ASSOCIATION FOR ACADEMIC QUALITY (AFAQ)

Assignment for Asst. Regional Manager Marketing & Operations

(Training)

Date: 29/12/2016

Name: TANZEEL-UR-REHMAN Contact #: 0331770973

Email Address: tanzeelisb33@gmail.com Region / Office: SARGODHA

Q#1: What is education? Do you think education can bring change in the country?
Education is a process of transferring knowledge, abilities, values and skills from one person
to another. It is a social activity which helps to develop a personality of a person. In this activity
person becomes able to find clear picture and right directions of his life. And can also play a
better role in his personal as well as in social life.
There are different purposes for gaining education such as education helps to maintain a
person’s social and financial life. An important purpose of education is that it helps in
reduction of poverty, unemployment and helps in developing strong society. Educations not
only gives advantage to a man but also his whole family and as well as his generation.
Education helps in grooming a personality. It helps to decrease crimes because when a
person is educated and have desired qualifications which are demanding by time then he
would be able to do good job which later on helps him financially and in this way he will not
trapped by negative sources, with the help of education person gain confidence in his
personality and also in his skills which later on gives good results in the form of healthier
society.

Q#2: Define the term Muallim in your words. Also explain the importance of character
education in Teachers/Principals Training?
Muallim is an Arabic word for teacher. Comprehensive character education addresses many
tough issues in education while developing a positive school climate. It can be effective in
any school setting, as our National Schools of Character demonstrate. Educators from this
diverse array of schools have transformed their school cultures, reduced discipline referrals,
increased academic achievement for all learners, developed global citizens, and improved
job satisfaction and retention among teachers.
Q#3: What are the main three domains of Bloom's Taxonomy? Please draw the stages
of cognitive domains.
1) Cognitive: mental skills (knowledge)
2) Affective: growth in feelings or emotional areas (attitude or self)
3) Psychomotor: manual or physical skills (skills)
The cognitive domain involves knowledge and the development of intellectual skills. This
includes the recall or recognition of specific facts, procedural patterns, and concepts that
serve in the development of intellectual abilities and skills. There are six major categories of
cognitive processes, starting from the simplest to the most complex

1) Knowledge
2) Comprehension
3) Application
4) Analysis
5) Synthesis
6) Evaluation

Q#4: What will be your strategy to generate training demand and revenue through
trainings?
1. Teach employees to own their career development.
Highly-structured, one-size-fits-all learning programs don’t work anymore. Individuals must own,
self-direct, and control their learning futures. Yet they can’t do it alone, nor do you want them to.
The development and growth of your talent is vital to your ongoing success, ability to innovate,
and overall productivity. It’s a delicate balance, one Don Jones, former Vice President, Learning at
Natixis Global Asset Management summarized like this: “We need to have ‘customized’ solutions
for individuals, while simultaneously providing scale and cost efficiencies across the organization,”
he said.

2. Provide flexible learning options.

Telling employees they need to engage in more learning and development activities with
their already heavy workload often leaves them feeling overwhelmed and consumed by
the question, “When and how will I find the time?” Companies must respond by adopting
on-demand and mobile solutions that make learning opportunities more readily accessible
for your people.

3. Serve the learning needs of more virtual teams.

While most organizations have more people working remotely and virtually, it does
require more thought and creativity in how to train this segment of your workforce. This
includes formal types of learning through courses, but also the informal mentoring and
 coaching channels. Just because employees are out of sight doesn’t mean they get to be
out-of-mind when it comes to learning and development.

4. Build trust in organizational leadership.

People crave transparency, openness, and honesty from their leaders. Unfortunately, business
leaders continue to face issues of trust. According to a survey, one in four workers say they don’t
trust their employer, and only about half believe their employer is open and upfront with them. If
leaders disengage or refuse to share their own ongoing learning journeys, how can they expect their
people to enthusiastically pursue theirs? It’s the old adage of “lead by example.” If managers want
employees to engage in learning and development, then they need to show that they are actively
pursuing their own personal learning journeys as well.
5. Match different learning options to different learning styles.
With five generations actively in the workforce, organizations must restructure the way employees
learn and the tools and activities they use to correctly match the different styles, preferences, and
expectations of employees. For example, Millennials came of age using cell phones, computers,
and video game consoles, so they expect to use these technologies to support their learning
activities.