714 research outputs found

    An International Study in Competency Education: Postcards from Abroad

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    Acknowledging that national borders need not constrain our thinking, we have examined a selection of alternative academic cultures and, in some cases, specific schools, in search of solutions to common challenges we face when we consider reorganizing American schools. A wide range of interviews and e-mail exchanges with international researchers, government officials and school principals has informed this research, which was supplemented with a literature review scanning international reports and journal articles. Providing a comprehensive global inventory of competency-based education is not within the scope of this study, but we are confident that this is a representative sampling. The report that follows first reviews the definition of competency-based learning. A brief lesson in the international vocabulary of competency education is followed by a review of global trends that complement our own efforts to improve performance and increase equitable outcomes. Next, we share an overview of competency education against a backdrop of global education trends (as seen in the international PISA exams), before embarking on an abbreviated world tour. We pause in Finland, British Columbia (Canada), New Zealand and Scotland, with interludes in Sweden, England, Singapore and Shanghai, all of which have embraced practices that can inform the further development of competency education in the United States

    Workforce Preparedness of Information Systems Students: Perceptions of Students, Alumni, and Employers

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    Employers of newly hired higher education graduates report their new workforce is not prepared. Further research was required to discover insights to the workforce readiness gap. This concurrent mixed methods study explored what competencies influenced employer\u27s perceptions of the work-readiness of Information Systems (ISYS) undergraduate students and discovered ISYS graduates\u27 and current ISYS students\u27 perceptions of their work-readiness. Participants consisted of a convenience sample including 69 ISYS program upperclassmen, 20 ISYS program alumni, and 8 employers of the ISYS program graduates. ISYS program alumni completed an online Qualtrics survey to measure the participants\u27 perception of their workforce preparedness. ISYS program upperclassmen completed a similar paper-based survey to measure the students\u27 current perception of their workforce readiness. Employers of ISYS program graduates were interviewed to determine (1) how they defined workforce readiness, (2) the competencies associated with being workforce-ready, and (3) the degree to which the Sam M. Walton College of Business graduates demonstrated workforce readiness. The instrument used in this study was adopted from the employer survey used in the Are They Really Ready to Work?: Employers\u27 Perspectives on the Basic Knowledge and Applied Skills of New Entrants to the 21st Century U.S. Workforce report by Casner-Lotto, Barrington, & Wright (2006) and the Ill-Prepared U.S. Workforce: Exploring the Challenges of Employer-Provided Workforce Readiness Training report by Casner-Lotto, Rosenblum, & Wright (2009). The reports were produced by ASTD, The Conference Board, Corporate Voices for Working Families, Partnership for 21st Century Skills, and SHRM. Research findings demonstrated 91% of ISYS program alumni and 86.9% of upperclassmen believed they were adequately to well prepared for the workforce by the ISYS program. Additionally, 75% of ISYS graduates\u27 employers felt the students were adequately to somewhat well prepared for the workforce. Workforce readiness skills measured in this study included English Language (spoken), Writing in English, Problem Solving, Critical Thinking, Collaboration/Working with Others, Computer/Technical, Project Management, Knowledge within Major, General Business Knowledge, Willingness to Learn, Ability to Learn, Responsibility/Dependability, Initiative, Attitude Toward Work, Attendance/Punctuality, and Other skills not mentioned

    Attracting High School Minority Students to Information Systems: The Technology Awareness Program

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    The purpose of this paper is to explain the Technology Awareness Program that was implemented at a southern university to increase the exposure of information systems to high school minority students including females. The details of the program, industry participation, sponsorship, and the student project are presented and discussed. Prior research on interactive learning is included as support for the project and interactive learning methods employed in the program

    ERP Knowledge: Enhancing Program Growth for Workforce Impact

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    Enterprise Resource Planning (ERP) systems foundationally enable organizations to perform day-to-day operations in an integrated, efficient, and compliant manner. More and more organizations are implementing or have implemented ERP systems. ERP systems are robust, but do come with complexity and a significant learning curve for the entire organization. The need for new workforce talent that understands and knows how to use an ERP system is prevalent. To aid in developing the workforce talent, a southern university has developed an in-depth ERP program. To measure the knowledge of the upcoming workforce, this study initiates a longitudinal analysis that focuses on the ERP program’s knowledge map development. Business knowledge and business knowledge gaps of ERP concepts are the goal of the study with the intent to improve the pace of the knowledge map development. The initial study findings showed that the knowledge map is refined with course/program progression

    In-Memory and Column Storage Changes IS Curriculum

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    Random Access Memory (RAM) prices have been dropping precipitously. This has given rise to the possibility of keeping all data gathered in RAM rather than utilizing disk storage. This technological capability, along with benefits associated with a columnar storage database system, reduces the benefit of Relational Database Management Systems (RDBMS) and eliminates the need for Online Transactional Processing (OLTP) and Online Analytical Processing (OLAP) activities to remain separate. The RDBMS was a required data structure due to the need to separate the daily OLTP activities from the OLAP analysis of that data. In-memory processing allows both activities simultaneously. Data analysis can be done at the speed of data capture. Relational databases are not the only option for organizations. In-Memory is emerging, and university curriculum needs to innovate and create skills associated with denormalization of existing database (legacy) systems to prepare for the next generation of data managers
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