Saturday 9 March 2013
2013 Summer English Immersion Program in England : England and Canada, Here We Come www.uklts.co.uk
2013 Summer English Immersion Program in England : England and Canada, Here We Come www.uklts.co.uk: English Is All We Do Welcome to another UK Language Training Services blog. We have more information for you now regarding our pr...
England and Canada, Here We Come www.uklts.co.uk
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| English Is All We Do |
Some people can see the end of this protracted recession and the resurgence of business, travel, consumer spending, global mergers, and the internationalisation of many industries for survival. Ours is no exception, and, we have a product that binds all businesses to the future. We teach English.
We have a solid track record of excellence to build our newest brand on. We are skilled, educated and experienced in developing programs and methods that get results fast. The other half of the success equation is YOU. YOU must be serious and totally committed to learning English properly to get the greatest benefit from this program; your investment in yourself is in your hands.
UKLTS is a unique blend of morning structured classroom learning and afternoon immersive cultural experiences; all in English, all the time. Our small teams of 5 students each will have their own Language Coach who will stay with them through both halves of the day to explain, educate and motivate the learner. We will provide you with pre-program materials and advance project work, all study materials loaded on to your complimentary tablet PC, and a post-program Continuous learning strategy with a 1-year subscription to an online English instruction site.
Our programs were conceived from the age-old complaint that English students lose their skills over time and consequently lose the investment they have made in their English lessons. Our system aims to avoid this deterioration by concentrating on tracking the student, and on assisting them to retain their English skills.
UKLTS offers Youth English programs for 14 years old and up, with home stay accommodation, to give them an even greater exposure to the English language
UKLTS offers Student English programs that span an entire term of 15 weeks which also utilizes home stay accommodation and are particularly designed for students planning to study abroad
UKLTS offers Retreats for Professionals which are hosted at popular resort locations in Canada and GB
UKLTS offers Total Immersion English Language programs hosted at a variety of popular resort locations in Canada and GB
UKLTS offers General English Programs suitable for persons with little or no previous English study and are offered on an intensive study basis at resort locations
UKLTS offers English Cambridge and Trinity Exam Preparation classes on an intensive basis hosted at resort locations
UKLTS offers English for Trainers programs hosted at popular tourist resort locations
UKLTS offers English for Families programs hosted on an intensive basis at popular tourist destinations
Visit our website often to see our new offers. Our price guides will also be posted soon. www.uklts.co.uk
Saturday 12 January 2013
2013 Summer English Immersion Program in England : Take Control - Invest in Yourself
2013 Summer English Immersion Program in England : Take Control - Invest in Yourself: Job hunters in 2013 are faced with a high-demand, low-supply opportunity equation, and to get that coveted position, you must be able to off...
Take Control - Invest in Yourself
Job hunters in 2013 are faced with a high-demand, low-supply opportunity equation, and to get that coveted position, you must be able to offer the employer more value than you cost them, from the outset. Proving or influencing the employer into believing that you hold more value than you cost is not a new concept, but the idea that you can achieve this straight out of school is.
Believing new graduates to be more focused, on what the company can do for them; on leveraging their opportunities; and using resignation actively as a career-advancing strategy, making mobility key, is an important concern to both the candidate and the employer, for opposite and obvious reasons. Interviewers, sensing that their opening is simply a stepping-stone in the candidates career-building strategy, are prompted to ask questions like, "do you really want this position?", or, "how interested in this job are you?"
Graduates feel, that mobility is necessary within short structured situations, to creep-up the level faster and, that they may have to 'kiss a few frogs' with unpleasant assignments and be used as 'cheap labour', in order to gain continued experience, and make themselves more attractive to their ideal employer.
In this economy, employers feel less inclined to invest in continuing education, and some have reverted somewhat to the old way of believing that they are preparing employees and paying the way, only to lose them to the competition. There is no doubt that continuing education and upgrading keeps the career builder and job seeker more marketable.
Some employers are concentrating on the redeployment of existing employees to fill the few vacancies available and provide them with the necessary training to fulfil the position.
Despite the downturn and reduction in opportunities, graduate recruitment and training should be a priority. It may be unfeasible to expect career-long loyalty, but the employer's investment in graduates will be repaid later. What looks like inexperience should be read as fresh thinking. Younger staff may hold the key to technological change and innovation. According to the careers advisory at Cambridge University, companies are seeking recruits with affinity for specialist areas and tailoring programs to attract promising candidates who have been focusing on a business specialism since the beginning of their working/education life. Companies are 'fishing' for younger recruits and prefer students who have proved themselves in company internships before their final year.
The message is clear: choose your education pathway carefully. Those of you currently working need to ensure that your skills and knowledge base is current. This can be achieved through continuing or further education.
Just because you have a job does not mean that you are safe. Companies are shedding 'old', seasoned employees, and selecting new, dynamic and cheaper alternatives as part of their labour-to-goals cost reduction strategy.
Take control. Invest in yourself. Remember, you CAN influence your long-term working future.
Believing new graduates to be more focused, on what the company can do for them; on leveraging their opportunities; and using resignation actively as a career-advancing strategy, making mobility key, is an important concern to both the candidate and the employer, for opposite and obvious reasons. Interviewers, sensing that their opening is simply a stepping-stone in the candidates career-building strategy, are prompted to ask questions like, "do you really want this position?", or, "how interested in this job are you?"
Graduates feel, that mobility is necessary within short structured situations, to creep-up the level faster and, that they may have to 'kiss a few frogs' with unpleasant assignments and be used as 'cheap labour', in order to gain continued experience, and make themselves more attractive to their ideal employer.
In this economy, employers feel less inclined to invest in continuing education, and some have reverted somewhat to the old way of believing that they are preparing employees and paying the way, only to lose them to the competition. There is no doubt that continuing education and upgrading keeps the career builder and job seeker more marketable.
Some employers are concentrating on the redeployment of existing employees to fill the few vacancies available and provide them with the necessary training to fulfil the position.
Despite the downturn and reduction in opportunities, graduate recruitment and training should be a priority. It may be unfeasible to expect career-long loyalty, but the employer's investment in graduates will be repaid later. What looks like inexperience should be read as fresh thinking. Younger staff may hold the key to technological change and innovation. According to the careers advisory at Cambridge University, companies are seeking recruits with affinity for specialist areas and tailoring programs to attract promising candidates who have been focusing on a business specialism since the beginning of their working/education life. Companies are 'fishing' for younger recruits and prefer students who have proved themselves in company internships before their final year.
The message is clear: choose your education pathway carefully. Those of you currently working need to ensure that your skills and knowledge base is current. This can be achieved through continuing or further education.
Just because you have a job does not mean that you are safe. Companies are shedding 'old', seasoned employees, and selecting new, dynamic and cheaper alternatives as part of their labour-to-goals cost reduction strategy.
Take control. Invest in yourself. Remember, you CAN influence your long-term working future.
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