Thematische Bibliographien / Job-readiness

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Job-readiness“

Autor: Grafiati
Veröffentlicht am 21. Mai 2024

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Zeitschriftenartikel zum Thema "Job-readiness"

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Gainer, F. E. „Job Readiness Series“. American Journal of Occupational Therapy 42, Nr. 2 (01.02.1988): 131. http://dx.doi.org/10.5014/ajot.42.2.131b.

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Knight, Diane, und Larry Aucoin. „Assessing Job-Readiness Skills“. TEACHING Exceptional Children 31, Nr. 5 (Mai 1999): 10–17. http://dx.doi.org/10.1177/004005999903100502.

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Riyanto, Joko, Tri Kuat und Fatwa Tentama. „The Influence Of Work Competence, Learning Motivation, Independence And Discipline On Work Readiness Of Vocational School Students In Cilacap Regency“. Asian Journal of Vocational Education and Humanities 1, Nr. 2 (15.12.2020): 25–36. http://dx.doi.org/10.53797/ajvah.v1i2.3.2020.

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This study examines the influence of: (1) job competence on student work readiness, (2) learning motivation on student work readiness, (3) independence on student work readiness, (4) discipline on student work readiness, and (5) job competence, learning motivation, independence and discipline on vocational students' job readiness. The research used quantitative methods, the research subjects were 717 vocational students. Data collection techniques using questionnaires and documentation. The questionnaire used; learning motivation, independence, discipline, and job readiness. The documentation used is the skill competency test scores for student work competencies. The data analysis technique used multiple regression. The implementation stage includes: descriptive analysis, classic assumption test and hypothesis testing. Research result; (1) job competence has a significant influence on vocational students' job readiness, a significance value of 0.007, so that Ha is accepted; (2) learning motivation has a significant effect on vocational students' job readiness, a significance value of 0.000, so that Ha is accepted; (3) independence has a significant effect on vocational students' job readiness, a significance value of 0.022, so that Ha is accepted; (4) discipline has a significant effect on vocational students' job readiness, a significance value of 0.000, so that Ha is accepted; (5) work competence, learning motivation, independence, and discipline together have a very significant effect on vocational students' job readiness, the simultaneous significance value is 0,000, so that Ha is accepted.
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Efrinaldi, Efrinaldi, Ambiyar Ambiyar, Hasan Maksum und Waskito Waskito. „Kontribusi bursa kerja khusus dan kemampuan bekerjasama terhadap kesiapan memasuki dunia kerja siswa sekolah menengah kejuruan“. Jurnal EDUCATIO: Jurnal Pendidikan Indonesia 9, Nr. 1 (25.07.2023): 396. http://dx.doi.org/10.29210/1202323060.

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The aims of this study are: 1) to find out and analyze the contribution of the special job market to work readiness, 2) to find out and analyze the contribution of the ability to cooperate to work readiness, 3) to know and analyze together the contribution of the special job market and the ability to work together on work readiness. The type of research used is quantitative and uses a descriptive approach. The method used in finding research results is by distributing questionnaires. This research works using three hypotheses: 1) partially there is a positive and significant contribution of the specific job market to work readiness, 2) partially there is a positive and significant contribution of the ability to cooperate to work readiness, 3) jointly there is a positive and significant contribution special job market and the ability to cooperate on job readiness. The research results obtained are: 1) special job fairs have a positive and significant contribution to student work readiness by 31%. This indicates that the better the special job market, the better the student's work readiness and vice versa, 2) the ability to cooperate with students has a positive and significant contribution to student work readiness by 49.3%. Based on these results, it shows that the better the student's collaboration skills, the better the student's work readiness and vice versa. 3) the special job market and the ability to cooperate with students contribute positively and significantly to student work readiness by 49.6%.
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Helmi Said, Purnamawati und Abdul Muis Mappalotteng. „Peran Pendidikan Berbasis Literasi Teknologi Informasi & Komunikasi dalam Memajukan SDM di Era Society 5. 0“. SEMINAR NASIONAL DIES NATALIS 62 1 (31.07.2023): 510–17. http://dx.doi.org/10.59562/semnasdies.v1i1.1060.

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This study aims to: (1) The contribution of career guidance to job readiness in SMKN 1 Enrekang students; (2) The contribution of industrial work practice experience to the job readiness of SMKN 1 Enrekang students; (3) Contribution of career guidance and experience of industrial work practices to job readiness in SMKN 1 Enrekang students. This type of research is quantitative descriptive research, analyzing data systematically using simple regression analysis, and multiple regression analysis. Data collection techniques are interviews and questionnaires. Based on the results of data analysis, the career guidance variable has an influence of 12.96% on job readiness, the industrial work practice variable has an influence of 4.88% on job readiness, the magnitude of Adjusted R² is 0.336. This means that 33.6% of job readiness variables can be explained by independent variables, namely career guidance, work motivation, and industrial work practices
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Bull, David Augustine. „Relationship between Hospital Employee Overall Readiness and Turnover Intentions“. Journal of Business, Technology and Leadership 1, Nr. 1 (04.11.2019): 12. http://dx.doi.org/10.54845/btljournal.v1i1.13.

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The relationship between employee readiness and turnover intentions was investigated among (N = 48) supervisors and (N = 192) subordinates, men and women between the ages 18 to 65, randomly selected from four randomly selected hospitals within the southern region of the United States. Instrumentation for the study included the Blanchard, Hersey, and Hambleton (1977) Readiness Scale, the Jackofsky and Slocum’s (1987) Turnover Intent Scale, and Demographic questionnaire. Statistical analysis using SPSS 24 software included Pearson correlation, Paired t – test, Independent t – test, and Descriptive statistics. Results of the paired t-test failed to show any significant differences between Staff Rated Total Readiness (SRTR) and Supervisor Rated Total Readiness (SRTR). However, an independent sample t - test revealed a statistically significant difference between the mean scores in Total Readiness (TR) for clinical and nonclinical staff. A Pearson correlation matrix for Staff Rated Job Readiness (SRJR), Staff Rated Psychological Readiness (SRPR), and Staff Rated Total readiness (SRTR); and Supervisor Rated Staff Job Readiness (SSRJR), Supervisor Rated Psychological Readiness (SSRPR), and Supervisor Rated Total Readiness (SSRTR), and Turnover Intentions (TI) revealed sufficient evidence of a significant positive correlation between Staff Self-Rated Job Readiness (SRJR) and Staff Self-Rated Psychological Readiness (SRPR) ( r = .837, p = .000; Supervisor Rated Staff Job Readiness (SRSJR) and Supervisor Rated Psychological Readiness (SRPR) r = .843, p = .000; Staff Self-Rated Job Readiness (SRJR) and Supervisor Rated Staff Psychological Readiness (SRPR) r = .832, p = .000. In terms of turnover intent, there was significant negative correlation between Job Readiness, Psychological Readiness, Total Readiness and Turnover Intent [TI – SRJR (r = –.143, p = .026), TI – SRPR (r = – .133, p = .040), TI – SSRJR (r = –.140, p = .030), TI – SSRPR (r = –.137, p = .034)] among employees.
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Prayitno, Hadi, Ekohariadi, Mochamad Cholik, Dhian Supardam und Wendra Dwiki Wibisono. „The Relationship Between On the Job Training Flight Operation Officer and Job Readiness“. International Journal of Science and Society 5, Nr. 3 (02.08.2023): 218–27. http://dx.doi.org/10.54783/ijsoc.v5i3.740.

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On the Job Training Flight Operation Officer Relationship with Job Readiness. In this study there are two variables X (On the Job Training Flight Operation Officer), variable Y (Job Readiness) at PT Citilink Indonesia in Cengkareng City. The purpose of this study is to measure the relationship between, On the Job Training Flight Operation Officer PT Citilink Indonesia in Cengkareng City and job readiness of Indonesia Aviation Academy Banyuwangi (APIB) Cadets. The sampling technique in the study was carried out with the Solving formula with a sample of 38 cadets D-III Aircraft Operations Indonesia Aviation Academy Banyuwangi at PT Citilink Indonesia in Cengkareng City. Data analysis uses the pearson product moment correlation test which is used to test independent variables and dependent variables. Based on the results of data analysis using the pearson product moment method, a value of 0.881 with a significant value of 0.000 is less than 0.05 which means it has a very high and significant relationship between, On the Job Training Flight Operation Officer and job readiness. So, it can be concluded that On the Job Training Flight Operation Officer is very closely and significantly related to job readiness.
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Conlan, Xavier A., Michelle L. Harvey, Tiffany K. Gunning und Annalisa Durdle. „Forensic undergraduate cohort; job readiness curricula“. Australian Journal of Forensic Sciences 51, sup1 (22.01.2019): S243—S246. http://dx.doi.org/10.1080/00450618.2019.1568550.

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Aysina, Rimma M., Galina I. Efremova, Zhanna A. Maksimenko und Mikhail V. Nikiforov. „Using a computer simulation to improve psychological readiness for job interviewing in unemployed individuals of pre-retirement age“. Europe’s Journal of Psychology 13, Nr. 2 (31.05.2017): 251–68. http://dx.doi.org/10.5964/ejop.v13i2.1250.

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Unemployed individuals of pre-retirement age face significant challenges in finding a new job. This may be partly due to their lack of psychological readiness to go through a job interview. We view psychological readiness as one of the psychological attitude components. It is an active conscious readiness to interact with a certain aspect of reality, based on previously acquired experience. It includes a persons’ special competence to manage their activities and cope with anxiety. We created Job Interview Simulation Training (JIST) – a computer-based simulator, which allowed unemployed job seekers to practice interviewing repeatedly in a stress-free environment. We hypothesized that completion of JIST would be related to increase in pre-retirement job seekers’ psychological readiness for job interviewing in real life. Participants were randomized into control (n = 18) and experimental (n = 21) conditions. Both groups completed pre- and post-intervention job interview role-plays and self-reporting forms of psychological readiness for job interviewing. JIST consisted of 5 sessions of a simulated job interview, and the experimental group found it easy to use and navigate as well as helpful to prepare for interviewing. After finishing JIST-sessions the experimental group had significant decrease in heart rate during the post-intervention role-play and demonstrated significant increase in their self-rated psychological readiness, whereas the control group did not have changes in these variables. Future research may help clarify whether JIST is related to an increase in re-employment of pre-retirement job seekers.
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Matthews, Brian, Jamie Daigle und Melissa Houston. „A dyadic of employee readiness and job satisfaction“. International Journal of Organizational Analysis 26, Nr. 5 (05.11.2018): 842–57. http://dx.doi.org/10.1108/ijoa-01-2018-1320.

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Purpose The purpose of this paper is to examine the linkages between leadership and satisfaction models with neural networks to epistemologically explore both the theoretical and practical basis of these paradigms to analyze the effect employee readiness has on job satisfaction. A review of the literature indicates an absence of a paradigmatic precursor to the satisfaction-performance dyadic. Revisiting theoretical frameworks builds a reconceptualized prism that amalgamates leadership and job satisfaction constituents to form a theoretical scaffold and linkage between employee readiness and job satisfaction. Design/methodology/approach Reviewing the literature explores a theoretical existence of a readiness model preceding the satisfaction-performance paradigm that measures how the amalgam of readiness variables affects job satisfaction. This conceived theory uses a unidirectional model that extends the linear progression and institutes a backwards propagation linkage to the satisfaction-performance linkage using the following unidirectional correlation: readiness-satisfaction→ satisfaction-performance. Using a neural network approach, a total of 160 companies are integrated into a simulation using leadership, satisfaction and readiness variables, with an emphasize on high relationship, to ascertain the effect of readiness on job satisfaction. Findings While there are studies that interchangeably link satisfaction and performance, revisiting the literature provides theoretical insight that validates the formation of a preceding construct that converges leadership and satisfaction constituencies to form a dyadic relationship between readiness and satisfaction. Research has tirelessly attempted to discover variable correlation between job performance and job satisfaction. However, these attempts are met with contradictory results. To truly link employee readiness to the job satisfaction/job performance dyad, a neural network is created, which deduces that random probabilities confirm the continuous exactitude of a positive correlation between readiness and job satisfaction. This, in turn, confirms an existent theoretical precursor to the satisfaction-performance paradigm. The implications of not linking job readiness to satisfaction and performance can potentially leave managers amiss when triangulating performance decline. Reclassifying the satisfaction-performance dyadic corroborates Judge et al.’s (2001) theory that reinventions of this impression should be researched, and Graen and Uhl-Bien’s (1991) conclusive remarks that an evaluation beyond “trait-like” individual differences of leaders is necessary to recognize the leadership paradigm loop, which is inclusive of the leader, the follower and the dyadic relationship. Originality/value This research paper is useful for practitioners and academics to refer as the comparative and intersecting explanation of leadership and job satisfaction models, as it peripherally conveys a legitimate view of a preceding relational construct that will add value to the relevance of employee readiness as it affects job satisfaction. In addition, the neural network approach is a sound and unique method to algorithmically validate the correlation between job satisfaction models and leadership. Through codifying, the environmental variables comprised Herzberg et al.’s (1959) motivation and hygiene factors that are directly related to a leader-member exchange function, an evidentiary linkage validates the literature works of Hersey and Blanchard (2001) and directly links it to job satisfaction precursors.
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Dissertationen zum Thema "Job-readiness"

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Hein, Douglas. „Technology Readiness and Job Satisfaction“. Xavier University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1576620948807811.

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Orozco, Danielle Marie. „JOB READINESS OF SOCIAL WORKERS SERVING INDIVIDUALS WITH DEVELOPMENTAL DISABILITIES“. CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/809.

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The present study explored advance year Master of Social Work (MSW) candidates and graduated social workers perceived preparedness to serve individuals with developmental disabilities (DD). There has been minimal of studies that have explored perceived preparedness in serving individuals with DD, more specifically in the field of social work. Due to the lack of research on the topic and the recent growth of the DD population, the present research was an exploratory project that utilized qualitative techniques. Data was collected through face-to-face interviews that analyzed advance year Master of Social Work candidates and graduated social workers perceived preparedness serving individuals who are developmentally disabled. The findings of this study suggested that Master of Social Work candidates and graduated social workers are not prepared to serve the DD population. Based on the qualitative analyses, four themes emerged about social workers serving the DD population. The implications of this study include the need for reevaluation of the Council on Social Work Education accreditation standards and ethical standards put forth by the National Association of Social Workers (NASW).
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MacDonnell-Scott, Jodi. „Preparing for the contemporary workforce, planning a job readiness workshop for trades students“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0015/MQ53615.pdf.

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Munoz, Jr Donaciano. „The Perceived Relationship Among Personnel Readiness, Job Performance and Work Demands A Case for Physical Ability Testing“. Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/17425.

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Approved for public release; distribution is unlimited
The military screening process entails meeting general physical and cognitive standards and then primarily matching candidates with a specialization based on cognitive test scores. Little consideration is given to the physical abilities required to perform tasks in that specialization. An online survey was used to explore the perceived relationship among personnel readiness, job performance and work demands for Boatswains Mates (BM) and Damage Controlmen (DC). This study explored four research questions to evaluate physical ability testing. Descriptive statistics showed that the participants had a wide range of experience levels. The results from the logistic model indicated no factors were significant of evaluation trait averages. The chi-square tests showed a difference in level of physical demands in three different modes of operations for both BMs and DCs. Both groups support the use of a physical ability testing in the selection process for job placement. Efforts to develop a physical ability test for use in the selection process, a physical remediation program for those who do not meet the standards, as well as a maintenance program to verify personnel still meet physical abilities are recommendations that should be considered for future research.
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Bäckelie, Anna. „Leadership Style and Readiness Requirement in Job Advertisements : Exploring gender differences in wording appeal within technological corporate culture“. Thesis, Uppsala universitet, Institutionen för psykologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-353990.

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Organizational leadership is predominantly male, even after decades of effort to even out this gap. The gender gap in corporal leadership was here assessed by investigating the possible effect of job advertisement configuration. Requesting a democratic or autocratic leadership style and high or low level of readiness for the leadership position in job advertisements was hypothesized to affect their appreciated appeal differently depending on the reader’s gender. A democratic leadership style and a low level of readiness requirement was thought to appeal more to women. Additionally, an effect of nearness to a manager of the same sex on the appreciated likelihood of applying for a leadership position was investigated, in line with the theory of same-sex role models. Seventy-nine male and seventy-seven female employees from a technical department within a global industrial company were included in the study where they rated manipulated company job advertisements’ appeal and filled out a survey. The results revealed no gender difference in the employees’ appeal ratings depending on the two variables. No difference in likelihood of applying for a leadership position was found, regardless of same-sex managerial nearness. The unique characteristics of the sample used induces a discussion of when advertisement wording matters and matters not.
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Yu, Chien. „A Study of the Relationships Between the Self-Directed Learning Readiness and Job Performance for High School Principals“. The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1392022831.

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Yu, Chien. „A study of the realtionships between the self-directed learning readiness and job performance for high school pricipals /“. The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487951214938951.

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Baxter, Lynn Z. (Lynn Zander). „The Association of Self-Directed Learning Readiness, Learning Styles, Self-Paced Instruction, and Confidence to Perform on the Job“. Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc935689/.

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Learning styles and readiness for self-directed learning were identified for 125 adult employees enrolled in self-paced training courses. The success of the self-paced instruction was measured by confidence to perform learned skills on the job. Confidence scores were compared across learning style types and self-directed learning readiness. It was concluded that self-paced training programs can be effective for a variety of learning style preferences. Additionally, adult employees who are highly self-directed will experience greater success in self-paced instruction than those less self-directed. The implication for businesses and academic institutions seeking to employ technology based, self-instructional programs is that a return on investment can be maximized by an examination of the target audience. Training programs which are self-paced may not generate the desired success which will translate into effective job performance for those adults who are not ready for self-directed learning.
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Ethington, Robert A. „Learning to lead modifying members' psychological and job readiness levels to lead new and existing ministries through situational leadership training /“. Theological Research Exchange Network (TREN), 1992. http://www.tren.com.

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Knight, Ruth L. „Organisational culture, change readiness and retention : a human services perspective“. Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/76279/1/Ruth_Knight_Thesis.pdf.

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The Third Sector is experiencing unprecedented change as nonprofit organisations pursue their mission, organisational excellence and sustainability. This research collected data from employees of Australian nonprofit human service organisations. Instruments to measure organisational culture and change readiness were validated. The relationships between perceptions of organisational cultures, change readiness, job satisfaction and intentions to leave were explored. Findings indicate flexible organisational cultures influence employee attitudes more positively than control cultures. It identified that leaders have a significant role to play in developing and fostering change readiness and job satisfaction. This improves employees' adaptation to change, increases staff retention and organisational sustainability.
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Bücher zum Thema "Job-readiness"

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Rose, Marianne Lynch. Operation Job Match: A job readiness program that works : a guide for clients. Washington, D.C. (1200 15th St., N.W., Suite 608, Washington 20005): Operation Job Match, 1985.

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Rose, Marianne Lynch. Operation Job Match: A job readiness program that works : a guide for facilitators. Washington, D.C. (1200 15th St., N.W., Suite 608, Washington 20005): Operation Job Match, 1985.

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United States. Office of Multifamily Housing Programs und Neighborhood Networks (U.S.), Hrsg. How to design and deliver an effective job readiness training program. [Fairfax, VA]: U.S. Dept. of Housing and Urban Development, Office of Housing-Multifamily, 1999.

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Chiang, Lifang. San Francisco profile of immigrants & refugees: A research tool for welfare reform, job readiness, and self-sufficiency. Oakland, Calif: Produced by the Newcomer Information Clearinghouse, International Institute of the East Bay for the San Francisco Foundation, 1997.

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H, Bishop Janet, und Pennsylvania Council on Economic Education., Hrsg. Taking charge: Learning economics through entrepreneurship ... a nine-week curriculum in economics, entrepreneurship, and job-readiness education for students in grades 7-12. Reading, Pa: Pennsylvania Council on Economic Education, 1991.

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Dorsey, Tekemia, Beloved Joshua Simons und Halee Simons. Parenting and Job Readiness Development. The Creative GRP, LLC, 2022.

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Contributor), Steck-Vaughn Company (Other, Hrsg. Job Readiness (Necessary Skill Workforce). Steck Vaughn, 1997.

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Jackson, Joyce. Above the Level: Job Readiness Handbook. Independently Published, 2021.

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Layne, Mary, Scott Naftel, Harry Thie und Jennifer Kawata. Do Military Job Consolidations Affect Personnel Readiness? RAND Corporation, 2003. http://dx.doi.org/10.7249/rb7548.

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Ap150. Job Readiness Series/Apple II Software/Pbn Ap150. M C E, 1986.

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Buchteile zum Thema "Job-readiness"

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Hui, Yan Keung, Lam for Kwok und Horace Ho Shing Ip. „Developing 21st-Century Competencies for Job Readiness“. In Blended Learning. Education in a Smart Learning Environment, 199–209. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-51968-1_17.

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Colorosa, Sara R. „Autism Spectrum Job Readiness Challenges and Possibilities“. In A Spectrum of Solutions for Clients with Autism, 164–70. New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429299391-21.

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Setyawan, Angga Feri, Sugito Sugito und Suciani Lina Dwi Purwanti. „“Siap Kerja” Program: An Innovation Program to Increase Youth Job Selection Readiness“. In Advances in Social Science, Education and Humanities Research, 76–86. Paris: Atlantis Press SARL, 2024. http://dx.doi.org/10.2991/978-2-38476-234-7_9.

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Shaw, Patrick, und Laurel Wheeler. „Digital Networking and the Case of Youth Unemployment in South Africa“. In Introduction to Development Engineering, 293–321. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-86065-3_12.

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AbstractSouth Africa has one of the highest rates of youth unemployment and under-employment around the world, despite having a relatively large formal sector. This is driven, in part, by frictions in labor markets, including lack of information about job applicants’ skills, limited access to job training, and employers’ reliance on referrals through professional networks for hiring. This case study explores whether the online platform LinkedIn can be used to improve the employment outcomes of disadvantaged youth in South Africa. Researchers worked with an NGO, the Harambee Youth Employment Accelerator, to develop a training for young workseekers in the use of LinkedIn for job search, applications, and networking for referrals. This intervention was randomized across 30 cohorts of youth, with more than 1600 students enrolled in the study. The research team worked with LinkedIn engineers to access data generated by the platform. The evaluation finds that participants exposed to the LinkedIn training (the “treated” participants) were 10% more likely than the control group to find immediate employment, an effect that persisted for at least a year after job readiness training.
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Budiani, Meita Santi, Riza Noviana Khoirunnisa, Damajanti Kusuma Dewi, Shintya Devina Putri Santoso und Nabila Athifa Wediana. „Contribution of Understanding Job Description and Workload with Readiness to Change in Employees“. In Proceedings of the International Joint Conference on Arts and Humanities 2022 (IJCAH 2022), 772–81. Paris: Atlantis Press SARL, 2023. http://dx.doi.org/10.2991/978-2-38476-008-4_83.

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Magfiroh, F., und S. Jaro’ah. „Gen Z and the World of Work: A Study Literature of New Graduates’ Challenges in Building Job Readiness“. In Advances in Social Science, Education and Humanities Research, 1194–205. Paris: Atlantis Press SARL, 2023. http://dx.doi.org/10.2991/978-2-38476-152-4_122.

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Saragih, R., A. P. Prasetio, B. S. Luturlean und H. G. Ayuningtias. „The impact of effective leadership style, employee readiness, and moderation of job level on organization agility: Case study in public telecommunication company in Indonesia“. In Acceleration of Digital Innovation & Technology towards Society 5.0, 238–47. London: Routledge, 2022. http://dx.doi.org/10.1201/9781003222927-37.

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Rangaswamy, Nimmi, und Haripriya Narasimhan. „The Power of Data Science Ontogeny: Thick Data Studies on the Indian IT Skill Tutoring Microcosm“. In Transforming Communications – Studies in Cross-Media Research, 75–96. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-96180-0_4.

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AbstractNew employment demands of a burgeoning Indian software service industry are spawning neo-educational structures, especially in the domain of data sciences through vibrant market mechanisms offering a scalable and industry-focused learning system. Since the 1990s, Indian software firms have developed expertise in carrying out outsourced back-office tasks and mid-level IT services like data entry, managing call centres, and performing software quality testing for foreign companies taking advantage of a technically trained local workforce. The trend of automating manual work practices in the IT industry has generated a different kind of demand for data sciences directed at upskilling and job readiness. India is witnessing a market-oriented groundswell of data science and IT skill tutoring ‘shops’, resituating science and engineering education. In this chapter we report from ethnographic research conducted in two IT skill training parks to underpin arguments about emerging neo-educational learning structures suited to a data science education for new livelihood opportunities in an IT-accredited India. Our chapter makes a case for looking at ‘data studies’ from an ethnographic perspective uncovering a ‘program’ of upward mobility through IT skilling and employment. What directions might data studies about tutoring data science skills in the Indian context lead to? Excerpts presented here from field research imagine new livelihoods, aspirations, and technology skills that are more often than not a reflection of the power of data science education.
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Boga, MAJ Danny. „Military Leadership and Resilience“. In Handbook of Military Sciences, 1–20. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-030-02866-4_101-1.

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AbstractMilitary service exposes personnel to a variety of stressors and potentially traumatic events, ranging from combat through to common occupational demands found in any job. Military personnel frequently face demands such as extended time away from family and friends, exposure to ambiguous and potentially lethal situations, restrictions on personal freedoms, increased legal powers from supervisors, and the constant need to maintain “operational readiness.” The stressors faced during military service can have significant repercussions on operational effectiveness and force sustainment. How personnel respond to these demands while maintaining effective performance over time is often considered to be a matter of resilience. Resilience involves the ability to bounce back with minimal impact from adversity. Military leaders at all levels have become increasingly concerned about how the resilience of their personnel might impact or enhance operational capability. Commanders are increasingly recognizing the important roles leadership and organizational support play in the development of resilience.This chapter aims to provide a broad overview of some of the research, concepts, and practices being employed by modern militaries to foster resilience. It examines what is meant by resilience, then looks at how different concepts have been used at both individual and organizational levels to encourage greater resilience among military personnel. Overall, the development of resilience is a multifaceted process which leaders need to be aware of if they are to get the best out of their personnel. The promotion of adaptive “resilient” behaviors is particularly important in high-performance/high-stress organizations such as the military.
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„Job Readiness“. In Encyclopedia of Autism Spectrum Disorders, 2592. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-91280-6_300887.

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Konferenzberichte zum Thema "Job-readiness"

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Nurmalasari, Riana, Marsono und Abd Kadir Mahamad. „Contribution of Job Readiness Application and Student Competency Towards Job Readiness and Job Opportunities in Industry“. In 2021 7th International Conference on Electrical, Electronics and Information Engineering (ICEEIE). IEEE, 2021. http://dx.doi.org/10.1109/iceeie52663.2021.9616631.

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Wedley, William C., Suzanne Klinga und William J. Scott . „Measuring and Monitoring Job Readiness“. In The International Symposium on the Analytic Hierarchy Process. Creative Decisions Foundation, 1999. http://dx.doi.org/10.13033/isahp.y1999.049.

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Nuraeni, Yeni, Faizal Nasution und Firdausi Nuzula. „Readiness of Job Training Institutions and Labor Market Information Systems for Implementation of the Job Loss Guarantee Program“. In Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia. EAI, 2022. http://dx.doi.org/10.4108/eai.27-7-2021.2316849.

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Mohamed, Zulaikha, Martin Valcke und Bram De Wever. „Can mastery of Teacher Competences Determine Student Teachers’ Readiness for the Job?“ In ICEEPSY 2016 International Conference on Education and Educational Conference. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.11.39.

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Kamaliya, Dina, Dwi Atmono und Sri Setiti. „Contribution of Environment Behaviors and Interpersonal Behaviors Towards Job Readiness Industrial Work Practices“. In 1st International Conference on Social Sciences Education - "Multicultural Transformation in Education, Social Sciences and Wetland Environment" (ICSSE 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icsse-17.2018.21.

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Rahayu, Agus, Lili Adi Wibowo und Sulastri. „Skill Mismatch and Industry Involvement in Improving the Job Readiness of Vocational School Graduates“. In 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210831.145.

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Tan, Wee-Kheng, Yi-Der Yeh und Yu-Jie Tan. „Online Job Seeking: An Exploratory Study from the Perspective of Social Capital and Technology Readiness“. In 2010 International Conference on e-Education, e-Business, e-Management, and e-Learning, (IC4E). IEEE, 2010. http://dx.doi.org/10.1109/ic4e.2010.37.

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Dewi, Ros, Nia Wardhani und Dian Yudhawati. „The Effect of Job Crafting and Work Engagement toward Readiness for Change among Millennial Employees“. In International Conference on Psychological Studies. SCITEPRESS - Science and Technology Publications, 2021. http://dx.doi.org/10.5220/0010809000003347.

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Tubaishat, Abdallah. „Can E-Portfolio Improve Students’ Readiness to Find an IT Career?“ In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2136.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] An E-Portfolio Assessment Management System (EAMS) can be an innovative tool that provides students with flexible opportunities to demonstrate the acquisition of skills and abilities in an outcome-based institution. The system has been developed and used for the past ten years to create, reflect, revise, and structure students’ work. It is a repository management system that facilitates collecting, sharing, and presenting artifacts of student learning outcomes via a digital medium. Therefore, it provides students with flexible opportunities to demonstrate the acquisition of skills and abilities to demonstrate growth of achieving learning outcomes. The rationale of the EAMS is to allow students to demonstrate competences and reflect upon experiences to improve their learning and career readiness; hence, they are accountable for their learning. The system was built around two defined set of learning outcomes: institutionally agreed upon set of learning outcomes, and learning objectives that are related to major requirements. The purpose of this study is to analyze students’ perceptions and attitudes when using an e-portfolio to support their employment opportunities. The participants were 217 students in the College of Technological Innovation. The students reported that the developing of e-portfolios was extremely helpful. The results showed that students have positive opinions about using e-portfolios as a beneficial tool to support their readiness for employment; they believe an e-portfolio increases their confidence to find a job in the IT field because it can allow them to showcase artifacts that demonstrate competencies and reflect upon experiences, and they can provide their supervisors during their industrial training with an e-resume that includes views of their actual work of what they have learned and are able to do when they complete their degree. Employers then can review e-portfolios to select prospective employees work readiness skills; hence, graduates are more likely to obtain a job in their workplaces. In conclusion, students do like the idea of e-portfolios when it is presented to them as a career showcase rather than a process for documenting learning. A career center can use e-portfolios as a tool to help students find a job. Furthermore, our analysis and evaluation uncovered learning issues involved in moving from the traditional approach of learning toward an integrated learning system that can be used after graduation.
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Widayana, Gede. „The influence of technical skills and 21st century skills on the job readiness of vocational students“. In Proceedings of the 5th International Conference on Vocational Education and Technology, IConVET 2022, 6 October 2022, Singaraja, Bali, Indonesia. EAI, 2023. http://dx.doi.org/10.4108/eai.6-10-2022.2327433.

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Berichte der Organisationen zum Thema "Job-readiness"

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O'Connor, John J., und James West. Advanced on-the-Job Training System: Readiness Test Plan. Fort Belvoir, VA: Defense Technical Information Center, Mai 1990. http://dx.doi.org/10.21236/ada222377.

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Evans, Kenneth L., Joshua A. Snyder und Frederick Carmicle. Evaluating a Job Aid for Tactical Site Exploitation at the Joint Readiness Training Center. Fort Belvoir, VA: Defense Technical Information Center, April 2010. http://dx.doi.org/10.21236/ada518694.

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Evans, Kenneth L., Joshua J. Blizzard, James E. Jones und William C. Ryan. Evaluating a Job Aid for Actions on Contact at the Joint Readiness Training Center. Fort Belvoir, VA: Defense Technical Information Center, Juni 2011. http://dx.doi.org/10.21236/ada545882.

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Jagannathan, Shanti, und Dorothy Geronimo. Reaping the Benefits of Industry 4.0 through Skills Development in High-Growth Industries in Southeast Asia: Insights from Cambodia, Indonesia, the Philippines, and Viet Nam. Asian Development Bank, Januar 2021. http://dx.doi.org/10.22617/spr200328.

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This synthesis report explores the implications of the Fourth Industrial Revolution (4IR) on the future of the job market in Southeast Asia. It is part of the series of reports that assesses how jobs, tasks, and skills are being transformed in industries with high relevance to 4IR technologies in Cambodia, Indonesia, the Philippines, and Viet Nam. The series provides recommendations to strengthen policies, skills, and training as well as new approaches, strategies, and actions to enhance the readiness of each country’s workforce for 4IR.
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Савченко, Лариса Олексіївна. Characteristic of the future specialists professional preparation to the quality educational assessment. Педагогічна думка, 2015. http://dx.doi.org/10.31812/0564/365.

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To consider the characteristics of the levels of formation of professional readiness of future specialists to pedagogical diagnostics of quality of education. Diagnostics of levels of formation of professional training of future teachers is realized through a number of research methods: observation, testing, interview, analysis of the results. The basis of the diagnostic systems research on three-level assessment scale, supplemented by «high level», which allows to adapt to local conditions and to enrich the features of a particular region. Analysis of modern works on the organization of control of educational achievements of students; the log books of progress and attendance of students in classes, conversations with teachers and our own observations have proved that in educational practice there are different models of the organization of control of educational achievements of students in pedagogical disciplines and professional subject training, validation should be carried out using various schemes and scales of evaluation present different approaches to the calculation of rating of students (in some cases even within the same University) and others. The analysis proved that the existing complex control tasks and tasks for independent work is only seventy percent of jobs differentiated by professional orientation, the rest of the job for the overall development of pedagogical competence of students. In our opinion, well developed task, that is, those that consist mainly of problems of professional and pedagogical orientation that enhance future teachers ‘ motivation to learn pedagogical disciplines. The quality of education becomes the main reference point that determines the credibility and competitiveness of educational institutions on regional, national level and international arena.
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