Bruce and Levin (1997), for
example, look at ways in which the tools, techniques, and applications of
technology can support integrated, inquiry-based learning to "engage
children in exploring, thinking, reading, writing, researching, inventing,
problem-solving, and experiencing the world." They developed the idea of technology
as media with four different focuses: media for inquiry (such as data
modeling, spreadsheets, access to online databases, access to online
observatories and microscopes, and hypertext), media for communication (such as word processing, e-mail,
synchronous conferencing, graphics software, simulations, and tutorials), media for construction (such as
robotics, computer-aided design, and control systems), and media for expression (such as interactive video, animation
software, and music composition).
In a review of
existing evidence of technology's impact on learning, Marshall (2002) found strong evidence that
educational technology "complements what a great teacher does naturally,"
extending their reach and broadening their students' experience beyond the
classroom. "With ever-expanding content
and technology choices, from video to multimedia to the Internet," Marshall suggests
"there's an unprecedented need to understand the recipe for success, which
involves the learner, the teacher, the content, and the environment in which
technology is used."
mahadi hasan on 13 Oct 20Methods for job analysis or how to do a job analysis may be the common asking question related to HR. Job analysis helps organization to identify the basic requirement of any position. There are many methods or ways to conduct an effective job analysis. Practical Methods for Job Analysis Observation Method This is the only direct method from where a HR professional or job analyst can collect job related information practically. Thus, information of this source is very trustworthy. This was the first job analysis methods used by I-O psychologists. The process involves simply watching what an employee does or does not for the specific period. During observation, HR professional or job analyst some time ask question to gather required information. Interview Method Interview is methods for job analysis where structured questionnaire used by the HR professional or job analyst. Organization conduct this "interview" job analysis methods using structured interview method or unstructured interview method. In structural interview process, questionnaire is similar for every employee, even due to change of interviewer. On the other hand, interview process may be different due to the change of interviewer. Job Interview Methods Critical Incidents Technique Critical Incident Technique (CIT) is a flexible method for job analysis comprises with set of procedures and used for collecting direct observations of human behaviors related to any specific job. The critical incident technique of job analysis asks supervisors to identify critical aspects of human behavior for a particular job that lead to success or failure. This method of job analysis helps to identify the critical incident or aspects of a job. Questionnaires and Surveys Method Some expert incumbents conduct questionnaires or surveys as methods for job analysis. These questionnaires include task statements to identify the form of worker behaviors. Information gathered from questionnaires or surveys can
