Academic literature on the topic 'Employees Training of Australia Case studies'
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Journal articles on the topic "Employees Training of Australia Case studies"
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Pilbeam, Victoria, Lee Ridoutt, and Tony Badrick. "Best Practice Pathology Collection in Australia." Asia Pacific Journal of Health Management 11, no. 1 (December 16, 2018): 50–55. http://dx.doi.org/10.24083/apjhm.v11i1.243.
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Objectives: The specific objectives of the study were to (a) identify current best practice in pathology specimen collection and assess the extent to which Australian pathology services currently satisfy best practice standards; and (b) identify training and other strategies that would mitigate any gaps between current and best practice.
Methods: A total of 22 case studies were undertaken with pathology collector employers from public, not for profit and private pathology organisations andacross urban and rural locations and eight focus groups with pathology collection services consumers were conducted in December 2012 in four different cities.
Results: The preferred minimum qualification of the majority of case study employers for pathology collectors is the nationally recognised Certificate III in Pathology. This qualification maps well to an accepted international best practice guideline for pathology collection competency standards but has some noted deficiencies identified which need to be rectified. These particularly include competencies related to communicating with consumers. The preferred way of training for this qualification is largely through structured and supervised on the job learning experiences supported by theoretical classroom instruction delivered in-house or in off the job settings. The study found a need to ensure a greater proportion of the pathology collection workforce is appropriately qualified.
Conclusion: The most effective pathway to best practice pathology collection requires strong policies that define how pathology samples are to be collected, stored and transported and a pathology collection workforce that is competent and presents to consumers with a credible qualification and in a professional manner.
Abbreviations: CHF – Consumer Health Forum of Australia; KIMMS – Key Incident Monitoring and Management Systems; NAACLS – National Accrediting Agency for Clinical Laboratory Sciences; NACCHO – National Aboriginal Community Controlled Health Organisation; NPAAC – National Pathology Accreditation Advisory Council; RCPA – Royal College of Pathology Australasia; RTO – Registered Training Organisation.
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Davidson, Peter. "Optimise your Indigenous training and employment outcomes through valid, reliable, culture-fair assessment." APPEA Journal 49, no. 2 (2009): 596. http://dx.doi.org/10.1071/aj08069.
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The initial assessment process to establish appropriate training and employment pathways is critical to the recruitment of workplace candidates. Where language and cultural barriers exist—as experienced by many Indigenous candidates—the application of a suitable assessment process optimises the potential validity and reliability of the outcomes. Recently a number of organisations with Indigenous employment needs have introduced the Q Test, a language-free culture-fair instrument designed for Indigenous candidates. The Q Test provides an insight into a candidate’s training potential, enabling companies to establish pathways based on their capacity to cope with available training programs and employment opportunities. The Q Test can reduce the potentially negative issues which may be encountered with language-based tests or un-structured interviews such as: the perceived cultural-bias leading to resistence to recruitment processes that include any form of assessment; the poor retention of recruits due to dissatisfaction of those who are inappropriately placed in unsuitable positions; the resistance of line managers to embrace Indigenous employees in their crews due to previously unsuccessful placements; and, the inherent dangers of having unsuitable employees in high risk environments. Since 2004, ValueEdge have completed over 4,000 Q Test assessments throughout Australia and Asia. Through these assessments it has become increasingly clear that the Q Test can assist organisations to optimise their training and employment outcomes of Indigenous candidates. Within this presentation, case studies will be presented illustrating how the Q Test has positively impacted on Indigenous training and employment programs.
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Bertone, Santina, and Gerard Griffin. "Immigrant Female Workers and Australian Trade Unions." Articles 50, no. 1 (April 12, 2005): 117–46. http://dx.doi.org/10.7202/050994ar.
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One of the main goals of employment equity programmes is to increase the occupational mobility of women so that they may enter non traditional jobs. Although on-the-job training has always been considered a major tool for increasing occupational mobility, it has received very little consideration in employment equity programmes. This article identifies the major aspects of women's participation in on-the-job training programmes and proposes ways to bridge the gap between these programmes and employment equity. The first section of the article examines the current situation of women in the labour market. According to the most recent statistics, occupational segregation as well as the wage gap between males and females are still quite significant. Studies of employment equity programmes show that progress has, in general, been slow. Among the reasons given for these results are a lack of integration of employment equity programmes and employers' human resource management strategies, particularly as regards on-the-job training. In the second section we examine data depicting different aspects of women workers' participation in on-the-job training. The data originate from a wide variety of sources and show that women are disadvantaged relative to men along several dimensions, including: participation rates; duration and intensity of training; and financing. Explanations for these discrepancies are discussed in the following two sections which deal respectively with access to and outcomes of on-the-job training for women workers. An initial factor that may explain the lower participation rate of women is the fact that employers tend to offer on-the-job training to workers in qualified jobs. In this context, women's jobs are usually considered as less qualified and studies show that there is an under-investment in human capital in jobs such as clerical work where women are concentrated. Another factor that comes into play is the relation between on-the-job training and an employee's real or anticipated stability in the enterprise. Although women's periods of absence from the labour market for family reasons are much shorter now than before, they are still perceived as less attached to their jobs. It has been shown, for instance, that women with young children are less likely to be offered training by their employers. Another characteristic of women's jobs that negatively affects their participation in training is the fact that they are over-represented in areas of marginal employment such as part-time work. Employers tend to offer less training to these employees because they are considered less motivated and less productive. Finally, the positive relation that has been shown to exist between size of firm and the incidence of training may equally have an adverse impact since women are over-represented in small and mediumsized firms. Even if employers modify their practices in order to give women access to training for non-traditional jobs, some barriers can still limit positive outcomes. These barriers may exist during or after training. For instance, for reasons arising from education or the traditional nature of their job experience, women are less familiar with basic technical skills. Studies have shown that the chances of women remaining in and successfully completing these programmes are improved if, prior to training, they receive some technical or scientific instruction in areas such as refresher mathematics or technical vocabulary. Positive attitudes and awareness on the part of trainers are also important factors in avoiding discouragement and withdrawal from the programme by women workers. Finally, once training is over, occupational mobility may not necessarily follow for various reasons such as bias of supervisors against women entrants in non traditional jobs or a lack of seniority. The analysis presented in this article proposes a comprehensive framework for studying women's participation in on-the-job training programmes. One of the main features of the analysis is to demonstrate the interactions between a large number of variables. The next step is to improve our knowledge of this situation through use of a more comprehensive statistical data base, and through case studies. Given the fact that hiring has considerably slowed down for cyclical as well as structural reasons, promotions into non-traditional jobs will probably become the main avenue for employment equity, hence the importance of on-the-job training for women workers.
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Short, Tom, and Roger McL Harris. "Harmonising training and development across an industry: the case of Australian rail." European Journal of Training and Development 41, no. 4 (May 2, 2017): 373–87. http://dx.doi.org/10.1108/ejtd-06-2016-0037.
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Purpose This paper aims to explore why harmonisation, given its potential, is so difficult to achieve. It analyses the issues and challenges in achieving harmonisation of training and development across an industry. Design/methodology/approach The approach was a meta-analysis of six research projects undertaken in the Australian rail industry. These projects varied in duration from 12-24 months. Between 2009 and 2013, rail employees in varying roles and levels of seniority, including middle managers, front-line supervisors, rail incident investigators, track workers and drivers, were interviewed (n = 176) and surveyed (n = 341). Findings The meta-analysis identified a range of characteristics associated with harmonisation. It uncovered three categories of harmonisation, seven types of risk modelled in a layered risk pyramid and analysed key structural, environmental and organisational barriers to harmonisation. The paper concludes that harmonisation struggles to gain strategic significance and is hampered by operational pragmatism. Research limitations/implications There are few published papers examining harmonisation across companies or based on meta-analyses, especially qualitatively. Despite limitations of insufficient detail to allow close analysis, potentially variable quality data across projects from which to develop a meta-analysis and the danger of comparing apples with oranges, more attempts using this approach would be helpful in gaining nuanced insights into an industry. Practical implications Achieving industry harmonisation requires significant change in the mindset of executives. To enhance the chances of harmonisation, there is need for a strong national entity with overview of the entire industry, high-quality training and development resources and activities and cost-benefit analyses and active campaigns. A major outcome of this research is the risk pyramid, which can be used by managers as a strategic evaluation tool. By using such tools based on sound research, leaders can be equipped to make informed decisions and reduce downstream risks. Originality/value This research has value in extending the literature in two main ways: through examining the notion of harmonisation across an industry as distinct from within organisations that has been the focus of most studies and through using qualitative meta-analysis in a field dominated by quantitative approaches. It analyses the grey areas between rhetoric about its potential and difficulties in its achievement.
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Bashir, Nouruddeen, and Choi Sang Long. "The relationship between training and organizational commitment among academicians in Malaysia." Journal of Management Development 34, no. 10 (October 12, 2015): 1227–45. http://dx.doi.org/10.1108/jmd-01-2015-0008.
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Purpose – The purpose of this paper is to address the question “what is the relationship between employees’ perception on training and employees’ organisational commitment?” using the widely accepted theories of three-component model of organisational commitment and training-related variables. Design/methodology/approach – This study utilises the survey methodology approach. The study design is an associational descriptive research designed to identify the relationship between employees’ training measured by five training variables (perceived availability of training, motivation to learn in training, perceived co-worker support for training, perceived supervisor support for training and perceived benefits of training) and employees’ organisational commitment measured by three organisational commitment components (affective commitment, continuance commitment and normative commitment). The target population of this study consisted of academic staffs of one of the faculty in a public university in Malaysia. The name of the University is not disclosed due to the request from the management of the University. Comprehensive sampling approach was used in this survey, whereby the survey was distributed to all the target population. This approach was chosen to ensure higher response rate from the respondents. The target population is academic staff and 60 responses were analysed. Findings – Findings from the study revealed a significant and positive relationship between the training-related variables (availability of training, motivation to learn, co-worker support for training, supervisor support for training and benefits of training) the affective and normative commitment components of the organisational commitment; while a non-significant relationship with continuance commitment. Additionally, the results of the study revealed that the best predictor of affective commitment is co-worker support for training followed by availability of training. For normative commitment, the best predictor was availability of training. Research limitations/implications – Although this study was conducted in the education industry, the results of this study were consistent with previous studies conducted in western countries and the few studies conducted in some Asian countries such as Qatar, China, Australia and Malaysia that are non-education industries. However, the study was conducted in a single university in Malaysia and therefore results of the study may not be generalisable to all higher institutions nor the universities excluded in the sample. The study was limited to academic staffs, and does not involve other employees such as non-academic staff. Therefore the result may not be generalisable to those excluded staff as training policies, skills and knowledge requirement among various staff categories differ. Practical implications – This study has indicated that co-worker support for training and supervisor support of training enhance emotional attachment/sense of belonging (i.e. affective commitment) and loyalty (i.e. normative commitments) among academic staff. Thus in this view the university authority could create an environment where there is a strong encouragement by colleagues and supervisors towards participating in training activities. Supervisors in the context of this study refer to HoDs, Deans, head of research groups, etc. This research has also revealed that availability (or access) to training has a strong relationship with both affective and normative commitments; with availability of training a strong predictor of the former type of commitment. Therefore the university through supervisors can play a role in publicising the availability of training to the academic staff. The university can also design more in-house training and development programmes/activities as well as encourage and financially support external training programmes that will enhance the academic staff teaching and research skills. Such move by the university could be perceived by the academic staff as support and care which ultimately leads to better organisational performance. Originality/value – This is a pioneering study on perception on training towards organisational commitment among academic staff in a public university in Malaysia. The result of this study will spur public universities in Malaysia to find ways to improve their training plan and design to achieve maximum satisfaction among the academician.
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Resnick, Marc L. "When Performance Management Fails - Forensic Case Studies from the Front Lines." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 53, no. 9 (October 2009): 558–62. http://dx.doi.org/10.1177/154193120905300904.
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What gets measured gets managed and becomes the driver for employee performance. Performance Management Systems are a systematic approach to managing employees that links their efforts with the strategy of the organization by creating performance metrics that are salient, measurable, and aligned with the organization's goals and objectives. These metrics then serve as the focus for management processes such as hiring, training, supervision, and evaluation. However, metrics can lead to failures when they are ineffectively managed, such as when employees take safety shortcuts in order to meet more salient productivity expectations. This paper presents an overview of Performance Management Systems, situations where they can fail if not implemented systematically, and two forensic case studies that illustrate these failures.
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Hijji, Mohammad, and Gulzar Alam. "Cybersecurity Awareness and Training (CAT) Framework for Remote Working Employees." Sensors 22, no. 22 (November 9, 2022): 8663. http://dx.doi.org/10.3390/s22228663.
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Currently, cybersecurity plays an essential role in computing and information technology due to its direct effect on organizations’ critical assets and information. Cybersecurity is applied using integrity, availability, and confidentiality to protect organizational assets and information from various malicious attacks and vulnerabilities. The COVID-19 pandemic has generated different cybersecurity issues and challenges for businesses as employees have become accustomed to working from home. Firms are speeding up their digital transformation, making cybersecurity the current main concern. For software and hardware systems protection, organizations tend to spend an excessive amount of money procuring intrusion detection systems, antivirus software, antispyware software, and encryption mechanisms. However, these solutions are not enough, and organizations continue to suffer security risks due to the escalating list of security vulnerabilities during the COVID-19 pandemic. There is a thriving need to provide a cybersecurity awareness and training framework for remote working employees. The main objective of this research is to propose a CAT framework for cybersecurity awareness and training that will help organizations to evaluate and measure their employees’ capability in the cybersecurity domain. The proposed CAT framework will assist different organizations in effectively and efficiently managing security-related issues and challenges to protect their assets and critical information. The developed CAT framework consists of three key levels and twenty-five core practices. Case studies are conducted to evaluate the usefulness of the CAT framework in cybersecurity-based organizational settings in a real-world environment. The case studies’ results showed that the proposed CAT framework can identify employees’ capability levels and help train them to effectively overcome the cybersecurity issues and challenges faced by the organizations.
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Struthers, Bronwyn. "Our people are our business." APPEA Journal 52, no. 2 (2012): 643. http://dx.doi.org/10.1071/aj11057.
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Every year in Australia, the number of people taking their own lives is more than those who die in vehicle accidents. Further, the most recent studies show industry workers are six times more likely to commit suicide than to die from a workplace accident. Simply put, mental health significantly impacts workplaces. Estimations suggest mental health issues cost Australian industry $14.8 billion. Further, an employee who is not mentally healthy presents fitness for work issues similar to those of a worker influenced by drugs or alcohol. Protecting the mental health and safety of our workforce is the right thing to do—for workers, their families and the wider community. A proactive approach to mental health has a positive impact on workplace culture, which further impacts safety outcomes and productivity. Moreover, training numerous psychologists is not required. Proven strategies that are practical, simple and cost-effective are available. Preventative approaches include strategies borrowed from the military to strengthen the resilience of workers and their families. From a mitigation perspective, a first-aid model means it is about providing support and care, and all levels of the workforce can be equipped with the skills to help. It is mostly about having the confidence to ask the question and to listen. De-mystifying mental health and making it okay to talk about significantly reduce the likelihood of depression, anxiety and self-harm. By following this first-aid model, a difference can be made.
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O'Donnell, Jonathan, Margaret Jackson, Marita Shelly, and Julian Ligertwood. "Australian Case Studies in Mobile Commerce." Journal of Theoretical and Applied Electronic Commerce Research 2, no. 2 (August 1, 2007): 1–18. http://dx.doi.org/10.3390/jtaer2020010.
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Sixteen wireless case studies highlight issues relating to mobile commerce in Australia. The issues include: the need for a clear business case; difficulty of achieving critical mass and acceptance of a new service; training and technical issues, as well as staff acceptance issues; that privacy and security issues arise through the potential to track the location of people and through the amounts of personal data collected; difficulties in integrating with existing back-end systems; projects being affected by changes to legislation, or requiring changes to the law; and that while there is potential for mobile phone operators to develop new billing methods that become new models for issuing credit, they are not covered by existing credit laws. We have placed the case studies in a Fit-Viability framework and analyzed the issues according to key success criteria. While many organizations are keen to use the technology, they are struggling to find a compelling business case for adoption and that without a strong business case projects are unlikely to progress past the pilot stage.
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Appelbaum, Steven H., and Anis Samaha. "Business Process Outsourcing: Lessons From Case Studies In India, Poland, And Canada." Journal of Business Case Studies (JBCS) 4, no. 12 (July 5, 2011): 37. http://dx.doi.org/10.19030/jbcs.v4i12.4825.
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The objective of this article is to study the effectiveness of the company-partner relationship when outsourcing business processes in a large aerospace company. The intent is to supplement existing anecdotal evidence with data collected through a structured methodology in an effort to highlight process inefficiencies that may lead to hidden costs. Recommendations are provided to management as a means of addressing the process gaps to improve productivity. A literature review was conducted and a selection of findings from relevant papers and studies were retained as best practices for a successful outsourcing venture. These findings were then used to generate questions as part of a survey. The latter was distributed to 90 employees and managers from both the company and the vendor with the purpose of identifying gaps with the literature. A mismatch between the survey results and the literature would signal an improvement opportunity requiring management of attention. Although the overall health of the outsourcing process is satisfactory, several aspects of the working relationship were found to be deficient and the cause of inefficiencies (i.e. loss time, frustration, increased cost ). In particular, employees from both sides found a lack in upfront planning, communication of expectations, and information sharing. Furthermore, both employees and managers expressed concern about the need for training to better deal with cultural differences and motivation.
Dissertations / Theses on the topic "Employees Training of Australia Case studies"
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Hoffmann, Terrence Martin, and mikewood@deakin edu au. "Using competencies in human resource management: case studies in Australian companies." Deakin University, 1998. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.114903.
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This study investigated the use of competencies for human resource management in seven Australian companies. Despite advocacy for the use of competencies by Government Committees and Task Forces (For example Carmichael (1992), Mayer, (1992) and Karpin, 1995), and the existence of competency standards for eighty per cent of the Australian workforce, the competency approach has not been widely adopted. A review of the literature indicated that the term competency had several meanings with different implications for its use depending on the meaning. The study looked at how individuals have defined the term and applied the approach to human resource management practices.
Interviews were conducted with Human Resource and Training managers, and operative staff in companies using competencies. How they defined the term, described the rationale for using competencies, and applied competencies to selection, training, performance appraisal and remuneration were determined. Case studies were written for each company to describe their particular application of competencies.
Competencies were found to be defined in several ways by those interviewed. Some advantages of using competencies in human resource management applications were found. The amount of work involved in introducing the competency approach was described as a reason why competencies have not been more widely adopted.
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Cullity, Marguerite Mary. "A case study of employees' motivation to participate in a workplace language and literacy program." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1998. https://ro.ecu.edu.au/theses/1735.
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The reasons why non-English speaking background (NESB) shopfloor employees participate in workplace language and literacy classes and the factors that affect their motivation to participate are relative unknowns. This study investigates NESB shopfloor employees' motivation to participate in a Communication Skills Development Program (CSDP) course and the factors that affected their motivation. An inductive analysis of findings revealed that all of the employees participated in one of the CSDP courses for a variety of pre-determined life-specific reasons. These reasons are represented by three main categories of goals (i.e., 'Self-improvement through language and literacy development', 'Work', 'Outside work'). Of these goals, all of the employees reported 'Self-improvement through language and literacy development' as the underlying reason why they participated in one of the CSDP courses. Further, each employee reported a language/literacy practice that is peculiar to all of his/her goals and most sub-goals. An extended analysis of the employees' motivation to participate identified the employees as being 'transactional-', 'vocational-', 'fellowship-', 'social camaraderie-' and/or 'self-satisfaction- oriented' learners. Findings also revealed that a variety of 'personal', 'course-related' and 'context-related' factors either positively or adversely affected the employees' motivation to participate. A qualitative case study design was implemented. Data was collected through interviews, observations, field notes and the review of artifacts. Data was inductively analysed by classifying patterns of relationships into categories that represent the employees' motivation to participate and factors that affected their motivation. ii This study's findings have implications for theory and practice. At a theoretical level, these findings add to the existing theoretical understanding of why English as second language adults participate in workplace language and literacy classes and the factors that affect their motivation. At a practice level, these findings illustrate the need for Food Products management and program teachers to have an understanding of the reasons 'why' NESB shopfloor employees participate in workplace language and literacy classes and the factors that affect their motivation. For with such an understanding, first, Food Products management will be able to implement organisational practices that positively affect the employees' motivation to participate in future CSDP classes. Second, teachers will be able to assist the employees to set realistic goals, and design and implement course content that assists the employees to attain these goals.. For it is when employees attain their goals that they will form and hold positive perceptions of the course in which they participate.
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Virgona, Crina. "Seeking convergence : workplace identity in the conflicting discourses of the industrial training environment of the 90s : a case study approach." Monash University, Faculty of Education, 2002. http://arrow.monash.edu.au/hdl/1959.1/7863.
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Dugan, Dixie L. "HRD-leadership training for women on the lower rungs of the organizational ladder : a qualitative study." CardinalScholar 1.0, 2010. http://liblink.bsu.edu/uhtbin/catkey/1560833.
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The purpose of this case study, HRD—Leadership Training for Women on the Lower Rungs of the Organizational Ladder: A Qualitative Study, was to determine the responses of a group of women to a series of classes on leadership development and to perceive what they might have gained from this experience. These classes were modeled after those offered by the Academy for Community Leadership and offered to a group of workers who are not normally slated for this type of training.
This study addressed the following research questions:
1. Given completion of an eight-week program introducing leadership skill enhancement opportunities, how did the participants describe this experience?
2. At the conclusion of the training, what types of leadership opportunities did participants express an interest in pursuing?
3. What barriers did participants note that might prevent them from pursuing their interests?
4. What unexpected outcomes emerged from providing the Academy for Community Leadership model of curriculum to women who typically do not have access to it?
The participants in the study were Residential Assistants working in a group home setting for an organization that provides residential services for adults with intellectual disabilities/developmental disabilities in east central Indiana. The women in the study did not hold a designated leadership position.
Through a series of eight two-hour classes the participants were introduced to various topics related to leadership such as leadership styles, teambuilding, workplace diversity, problem solving, communication and action plan development. The data collection methods included a weekly evaluation, journaling, non-participant observation and a post-session interview.
The results revealed that the participants had increased their self confidence, and they felt better prepared to do their current job. They expressed aspirations to continue their education as well as to seek promotions. They came to understand the qualities of leadership that they already possessed as well as areas for improvement.
The results of this qualitative study suggest that leadership training should be offered to groups such as CNAs, direct support professionals and others on the lower rungs of the organizational ladder who are not typically offered this type of training.Department of Educational Studies
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Le, Thi Kieu Huong. "Performing Arts Management in a Climate of Adjustment: Case Studies from Vietnam and Australia." School of Policy and Practice, Faculty of Education and Social Work, University of Sydney, 2005. http://hdl.handle.net/2123/1115.
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Doctor of Philosophy(PhD)This thesis investigates performing arts administration and management in the current economic and social environment in Vietnam and Australia within a context of globalisation. A comparative study of two major arts organisations in both Vietnam and Australia was carried out to investigate the following: why and how performing arts organisations are adapting to the changing environment; how arts leaders are adapting to changes; and whether arts managers need specific arts management training. The suitability of pertinent training packages and tertiary arts management courses from an Australian perspective are examined to determine whether these could be adapted for arts administration training in Vietnam. A qualitative case study approach was employed, using judgemental sampling. Two case studies were in Vietnam (the Vietnam National Symphony Orchestra and the Hanoi Youth Theatre), and two in Australia (the Sydney Symphony Orchestra and the Melbourne Theatre Company). Some arts administrators involved with managing these performing arts organisations were interviewed in-depth, and relevant documents, regulations and policies in the arts field were also analysed to lay a foundation for comprehending the operation and management of performing arts organisations in both countries, at a time of change. Findings indicate that globalisation and particularly economic changes are major pressures that are pushing arts organisations to adapt. Furthermore, in the context of the knowledge economy, credentials have become increasingly important for arts leaders to obtain their positions, while in order to be successful in their positions, practical experience, innovation and an entrepreneurial mindset proved to be even more essential. It is suggested that some pertinent arts management training courses in Australia could, if adapted, contribute to enhancing arts management and the entertainment industry in Vietnam, as well as providing mutual benefit to both Vietnam and Australia.
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Ntlonze, Chapman Mphuthumi. "Project management training for community development." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52418.
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Thesis (MPA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: The Government of South Africa introduced the Reconstruction and Development Programme (RDP) as a means of addressing the sub-standard, living conditions many underprivileged and disadvantaged societies were experiencing in the country. That gave community development impetus. The RDP, as a government policy, presupposed that public institutions would be responsible for its implementation. That implied that public officials, inter alia, would have to facilitate community development. This change agent status of public officials also implied that they would have, out of necessity and demand, to acquire or to demonstrate knowledge of project and community development management skills. Management sciences argue that an organisations' effectiveness is, amongst other, the result of interplay between the internal capacity (inputs), outputs (production) and outcomes (impacts). Internal capacity includes, among others, the training of personnel for the achievement of goals. This study, as stated in the research question, seeks to explain the relationship between project management training and effective community development. It seeks to establish whether there are a significant number of public officials who are trained in project management for community development. The study focuses on the Province of the Eastern Cape, especially the Department of Sport, Recreation, Arts and Culture, with special reference to cultural officers. The study further presents the Willowvale Case Study to demonstrate in a practical way the relevance of project management skills to the implementation of community development programmes. This case study also serves as base to launch arguments in favour of trained public officials. The research results suggest that public officials, especially cultural officers, lack project management skills. These findings presuppose that the implementation of some community development projects may be flawed, delayed or postponed. The study recommends that the Province of the Eastern Cape consider setting up an interdepartmental body for the purpose of establishing an integrated project and community development training policy, in consultation with relevant tertiary institutions for support and advice.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het die Heropbou- en Ontwikkelingsprogram (HOP) ingestel as instrument om die substandaard lewensomstandighede wat verskeie minderbevoorregte en agtergestelde gemeenskappe in die land ervaar, aan te spreek. Die HOP, as regeringsbeleid veronderstel dat openbare instellings verantwoordelik is vir die implementering daarvan. Dit impliseer dat openbare amptenare, onder andere, gemeenskapsontwikkeling moet fasiliteer. Hierdie veranderingsagent status van openbare amptenare impliseer dat hulle as 'n noodsaaklikheid vaardighede in projekbestuur en gemeenskapsontwikkeling moet bekom of oor beskik. In die bestuurswetenskappe word geargumenteer dat organisatoriese effektiwiteit onder andere die resultaat is van 'n verwantskap tussen interne kapasiteit, uitsette en uitkomste. Interne kapasiteit fokus onder andere weer op opleiding vir die bereiking van doelwitte. Hierdie studie poog om die verhouding tussen projekbestuursopleiding en effektiewe gemeenskapsontwikkeling te verklaar. Die studie probeer bepaal of 'n saakmakende hoeveelheid openbare amptenare opgelei is in projekbestuur vir gemeenskapsontwikkeling. Die studie fokus op die Provinsie van die Oos-Kaap, spesifiek die Department van Sport, Ontspanning, Kuns en Kultuur, met spesiale verwysing na kultuurbeamptes. 'n Gevalstudie van die Willowvale gemeenskap demonstreer op 'n praktiese wyse die relevansie van projekbestuursvaardighede vir die implimentering van gemeenskapsontwikkelingprogramme. Die gevalstudie verskaf ook 'n basis vir argumente ten gunste van opgeleide openbare amptenare. Die resultate van die studie suggereer dat openbare amptenare, veral kultuurbeamptes projekbestuursvaardighede kortkom. Hierdie bevindinge dui daarop dat die implementering van sekere gemeenskapsontwikkelingsprojekte beperkinge het, vertraag word en selfs gestaak kan word. Die studie beveel aan dat die Provinsie van die Oos-Kaap dit oorweeg om 'n interdepartementele liggaam te vestig. Die doel hiervan moet wees om 'n geïntegreerde Projek- en Gemeenskapsontwikkeling Opleidingsbeleid in konsultasie met relevante tersiêre instellings in te stel.
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Fanning, JaMarcus L. "Development of case studies for use in training of employees in the multifamily housing industry to prevent fair housing violations." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/448.
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Van, Zyl Daniel Johannes Rossouw. "The attitudes of managers and students towards adult basic education and training : a case study of the Grindrod group." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51941.
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Thesis (MA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: The aim of this study is to explore the effective and efficient implementation of Adult Basic Education and Training (ABET) within a specific group of companies. A central argument underlying the study is that the attitudes of managers and students who participate in these programmes play a critical role in the successful implementation of such programmes. The specific objective of the study is to identify those factors that influence managers' and students' attitudes towards ABET within the Grindrod Group. A literature review traces the origin of ABET and its historical development within other countries as well as in the South African context. The role of ABET within the context of Human Resources Development is identified and explored. The research entails a case study of the implementation of ABET within the Grindrod Group of Companies. Quantative as well as qualitative information regarding managers' and students' attitudes were obtained. The attitudes of both the managers and students at Grindrod's were identified by using structured questionnaires during 1998-1999. The questionnaire included closed as well as open questions. In-depth interviews were also conducted with a selected group of managers and students. The aim of the interviews was to facilitate a deeper understanding of managers' and students' attitude towards ABET and the variables that might influence these attitudes. In the case of students interviews were conducted with those who had dropped out of ABET programmes. ABSTRACT The aim of this study is to explore the effective and efficient implementation of Adult Basic Education and Training (ABET) within a specific group of companies. A central argument underlying the study is that the attitudes of managers and students who participate in these programmes play a critical role in the successful implementation of such programmes. The specific objective of the study is to identify those factors that influence managers' and students' attitudes towards ABET within the Grindrod Group. While the attitude of both managers and students could be described as positive, the study suggests that the following variables can be seen to influence managers' attitudes towards ABET: seniority of managers, their political orientation, their educational qualifications and the number of years that ABET has been in operation in a specific company. As far as students are concerned, the following variables seem to play a role: the length of their employment, their occupational status, the level of the ABET module that they participate in as well as their formal educational level. The problem that was most commonly cited by managers was that the ABET programme resulted in operational disruptions because the programme was run in working hours. The most regularly identified benefits included improved communication between managers and employees, improved motivation of employees and identification of development potential of employees. The vast majority of all the employees that partook in ABET stated that they believed that they had benefited from the programme. The most commonly cited benefits included being able to write, speak, read and understand English. While the study focuses on a specific group of companies within a specific industrial sector and does not allow generalisations to be made, it nevertheless attempts to lay a foundation for further research to be undertaken regarding the implementation of these programmes in different sectors of the economy.
AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om ondersoek in te stel na die effektiewe en doeltreffende implementering van programme vir die Basiese Onderrig en Opleiding vir Volwassenes (ABET - Adult Basic Education and Training) binne 'n spesifieke groep van maatskappye. 'n Belangrike uitgangspunt van die studie is dat die houdings van bestuurders en studente wat aan hierdie programme deelneem 'n kritiese rol speel in die suksesvolle implementering al dan nie van sodanige programme. Die studie poog om enkele faktore wat moontlik verband hou met bestuurders en studente se houdings teenoor programme binne die Grindrod Groep te identifiseer. 'n Literatuurstudie is gedoen van die oorsprong en historiese ontwikkeling van ABET wêreldwyd sowel as in Suid-Afrika. Die rol van ABET binne die konteks van Menslike Hulpbronontwikkeling is ook geidentifiseer en ondersoek. Die navorsing behels 'n gevallestudie van die implementering van ABET binne die Grindrod Groep van Maatskappye. Kwantitatiewe sowel as kwalitatiewe inligting betreffende bestuurders en studente se houdings is bekom. Die bestuurders en studente by Grindrod se onderskeie maatskappye se houding teenoor ABET is vasgestel d.m.v. gestruktureerde vraelyste gedurende 1998-1999. Die vraelyste het beide geslote en 'oop' vrae ingesluit. Benewens die aanwending van vraelyste, is daar ook in-diepte onderhoude met 'n geselekteerde groep bestuurders en studente gevoer. Die doel van die onderhoude was om 'n beter begrip te ontwikkel betreffende bestuurders en studente se houding teenoor ABET en die faktore wat hul houding beinvloed. In die geval van studente is onderhoude gevoer met diegene wat nie die program suksesvol voltooi het nie. Terwyl die houding van bestuurders en studente in die algemeen as positief beskryf kan word, suggereer die ondersoek dat die volgende faktore bestuur se houding teenoor ABET beinvloed, naamlik, die senioriteit van bestuurders, hul politieke oriëntasie, hul opvoedkundige kwalifikasies en die aantal jare wat programme in die betrokke onderneming geimplementeer is. In die geval van studente blyk die volgende faktore 'n rol te speel: aantal jare wat studente in diens van die onderneming is, hul posisie binne die onderneming, die vlak van die module wat deur die studente gevolg word asook die vlak van skoolonderrig wat hulle oritvang het. Die mees algemene probleem wat bestuurders identifiseer is dat ABET programme operasionele onderbrekings veroorsaak omdat die program tydens werksure geimplimenteer word. Voordele wat met die program geassosieer word behels verbetering van kommunikasie tussen bestuurders en werknemers, verhoogde motivering van werknemers en die identifisering van die ontwikkelingspotensiaal van werknemers. Die oorgrote meerderheid van die studente wat deelgeneem het in die ABET program was van mening dat die program vir hulle van nut was. Die belangrikste voordeel wat deur die studente geidentifiseer is, is dat dit hulle in staat gestel het om Engels te skryf, praat, lees en verstaan. Terwyl die ondersoek fokus op 'n bepaalde groep maatskappye binne 'n bepaalde nywerheidsektor en dus nie veralgemenings toelaat nie, poog dit om 'n grondslag te lê vir verdere navorsing oor die implementering van sodanige programme in verskillende sektore van die ekonomie.
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Swart, Claudia. "An analysis of the tourism curriculum at Boland College : what the tourism industry in Stellenbosch requires from entry level college employees." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85827.
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Thesis (MPhil)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Students graduate from Boland College after obtaining the National Certificates N4 – N6 in Tourism. I have been working at Boland College Stellenbosch Campus as a tourism lecturer for 12 years and over the past few years I have found that students have been struggling to find employment in the tourism industry on completion of their studies. The national tourism curriculum offered at FET colleges was implemented in 1995 with the last renewal in 2001 for selected subjects. The tourism industry, however, is a vibrant, ever-changing industry which stands in direct contrast with a static, needs-insensitive and unchanging curriculum. The aim of this study was to establish in which respects the current national tourism curriculum corresponds, or does not correspond, with what the tourism industry in Stellenbosch requires from entry-level employees in terms of expected skills, knowledge and attitudes. Qualitative methods were used to generate data from employers representing the tourism industry in Stellenbosch, graduates and lecturers from Boland College. Research participants were interviewed using semi-structured interviews. The data was analysed by doing verbatim transcriptions of the interviews, using coding and an Excel spread sheet analysis. The results revealed specific areas where the current national tourism curriculum does not correspond with the expectations and needs that the tourism industry in Stellenbosch has from entry-level employees in terms of expected skills, knowledge and attitudes.
AFRIKAANSE OPSOMMING: Studente ontvang ‘n kwalifikasie in Toerisme nadat hulle die Nasionale Sertifikate N4 – N6 in Toerisme voltooi het. Ek werk die afgelope 12 jaar as toerismedosent by Boland Kollege Stellenbosch Kampus. Gedurende die afgelope paar jaar het ek gevind dat studente sukkel om werk te kry in die toerismebedryf nadat hulle hul studies voltooi het. Die nasionale toerisme-kurrikulum wat by VOO Kolleges aangebied word, is in 1995 geïmplementeer en die laaste keer in 2001 hernu en boonop slegs in sekere vakke. Die toerismebedryf is egter ‘n lewendige, vinnig-veranderende industrie in direkte teenstelling met die statiese, onveranderde kurrikulum wat oënskynlik nie sensitief genoeg is vir die behoeftes van die toerismebedryf nie. Die doel van hierdie studie was om vas te stel in watter mate die huidige nasionale toerisme-kurrikulum ooreenstem, of nie ooreenstem nie, met wat die toerismebedryf in Stellenbosch verwag van intreevlak-werknemers in terme van verwagte vaardighede, kennis en houdings. Kwalitatiewe metodes is gebruik om data te genereer en onderhoude is gevoer met werkgewers wat die toerismebedryf in Stellenbosch verteenwoordig asook gegradueerdes en dosente van Boland Kollege. Daar is hoofsaaklik gebruik gemaak van semi-gestruktueerde onderhoude. Die data-analise het bestaan uit verbatim getranskribeerde onderhoude, die kodering daarvan asook ‘n genoteerde Excel-ontledingstaat. Die resultate van die studie dui op spesifieke aspekte van die nasionale toerisme kurrikulum wat nie ooreenstem met die verwagtinge en behoeftes wat die toerisme-industrie in Stellenbosch het van intreevlak werknemers in terme van vaardighede, kennis en houdings nie.
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Sylin, Michel. "Contribution à une étude des concepts de formation et de formativité dans les organisations: approche par l'analyse des représentations et des attitudes dans des contextes contrastés." Doctoral thesis, Universite Libre de Bruxelles, 1996. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212264.
Full textBooks on the topic "Employees Training of Australia Case studies"
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American Society for Training and Development., ed. Case studies in technical training: From Training & development and technical & skills training. Alexandria, Va: American Society for Training and Development, 1994.
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Howlett, Lynne. Developing ancillary staff: A case study. Sheffield: UCoSDA, 1995.
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1948-, McCoy Carol P., and American Society for Training and Development., eds. Managing the small training staff: Twelve case studies from the real world of training. Alexandria, Va: American Society for Training and Development, 1998.
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Dowling, Linda J. Induction: A case study. Dublin: University College Dublin, 1996.
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Fielder, Sarah. Employers' recruitment and training strategies. Cardiff: Social Research Unit, University of Wales College of Cardiff, 1991.
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TWI case studies: Standard work, continuous improvement, and teamwork. New York: Productivity Press, 2011.
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Brandt, Ellen. Vi satser på kompetanse: Opplæringspolitikk i tolv høyteknologi- og servicebedrifter. Oslo: NAVFs utredningsinstitutt, Norges allmennvitenskapelige forskningsråd, 1989.
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Shanghai she hui ke xue yuan, ed. Shanghai zhi gong fa zhan bao gao: "shi yi wu" hui gu yu "shi er wu" gui hua. Shanghai: Shanghai she hui ke xue yuan chu ban she, 2011.
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Batt, Rosemary L. Workplace training policy: Case studies of state and local experiments. Washington, DC: Economic Policy Institute, 1993.
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Krucky, Hodges Toni, ed. Measuring learning and performance: Sixteen case studies from the real world of training. Alexandria, VA: American Society for Training and Development, 1999.
Find full textBook chapters on the topic "Employees Training of Australia Case studies"
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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.
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Praveen, Roopa, Dilip Aher, and Nilesh Anute. "Determining Employee Training Needs." In Indian Business Case Studies Volume V, 9—C2.P123. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780192869418.003.0002.
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Abstract Leig India Group is a multi—unit, multi—interest group with above Rs 500 crore turnover and has emerged as a well—diversified group with operations ranging from spinning, engineering to building materials. Despite being a public listed company, the major shareholders are the founder owners and the company is run like a family run business. The average age of the employees is 45 years and have been the organization for over a decade. The company ran into severe competitions which forced them relook at their HR policies. The case discusses the training need analysis, implementation and assessment designed by Leig Group. It asks pointed questions about the need for these tools, and the sufficiency of these tools and methods for keeping your employees relevant.
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Chapman, Benjamin, Sarah D. Kirby, and Katrina Levine. "Lessons Learned from Distance Workforce Training Applications." In Remote Workforce Training, 150–68. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5137-1.ch008.
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North Carolina Cooperative Extension (NCCE) depends on the skill set and subject matter competency of its field faculty to deliver quality, credible education to North Carolina citizens. In order to maintain and enhance field faculty competency, NCCE uses distance technology to provide training to field faculty located in offices across the state. Although not the only method of training, distance training allows NCCE to maximize resources by reducing the cost of travel and protecting valuable professional time. This chapter’s case studies identify areas in which NCCE utilizes distance education to train employees for on-going competency development, crisis response, program development and implementation, and program evaluation.
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Stevenson, Carolyn N. "Communicating across the Generations." In Advances in Linguistics and Communication Studies, 494–514. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9970-0.ch026.
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Today's workplace is composed of four generational groups of employees, each with varying degrees of technological expertise, career expectations, and professional experience. As such, higher education administrators need to identify differences among generations of workers and develop a strategic plan for managing and motivating across the generations. This case study addresses the following question: “How do higher education administrators lead and motivate multi-generational employees and online students?” An understanding of the common characteristics of each generational group is the first step for developing a strategy for motivating all employees and students in higher education. Communication, mentoring programs, training, respect, and opportunities for career advancement are components valued by all. It is important for higher education administrators to understand the values, work ethic, and communication style of the different generations. The implications for higher education administrators lie in establishing an organizational culture that promotes satisfaction for all individuals in the higher education setting.
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Moyle, Kathryn, Glen Speering, Donna Murray, and Jon Mason. "Effective Technologies and Strategies for the Development of Teachers and School Leaders." In Remote Workforce Training, 133–49. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5137-1.ch007.
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Three case studies are presented here to demonstrate some effective professional learning approaches set in remote contexts. Through the use of case studies, this chapter illustrates and discusses how remote workforce training is conducted in the school education sector in remote northern Australia. Workforce training in this chapter is geared towards professional learning required to build the capacity of school leaders located a long way from urban and city locations. Each case study focuses upon the interplay between the quality of professional learning opportunities available to remotely located participants and the use of technologies to support learning in remote locations. Issues emerging from the case studies are discussed, with particular attention paid to the enabling nature of the selected technologies. The chapter concludes by proposing some future directions and potential research activities.
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Cheng, Chen-Yang. "Integrated Research and Training in Enterprise Information Systems." In Enterprise Information Systems, 86–98. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-61692-852-0.ch106.
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The success of implementing Enterprise Information System (EIS) depends on exploring and improving the EIS software, and EIS software training. However, the synthesis of the EIS implementation approach has not been investigated. In this chapter, the authors propose an integrated research and training approach for students and employees about enterprise information systems (EIS) that are encountered in an organization. Our integrated approach follows the different stages of a typical EIS project from inception to completion. These stages, as identified, are modeling, planning, simulation, transaction, integration, and control. This ensures that an employee who is trained by this plan has an acquaintance with the typical information systems in an organization. Further, for training and research purposes the authors developed prototype information systems that emulate the ones usually found in organizations. This ensures the EIS software logic is consistent with the business logic. This chapter also discuss some of the case studies conducted with the prototype systems.
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Cheng, Chen-Yang. "Integrated Research and Training in Enterprise Information Systems." In Global Implications of Modern Enterprise Information Systems, 195–208. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-146-9.ch011.
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The success of implementing Enterprise Information System (EIS) depends on exploring and improving the EIS software, and EIS software training. However, the synthesis of the EIS implementation approach has not been investigated. In this chapter, the authors propose an integrated research and training approach for students and employees about enterprise information systems (EIS) that are encountered in an organization. Our integrated approach follows the different stages of a typical EIS project from inception to completion. These stages, as identified, are modeling, planning, simulation, transaction, integration, and control. This ensures that an employee who is trained by this plan has an acquaintance with the typical information systems in an organization. Further, for training and research purposes the authors developed prototype information systems that emulate the ones usually found in organizations. This ensures the EIS software logic is consistent with the business logic. This chapter also discuss some of the case studies conducted with the prototype systems.
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Kallis, Rhiannon B., and Andrea L. Meluch. "Workplace Cyberbullying and Online Harassment as an Organizational Threat." In Research Anthology on Business Continuity and Navigating Times of Crisis, 1582–602. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-4503-7.ch076.
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With the continued growth of social media use and the development of online communication, organizations now face the challenge of maintaining a healthy working environment offline and online. Cyberbullying, online harassment, and inappropriate online content posted by employees, CEOs, social media managers, and other users can all lead to organization crises. This chapter defines types of harmful online communication, such as cyberbullying, trolling, and online harassment; explores online harassment through the lens of situational crisis communication theory; provides case studies of employees, CEOs, social media managers, and other users who engaged in inappropriate online behavior; and offers solutions and recommendations for organizational response and employee social media training.
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Kallis, Rhiannon B., and Andrea L. Meluch. "Workplace Cyberbullying and Online Harassment as an Organizational Threat." In Advances in Human Resources Management and Organizational Development, 176–96. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4912-4.ch009.
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With the continued growth of social media use and the development of online communication, organizations now face the challenge of maintaining a healthy working environment offline and online. Cyberbullying, online harassment, and inappropriate online content posted by employees, CEOs, social media managers, and other users can all lead to organization crises. This chapter defines types of harmful online communication, such as cyberbullying, trolling, and online harassment; explores online harassment through the lens of situational crisis communication theory; provides case studies of employees, CEOs, social media managers, and other users who engaged in inappropriate online behavior; and offers solutions and recommendations for organizational response and employee social media training.
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Kallis, Rhiannon B., and Andrea L. Meluch. "Workplace Cyberbullying and Online Harassment as an Organizational Threat." In Research Anthology on Combating Cyber-Aggression and Online Negativity, 1477–97. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5594-4.ch075.
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With the continued growth of social media use and the development of online communication, organizations now face the challenge of maintaining a healthy working environment offline and online. Cyberbullying, online harassment, and inappropriate online content posted by employees, CEOs, social media managers, and other users can all lead to organization crises. This chapter defines types of harmful online communication, such as cyberbullying, trolling, and online harassment; explores online harassment through the lens of situational crisis communication theory; provides case studies of employees, CEOs, social media managers, and other users who engaged in inappropriate online behavior; and offers solutions and recommendations for organizational response and employee social media training.
Conference papers on the topic "Employees Training of Australia Case studies"
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Schlesinger, Dave. "Criticality of Railroad Training." In 2015 Joint Rail Conference. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/jrc2015-5782.
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With the advent of Positive Train Control (PTC), railroads have significantly expanded their communications, signaling, networking and information technology systems. This has required training for existing staff as well as new staff with experience in these areas from industries other than railroading. At the same time, railroads must ensure that maintenance and operations are supported by properly trained employees who execute their responsibilities consistent with regulatory and railroad requirements. Certainly, this is the case for the vast majority of railroad employees; however, in those rare instances when employees deviate from their training, the results can be catastrophic. This has played out recently at Metro North Railroad, which has suffered five accidents over a ten month period, resulting in six fatalities, one hundred and twenty-eight injuries and twenty-eight million dollars in property damage. The lessons from these tragedies, from the perspective of human behavior, and more specifically, training is discussed. Indeed, these accidents, in part, occurred because the railroad’s training program did not achieve its desired outcome, to mold human behavior; especially while performing safety-critical work. This is consistent with the findings of a recent Federal Railroad Administration (FRA) safety review of Metro North Railroad, which found ineffective training was at least in part to blame for the aforementioned rash of accidents. The rigorous training requirements, that are part of the Rail Safety Improvement Act of 2008 (RSIA), are detailed. These requirements are intended to ensure that employees are properly prepared to maintain and operate these complex systems and have the added benefit of helping to prepare new employees to take the place of departing, highly experienced individuals. Recognizing the criticality of this training, this paper details training best practices and how they can most effectively be leveraged by railroads. Properly applied, they can reduce accidents, stem the loss of institutional knowledge and properly prepare railroad staff to maintain and operate their new PTC systems. This paper discusses how comprehensive training programs should be built on a foundation of organizational understanding, created by conducting training needs analysis. This analysis seeks to identify the current state of knowledge of key personnel, and compares it to that needed to properly support new organizational goals, such as to maintain and operate PTC. These organizational goals, coupled with the training needs analysis findings, then drive the enhancement of existing training programs, and, in some cases, the creation of new programs. In order to maximize effectiveness of these programs, it was found that training must be conducted using real-life case studies and in a manner that is engaging and interactive.
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Koshetsyan, Lusine. "Research Issues of Exploring the Link Between Turnover Intention and Turnover Behavior with Organization’s Motivation Profile." In Contemporary Issues in Business, Management and Education. VGTU Technika, 2015. http://dx.doi.org/10.3846/cibme.2015.10.
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Employee turnover has always been a problem for both employees and employers. Replacing employees may be costly, both in recruiting and training employees to obtain satisfactory levels of performance over time. The main theme discussed in the paper is turnover intention and it’s connection with organization’s motivation profile. High levels of employee turnover may decrease the quality and stability of services that organizations provide and as a result, that will increase client dissatisfaction with the services provided by the organization. That’s why it is very important for organizations to control their turnover percentage. The purpose of the study is to analyze the turnover intention based on key variables and connect them with organization’s motivation profile. The main principal objectives in the research are: to differentiate factors that influence employee turnover; to reduce turnover by changing organization’s motivation profile.In the research as main methods content analysis, interviewing and case studies will be used. A survey will be conducted, questioners to collect information from respondents will be made. And as mentioned, for data collection case studies, interviewing will be used.
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Edge, David, Michael Pope, Konstantin Puskarskij, Helio Santos, Henry Pinkstone, and Phil McKenzie. "Successful First Implementation of MPD Technology Offshore Australia: Regulatory, Technical and Operational Lessons Learned." In IADC/SPE Managed Pressure Drilling & Underbalanced Operations Conference & Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206390-ms.
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Abstract This paper details the successful first implementation of closed-loop Managed Pressure Drilling (MPD) technology offshore Australia, on a 6th generation semi-submersible rig. The paper covers the process of achieving safety case acceptance to implement MPD technology from the National Offshore Petroleum Safety and Environmental Management Authority (NOPSEMA), the government regulatory authority. The paper describes the project concept design phase, including a Drill Well on Simulator (DWOS) exercise, which was completed to confirm MPD techniques would mitigate problems experienced on conventionally drilled offset wells. The MPD risk assessments completed included HAZID / BOWTIE / HAZOP / FEA studies which were included in the safety case formal safety assessment that was submitted to NOPSEMA. In parallel the Well Operations Management Plan was submitted, detailing the planned MPD methodology. The detailed Well Engineering scope including the MPD Programme, Operational and Contingency Procedures and Commissioning Process was developed to form a Joint Operations Manual. Four levels of project specific MPD training were developed, reviewed, accepted and monitored by NOPSEMA, including classroom based and rig site practical training. Post MPD system installation in Singapore, the System Integrity Testing was successfully completed offshore Australia. Lastly the paper details MPD operations on the first well including the effective use of MPD well control, dynamic MPD FIT, LOT and Pore Pressure testing and establishing the high formation temperature effects on drilling mud density. The closed-loop MPD system allowed the riser deployed sections to be drilled using a statically underbalanced mud system and confirmed the improved capability and flexibility in terms of detection and controllability during mud loss events.
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Peter, Geoffrey J. "The Effectiveness of Mechanical and Manufacturing Engineering Technology Programs for Full-Time Employed Industry Students." In ASME 2009 International Mechanical Engineering Congress and Exposition. ASMEDC, 2009. http://dx.doi.org/10.1115/imece2009-12348.
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The Oregon Institute of Technology (OIT), Portland Center, has been offering Manufacturing Engineering Technology (MfgET) and Mechanical Engineering Technology (MET) undergraduate programs for students around the greater Portland Metropolitan area for the past ten (10) years. A Master’s degree in Manufacturing Engineering Technology (MMfgET) is also offered. These programs are extensions of programs offered at OIT main Campus in Klamath Falls. Portland Campus programs are designed specifically to cater to students employed full-time in industry. This paper discusses engineering technology programs and their direct application in training local company fulltime employees to become engineers and managers. Most of these employees have associate degrees and years of experience in their respective companies. A discussion of engineering-related, hands-on work experience and understanding of engineering principles and their applications presented. The effectiveness of special instruction techniques, custom-developed for students with limited time availability, while maintaining ABET accreditations is also discussed. Discussion-oriented learning and teaching models and the impact of adding dimensions to these instructional models, with the industry-experienced students in mind, is emphasized. Case studies are presented to show improvement in student engagement, curiosity, and application of new knowledge to actual day-to-day, work-environment problems. Advantages and disadvantages of night school are discussed.
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Schlesinger, Dave. "Analysis of Roadway Worker Injuries and Fatalities at FRA and FTA-Regulated Railroads." In 2014 Joint Rail Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/jrc2014-3822.
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Roadway workers perform a key role in keeping the nation’s freight, passenger, and transit rail systems operating safely and efficiently. These individuals perform a variety of critical maintenance, repairs, and inspection on all aspects of the rail system. Despite a renewed effort by the rail industry, fatalities and injuries to roadway workers continue to occur across the nation’s freight, passenger, and transit rail systems. The causes of these accidents are all human factor related, especially in the area of adherence to rules and procedures. Other factors include rules compliance and organizational issues. At the same time, there is no unified and cohesive source from which railroads and other concerned organizations can gain a perspective of roadway worker safety issues. Using accident reports and information available primarily from the National Transportation Safety Board (NTSB) as well as the FRA and FTA, and the railroad industry, research was conducted, with a focus on the probable causes and contributing factors. Research was also conducted on the various industry efforts, both public and private, to curb these fatalities and injuries. One of these efforts has been to develop a roadway worker warning system, to notify employees of an approaching train. Those railroads who have implemented this solution have reported positive results; however, this technology has not been widely accepted. This may be, in part, due to major capital requirements, such as Positive Train Control, which limits funding for other programs. Training best practices are also outlined, with the goal of ensuring that roadway workers understand the risks they face while working on the railroad. Strategies are presented to ensure that training is conducted following best practices, including key case studies whose real life examples help trainees understand the criticality of following the rules and procedures each and every time they work on the system.
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Thisakya, P. G., and D. M. P. P. Dissanayake. "Occupational health and safety of municipal solid waste handlers in Sri Lanka." In Independence and interdependence of sustainable spaces. Faculty of Architecture Research Unit, 2022. http://dx.doi.org/10.31705/faru.2022.27.
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Due to improper Municipal Solid Waste Management (MSWM), waste has become one of the pollution sources and caused diverse environmental impacts as well as negative impacts on human health and safety. Despite adverse health impacts on many living organisms, MSW handlers are also subjected to Occupational Health and Safety (OHS) issues in Sri Lanka. Although, they play a significant role in MSWM, the OHS of MSW handlers has been neglected in Sri Lanka. So far, no studies have been carried out on the same. Thus, it has become a timely requirement for exploring the OHS issues faced by MSW handlers. This paper therefore aimed to explore the occupational injuries and illnesses that MSW handlers are associated with, and the basic causes which leads to such OHS issues. Accordingly, a qualitative research approach with two case studies was utilised to achieve the aim of the research. Fourteen semi-structured interviews were conducted with both authority level and worker level employees. Collected data were analysed using content analysis with the support of NVivo 12 plus software. The findings reflected that MSW handlers mostly suffer from back pain, slipping and falling, knee/calf pain, and headaches/migraine due to the nature of the job. Manual handling, negligence of use of Personal Protective Equipment (PPE), poor working environment, inadequate training and instructions, careless behaviour, health condition and age level of MSW handlers are identified as fundamental causes that greatly impact of OHS issues. Both OHS issues and respective causes are bound with organisational, cultural, economic, financial, and individual aspects that are unique to the Sri Lankan context. Finally, the findings generated through this study can be employed in many ways by respective industry practitioners to take informative decision to enhance the OHS of MSW handlers.
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Jekabsone, Inga, and Ina Gudele. "Challenges of the adult learning sector in context of COVID-19 in Latvia." In 22nd International Scientific Conference. “Economic Science for Rural Development 2021”. Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2021. http://dx.doi.org/10.22616/esrd.2021.55.012.
Full textAbstract:
The COVID-19 pandemic has affected the way people work and learn in unprecedented ways. Also, the pandemic has moved more business activity online, increasing the need for training and prompting them to build more online trainings. In this time of crisis, a suitable response requires novel ways to enable interaction between adult learners, adult learners and teachers, adult learners and content using online tools so that no one is left behind. In the context of regional development, online adult learning provides economic active inhabitants with wide opportunities since employees are able to attend high-quality trainings regardless the place of residence. In context of COVID-19, during the emergency situation Latvia has fully moved to remote learning, including adult learning. Educational institutions as well as enterprises that organise trainings for adults have to implement remote learning using several online tools. The aim of the paper is to analyse the main challenges of the adult learning sector in Latvia in context of COVID-19 taking into consideration the regional development issues. In order to achieve the aim, following research methods have been used: scientific literature studies, statistical data analysis, interviews. Main results of the survey: in case of Latvia, the Ministry of Education and Science of Republic of Latvia has launched several initiatives towards enabling the shift to online learning, providing recommendations, digital tools as well as good practice sharing. At the same time, there is no methodology and detailed step-by-step recommendations, how to develop the online education learning for educational institutions in Latvia. However, there are incentives to develop online adult learning via project funding.
Reports on the topic "Employees Training of Australia Case studies"
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Triakina, Olga O., Olena O. Pavlenko, Nataliia P. Volkova, and Darja Kassim. Usage of E-learning Tools in Self-education of Government Officers Involved in Global Trade Activities. [б. в.], November 2018. http://dx.doi.org/10.31812/123456789/2670.
Full textAbstract:
The article concerns the issue of e-learning tools implementation, including the Customs Learning and Knowledge Community electronic platform designed by the World Customs Organization and the Trade Facilitation Implementation Guide case studies collected by the United Nations Economic Commission for Europe, into the self-education process of current government employees (within in-service training) and future public officers (within master’s programs) connected with international trade transactions. The authors give a description of the content and characteristical features of existing e-learning instruments related to training of professionals in Customs and trade fields as well as of certain tasks developed by the authors. The efficiency of the abovementioned e-learning tools has been experimentally proved in the paper, which has shown that these tools promote the growth of the professional competence of government officers and give a great opportunity for them to be involved in life-long learning to acquire various professional knowledge and skills.
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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.