there outcome.The choices that I decided to go within cost-cutting were Reducing Proportion of Agency Contracted Staff and Changing the Skill Mix. I chose these two because in the Revenue and Expenditure Projections it showed that the costs would go down without acquiring significant changes in the revenue. Also Saika Takeuchi recommendation that choosing these two choices would cut cost in a major way and it would als o make the revenue increase if the EHC change the percentages. The other choice that I had to choose from was which loan option was a better fit for EHC.I chose option one with a three months loan repays because the loan will help EHC for the three months that the facility is short on funds. In three months Medicare and other managed care companies will pay the facility $2, 300,000 for their services, which will solve the current cash flow problems. The simulations outcome for Capital Shortage showed that it was in good health that the choices that I made for the hospital were good for facility. In phase two, I was to decide the best strategy to acquire new equipment for the hospital.The new equipment that needed to be purchased was a High Speed CT Scanner, X-Ray machine, and an Ultrasound system. I had to decide if the facility needed to apply for a loan to buy new equipment or refurbished equipment. If the new equipment or refurbished equipment was not feasible for EHC, then I had to decide if an Operating lease or a Capital lease was better. The choices that I decided were to Buy Refurbished Equipment for High-Speed CT Scanner, Equipment Capital Lease for X-Ray Machine and Equipment Operating Lease for Ultrasound System.The reason I chose these options was because buying the Refurbished Equipment was a better choice for the facility. A CT scanner becomes obsolescent in five years or less and their life span is 10 years so it would be better to buy a refurbished CT scanner and use that one until it is at its life span, and then upgrade. I chose a Capital lease for the X-Ray machine because â€Å"buying the equipment at a bargain price will be a good option because the equipment will last for a very long time† (University of Phoenix. (n. d). This was a good deal because an X-Ray machine lifespan is only 15 years. I chose Operating lease because there was a lower upfront payment and a lower monthly payment. Also an Ultrasound system has a lifespan of five years, so with the operating lease there is an upgrade option that can take care of any technological obsolescence, so the facility will have the latest technology. The stimulation outcome for the Funding Options for Equipment Acquisition showed that my choice was a healthy choice that it was the best equipment acquisition strategy for EHC.In phase three, my job was to decide on what was the best funding option to expand a total heart care center at the EHC. To choose the best option I had to carefully â€Å"analyze the cost of funding, the net present value, collateral requirements, prepayment limitation and deadline for using the funds† (University of Phoenix. (n. d. ). There were three options that I had to choose from, the Tax-Exempts Revenue Bonds, HUD 242 Loan Insurance Program, and Private Bank Funding. The option that I thought was the best for the EHC was HUD 242 Loan Insurance Program.This loan â€Å"enables hospitals to have their debt financed as an investment grade, which provides the lowest borrowing rates available in the capital markets† (University of Phoenix. (n. d). The simulations outcome for funding options for capital Expansion showed that, the funding I chose was a healthy choice for the facility. This simulation was very educational; it was also confusing on some of the phases. When it comes to understanding loans and lease, it becomes confusing. The simulation was able to help me have a little bit better understanding for loans and leases.The simulation showed me what a financial accountant has to consider when they try to come up with money for a hospital. In addition to everything that has to be done, the steps that have to be taken just to receive equipment to run a hospital. In addition to the steps that have to be taken for a hospital to add on to their facility. I do not think that I would have done anything differently in the simulation program. When I was done with the program, I went back and tried different options and they all came back with negative replies that I had chosen.Therefore, I think that the options that I chose were the best ones for the Elijah Health Center. I enjoy participating in these simulation programs because they teach me on what I would need to look for in the near future. Honestly I do not know how I would use this information from this simulation program to my future job. I am hoping I do not have to because I would not find the job to be that enjoyable; it would be more stressful than anything else. Now if I had to use the information anywhere, it would probably be at a facility where I had to decide to lay people off, because the facility did not have the money. But like I said before I hope that whatever job I have in the future I am not handling the companies finances. Analyzing financial indicators for decision making is a simulation program that has a financial accountant from a Cardiac Care Hospital’s Perspective, who has to bridge a working capital shortage, along with evaluating funding option for acquiring medical equipment and evaluate funding options for capital expansions. In this paper the financial accountant has asked me to decide on what should be done with the capital shortage funding options for new equipment, and funding options for capital expansions.The paper also shows why I chose the options I did and what the outcome of each of the simulations were.Reference (2009). trends in hospital cost per day. hfm (Healthcare Financial Management), 63(6), 120. Retrieved from Business Source Complete database. University of Phoenix. (n. d). Health Care finacial accountant. Retrieved from https://ecampus. phoenix. edu/secure/aapd/vendors/tata/HCsims/healthcare_accounting/healthcare_accounting_financial_indicators_simulation. html How to cite Health Care Financial Accounting, Papers

Opportunities of Social Networking for Second Language Learners

Introduction Language is an integral tool for our dealings with other people in the world. It is through language that we are able to communicate and exchange ideas with each other. Due to the significance of language, many people are encouraged to gain proficiency in more than one language. These Second Language Learners try to gain proficiency in a language that is at first foreign to them. To assist in this task, they use various tools including books, and audiovisual material for learning.Advertising We will write a custom essay sample on Opportunities of Social Networking for Second Language Learners specifically for you for only $16.05 $11/page Learn More In addition to these traditional tools, second language learners have tried to make use of the tools made available to them through technological advances. One of these tools is social networking sites, which have gained great popularity over the last few years. Social networking has attracted mil lions of users all over the world and provided a cheap means for people to interact with their friends and people with similar interests to theirs. Educators have tried to look for ways through which social networking can enhance the education of students. Some researchers have tried to investigate if social networking can offer some opportunities to second language learners. This paper will argue that social networking presents many opportunities that can be used by second language learners to enhance their new language skills and gain greater proficiency in the language. Opportunities provided by Social Networking Social networking contributes to the motivation of learners to gain proficiency in the second language. Motivation, which is the process of encouraging certain behavior, is vital for the continuous inspiration of a learner to achieve the desired learning goals. Social networks motivate learners by providing them with opportunity to meet other people who are native speake rs of the language they are learning or fellow learners. Clark states that by meeting such people, a person is highly encouraged to keep learning and gain proficiency in the new language (167). In some social networks, the learner has the opportunity to make friends with fellow learners and they can encourage and motivate each other through the difficulties of learning the new language. A significant opportunity presented by social networking is access to other users of the foreign language. Some second language learners try gaining knowledge of a language in a place where there are no speakers of the foreign language. When this happens, the learner has no opportunities to use the foreign language. As has been noted, being able to use the target language on a regular basis is integral to the second language acquisition process. Without opportunities for use of the foreign language, the learner is likely to stop learning due to the lack of practical application of the knowledge he/sh e gains. Social networking helps to overcome this by introducing the learner to a community of native speakers and peer learners of the target language (Harrison 111).Advertising Looking for essay on languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More With access to such a community, the individual has numerous opportunities to practice and use the foreign language. Research by Dalton reveals that through social networks, non-native speakers are able to benefit from the in-depth knowledge that native speakers of the target language have (2). Social networking sites have applications that enable a person to carry out text-based chats or even voice chats with the other users. Social networking therefore gives second language learners an opportunity to use the target language. The ease of access to second language learning resources has been promoted by social networking sites. Traditionally, learners had to rely on their teachers and too ls such as books and audio cassettes in their language learning. While these means were effective, they did not provide students with a great amount of resources. Student learning was also restricted to the material that the teacher issued. With social networking, students are exposed to a wide array of learning material. Dalton reveals that social networking provides an environment that is rich with features that assist in the growth or the learner’s developing second language (3).There are sites, which are specifically created to provide second language learners with the material they need and recommend other language enhancement means. Dalton notes that following the initial exposure to a language, the student must make great effort to become accomplished in the language (7). Social networking reduces the effort needed since the learner is able to engage in his learning activity in a fun environment. With access to such facilities, the learning opportunities of a student a re greatly increased leading to greater language acquisition. Social networking has changed the way people learn languages and led to an increase in the number of second language learners all over the world. Traditionally, one had to be living with speakers of a foreign language or make use of a teacher familiar with the foreign language in order to develop skills in the desired second language. With the growth and expansion of computer networks, sites that are designed to assist individuals learn foreign languages have been developed. Some of these sites cater to the needs of students who are at a beginner level in their language acquisition process. Clark reveals that this has led to an increase in the number of students who engage in foreign language learning (164). Social networking has therefore increased the learning opportunities for individuals who might otherwise have been prevented from learning a foreign language due to the cost involved. Social networking offers the oppo rtunity for learners to benefit from other learners. In all learning environments, students are encouraged to learn from each other. Second language learners are also encouraged to learn and teach each other in order to enhance their language development.Advertising We will write a custom essay sample on Opportunities of Social Networking for Second Language Learners specifically for you for only $16.05 $11/page Learn More Social networking promotes this learning activity by bringing together a community of individuals who have the same learning objectives (Dalton 3). In such an environment, the learner’s ability is enhanced as he/she teaches a fellow learner, or is taught by a peer. Peer learning is especially beneficial since learners are more sensitive to the difficulties that they face in learning a second language. Students are presented with greater opportunities to practice their new language skills and increase their confidence level in i ts use through social networking. In second language acquisition, practicing communication in the new language is mandatory for language development. Most tutors encourage their students to engage in conversations in the language they are learning in order to familiarize themselves and acquire more vocabulary. Most students lack confidence in the second language and therefore avoid using it for fear of making mistakes. With social networking, the confidence of the student is raised since one is given time to think how to use the foreign language while chatting (Clark 168). With increased use of the second language, a student is able to increase his/her proficiency and therefore demonstrate greater competence in the language. A student’s ability to engage in autonomous learning is promoted by social networking. While the teacher plays a crucial role in the learning process, student interest and involvement is necessary for the best results to be achieved. If students are encou raged to engage in learning on their own, their interest in the language can be increased. Social networking helps achieve greater involvement by providing students with the tools with which to take control of their learning process (Harrison 110). By use of social networking sites, the student is able to read outside of the provided curriculum and gain greater knowledge on the language without teacher involvement. This opportunities increase the speed with which second language proficiency is achieved by the leaner. Conclusion This paper set out to argue that social networking gives many opportunities to the second language learner. It began by noting that social networking tools are used by millions of users and the tools can be harnessed to assist in the second language acquisition process. The paper has noted that social networking plays a major role in motivating learners and increasing their confidence levels as they engage in learning activities. Learners are also given acces s to material that can be used to enhance their target foreign language abilities. The paper has revealed that social networking gives learners the opportunity to not only meet other speakers of the target language but also an opportunity for constant use of the foreign language. Considering the huge opportunities that social networking presents, second language educators should promote the use of these tools among their students.Advertising Looking for essay on languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Works Cited Clark, Charles. â€Å"The use of social networking sites for foreign language learning: An autoethnographic study of Livemocha.† Proceedings Ascilite Sydney 2.1 (2010):164-173. Web. Dalton, Mallory. Social networking and second language acquisition: Exploiting Skype Chat for the purpose of investigating interaction in L2 English Learning. Jan. 2011. Web. 30. May. 2013. http://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=1149context=etd Harrison, Rob. â€Å"Identity in online communities: Social networking sites and language learning.† International Journal of Emerging Technologies and Society, 7.2 (2009): 109-124. Web. This essay on Opportunities of Social Networking for Second Language Learners was written and submitted by user Meadow Oliver to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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Whats a Good 7th Grade ACT

What's a Good 7th Grade ACT / SAT Score SAT / ACT Prep Online Guides and Tips The SAT / ACT is incredibly important for many students. It's used to determine admissions into talent programs like Duke's TIP or Johns Hopkins CTY. It's also a good predictor of future college potential. But how do you know what a good SAT / ACT score is for someone in middle school? Here, Dr. Fred Zhang does a novel analysis on two data setsto find what is considered a good score for middle school students. The ACT andSAT Are Made for High School Students. What Does This Mean for You? First, a bit of background is needed. The ACT / SAT is primarily used as ahigh schooltest forcollegeadmissions. This means a few things. The SAT is normed at 500 points per section, while the ACT is normed around a 20. Norms are enforced average scores for high school students. Check out these links if you want to know more about what's a good ACT score for a high school student, or what's a good SAT score for a high school student. If you use atable for high school students to examine a middle school student's score, your results will be completely wrong. You need to use a guide, like this one, that is specifically crafted for middle school students. Also, remember that the content on the ACT / SAT is high-school level, including geometry and topics usually tested in US high schools. Therefore, performing badly on these tests in middle school should not be taken as a lack of ability - sometimes it's just the result of never having learned the content. How We Found the Data Few 7th graders take the SAT / ACT, so finding out what's a good or bad score is not as easy as looking at a table of percentiles from the test makers. Instead, we use two unique data sets: the Duke TIP program data set and the John Hopkins CTY data set. (In regards to the new SAT, we came up with these estimates based on data from the old version of the SAT, but we expect them to stay pretty accurate for the new version of the testthat will have its first administrationin March 2016.) These are groups of very talented 7th graders who take the SAT / ACT, so we can't just take the average and distribution of these data sets to look for an average for all 7th graders. Instead, we used a statistical technique called quantile matching / maximum likelihood to infer the distribution of all 7th graders. The two data sets agree, and here arethe results. Results: Distribution of 7th Grade ACT / SAT Scores The average scores of a 7th grade student are lower than those of a high school student. In fact, we find that the scores on the SAT are a full 400points lower, while the scores on the ACT are about 10 points lower. Therefore, the SAT score of the median7th grader is about a 300 per section on the SAT, while the ACT score of the median7th grader is about a 10. A standard deviation in the SAT is around 100 points per section, and is around a 6 on the ACT. This means that the scores translate as follows: Interpretation Percentile ACT Score SAT Score Below Average 25% 4 200 Average 50% 10 300 Above Average 75% 16 400 Excellent 95% 23 500 What this data shows us is that, if you score about an 10 on the ACT or a 300on each section of the SAT (or a 600 with both sections combined), you're getting about the average score for a 7th grader. If you score around a 4on the ACT or a 200for each SAT section, then about three-quarters of other 7th graders would have a higher score than you. What's a Good SAT / ACT Score for a 7th Grader? From the table above, we can conclude that a good SAT / ACT score for 7th graders, a score that beats three-quarters of similar students in the USA, is a 16 on the ACT and an 800on the SAT. However, as I warned above, the SAT / ACT is not intended to evaluate 7th graders, so don't despair if your score is lower than this. You can always boost it later by learning the content and studying more. How Can 7th Graders Prepare for the SAT / ACT? Now that you know what a good standardized test score for a 7th grader is, how can you keep improving your score until it's where you want it to be? We have a lots of guides to help you understand the SAT and ACT. First, you will want to decide if you should start preparing for the SAT or ACT in 7th grade.If you decide to take one of these tests in 7th grade, check outthis guide that explains how 7th graders can begin their test preparation for the SAT or ACT. Practice tests are very important for standardized test prep as well, and we have manyfree and official SAT practice tests and ACT practice tests. You mightalso be interested in preparing forstandardizedtests that students typically take before the SAT and ACT. We have complete guides to both the new PSAT and the ACT Aspire tests. Use these resources and you'll be well on your way to getting a strong score the next time you take the SAT or ACT! What's Next? The college admissions process has become so competitive that it's helpful to plan well in advance for SAT/ACT prep during high school. Here are a few guides to help your thinking: How long before the SAT should you study? Can you start test prep even in middle school? Is it appropriate? Want to score a perfect SAT or ACT score? Read our guide to scoring the maximum SAT score possible, written by our resident perfect scorer. (ACT edition here). Want to improve your SAT score by 160 points or your ACT score by 4 points? Check out our best-in-class online SAT and ACT prep classes. We guarantee your money back if you don't improve your SAT score by 160+ points or your ACT score by 4+ points. Our classes are entirely online, and they're taught by experts. If you liked this article, you'll love our classes. Along with expert-led classes, you'll get personalized homework with thousands of practice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step, custom program to follow so you'll never be confused about what to study next. Try it risk-free today:

Great Ideas to Make Your 21st Birthday Memorable

Great Ideas to Make Your 21st Birthday Memorable Turning 21 is a rite of passage for Americans  since its the age when its finally legal to drink alcohol. Its the last milestone of official adulthood, with the right to vote set at 18, the right to marry varying by state, and the right to drive extended to kids as young as 16.   Getting stone-drunk on your birthday may sound like fun in theory, but it may make memories of the evening hazy later on. So here are some ideas to bring in your big 21 like a mature adult. Travel Someplace New Make your 21st year the year of globe-trotting. You dont need a big budget to travel. Ditch the lavish hotels, and go for small, inexpensive ones, or even check out hostels. You can also connect with friends abroad and stay with people you know. That way, you get to experience the local flavors and a great cultural experience.   Even if your budget doesnt allow for overseas travel, try to find a way to get out of your comfort zone for a while, to meet new people and experience new things.   Visit Your Childhood Home If you have relocated since your childhood, visit the place you were born. Meet old neighbors, family friends, and people you once knew. Perhaps they have pictures or stories to share with you. When you revisit your place of birth, you realize what a long way youve come.   Of course, if its not possible to make the visit, or if childhood memories of your birthplace arent happy ones, you can take some time to reconnect with old acquaintances and family you havent seen or spoken to in a while. Birthdays are a good time to look back on all youve achieved.   Donate to Charity How about giving away all the stuff that you have grown out of? Find a charity organization that will be happy to collect your old belongings. There is a certain joy in giving. You will cherish this memory forever. Drink Responsibly If you plan to go out partying with friends, make sure to have someone sober to drive you home safely or that you have a smartphone to contact a taxi or a ride-share service. No driving after youve been drinking alcohol. Reflect on Your Milestones and Plan Ahead As you grow older, you are also supposed to grow wiser. Your 21st birthday is the perfect occasion to plan your future. Look back at the milestones you achieved and ponder about your life ahead: What do you want to do over the next year? How do you plan to improve your life? What are the mistakes you never want to repeat? Quotes About Getting Older And finally, here are a few quotes that may give you inspiration for your 21st birthday: The man who views the world at fifty the same as he did at twenty has wasted thirty years of his life. – Muhammad Ali When a man is tired of life on his 21st birthday it indicates that he is rather tired of something in himself. –​ ​F. Scott Fitzgerald At twenty years of age, the will  reigns; at thirty, the wit; and at forty, the  judgment.   –  Benjamin Franklin Live as long as you may. The first twenty years are the longest half of your life. – Robert Southey Nature gives you the face you have at twenty, but its up to you to merit the face you have at fifty. – Coco Chanel How swift have flownTo me thy girlish times,A woman  grown  beneathMy heedless eyes!In vain I rackMy fancy to believeThe almanac,That speaks thee twenty-one.– Charles Lamb