Development needs

The terms standards and specifications are constantly confused and interchanged in everyday use. The general opinion is that they are synonymous yet these two terms cover different concepts. Therefore, they — as well as the organizations that are responsible for their development — need to be defined. 

Since the early 1970s a panel convened by the International Union of Pure and Applied Chemistry and the International Union of Biochemistry and Molecular Biology has been working to formulate recommendations for carbohydrate nomenclature that meet developing needs of research and electronic data handling, while retaining links to the established literature base on carbohydrates. The realization of these endeavors is presented here in the final document Nomenclature of Carbohydrates, which provides a definitive reference for current researchers, both in the text version and in the version accessible on the World Wide Web (http //www.chem.qmw.ac.uk/iupac/2carb/), where amendments and revisions are maintained. 

All these developments need precise values of the electrochemical systems. Springer Verlag and the editor are very grateful to the author R. Holze who collects and presents all relevant data together with a precise description of the phenomenons in this volume. The data are divided in five ehapters ... 

Supporting individuals in discovering and defining their own development needs and setting their own objectives fostering independent learners. 

Each mentee was allocated to a mentor drawn from the executive team (including the Chief Executive and Chairman). Pairings were based on the mentee s development needs, the strengths and style of the mentor, an avoidance of direct line relationship, and geographical feasibility. 

Decide on your development needs. For example, these could he strengthening working relationships with other team members, seeking ways to add value and revenue from current clients, listening more than talking. Discuss your Individual Development Plan with your mentor. 

Enabling mentees to identify their development needs and goals, write development plans and meet their goals. 

Throughout the first session, you might want to make notes of fhe development needs and goals put forward by fhe menfee. If fhere is fo be a formalized personal developmenf plan, fhese can help fo specify goals and objectives. 

During the second meeting, more effort should be put into the further identification of the mentee s development needs through ... 

The identification of development needs through, for example, self-assessment questionnaires and/or careful reflective questioning. 

The mentee s progress and the state of his or her development needs should be monitored at regular intervals. In very formal relationships, fhis would be done at the beginning of each session by looking af fhe extent to which the mentee has achieved the action points, which were set at the end of the previous meeting (see Action points, below). After having... 

Stage 2 translating business needs and goals into human resource development needs. 

Preliminary assessment of the mentee s learning and development needs. Creating an initial development plan will be one of the most invaluable types of data with regard to matching mentors and mentees. Data regarding the mentee s development needs could initially be collated from, for example, the mentee s self-assessment and/or the assessment of his or her immediate supervisor or manager. 

Examining the development needs and objectives of the mentee target group, will guide you when specifying the mentor selection criteria, at the very least in terms of the skills, knowledge and experience prospective mentors must possess. 

Besides person-specific development needs, some recurrent themes also emerged from amongst mentees learning needs. These included ... 

Why do you want to join this program - Please be quite specific detailing your development needs and the objectives you are hoping to attain. 

Why do you think mentoring can help you to achieve these objectives/meet your development needs ... 

There is an additional skill that is of importance to mentees but on which no real skills training (in the truest sense of the meaning of the word) can be conducted. This skill is personal development planning and the identification of development needs. It would suffice to cover it by providing mentees with information on how to go about identifying their development needs and setting up a PDF. This information could be as follows. 

Explain what a PDF consists of. This would t)rpically include a section in which to write down development goals, one in which to stipulate how and when these are going to be achieved and a section for start and completion dates, review dates, and signatures. Furthermore, you might want to provide mentees with some ideas as to how to identify their development needs, which is something that can occasionally pose a problem, particularly for inexperienced mentees. Thus, you could suggest the following approaches ... 

The method developer should identify critical points in the method. Frequently, the Youden test may be used to determine if temperature, time, flow rate for solid-phase extraction, weight, volume, and other variables in the method are critical. The developer needs to identify if it is acceptable to take a break during a procedure, length of the break, and steps that need to be completed quickly. Because of differences in background and training between analysts, method developers should not assume that other analysts will perform a technique in the same way as in the developer s laboratory. Often analysts will have different interpretations of simple terms such as shake , slow , complete , and fast . 

Standards should be analyzed contemporaneously for both determinative and confirmatory procedures. The method developer needs to describe fully the preparation of all the standards and the calibration procedure to be used, such as calibration prior to sample analysis, interspersed standards, or bracketing standards (confirmatory only). 

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