Post-Graduate HR Fellowship at Oschner Health System

Ochsner Health System, a large integrated health system in New Orleans, Louisiana is pleased to announce a post-graduate administrative fellowship program in the field of Human Resources.  In reading about your program, I was hoping that the HR Fellowship might be appealing to some of your students/graduates.

I am including more information about the program below, as well as information on how to apply:

Human Resources Administrative Fellowship Application. Master's prepared students interested in post-graduate training and leadership development program. Advanced HR track. Applications due November 11th.  Fellowship starting July 2012.  Applicants can apply on: www.ochsner.org    careers page search  job number 500523.  For more information about all Ochsner Fellowship programs visit   http://www.ochsner.org/careers/leadership_recruitment/.

I would appreciate it if you would forward this announcement to students and graduates that you feel may be interested in this fellowship.  Please let me know if you have any questions or concerns. And thank you again, for sharing with your students, career centers, and anyone that you feel might find this information valuable. 

Jan S. Brien, Ph.D.

Vice President, Human Resources

Ochsner Medical Center

jbrien@ochsner.org 

About the Human Resources Fellowship Program

The Human Resource Administrative Fellowship is a leadership program that serves as a means to develop a broad experience in a fellow’s career that will foster their professional development across the Human Resources disciplines including:

• Talent Acquisition
• Organization Development
• HR Information Services
• Compensation
• Benefits
• Employee Services
• Physician Recruiting and Development
• Strategic Business Partnerships (Employee Relations/Field HR) 

Program Structure
Over the 18-24 month period, the Fellows have the opportunity to rotate through and experience aspects of nearly all of the HR disciplines, as well as exposure to understanding hospital, clinic and corporate healthcare operations. HR Administrative Fellows are exposed to a broad range of hands-on experiences that will prepare them for a successful careers in the Human Resources field. Joan Mollohan, System Vice President of Human Resources and Jan Brien, Vice President of Human Resources, serve as the executive preceptors for the Fellows and coordinate involvement with all levels of administration within the organization.
Rotations
Fellows will focus on core competencies related to Talent Acquisition, Organization Development, HR Information Services, Compensation, Benefits, Employee Services, Physician Recruiting and Development, and Strategic Business Partnerships (employee relations and field HR).  After the completion of these rotations, fellows will experience a more focused training associated with organizational need matched with candidate’s interest.
Each rotation will serve as a learning experience for the fellow by testing abilities, as well as instilling applicable system and divisional knowledge related to the strategic plan of our organization. Applicable project work will be assigned within each rotation in order to ensure the Fellow’s progress is meeting the expectations of the program. In addition to departmental designated projects, fellows will also have the opportunity to seek out projects that meet their personal career objectives.
Leadership & Mentoring
Professional development is a fundamental component of the HR Administrative Fellowship Program. Fellows will be assigned to a preceptor who will be responsible for serving as a mentor throughout each rotation. Project reporting, progress evaluations, and feedback will be facilitated by preceptors to ensure continuous competency development of each fellow. Fellows will also have the opportunity to collaborate with executives and senior administration throughout the duration of the program. Examples of Fellow participation and leadership interaction include:

• Monthly Operating Reviews

• System Quarterly Reviews

• Various Senior Leadership Meetings

• Strategic Planning Sessions

Compensation
The HR Administrative Fellowship offers a competitive salary and benefits package for the duration of the fellowship rotation.
Career Path
The Fellowship program aims to provide a strong foundation for each participant’s career. This foundation should lay the framework essential to pertinent organizational and leadership skills within Human Resources.  The program prides itself on aiding the Fellows in finalizing employment at the end of the Fellowship. Often times, this employment is within the Ochsner Health System.

Leadership Students to Volunteer 3,500 Hours of Community Service This Semester

A major focus for leadership students in HRE 4723 is leadership for social change.  Each student is required to work 32 hours for some type of social cause as part of an experiential learning project.

That means that our leadership students will be donating over 3,500 hours of work this semester to the community.  Way to go leadership students!

Dr. Lynda Wilson Takes Postion At UCLA

Dr. Lynda Wilson, a 2005 PHD Graduate of the HRLD program area of SHREWD, has taken a new position as Program Director for Humanities and Social Sciences for UCLA Extension.  UCLA Extension is one of the nation’s oldest, largest, and most comprehensive continuing higher education providers.  Dr. Wilson was formerly Dean of Academic Affairs and Operations with the University of Phoenix's Tampa, FL campus.

New HRLD Web Site

We are excited to bring you our new web site for the Human Resource and Leadership Development Program in the School of Human Resource Education at Louisiana State University.

If you are a student this will be your home for critical information while you are in the program.  If you are a prospective student we hope this site will entice you to visit or apply to join our program.

If there are things you would like to see on this site please be sure to let us know.

Once again, we thank you for visiting.

New Courses Added to AspiraCE.com

AspiraCE.com has added new courses this year.  It is AspiraCE's goal to continue to expand and improve their offerings to meet the needs of the licensed professionals seeking continuing education.  You can view the entire course listing at http://www.aspirace.com/courses/course-browser.aspx.  There are several pages to our course listing.  Use the navigation arrows located at the top and bottom of each page to move from page to page.  To see if AspiraCE is approved in your state for your particular license, you can view our approval table on our FAQ page here: http://www.aspirace.com/faq.aspx.

Also check out our many videos posted on YouTube at: http://www.youtube.com/user/AspiraCE..  View AspiraCE's pricing structure at: http://www.aspirace.com/purchase/prices.aspx.

AspiraCE offers some resources for those in private practice.  View our Offers page to see the various resources under the section "Private Practice Tools" by clicking here: http://www.aspirace.com/purchase/offers.aspx.

Don't let your time run out on completing your required continuing education.  Let AspiraCE help you compete your necessary coursework before your license expires.  AspiraCE offers courses for the fulfillment of Social Worker CEUs, MFT CEUs, Counselor CEUs, and Substance Abuse Counselor CEUs.

For specific questions use the Contact Us tab at http://www.aspirace.com.  There you can send an email where a response will be forthcoming within the hour (the majority of the time).  Check out AspiraCE today!

View this video on Aspira CE's website: http://ping.fm/NsLgT Aspira offers MFT continuing education

Science & Technology higher education in Nepal

Science & Technology higher education in Nepal   
 
The field of science and technology had developed in the last few decades but its growth appears to be currently stagnant. Professors and those in the science field in Nepal consent that there had been progress but are disappointed with the current condition.

Panna Thapa, Dean of Kathmandu University (KU) School of Science, says, “I value the importance of science and technology for the development of any nation. Science and technology speaks only one language, and its contribution in nation building is evident throughout the world.”

With that in mind, Mohan B Gewali of the Department of Chemistry at Tribhuvan University (TU) explains how science education started in Nepal.

“It was probably the need for technical personnel such as engineers, agriculturists, physicians and foresters in the country,” he said. Back in 1919, however, India required a qualification in Intermediate of Science (ISc) and so Indian teachers taught in Nepal. Almost 20 years later, in 1949, Tri-Chandra College was the first to offer a Bachelor of Science (BSc). With the establishment of TU in 1959, various faculties of science were introduced into Nepal.

Over fifty years later, “Our graduation rate is disappointing,” says Pramod K Jha, Department of Botany, TU. He points out that in 2007/8, there was 56% Bachelor’s graduation rate in science and technology and was at 27% for Masters – statistics that do not speak well of the field. Jha also mentions that in the last half a century, TU has granted PhDs to a total of 56 science and technology students, the majority being in the biological sciences.

With such discouraging numbers and figures, the professors bring forth heavy questions such as, “Why are our institutions not working in the manner they should?” and “Who are to blame?”

Thapa sheds some slight on the situation, “Our society/parents only thought of sending their children to technological/professional areas (physicians or engineers, pharmacists etc) by asking their children to study science at ISc/+2 level.”

He sums the issue rather aptly. Beyond that, there is lack of proper implementation of existing policies, according to Thapa. “We should have put forward evidence-based (local data) revision in our policies which does not exist.” After the policy level comes the issue of resources, be it financial or manpower, which leads to the proper utilization of resources.

Ahmed H Zewail, the recipient of the Nobel Prize in Chemistry in 1999, sees four factors for unsatisfactory pace of progress in developing countries: high rate of illiteracy indicating a poor education system and low employment, limited use of human resources, strong seniority system and centralization of power, and finally, the mix-up of state laws and religious beliefs which blurs the vision for science and technology.

All of these reasons are relevant to Nepal where its educational institutions are highly flawed.

Jha says, “We seem sluggish in modifying and upgrading the syllabi.” Given that science is a field that has been and is rapidly evolving, the failure to be constantly updated is problematic.

However, Thapa adds the mentality is evolving, “Now things are little bit changed. Nepali parents are slowly realizing that there are other science and technological areas where scopes lie, like Pharmaceutical Sciences, Biotechnology, Environmental Science, Applied Physics, Human Biology etc.”

Another issue with Nepali institutions is teachers. “Our scientists/faculty members are not paid well, and this diverts their mind and commitments to other areas due to a financial crunch,” says Thapa. Many have taken to teaching at more than one campus in order to make ends meets. “If this happens, what motivation will they have to do research?” asks Jha who also notes that after being accepted to teach, teachers seldom get a chance to further their level of expertise.

For the few who do get into research, there are limited scholarships available; and those who are fortunate enough to go abroad for higher studies rarely return. The bigger issue at hand being “Research never becoming the university’s priority,” Gewali says of TU and mentions how in teaching, Nepal excels in theoretical but severely lacks in practical and implementation.

It was only in 1999 that saw the birth of the Ministry of Science and Technology, which soon turned into the Ministry of Environment, Science and Technology. Unfortunately, the TU and KU faculty lament the lack of clear vision and logic behind the establishment of the ministry. “Can we not have a single ministry in science and technology rather than a scattered structure in the government?” asks Thapa. Jha mentions that the

ministry is not taken seriously in terms of funding, travel, prospects and employment, and that those who are hired rarely have a background in science.Thapa believes there are a few things that could be done to improve the field in Nepal. “We need to have strong political commitment to focus on science and technology areas. Anticipating the importance of science and technology alone does not serve the purpose! We need to implement policies wholeheartedly.”

Along with that, Jha and Gewali believe that what needs reconstruction is the system, “The State hasn’t given the system enough importance, they need to better the resource management as education is the backbone of the country,” sums up Jha.