Academic literature on the topic 'Australia Officials and employees Training of'
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Journal articles on the topic "Australia Officials and employees Training of"
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Y, Syaharuddin. "PENGARUH PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KINERJA PEJABAT STRUKTURAL DI LINGKUNGAN UNIVERSITAS MULAWARMAN." Jurnal Ekonomika : Manajemen, Akuntansi, dan Perbankan Syari'ah 4, no. 1 (October 25, 2017): 12. http://dx.doi.org/10.24903/je.v4i1.210.
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The purpose of this study was to Know and analyze any significant relationship between the ability of employees, education and training as well as experience working together on structural officials in environment the university Mulawarman and also to analyze the influence of dominant among employability, education and training, and experience work on structural officials in environment the university Mulawarman. In this study used three variables studied, among others, the ability of employees (X1), education and latiha (X2) and work experience (X3). From the results of the regression analysis above, it can be arranged the following equation: Y = 0.521 + 0.252 + 0.577 X1 X2 X3 + 0.219 + e Variable capability of employee, Education and Training, Work Experience, simultaneously affect the performance of structural officials Mulawarman employees. Simultaneous influence on employee performance structural officials Mulawarman by 68.00%, while the remaining 32.00%, influenced the other, is evident from the results of the test F by F count> F table value and significance value of 0.000 <α = 0 , 05, then the ability of work, education and training, work experience, affect the performance of structural officials attested employees university Mulawarman.
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Sahriyal, Sahriyal, Erny Erny, and Nedra Neswita. "Pelatihan Penggunaan Internet Bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (July 27, 2022): 145–50. http://dx.doi.org/10.31004/abdira.v2i3.184.
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The development of the Internet makes it very easy to complete administrative work so that it requires good skills on the internet for office employees and village officials in Rantau Mempesai, Indragiri Hulu Regency, Riau Province, so training is needed. The College of Technology (STTI) lecturer team decided to hold community service (PKM) in the form of the training. The purpose of the training is to equip office employees and village officials how to complete the administration of government activities so that the administrative work process can be carried out in a very short and efficient time by searching for information, storing data and sending data. This training is carried out using lecture methods, discussions and hands-on practice with discussions on web browsing, Gmail and Geoggle drive. The results of this training evaluation showed a large increase (85.2%) of understanding for office employees and village officials in using the internet to improve skills in the field of technology.
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Agustin, Sri, Lisa Trisnawati, and Sri Guntur. "Pelatihan Penggunaan Microsoft Office dalam Upaya Peningkatan Pelayanan Administrasi bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai Kecamatan Rengat Kabupaten Indragiri Hulu." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (June 13, 2022): 151–57. http://dx.doi.org/10.31004/abdira.v2i3.185.
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In the face of the times, especially the development of increasingly advanced Science and Technology, adequate skills are needed to support the performance of office employees and village officials, especially Rantau Mapesai Village. This is because in service activities to the community, office employees and village officials in Rantau Mapesai are still not optimal in operating Microsoft Office. This condition certainly has an impact on the lack of maximum administrative services to the community. The purpose of this community service is to provide training to improve and maximize the potential of human resources on how to operate computers in Microsoft Word, Microsoft Excel and Microsoft Powerpoint application programs for office employees and village officials. The increase in the average pre-test score of 62.72 to the post-test of 88.00 indicates the level of participants' understanding of Microsoft Office. Through this training activity, participants can understand the importance of using technology in an effort to improve administrative services in the village.
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ANDREECHEV, IGOR. "Anti-corruption training of public officials: practice-oriented view of the problem." Public Administration 23, no. 2 (2021): 46–54. http://dx.doi.org/10.22394/2070-8378-2021-23-2-46-54.
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The article describes the features of the formation of an anti-corruption system aimed at training public officials. This system takes into account the international obligations of Russia, as well as the needs of the authorities in the professional training of officials, the creation of an efficient apparatus, and increased efficiency in the fight against corruption. The author presents an approach to developing the training for anti-corruption officials, engaged in countering corruption and other offenses, as well as other employees or persons filling state (municipal) posts through the use of interactive technologies. Special attention is paid to the use of interactive teaching methods, such as brainstorming, case work, group work, analysis and working with documents, modeling, demonstration, guided discussion, debate, creative assignments, business games, expert meeting, Socrates method, use of video recordings and visual guidances. Government bodies, working to prevent corruption and other offenses, together with educational organizations are actively developing curricula and training materials for anti-corruption classes. All materials of the article can be used for organizing anti-corruption education for civil servants and public officials.
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Junaidi, Junaidi. "Pengaruh Kompetensi dan Motivasi Kerja Pegawai Terhadap Kualitas Pelayanan, Kepuasan Konsumen Serta Citra Organisasi Pada Balai Pelatihan Kesehatan Provinsi Kalimantan Selatan." DIA: Jurnal Ilmiah Administrasi Publik 15, no. 1 (November 11, 2018): 33. http://dx.doi.org/10.30996/dia.v15i1.1828.
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Implementation of Otoda, demands increased competence and motivation of government officials, whether from central government employees or the smallest local government officials (kelurahan). Changes to these human resources, ultimately expected to affect the performance of officials, as well as consumer satisfaction so that the good name (corporate image) of governance in this case the local government also increased. If it goes according to expectations, will create consumer satisfaction (people who enjoy public service (government). Problem Formulation: Is there a significant influence between employee competence and motivation on Service quality, customer satisfaction and organization image in Health Training Center of South Kalimantan Province. This type of research is explanatory research, ie this study will be examined the relationship or causal influence between variables through testing the hypothesis set previously. According to Neuman (1999: 22) Explanatory Research departs from the state of a phenomenon known and described, but it is necessary to do more in-depth study. Why the phenomenon occurs and how the phenomenon occurs. The study population is employees in the scope of the Health Service that utilizes the Training of Bapelkes of South Kalimantan province during 2010 until 2014.
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Shannon, Anthony G., and Farzan Contractor. "Questions for Vocational Training in Hospitality and Tourism in Australia." INTERNATIONAL JOURNAL OF RESEARCH IN EDUCATION METHODOLOGY 11 (January 10, 2020): 1–6. http://dx.doi.org/10.24297/ijrem.v11i.8550.
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This paper outlines some of the dilemmas of turning graduates from vocational education and training courses into industry-ready employees. It raises a number of questions that are ripe for action research with the context of the Boyer model of scholarship.
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Rahim, Sheikh Abdur, and Md Kamrul Hossain. "Measurement of the Effectiveness of Training Programs of Private Commercial Banks in Bangladesh." Journal of Business Strategy Finance and Management 2, no. 1-2 (December 25, 2020): 68–77. http://dx.doi.org/10.12944/jbsfm.02.01-02.08.
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Training is essential to enhance the performance of employees in every organization, but it is essential to increase the performance of employees in private commercial banks in Bangladesh as they need to satisfy customers to conduct business activities successfully. The management of private commercial banks have provided various training to their employees to enhance their skills, knowledge, competency and so on. They have spent a substantial amount of budget in every year to conduct their training programs. They are continually trying to make their training program effective so that the employees can contribute more to the growth and development of their banks. Therefore, the main purpose of the study is to assess the effectiveness of the training programs of private commercial banks in Bangladesh. Structured questionnaire was used to collect the data/information from 97 bank officials randomly. Frequency distribution, correlation and multiple linear regression analysis were done to interpret the data and information in this study. The study findings show that there are some problems with the effectiveness of training programs of the private commercial banks in Bangladesh. Thus, the authors have conducted this study and provided some suggestions to the management of the banks to overcome these problems and make the training programs effective.
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Abdur Rahim, Prof Dr Sheikh, and Dr Md Kamrul Hossain. "Measurement of the Effectiveness of Training Programs of Private Commercial Banks in Bangladesh." Journal of Business Strategy Finance and Management 2, no. 1 (June 30, 2021): 68–77. http://dx.doi.org/10.12944/jbsfm.02.01.08.
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Training is essential to enhance the performance of employees in every organization, but it is essential to increase the performance of employees in private commercial banks in Bangladesh as they need to satisfy customers to conduct business activities successfully. The management of private commercial banks have provided various training to their employees to enhance their skills, knowledge, competency and so on. They have spent a substantial amount of budget in every year to conduct their training programs. They are continually trying to make their training program effective so that the employees can contribute more to the growth and development of their banks. Therefore, the main purpose of the study is to assess the effectiveness of the training programs of private commercial banks in Bangladesh. Structured questionnaire was used to collect the data/information from 97 bank officials randomly. Frequency distribution, correlation and multiple linear regression analysis were done to interpret the data and information in this study. The study findings show that there are some problems with the effectiveness of training programs of the private commercial banks in Bangladesh. Thus, the authors have conducted this study and provided some suggestions to the management of the banks to overcome these problems and make the training programs effective.
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Rykleif, Yasien, and Robertson K. Tengeh. "The importance of training and development for government officials in South Africa." International Journal of Research in Business and Social Science (2147- 4478) 11, no. 6 (September 12, 2022): 642–56. http://dx.doi.org/10.20525/ijrbs.v11i6.1990.
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An organisation's performance suffers when employees are not adequately skilled in certain job areas. This article sought to investigate whether training and development affected the delivery of citizen-centric services in a government department in South Africa. The study adopted a mixed research methodology and a non-experimental research design. The data was collected via 20 open-ended interviews and 130 structured questionnaires. The study results indicated that shifting the government's focus to citizen-centricity would improve efficiency and service delivery. One of the significant findings suggests that training in service delivery requirements awareness could positively improve and motivate public officials' performance to remain relevant to the needs of citizens.
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VAEZI, Seyed Kamal. "TRAINING METHODS IN PUBLIC SECTOR CASE OF ASIA." ASEJ Scientific Journal of Bielsko-Biala School of Finance and Law 21, no. 4 (December 1, 2017): 188–200. http://dx.doi.org/10.5604/01.3001.0012.4307.
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Training is an effort to increase the knowledge, skills, and abilities of employees and managers so they can better do their jobs. The principles of learning must be considered in all training activities for officials. In a good training program the main objective is the change in the behaviour of staff in order to achieve performance improvement. But the main question is what kind of changes are needed? A possible answer would be changes that support a capacity of building a framework for innovation and entrepreneurship abilities of officials in the administration system and public administration. This research is an attempt to discuss the question and provide an answer. By using a research literature review and an expert analysis approach, needs definitions, and utilization of national needs of the public sector, the findings were categorized into functions and recommendations. Also the paper deals with the success of the South Korean pioneer training system (NHI) which is an important and top priority center for Korean government, so the paper deals with the strategies and objectives of NHI.
Dissertations / Theses on the topic "Australia Officials and employees Training of"
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Leong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.
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Adriansen, David J. "Workplace Violence Prevention Training: An Analysis of Employees' Attitudes." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4798/.
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The purpose of this study was to determine employees' attitudes and perceptions toward the effectiveness of workplace violence prevention training within a U.S. Government service agency with 50 offices located in Minnesota and Wisconsin. Chapter 1 presents an overview of the phenomenon of workplace violence, the movement toward prevention programs and policies and the implementation of prescreening processes during hiring and violence prevention training. Chapter 2 contains a thorough review of pertinent literature related to violence prevention training and the impact of occupational violence on organizations. This topic was worthy of research in an effort to make a significant contribution to training literature involving organizational effectiveness due to the limited amount of research literature covering the area of corporate violence prevention training and its effect on modifying attitudes and behaviors of its customers. The primary methodology involved the assessment of 1000 employees concerning their attitudes and perceptions toward the effectiveness of workplace violence prevention training. The research population were administered a 62 item online assessment with responses being measured, assessed, and compared. Significant differences were found calling for the rejection of the three study hypotheses. Chapter 4 described the findings of the population surveyed and recommendations were identified in Chapter 5.
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Delfeld, Lauri A. "A Comparison of Training Needs in the Public and Private Sectors." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278159/.
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The training needs of managers in the public and private sectors were investigated and compared. Future trends in training that are foreseen by these managers were also researched. Forty-four public sector managers and 34 private sector managers completed a questionnaire covering such topics as: current training needs, current training efficiency, and future trends in training. Topics covered included an overview of the problem, identification and explanation of current trends in topical literature, results of the research, and conclusions drawn from the findings. The results indicated a small difference in current training needs of the two sectors. Recommendations for future studies included a larger sample population and a follow-up study of the private sector managers.
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Charles, Kidwell. "Training of officials in the Buffalo City Metropolitan Municipality." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/7659.
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The impetus that informs the drive for developmental state that promotes growth and development centres on the local capacity of the local sphere of the government to effectively discharge its responsibilities. The essence of this study is to evaluate the training of officials in the Buffalo City Metropolitan Municipality and assess the extent to which service delivery has impacted on the lives of the community within this area.
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Mthethwa, Kholekile F. "Training and localisation policy: a case study of Swaziland." University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
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The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.
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Ntlebi, Nontsikelelo. "Training and development in South African local government :the case of the Helderberg municipality." University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&.
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Ho, Siu-wah Annie, and 何小華. "The evaluation of training in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964278.
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Milatzo, John P. "An investigation of multi-attribute utility technology (MAUT) as an evaluation method in an organizational training environment." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-170354/.
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Mafi, Salote Christine Laumanukilupe. "Assertive communication by first- and second-generation Tongan employees in Australia /." [St. Lucia, Qld.], 2003. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17040.pdf.
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Leong, Yua-yan Susanna, and 梁若茵. "Investment in people: training strategy of the Environmental Protection Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31964588.
Full textBooks on the topic "Australia Officials and employees Training of"
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Andrew, Smith. Training and development in Australia. Sydney: Butterworths, 1992.
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Andrew, Smith. Training and development in Australia. 2nd ed. Sydney: Butterworths, 1998.
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Training enhancement in government organizations. Westport, Conn: Quorum Books, 1993.
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Goyal, Rajni. State civil services training in India. Jaipur: RBSA Publishers, 1988.
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Clarke, Michael. The role of the chief executive: Implications for training and development. Northampton: SOLACE, 1987.
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Training for elected panchayati raj representatives. Delhi: Shipra Publications, 2008.
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Sampson, Kathleen. Serving the public: A curriculum for court employees. Chicago: American Judicature Society, 1997.
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San Francisco (Calif.). City Attorney's Office. Sunshine ordinance training for elected officials, department heads and city employees. [San Francisco, CA: The Office, 2002.
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Aḥmad, Nāṣir. Internal assessment of training programmes of PARD & NIPA. Peshawar: Pakistan Academy for Rural Development, 1988.
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Ahmad, Nasir. Internal assessment of training programmes of PARD & NIPA. Peshawar: Pakistan Academy for Rural Development, 1988.
Find full textBook chapters on the topic "Australia Officials and employees Training of"
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Lynch, Gordon. "Flawed Progress: Criticisms of Residential Institutions for Child Migrants in Australia and Policy Responses, 1939–1945." In UK Child Migration to Australia, 1945-1970, 55–90. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69728-0_3.
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AbstractThe positive view of child migration held by UK Government officials in the inter-war period was not based on any regular system of inspections of the institutions in Australia to which children were sent. During the Second World War, UK Government officials became more of reported problems at several of these institutions, relating to standards of accommodation, management, care, training and after-care. This chapter traces the growing awareness of these problems and the UK Government’s response to them. Whilst policy-makers’ positive assumptions about child migration were challenged, and specific issues and institutions were known to require significant improvement, overall confidence in the value of child migration remained. Despite evidence of organisational failings in Australia, Australian welfare professionals were trusted to address these problems, and suggestions about the need for greater control from the United Kingdom were seen as a backward-looking attempt to limit the autonomy of Britain’s Dominions.
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Ekker, Knut. "Emergency Management Training and Social Network Analysis." In Artificial Intelligence Technologies and the Evolution of Web 3.0, 273–89. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8147-7.ch013.
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The chapter first presents a background review of the application of computer technology in simulations of natural hazard situations. The chapter then presents the efforts of researchers at Mid Sweden University and Nord-Trøndelag University College to build a comprehensive emergency training tool with funding from the Interreg/EU ERDF (European Regional Development Fund). The main part of the chapter reports empirical data from this project GSS (Gaining Security Symbiosis). The project developed the tool for training emergency personnel (police, fire, ambulance, and local officials) in handling crises in the border region between Norway and Sweden. The Web-based software incorporated complex scenarios that the emergency personnel had to contend with during 3-hour training sessions. The participants included employees at the operator, tactical, and strategic level of the organizations. The training tool recorded all communications among participants which primarily was text based. The rich data source was analyzed “on-the-fly” with the software from the R Project for statistical computing and the SNA package (Social Network Analysis package). The statistical software provided detailed graphs of the social networking of communications among the participants on both sides of the national border in central Scandinavia. The chapter concludes with a presentation of ideas towards using the social networking data as input into simulation models based on system dynamics. The empirical data from the project will naturally provide data for future training sessions. A planned future model of the comprehensive training tool—netAgora—will use experiential data in a Virtual Responder component in the training sessions of emergency personnel.
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Shpektorenko, Ihor. "DIRECTIONS OF IMPROVEMENT OF HUMAN RESOURCES POLICY IN LOCAL GOVERNMENT IN UKRAINE." In Priority areas for development of scientific research: domestic and foreign experience. Publishing House “Baltija Publishing”, 2021. http://dx.doi.org/10.30525/978-9934-26-049-0-4.
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The author examines the dependence and impact of the distribution of powers of local governments, the content of their functions, activities and tasks in the context of the formation of professional competence, professionalism and professional mobility of officials as subjects of labor and activity. The main idea of the article is that in Ukraine there is now a separation of local government from state. This exacerbates the problem of redistribution and separation of functions and, accordingly, tasks and powers, which will be reflected in the substantive characteristics of professionalism and professional mobility of officials as their current professional qualities. The subject of the study is the impact of decentralization, the process of transformation of public administration on the process of professionalization of local government officials. The research methodology consists in the integrated involvement of the following research methods: methods of analysis: system analysis; complex analysis, decompositions, sequential comparison method and logical and dynamic methods; structural and functional method to clarify the basic concepts. The article uses construction methods: system method; methods of forecasting and planning processes, modeling method; method of structuring goals. The abstract-logical method was used for theoretical generalization and formulation of conclusions. The purpose of the study is to develop areas for improving personnel policy in local governments in Ukraine, through meaningful disclosure of the concepts of «human resources», «professional potential», «professionalism», «professional mobility» in relation to the professional group of local government officials, outlines problems and possible approaches to improving these potentials in Ukrainian realities. The result of the article is a set of main areas of development and improvement of personnel policy and activities of the structural unit for staff development in local government, which are designed to develop professional mobility as a modern top quality of officials. The conclusions indicate the need to improve the forms and methods of working with local government officials, the reserve of personnel, the use of mechanisms and principles of formation and implementation of personnel policy in local governments, creating organizational conditions, addressing the issue of rational selection, placement and professional development personnel through a comprehensive assessment of staff, in particular professional potential, including the activity expression of the latter. The time has come for radical changes in the content of training, retraining and advanced training, self-education of local government officials, which would correspond to the new powers and competencies of local governments, based on professional potential and suitability, aimed at achieving high professionalism and professional mobility, including high professional culture. From the author's point of view, it is necessary to provide for the allocation of funds in local budgets for the training of municipal employees in the amount of at least 4% of the salary fund. It is also necessary to strengthen the protection of local government officials from involvement in election campaigns, from unjustified dismissals of officials, in particular in cases where there is a renewal of politicians and leadership of local governments.
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Al-Jenaibi, Badreya. "Managing Conflict in Workplace." In International Business Strategy and Entrepreneurship, 165–84. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4753-4.ch011.
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The UAE has the largest migration rate in the world; its major workforce originates from numerous countries, including India, Pakistan, the Philippines, Australia, and the United States of America. While this workforce diversity contributes varied backgrounds and languages to the workplace, diversity can also present major challenges for management. Workforce diversity, tension, and conflict can result in the creation of invisible barriers, a lack in communication or coordination, and a lack of recognition of positive employee behavior. Yet, while organizations may suffer from internal conflict, the tension that accompanies diversity can also result in positive outcomes, like an increased competitive spirit, enhanced productivity, and gains in creativity of employees. This chapter focuses on assessing the benefits and liabilities of workforce diversity as manifest in the unique demographic context of the UAE. Qualitative methods employing interviews were used to investigate research questions about diversity. Interviews with 41 respondents were collected from 32 officials working in the UAE companies. The authors supplemented these interviews with quantitative methods, employing a questionnaire of 213 employees in selected local organizations. The research concludes that conflict, rather than positive outcomes, arises when workforce diversity leads to a combination of the following: a difference of opinion, a lack of coordination and communication, and a lack of properly defined responsibilities.
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de Eyto, Adam. "‘Growing Oak Trees' - Education for Sustainable Design." In Practice, Progress, and Proficiency in Sustainability, 584–604. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5856-1.ch030.
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Designers and engineers seem finally to be awakening to the challenge that sustainable development presents. Educators and students alike are keenly aware of the need to become more effective in the training and practice of their specific disciplines with respect to sustainability (Mulder, Segalas-Coral, & Ferrer- Balas, 2010). This chapter illustrates and animates a number of critical themes in education for sustainable design that have been developed within the Irish context. However, these are scalable within the international context for training and ‘up skilling' of product designers, engineers and other design professionals. The chapter focuses on the co-design, development, validation and piloting over two years of a CPD (Continuing Professional Development) course for Design Professionals in Sustainable Design. The research outlined in this work also qualitatively assesses appropriate models for educating for sustainable design thinking with design professionals, small to medium enterprise (SME) employees and undergraduate design students. The educational methodologies that were developed were evaluated over an eight year period with case study groups including: Industrial and Product Design undergraduate students at the Institute of Technology, Carlow (IT Carlow) and Professional designers taking the SDI (Sustainable Design Innovation) Certificate at IT Carlow. A parallel program (Winnovate) which aimed to up skill SME's in the South East of Ireland was also developed as a separate case study. All the case studies were benchmarked against initiatives in the Netherlands, Germany, Spain, Wales and Australia as well as collaboration with the University of Limerick, Ireland as a means of establishing current best practice.
Conference papers on the topic "Australia Officials and employees Training of"
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SH. Noory, Hayder, and Suhair Adil Hamed. "The Interaction of Human Engineering and Total Quality Management and their impact on Value Engineering: applied research in the Diyala State Company." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/icearnc/24.
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The research tests the relationship of the interaction of the two explanatory variables, human engineering with four dimensions: human engineering: (physical, environmental, organizational, and cognitive), with total quality management in six dimensions: (quality management system, administrative leadership commitment, employee integration and training, strategic quality planning, and operations management Productivity, continuous quality improvement), and the impact of their interaction on the responsive variable one-dimensional value engineering, as well as testing the direct correlation and effect relationships between variables by testing four main hypotheses in Diyala State Company as a site for conducting the research, and data were collected from 271 individuals who represented the research sample. They were chosen at random, and varied between employees, unit officials, and department managers. The research relied on the questionnaire as the main measurement tool, and used descriptive and inferential statistical methods to answer the problem, test hypotheses and interpret its results. Recommendations that the company should adopt the research model because of its impact on engineering the value of its products and production processes.
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SH. Noory, Hayder, and Suhair Adil Hamed. "The Interaction of Human Engineering and Total Quality Management and their impact on Value Engineering: applied research in the Diyala State Company." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/uhdicearnc/24.
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The research tests the relationship of the interaction of the two explanatory variables, human engineering with four dimensions: human engineering: (physical, environmental, organizational, and cognitive), with total quality management in six dimensions: (quality management system, administrative leadership commitment, employee integration and training, strategic quality planning, and operations management Productivity, continuous quality improvement), and the impact of their interaction on the responsive variable one-dimensional value engineering, as well as testing the direct correlation and effect relationships between variables by testing four main hypotheses in Diyala State Company as a site for conducting the research, and data were collected from 271 individuals who represented the research sample. They were chosen at random, and varied between employees, unit officials, and department managers. The research relied on the questionnaire as the main measurement tool, and used descriptive and inferential statistical methods to answer the problem, test hypotheses and interpret its results. Recommendations that the company should adopt the research model because of its impact on engineering the value of its products and production processes.
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Wardani, Arista Kusuma. "Interprofessional Collaboration on Mental Health: A Scoping Review." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.26.
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ABSTRACT Background: The increasing prevalence rate of mental illness due to demographic changes became the burden of disease in primary health care. Effective interprofessional collaboration strategies are required to improve professional welfare and quality of care. Interdisciplinary teamwork plays an important role in the treatment of chronic care, including mental illness. This scoping review aimed to investigate the benefit and barrier of interprofessional collaboration approach to mental health care. Subjects and Method: A scoping review method was conducted in eight stages including (1) Identification of study problems; (2) Determining priority problem and study question; (3) Determining framework; (4) Literature searching; (5) Article selection; (6) Critical appraisal; (7) Data extraction; and (8) Mapping. The search included PubMed, ScienceDirect, and Willey Online library databases. The inclusion criteria were English-language, full-text, and free access articles published between 2010 and 2020. The data were reported by the PRISMA flow chart. Results: A total of 316 articles obtained from the search databases, in which 263 articles unmet the inclusion criteria and 53 duplicates were excluded. Based on the selected seven articles, one article from a developed country (Malaysia), and six articles from developing countries (Australia, Canada, Belgium, Norway) with quantitative (cross-sectional, surveillance) and qualitative study designs. The reviewed findings were benefit and barrier of interprofessional collaboration on mental health. Benefits included improve quality of care, increase job satisfaction, improve patient health status, increase staff satisfaction, increase performance motivation among employees, as well as shorter duration of treatment and lower cost. Barriers included hierarchy culture, lack of resources, lack of time, poor communication, and inadequate training. Conclusion: Interprofessional teamwork and collaboration have been considered an essential solution for effective mental health care. Keywords: interprofessional collaboration, benefit, barrier, mental health Correspondence: Arista Kusuma Wardani. Universitas ‘Aisyiyah Yogyakarta. Jl. Siliwangi (Ring Road Barat) No. 63 Mlangi, Nogotirto, Gamping, Sleman, Yogyakarta, 55292. Email: wardanikusuma1313@gmail.com. Mobile: +6281805204773 DOI: https://doi.org/10.26911/the7thicph.04.26
Reports on the topic "Australia Officials and employees Training of"
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Mayfield, Colin. Higher Education in the Water Sector: A Global Overview. United Nations University Institute for Water, Environment and Health, May 2019. http://dx.doi.org/10.53328/guxy9244.
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Higher education related to water is a critical component of capacity development necessary to support countries’ progress towards Sustainable Development Goals (SDGs) overall, and towards the SDG6 water and sanitation goal in particular. Although the precise number is unknown, there are at least 28,000 higher education institutions in the world. The actual number is likely higher and constantly changing. Water education programmes are very diverse and complex and can include components of engineering, biology, chemistry, physics, hydrology, hydrogeology, ecology, geography, earth sciences, public health, sociology, law, and political sciences, to mention a few areas. In addition, various levels of qualifications are offered, ranging from certificate, diploma, baccalaureate, to the master’s and doctorate (or equivalent) levels. The percentage of universities offering programmes in ‘water’ ranges from 40% in the USA and Europe to 1% in subSaharan Africa. There are no specific data sets available for the extent or quality of teaching ‘water’ in universities. Consequently, insights on this have to be drawn or inferred from data sources on overall research and teaching excellence such as Scopus, the Shanghai Academic Ranking of World Universities, the Times Higher Education, the Ranking Web of Universities, the Our World in Data website and the UN Statistics Division data. Using a combination of measures of research excellence in water resources and related topics, and overall rankings of university teaching excellence, universities with representation in both categories were identified. Very few universities are represented in both categories. Countries that have at least three universities in the list of the top 50 include USA, Australia, China, UK, Netherlands and Canada. There are universities that have excellent reputations for both teaching excellence and for excellent and diverse research activities in water-related topics. They are mainly in the USA, Europe, Australia and China. Other universities scored well on research in water resources but did not in teaching excellence. The approach proposed in this report has potential to guide the development of comprehensive programmes in water. No specific comparative data on the quality of teaching in water-related topics has been identified. This report further shows the variety of pathways which most water education programmes are associated with or built in – through science, technology and engineering post-secondary and professional education systems. The multitude of possible institutions and pathways to acquire a qualification in water means that a better ‘roadmap’ is needed to chart the programmes. A global database with details on programme curricula, qualifications offered, duration, prerequisites, cost, transfer opportunities and other programme parameters would be ideal for this purpose, showing country-level, regional and global search capabilities. Cooperation between institutions in preparing or presenting water programmes is currently rather limited. Regional consortia of institutions may facilitate cooperation. A similar process could be used for technical and vocational education and training, although a more local approach would be better since conditions, regulations and technologies vary between relatively small areas. Finally, this report examines various factors affecting the future availability of water professionals. This includes the availability of suitable education and training programmes, choices that students make to pursue different areas of study, employment prospects, increasing gender equity, costs of education, and students’ and graduates’ mobility, especially between developing and developed countries. This report aims to inform and open a conversation with educators and administrators in higher education especially those engaged in water education or preparing to enter that field. It will also benefit students intending to enter the water resources field, professionals seeking an overview of educational activities for continuing education on water and government officials and politicians responsible for educational activities
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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, June 2021. http://dx.doi.org/10.5204/rep.eprints.211133.
Full textAbstract:
Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.