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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.
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Pattni, Indira, and Geoffrey N. Soutar. "The effectiveness of self‐management training in organisations from two culturally different countries." Journal of Management Development 28, no. 7 (July 17, 2009): 633–46. http://dx.doi.org/10.1108/02621710910972733.
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PurposeThe purpose of this paper is to examine the impact of short training in self‐management skills on employees' efficacious beliefs and skills across cultures.Design/methodology/approachA longitudinal pre‐post field investigation repeated measures analysis is used to compare the effectiveness of the self‐management training between employees from Australia (individualistic country) and Kenya (collectivistic country).FindingsThe results suggest that there is a significant improvement in the learning of skills and efficacious beliefs post‐training (24 weeks). However, there are no significant differences in improvement between the two cultures and the training is similarly effective in both cultures.Research limitations/implicationsTraining focus is based on previous research that is primarily individual focused and further studies need to explore the training ethos. The assessments are developed for the study and need further examination to test their reliability and validity in other contexts. The individualistic and collectivistic criteria are drawn from Hofstede's work and may need further investigation as Hofstede's sample size of the Kenyan population is small. Finally, the results are unique to retail banking.Originality/valueThe effectiveness of this low‐cost training for enhancing employee efficacy has positive organisational outcomes, especially for those that have a multicultural workforce. It may be particularly useful for organisations in developing countries where cost is of concern.
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O'Shannassy, Tim, Sharon Kemp, and Chris Booth. "Case studies in MBA strategic management curriculum development from Australian universities." Journal of Management & Organization 16, no. 3 (July 2010): 467–80. http://dx.doi.org/10.1017/s1833367200002091.
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AbstractIn recent years the Business Council of Australia (BCA) has drawn attention to the importance of the availability of a well-trained supply of employees for the Australian workplace. Specifically the BCA highlighted the benefits of a quality education imparting skills in the areas of collaboration, teamwork and leadership all of which greatly assist the effective practice of creativity, innovation and strategy. This paper makes a useful contribution to teaching practice in several ways. The paper links comments from the BCA to a significant and ongoing debate in the strategy literature on the best approaches to teaching the practice of strategy. The paper then demonstrates, with case studies from the RMIT University MBA and the Central Queensland University MBA programs, different approaches to how this can be done. This is followed by a critical discussion of the literature and case studies. Suggestions are made for future research and teaching practice.
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O'Shannassy, Tim, Sharon Kemp, and Chris Booth. "Case studies in MBA strategic management curriculum development from Australian universities." Journal of Management & Organization 16, no. 3 (July 2010): 467–80. http://dx.doi.org/10.5172/jmo.16.3.467.
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AbstractIn recent years the Business Council of Australia (BCA) has drawn attention to the importance of the availability of a well-trained supply of employees for the Australian workplace. Specifically the BCA highlighted the benefits of a quality education imparting skills in the areas of collaboration, teamwork and leadership all of which greatly assist the effective practice of creativity, innovation and strategy. This paper makes a useful contribution to teaching practice in several ways. The paper links comments from the BCA to a significant and ongoing debate in the strategy literature on the best approaches to teaching the practice of strategy. The paper then demonstrates, with case studies from the RMIT University MBA and the Central Queensland University MBA programs, different approaches to how this can be done. This is followed by a critical discussion of the literature and case studies. Suggestions are made for future research and teaching practice.
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Pooe, Solly, Zeleke Worku, and Enslin Van Rooyen. "The impact of Tailor-Made skills based training programmes on the performance of municipalities: The case of the city of Tshwane." Risk Governance and Control: Financial Markets and Institutions 6, no. 4 (2016): 24–29. http://dx.doi.org/10.22495/rcgv6i4art4.
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Various South African municipalities are under close scrutiny due to widespread protests over poor quality of municipal services. Prior studies that examined situations in municipalities recommend training and development as the most apposite strategic tool for raising municipal performance. This study aimed to determine whether there is a statistically significant association between the provision of adequate training and development programmes and satisfactory performance at municipal level. A combination of quantitative and qualitative methods of data collection and analyses were used in the study in which data was collected from n=131 respondents (119 questionnaires + 12 in-depth interviews). Purposive sampling was used for selecting eligible respondents. The results showed that 49% of respondents have had past training opportunities. The percentage of employees with satisfactory performance was equal to 52%. The study found a significant association between the provision of training and development programmes and satisfactory performance among municipal employees. At the 5% level of significance, the results show that inadequate performance was significantly associated with lack of training opportunities, low level of formal education, and lack of job satisfaction, in a decreasing order of strength. A model has been proposed for ensuring adequate performance by municipal employees, and for monitoring and evaluating progress on a quarterly basis.
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Hedhili, Mohamed Ali, and Sami Boudabbous. "The Challenges of Training Policy in Project Environment: Case of Tunisia." Journal of Business and Management Review 2, no. 4 (April 14, 2021): 252–71. http://dx.doi.org/10.47153/jbmr24.1112021.
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Since the 1980s, the project has become an essential management approach for contemporary companies that require profound organizational transformations, hence the need for more in-depth studies on human resources development in this new environment. The present work aimed to recognize the different challenges of the training policy in the project environment. To this end, we conducted 31 semi-structured interviews with Tunisian project managers. The results showed that the training policy is a conducive context for skills development in the project environment. Project-based organizations are called upon to promote their employees’ skills through training programs encompassing mainly two kinds of skills: interpersonal and technical. The results also revealed that the temporary and unstable nature of the projects leaves little room for training due to time pressure, lack of budget, and work overload.
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Granado, Cristina. "Understanding the trainers´ view of the effectiveness of continuing professional training: the case of public servants training." Revista Complutense de Educación 30, no. 4 (June 4, 2019): 997–1012. http://dx.doi.org/10.5209/rced.59883.
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There is empirical evidence that the research findings on training effectiveness are hardly applied in organizations; one possible reason is that these findings do not reach trainers in a way that could help them make decisions about the design and implementation of training programs. This gap could be explained by the fact that most of those studies have primary been focused on the trainees´ perception of what factors affect the outcomes of training, while the trainers´ perspective on it has barely been studied. The goal of this study was to explore the trainers´ view on the efficacy of training, in terms of transfer outcomes; for this purpose, 300 trainers participating in the implementation of the training schemes addressed to Public Administration employees in Andalusia (Spain) were surveyed. The results showed that the trainers´ perception of training effectiveness was influenced by the characteristics of the current culture of continuing professional training in this organizational sector: an individualistic and centralized conception of training and the absence of the sense of responsibility for training outcomes. Furthermore, five conceptions of effective training were detected: one focused on ensuring that the design of the training event satisfies the trainees, other based on the use of workplace as a learning space, the third concept is concerned about accountability for training results, a fourth focused on addressing the organizational demands and the last reflecting an ecological conception of training effectiveness. It is concluded that research on training effectiveness should be more aligned with the trainers´ concerns if research findings are to be used by practitioners and, thus, they can help transform the culture and practices of employees training.
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Ling Suan, Choo, and Aizzat Mohd Nasurdin. "An empirical investigation into the influence of human resource management practices on work engagement: the case of customer-contact employees in Malaysia." International Journal of Culture, Tourism and Hospitality Research 8, no. 3 (July 29, 2014): 345–60. http://dx.doi.org/10.1108/ijcthr-12-2013-0083.
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Purpose – This study aims to examine the impact of specific human resource management practices on employees’ work engagement. Design/methodology/approach – Data were gathered using surveys from a sample of 438 customer-contact employees attached to 34 upscale hotels throughout Malaysia and analyzed using partial least squares technique. Findings – The findings showed that service training and performance appraisal have a positive and significant influence on work engagement. The proposed model was able to explain 16.2 per cent of the variance in work engagement. Research limitations/implications – The findings indicate that hotel authorities can enhance work engagement of their customer-contact employees by improving service training and refining performance appraisal practices. Originality/value – This study is one of the few studies that focus on the specific effect of individual human resource management practices on work engagement, especially within the context of a developing country (i.e. Malaysia) using structural equation modelling.
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Rosalia, Mulya, Kelik Purwanto, and Mayroza Wiska. "THE EFFECT OF WORK ENVIRONMENT, WORK TRAINING AND PUNISHMENT ON WORK ACHIEVEMENT OF DPRD SECRETARIAT EMPLOYEES." Airlangga Journal of Innovation Management 2, no. 2 (November 15, 2021): 167. http://dx.doi.org/10.20473/ajim.v2i2.30866.
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Human resources are a resource needed by an organization, because human resources are sources that play an active role in running of an organization and decision-making process. The existence of human resources in a company or government agency plays a very important role. By improving quality of human resources, it is expected that employees can work productively and professionally so that employee's work performance is expected to be more satisfactory according to required work standards. This study aims to determine the effect of work environment, job training and punishment on work performance of non-civil servant employees. The case study of this research is at DPRD Secretariat of Merangin Regency. The type of research used in this study is quantitative research, sample of this research is non-civil servant employees at DPRD Secretariat of Merangin Regency. This sampling uses non-probability sampling. The tool used to collect data is in form of a questionnaire consisting of 40 questions, data is analyzed using Validity Test, Reliability Test, Multicollinearity Test, Normality Test, Heteroscedasticity Test, R2 Determination Coefficient Test, Multiple Multiple Regression Analysis Test, Partial Hypothesis Testing ( T-test), Simultaneous Hypothesis Testing (F-Test). The results of this study indicate that dependent variable work environment (X1), job training (X3) and punishment (X4) have a positive and significant effect on employee performance.
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Leone, Anna, Will Wootton, Corisande Fenwick, Marco Nebbia, Hiba Alkhalaf, Gaygysyz Jorayev, Ammar Othman, et al. "An integrated methodology for the documentation and protection of cultural heritage in the MENA region: a case study from Libya and Tunisia." Libyan Studies 51 (August 27, 2020): 141–68. http://dx.doi.org/10.1017/lis.2020.11.
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AbstractThis paper presents the methodology and overall outcomes from the Training in Action project (TinA), funded by the British Council's Cultural Protection Fund between 2017 and 2019, which has built capacity among 72 employees of the Department of Antiquities of Libya (DoA) and the Institut National du Patrimoine de Tunisie (INP). It highlights the integrated and comprehensive nature of the training based on an innovative approach designed to increase value and impact. The integrated methodology, combining documentation, conservation and management, serves as a reproducible and sustainable model for other capacity-building projects. TinA was developed and carried out collaboratively by academics at Durham University, King's College London and University College London, and in partnership with the DoA and INP.
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Shipman, Jean P., Erica Lake, and Alice I. Weber. "Improving health literacy: health sciences library case studies." Reference Services Review 44, no. 2 (June 13, 2016): 206–14. http://dx.doi.org/10.1108/rsr-03-2016-0022.
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Purpose University of Utah has created various partnerships to improve health literacy and health outcomes among patient populations, employees and community members. Health sciences librarians have been key members of these partnerships. This paper aims to describe and share several of these partnerships, including training programs, research efforts and advocacy initiatives, to encourage others to engage in similar activities. Design/methodology/approach Case studies include outreach projects and partnerships to foster health literacy and promote healthy living such as: highly visible information resource provision and associated outreach for patients and families; community health fairs; research on providing point-of-need information for vulnerable community populations; health literacy awareness and resources for professionals; health literacy education for interprofessional students; and a competition for interprofessional students to create health videos to address a variety of topics in multiple languages. Findings Partnerships and outreach efforts lead to improved awareness by institutional personnel of the importance of health literacy. Research on using health literacy to empower patients and increase patient satisfaction can demonstrate how to lower institutional costs and improve guideline compliance, as well out health outcomes. Originality/value Librarians’ instructional skills create personal health educational content for patients and professionals; engaging colleagues to address health literacy lowers health care costs, institutional costs and increases patient compliance and satisfaction.
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Kamall Khan, Yasmin, Jati Kasuma, and Azrin Ali. "The Challenges of Small and Medium Businesses in Managing Human Capital towards SMEs Performance – A Qualitative Study." Asian Journal of Business and Accounting 15, no. 1 (June 30, 2022): 311–43. http://dx.doi.org/10.22452/ajba.vol15no1.10.
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Manuscript type: Research paper Research aims: Currently, machinery is replacing most human capital to save cost, but the value of human capital that contributes to the performance of SMEs is invaluable. SMEs were used to explain the connection between human capital and SMEs performance in South Australia. Design/Methodology/Approach: Five case studies on SMEs in South Australia were used in this study. The analysis of qualitative data entailed data coding, within-case analysis, and cross-case analysis. Research findings: The cross-case analysis result is unsurprising considering that all five firms depend on their employees to work and keep the firm in operation. The cross-case analysis results are mixed in respect to the connection between human capital and the several types of performance measurement. The results, therefore, need to be interpreted with caution. SMEs perform solely through the skills, experience, and knowledge of their employees. This distinction occurs when the knowledge and information that employees gain are focused directly on the employee’s initiative, decision-making and critical thinking skills. Investment in human capital should be done carefully based on the limited resources of SMEs. Theoretical contribution/Originality: Most research has shown the link between human capital and firm performance. However, the degree to which investment in human capital contributes to the type of performance is yet to be explored based on qualitative data especially regarding SMEs in South Australia. Practitioner/policy implication: The sustainable development goal (SDG) entails a steady improvement in people’s well-being in a good environment. Thus, decisions about investment in human capital and the use of temporary workers should be taken jointly by personnel managers, in accordance with the size of the firm. If this holistic view is ignored, a full understanding of the impact of human capital on the firm’s performance will be obscured. On the other hand, a common feature that large and small firms share is an incompatibility between human capital and temporary employment. Research limitation/implications: The main limitation of this study was the sample of the study that comprised solely of South Australia SMEs. Thus, this study outcome may not be generalisable to the whole Australia as a country. Further investigation across different states would expand knowledge of the complicated patterns of HC. Keywords: Human capital, SME, Productivity, Profitability, South Australia JEL Classification: M12
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Kosali, Ahmad Yani. "Human Resources Optimization (Case Study on Private Company in Palembang City)." Indonesian Journal of Business Analytics 1, no. 1 (September 21, 2021): 47–58. http://dx.doi.org/10.54259/ijba.v1i1.17.
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ABSTRACT: This research uses qualitative research techniques with a case study approach. Data obtained through interviews, observation, and document review. The technique of selecting informants is carried out purposively (purposive sampling) based on certain characteristics, namely (1) Working in a private company, (2) Having at least one year experience as a manager, (3) Carrying out human resource management functions. The instrument in this study was the researcher himself as the main data collection tool. The purpose of this study was to determine the optimization of Human Resources in private companies in the city of Palembang. The results of this study indicate that human resources (employees) are company assets, which are the main support for organizational goals. Potential human resources need to be maintained by continuing to develop employee competencies and skills. The development program implemented by PT. Karya Makmur and PT. Tugu Mandiri Jaya in the form of training carried out based on NAT (Need Analysis Training). PT. Karya Makmur applies various training techniques, including: case studies, roleplaying, and a lecture system. Meanwhile, PT. Tugu Mandiri Jaya applies training techniques such as: in-service training, vestibule training, and simulation.
Keywords: Optimization, Human Resources, and Private Companies.
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Che Mamat, Rusalbiah, Baba Md Deros, Mohd Nizam Ab Rahman, and Norina Ahmad Jamil. "Employees’ Perception on Lean Production System Implementation: A Case of Malaysia Automotive Component Manufacturer." Applied Mechanics and Materials 660 (October 2014): 1032–37. http://dx.doi.org/10.4028/www.scientific.net/amm.660.1032.
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Stiff competitions, fluctuation in demand and changes in customer preferences have prompted the automotive component manufacturers worldwide to enhance their manufacturing system. Lean Production System (LPS) is a proven method used by many automotive component manufacturers to maintain their competitiveness. Although research on lean implementation has been conducted extensively, there is still a limited number of studies on the LPS implementation from the employees’ point of view. Thus, the main purpose of this study is to investigate the LPS implementation from the employees’ perspectives in an automotive component manufacturer in Malaysia. Both quantitative and qualitative methods were employed in this study. A survey questionnaire was developed from previous literature and distributed to 50 middle and lower level employees. The questionnaire was pilot-tested by the employees and also verified by the industry experts. Structured interviews with 25 employees were conducted to determine their perceptions and problems encountered during the LPS implementation. The result of the study revealed that majority of the employees in this company were only aware of 5S and Kaizen although there are many other LPS tools which are also useful to them. However, the employees agreed that the LPS give many benefits in the workplace. Another finding was Employee Involvement (EI) in the LPS was mostly in the form of sharing responsibility with their co-workers. Problems were due to the lack of knowledge and training in the LPS among the employees. Greater effort should be taken by the company to ensure successful LPS implementation and its sustainability over time.
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Simpson, Mike, Nick Taylor, and Joanne Padmore. "Marketing in supported employment enterprises – Part 1: case studies." Journal of Small Business and Enterprise Development 8, no. 3 (September 1, 2001): 233–44. http://dx.doi.org/10.1108/eum0000000006823.
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Supported employment enterprises (SEEs) are commercial enterprises that provide meaningful, gainful employment, training and development opportunities for people with a disability. Hence, SEEs are run specifically to provide employment. SEEs, with the exception of Remploy, represent a unique sector of SMEs owned and run by local authorities and charities. The Supported Employment Procurement and Consultancy Service (SEPACS) provides SEEs with per capita funding for disabled employees, capital grants for premises and equipment, grants for marketing research, business advice and performance monitoring. SEPACS is part of the Department for Education and Employment (DfEE). This paper presents some case studies of SEEs in the Yorkshire area. The work explains the complex dificulties facing these organisations and illustrates the different approaches used to cope with these situations. Many SEEs are under threat of closure or radical change in their function as employers of disabled people. This work investigates these issues through selected illustrative case studies. The general weakness of marketing strategies and plans in these organisations is highlighted and related to the impact of SEPACS and local authority policies and practices. This work establishes the important role that marketing strategies and plans could have in ensuring the future survival and growth of these companies.
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Pritchard, Tim. "Developing Aussie home-grown talent in an international market." APPEA Journal 49, no. 1 (2009): 295. http://dx.doi.org/10.1071/aj08018.
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With the current skills shortage in the engineering profession and the need for more experienced engineers, it is important for Australian engineering companies to not only rely on importing skilled engineers from overseas to fulfil current day demands, but also to focus on developing young Australian engineers for the future. Aker Solutions Australia has implemented a training and development program for its employees by seconding them into the head office in Oslo, Norway for both technical and personal development. The program provides many positive outcomes for both the company and the employees including: knowledge transfer and alignment between the international offices, developing and improving the talent of Australian engineers, improving communications between the offices and providing the Oslo office with much needed resources. The program was initiated in 2006 and so far nine employees have been sent across the globe for training. In this time the employees have had the opportunity to work on new technological developments in gas processing, advanced concept development studies and large scale engineering, procurement and construction (EPC) projects. Working internationally has also provided Australian engineers with a chance to interact with a number of skilled people from diverse backgrounds, learn new languages and embrace different cultures. The program to date has had much success, with both clients and the Aker Solutions office in Norway requesting continuation of the Australian engineers’ services while one of the engineers—Jacqui Driver—won best paper at the 2007 APPEA conference for her work in Oslo on novel offshore LNG solutions.
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Lee, Gregory John, and Alexander Davison. "Designing payroll levies for firm training." International Journal of Manpower 39, no. 6 (September 3, 2018): 766–81. http://dx.doi.org/10.1108/ijm-01-2017-0009.
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Purpose The purpose of this paper is to investigate and recommend formal guidelines for the initial design of country-level or sectoral payroll levy systems that are intended to incentivize new firm training. The paper presents and illustrates two necessary conditions for new training to be stimulated, one involving transaction costs and the other the incentive payback. Ultimately, the purpose is to guide more successful designs for such systems in future. Design/methodology/approach The paper is principally theoretical, but the South African levy-grant system of the late 1990s is used as a case study. The paper illustrates how World Bank data may have been used to guide the design. Findings The paper demonstrates how during the design phase, policy makers can employ knowledge of pre-incentive training levels of firms, and possibly also estimates of unit transaction costs, to estimate the number of employees that may be positively affected. In the South African case, the actual system used may have been underspecified and unlikely to reach many employees with new training. Research limitations/implications Future research may employ these guidelines in empirical studies of the relative success of payroll levies. Practical implications The practical value of the paper is formal guidelines for policy makers seeking to implement such payroll levy systems. Social implications Better design for these systems may have positive implications for productivity and social externalities while avoiding unnecessary waste. Originality/value While there have been several more general reflections of payroll levy systems, and empirical investigations of their efficacy, this is the first paper formally modeling and testing design guidelines that can be implemented practically in the pre-implementation phase.
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Taylor, Maurice, and Karen Evans. "Formal and Informal Training for Workers with Low Literacy: Building an International Dialogue." Journal of Adult and Continuing Education 15, no. 1 (May 2009): 37–54. http://dx.doi.org/10.1177/147797140901500105.
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The purpose of this exploratory study was to investigate some of the kinds of formal and informal workplace training activities that workers with low literacy engage in from different parts of Canada and the United Kingdom. The study employed a multi-site case study research design with 31 employees and 18 instructors from seven different types of workplace literacy programmes in various regions of Canada and 42 employees and six supervisors/tutors from four workplace basic skills programmes in the north and south of Greater London, England. Data sources from each country were developed and were used for comparable purposes following a within case and cross case analysis. The findings are described under three main themes. The first theme depicts the range of formal workplace programmes in both countries that employees with low literacy have participated in. The second pattern highlights the main types of informal learning activities that emerged from the data which included: observing from knowledgeables; practicing without supervision; searching independently for information; focused workplace discussions and mentoring and coaching. The third theme describes some of the determining factors of the informal learning process. Implications of the study suggest that company sponsored workplace and essential skills programmes act as catalysts for further learning at work. As well, findings also seem to indicate that various forms of self-directed learning and the organisational context may play an important role as these workers engage in and shape everyday workplace practices. Suggestions for continuing the cross nation studies are also discussed.
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Cullen, Trevor. "News Editors Evaluate Journalism Courses and Graduate Employability." Asia Pacific Media Educator 24, no. 2 (December 2014): 209–24. http://dx.doi.org/10.1177/1326365x14555283.
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This research project used face-to-face interviews with news editors in Perth, Western Australia, to evaluate journalism courses and student employability in five Perth-based universities that teach journalism. The editors work in print, online, broadcast and television. All of them employ journalism graduates. The project aims to assess whether the journalism programmes provide graduates with the skill set prospective employers seek. Editors are uniquely placed as they employ journalism graduates as interns, or as full-time employees when they complete their studies, and they know what attributes and skills will help journalism graduates to succeed. The editors, for the most part, agreed that there was a key role for universities in Western Australia to provide both an educational background and skills-based training for graduates contemplating a career in journalism and early career journalists. There was, however, some disagreement as to the precise content of an ideal university-based journalism programme.
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Bello, Abubakar, Sayka Jahan, Farnaz Farid, and Farhad Ahamed. "A Systemic Review of the Cybersecurity Challenges in Australian Water Infrastructure Management." Water 15, no. 1 (December 31, 2022): 168. http://dx.doi.org/10.3390/w15010168.
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Cybersecurity risks have become obstinate problems for critical water infrastructure management in Australia and worldwide. Water management in Australia involves a vast complex of smart technical control systems interconnected with several networks, making the infrastructure susceptible to cyber-attacks. Therefore, ensuring the use of security mechanisms in the control system modules and communication networks for sensors and actuators is vital. The statistics show that Australia is facing frequent cyber-attacks, most of which are either undetected or overlooked or require immediate response. To address these cyber risks, Australia has changed from a country with negligible recognition of attacks on critical infrastructure to a country with improved capability to manage cyber warfare. However, little attention is paid to reducing the risk of attacks to the critical water infrastructure. This study aims to evaluate Australia’s current cybersecurity attack landscape and the implemented controls for water infrastructure using a systematic literature review (SLR). This study also compares Australia in the context of global developments and proposes future research directions. The synthesis of the evidence from 271 studies in this review indicates the importance of managing security vulnerabilities and threats in SCADA water control systems, including the need to upgrade the contemporary water security architecture to mitigate emerging risks. Moreover, human resource development with a specific focus on security awareness and training for SCADA employees is found to be lacking, which will be essential for alleviating cyber threats to the water infrastructure in Australia.
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Goode, Peter. "World trends and innovations in production asset management—case studies from Australia and North America." APPEA Journal 50, no. 2 (2010): 689. http://dx.doi.org/10.1071/aj09053.
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Australia is transitioning to become an energy superpower—the $43 billion Gorgon LNG project and the other comparably sized projects lining up behind the Gorgon project confirm this. There are predictions that around $80 billion of CAPEX on LNG projects will be approved for expenditure for the 2010 financial year with much more to be invested in the following years. And, we are on the cusp of further coal seam gas developments in Queensland, which could see annual production rise from 130 to more than 3,000 petajoules per annum once the infrastructure is in place. What are the skills needed to realise the true potential of these investments? An appropriate asset management plan is key. Asset management is more than the provision of maintenance services—it is about developing a systematic approach to managing an asset during its life and achieving the outputs required by the owner of the asset. Program and project management of brownfield capital works, maintenance services and infrastructure projects are also essential technical capabilities to help meet the demand of the burgeoning LNG and coal seam gas industries. These skills will determine who can deliver on schedule, or ahead of it. The other key capability will be mobilising, managing and retaining people. There is speculation that the Queensland coal seam gas industry alone will generate approximately 12,000 jobs. The industry needs to be prepared to be innovative in engaging, training and upskilling people. As the only true global resources and industrial provider in Australia, Transfield Services will share its key learnings on effectively managing assets, projects and people from its work with clients including Canada’s largest energy company, Suncor Energy.
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Gara Bach Ouerdian, Emna, and Nizar Mansour. "The relationship of social capital with objective career success: the case of Tunisian bankers." Journal of Management Development 38, no. 2 (March 4, 2019): 74–86. http://dx.doi.org/10.1108/jmd-09-2018-0257.
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PurposeAlthough much research has investigated the impact of social capital on objective career success, the process through which this relation is established remains under-explored. In addition, studies conducted in the Middle East and North Africa region are scarce. The purpose of this paper is to examine and potentially bridge these gaps.Design/methodology/approachData were collected via survey from 348 Tunisian bankers. Path analysis using AMOS was used to explore the relationships between mentoring received, network resources training and development and objective career success. For testing the mediating hypotheses, the authors employed bootstrapping.FindingsResults support the conjecture that social capital is useful for career success. The authors found that when the employees receive mentoring, they seem to develop more instrumental network resources, and consequently they have wider access to training and development, which, in turn, will be related to better promotion outcomes. However, expressive network resources were not related to objective career success, and training and development did not mediate the relationship between these network resources and career success.Originality/valueTo the authors’ knowledge, this is one of the first studies to explore the relationship between social capital and objective career success in the Tunisian context. This paper also reveals the mediating role of training and development in the above relationship. These findings add to the cross-cultural literature on careers.
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Bremer, Kirsten Friederike, and Sven Ulrich Maertens. "Future Skills of Flight Attendants in Times of COVID-19-Related Job Uncertainty—The Case of Germany." Administrative Sciences 11, no. 4 (December 17, 2021): 154. http://dx.doi.org/10.3390/admsci11040154.
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“Future skills” increase employees’ prospects in the labor market, particularly in dynamic times, such as the current COVID-19 pandemic. (Not only) in Germany, flight attendants represent an occupational group without state-recognized vocational occupation who are particularly affected by the pandemic due to serious and long-lasting declines in air transport volumes. Therefore, it is reasonable to assume that the future skills of flight attendants play an important role when applying for jobs in other industries. An empirical survey (n = 273) from April 2021 indicates that German-speaking flight attendants possess some of the future skills most frequently identified in key studies on future competencies, as well as extensive language skills, but have deficits in “working with computer systems” and “programming”. Pro-active training of employees in future skills, especially in crisis-prone professions, could facilitate future transitions into new professional fields.
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Bryett, Keith. "The Preparation of Police Recruits, Queensland Style." Police Journal: Theory, Practice and Principles 65, no. 1 (January 1992): 49–55. http://dx.doi.org/10.1177/0032258x9206500108.
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The preparation of recruit police officers has become an issue in those countries whose police services have evolved from the British model. In Australia, a variety of arrangements exist. These include education and training centred around police academies with academically qualified civilian and police staff, some of whom are academically qualified and others who are not, depending on the nature of their role. These academies are invariably, and not surprisingly, controlled by police officers. At the other end of the scale, the Australian Federal Police now has prospective recruits, who are not yet employees, in many Australian universities undergoing undergraduate studies. The aim being to recruit graduates. The Queensland Police Service has opted for a middle-of-the-road part university, part academy, approach as a means to satisfying as many perceived requirements as possible.
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Rosmayati, Siti, Engkus Kuswarno, Achmad Mudrikah, and Yosal Iriantara. "Education And Training To Improve The Performance Of Save And Loan Cooperative Employees In Bandung District West Java Province." International Journal of Educational Research & Social Sciences 2, no. 5 (October 29, 2020): 979–95. http://dx.doi.org/10.51601/ijersc.v2i5.153.
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The function and role of cooperatives is to build and develop the economic potential and capabilitiesof members in particular and the community in general to improve their economic and social welfare,to actively participate in efforts to improve the quality of human and community life in accordancewith Law Number 25 of 1992 concerning cooperatives. In producing cooperative members who areprosperous and competitive with other cooperatives, they must comply with the National ProfessionalCertificate Agency (BNSP), as regulated in education, on the standards of educators and educationpersonnel where the so-called trainer states that the trainer must have academic qualifications as aninformation agent, physically fit and spiritual, and have the ability to create healthy and qualitycooperatives. As a trainer, the curriculum in education and training is set for those who are moreexperienced at least 2 years of service in the cooperative where they work. Employees who providetraining in the organization's internal environment will contribute to producing competent employeesand members who will replace when the savings and loan cooperative employees' term of officeexpires. In order to improve the competence of savings and loan cooperative employees, one of them isby developing capabilities, through education and training. This study aims to describe education andtraining as an increase in the competence of savings and loan cooperative employees througheducation and training carried out through several stages, namely: 1) Analysis of education andtraining needs of savings and loan cooperative employees, 2) Design and planning of education andtraining for savings cooperative employees, 3) Development of education and training curriculum forsavings and loan cooperative employees, 4) Implementation of education and training for savings andloan cooperative employees, 5) Evaluation of education and training for savings and loan cooperativeemployees, 6) barriers and education and training support capacity of savings and loan cooperativeemployees. To achieve this objective, a qualitative approach was conducted using the case studymethod at KPRI and Primkoppabri, Cicalengka District. Data were collected using in-depthinterviews, observation and documentation studies. The research data was checked for correctness,reliability through a triangulation process. The results showed that the process of implementingeducation and training for savings and loan cooperative employees in cooperatives was not supportedby a complete analysis of education and training needs. In addition, the two cooperatives studied onlycarried out evaluations during training, had not carried out post-training evaluations andcomprehensive program evaluations so they could not monitor change actions. The weak point thatappears in the implementation of education and training for savings and loan cooperative employeesis that there is no separate unit, so the lack of experience in managing education and training isabbreviated as education and training. The involvement and commitment of all parties, especially themanagement or management will be the key to the success of the training education program. the twocooperatives studied only conducted evaluations during training, had not carried out post-trainingevaluations and comprehensive program evaluations so they could not monitor change actions. Theweak point that appears in the implementation of education and training for savings and loancooperative employees is that there is no separate unit, so the lack of experience in managingeducation and training is abbreviated as education and training. The involvement and commitment ofall parties, especially the management or management will be the key to the success of the trainingeducation program. the two cooperatives studied only conducted evaluations during training, had notcarried out post-training evaluations and comprehensive program evaluations so they could notmonitor change actions. The weak point that appears in the implementation of education and trainingfor savings and loan cooperative employees is that there is no separate unit, so the lack of experiencein managing education and training is abbreviated as education and training. The involvement andcommitment of all parties, especially the management or management will be the key to the success ofthe training education program. The weak point that appears in the implementation of education andtraining for savings and loan cooperative employees is that there is no separate unit, so the lack ofexperience in managing education and training is abbreviated as education and training. Theinvolvement and commitment of all parties, especially the management or management will be the keyto the success of the training education program. The weak point that appears in the implementationof education and training for savings and loan cooperative employees is that there is no separate unit,so the lack of experience in managing education and training is abbreviated as education andtraining. The involvement and commitment of all parties, especially the management or managementwill be the key to the success of the training education program.
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Ochsner, Michele. "A Case Study of Oshep's Training Partnership with the American Standard Corporation's Trenton Facility and Gmp Local 175." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 12, no. 1 (May 2002): 43–60. http://dx.doi.org/10.2190/0ydk-et55-6h7v-ryjr.
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This case study examines the evolution and impact of a training partnership between the Rutgers University/N.J. Industrial Union Council's (IUC) Occupational Safety and Health Project and the American Standard Corporation's Trenton facility. The study draws on on-site interviews with three employees who played a key role in the training program as well as survey data from a broader cross-section of the facility's workforce. Insights about the impact of training are viewed within the context of the adult education and evaluation literature, particularly studies focusing on participatory, interactive training techniques. Committed activists, a supportive union and management, and the infusion of skills and ideas from the Rutgers/IUC worker-to-worker health and safety program are viewed as key factors in understanding developments at the facility. In addition, the study emphasizes the importance of relationships developed between union activists, facility management, and the OSHEP training staff. On January 2, 2001, the corporation announced plans to shut down the facility within the year, and plans for training the rest of the work force were dropped. Although the site-specific training program was cut short, this case study traces changes in the plant's health and safety culture that occurred over a three-year period.
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Kandel, Laxman Raj. "Effects of Training on Employee Performance in Telecommunication Industry of Nepal." Pravaha 26, no. 1 (June 1, 2020): 109–17. http://dx.doi.org/10.3126/pravaha.v26i1.41865.
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Employees are major assets of any organization. The vigorous role they play towards a company’s accomplishment cannot be undervalued. As a result, preparing these unique resources through effective training becomes authoritative so as to use the job performance. Also position them to require on the challenges of the today’s competitive business environment. Though general research has been shown within the area of human research management, the similar cannot be said on employee training specifically because it concerns developing nations.
The purpose of this study was to gauge the consequences of training on employee performance, using the telecommunication industry in Nepal. So as to grasp the study aim, four goals were developed and these focused particularly on identifying the training programs’ current within the industry, the target of the training offered, and therefore the methods employed and lastly the results of training and development on human resource performance.
The study was supported two case studies of the biggest telecommunication companies operating in Nepal. A qualitative research approach of the facts collection was approved using a questionnaire including of 18 questions dispersed to 240 respondents. Supported this sample the results found, show that training features a clear effect on the performance of employees. The findings can prove useful to human resource managers, human resource policy decision makers, still as government and academic institutions.
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Khan, Shahid Kalim, Amir Sohail, and Rizwan Ali. "Investigating the E-HRM functions and its impact on banks performance: case of commercial banks in Pakistan." Academic Journal of Social Sciences (AJSS ) 6, no. 4 (December 30, 2022): 001–14. http://dx.doi.org/10.54692/ajss.2022.06041842.
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This study aimed to investigate the impact of the functions of electronic human resource management (E-HRM) within an organization on its banking performance. In reference to previous studies, the researcher developed the research model to investigate how the application of E-HRM impacts banking performance in terms of Information technology, E-recruitment and selection, E-training, E-motivation and E-communication. This study followed a quantitative methodology by using a questionnaire tool. The study population was managerial level employees of banking sector in Pakistan. The findings of the results indicate that Information Technology, recruitment and selection, Training and Motivation has significant effect on banks profitability and Communication has insignificant effect on Bank performance. This study makes significant contributions. The study proved that successful use of e-HRM solutions enhances the profitability of the banking sector in Pakistan.
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Achtenhagen, Claudia, and Leona Achtenhagen. "The impact of digital technologies on vocational education and training needs." Education + Training 61, no. 2 (February 11, 2019): 222–33. http://dx.doi.org/10.1108/et-05-2018-0119.
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Purpose Currently, the hype surrounding digitalization proclaims that the way in which companies create and capture value will change dramatically. Companies that adjust their business models to embrace digital technologies will need different skill sets and competences. Current research tends to focus on the impact of digital technologies on corporations or more generally the labor market, but the authors lack detailed insights into how companies perceive this development to influence their needs regarding employee qualifications. Therefore, the purpose of this paper is to explore how companies perceive the impact of digital technologies on the education and training needs of current and future employees. Design/methodology/approach This study draws on eight case studies from the food industry. It focuses on one occupation certified within the German “dual system” of vocational education and training (VET), the machine and plant operator with focus on food technology. Findings The findings suggest that the impact of different digital technologies on employees’ job positions, working tasks and training needs is carefully considered in decisions regarding the implementation of digital technologies. Despite some company-specific contingencies, the perceived implications for VET needs are largely similar across the sample. Originality/value This study draws attention to the importance of reviewing VET needs in relation to the decision of implementing digital technologies.
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Alan Lewis, Robert, and Ewa Maria Mottier. "A “hotel within a hotel” in Bangkok." Emerald Emerging Markets Case Studies 2, no. 8 (October 17, 2012): 1–9. http://dx.doi.org/10.1108/20450621211291860.
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Subject area Human resources management, international human resources management. Study level/applicability The case is suitable for undergraduate or graduate/training programmes specialised in international dimensions of HRM. Case overview The study aims to evaluate the experiences of hotel employees at the Mandarin Oriental Bangkok's new employee centre. This centre, called the “O-Zone”, is an example of the hotel's commitment to the well-being of its staff. On a larger scale, it is an illustration of a method to maintain employee motivation and commitment in the luxury hotel industry. The case is particularly useful to investigate as the hotel has created a unique approach to employee well-being in a large urban setting where employees experience a stressful living environment, including long commutes. This is supported by studies in the literature which reveal that burnout and stress are important factors to consider for hotel employees. Expected learning outcomes The case study allows students to discover the following key learning points: an example of a well-being initiative for employees of a luxury hotel in the Thai context; an investigation of the need for employers in luxury hotels in Thailand to attract and retain talent; and an understanding of the use of incentives at work for employee motivation in the Thai luxury hotel industry. Supplementary materials Teaching notes are available; please consult your librarian for access.
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Lindsay, Sally, Joanne Leck, Winny Shen, Elaine Cagliostro, and Jennifer Stinson. "A framework for developing employer’s disability confidence." Equality, Diversity and Inclusion: An International Journal 38, no. 1 (February 11, 2019): 40–55. http://dx.doi.org/10.1108/edi-05-2018-0085.
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PurposeMany employers lack disability confidence regarding how to include people with disabilities in the workforce, which can lead to stigma and discrimination. The purpose of this paper is to explore the concept of disability confidence from two perspectives, employers who hire people with a disability and employees with a disability.Design/methodology/approachA qualitative thematic analysis was conducted using 35 semi-structured interviews (18 employers who hire people with disabilities; 17 employees with a disability).FindingsThemes included the following categories: disability discomfort (i.e. lack of experience, stigma and discrimination); reaching beyond comfort zone (i.e. disability awareness training, business case, shared lived experiences); broadened perspectives (i.e. challenging stigma and stereotypes, minimizing bias and focusing on abilities); and disability confidence (i.e. supportive and inclusive culture and leading and modeling social change). The results highlight that disability confidence among employers is critical for enhancing the social inclusion of people with disabilities.Originality/valueThe study addresses an important gap in the literature by developing a better understanding of the concept of disability from the perspectives of employers who hire people with disabilities and also employees with a disability.
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FABISIAK, BEATA, ANNA JANKOWKSA, and ROBERT KŁOS. "Dual study possibilities in selected EU countries." Annals of WULS, Forestry and Wood Technology 107 (September 30, 2019): 45–53. http://dx.doi.org/10.5604/01.3001.0013.7636.
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Dual study possibilities in selected EU countries. The idea of dual study courses is more and more common in the EU due to the raising problem of the lack of qualified employees. Although the dual studies are very similar in their form such as internships in companies, case studies etc., their scope differs significantly among the analyzed countries. It was observed that, on average, about 70% of students take part in the vocational education and training in Austria, Croatia, Czech Republic, Finland, Netherlands, Slovakia and Slovenia but only 20% in Cyprus and Hungary. In countries such as: Germany, Netherlands and Austria over 40% of companies employ vocational education and training participants while the average costs of continuing vocational training for the EU-28 is calculated at the level of around 1500 Purchasing Power Standard per participant. The research was based on the data obtained from the EUROSTAT.
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Schmidt, Werner, and Andrea Müller. "Social Integration and Workplace Industrial Relations." Articles 68, no. 3 (September 24, 2013): 361–86. http://dx.doi.org/10.7202/1018432ar.
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This paper tackles the question of how social integration of migrant and native employees takes place in German industry and what role workplace industrial relations play in it. Three company case studies in manufacturing based on expert interviews with management representatives and works councillors, interviews and group discussions with employees of different origin, employee surveys, as well as company statistics, were used to explore this issue. The paper analyzes the social structure of the investigated companies, examines the interaction of employees of different origin and the role workplace industrial relations play in fostering cooperation and social integration. The case studies show that migrants are more likely to be positioned in the lower ranks of the companies’ social structure. Findings suggest, however, that this is primarily a consequence of the migrants having insufficient vocational training, which is probably the result of discrimination outside and at the threshold of the companies rather than a sign of direct discrimination within the companies. Nevertheless, the interviews and surveys show that there is employee resentment against people of different origin. There is a coexistence of resentment on the one hand and good cooperation on the other. Work requirements and the works councils’ and managements’ “internal universalism” (i.e. an orientation towards equal treatment of employees and the interdiction of discrimination within the companies) foster collegial cooperation among employees. German co-determination favours an employee model of interest representation which encourages individuals to choose a work-related identity and labour solidarity to assert their interests rather than identities related to ethnic groups. It is argued that this framework and the daily interaction of the employees eventually evoke feelings of collegiality and foster social integration.
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KOVALYK, Oksana, and Artem STOLIARENKO. "The usage of the case-study method to train a staff and identify talented employees." Economics. Finances. Law 6/1, no. - (June 29, 2022): 15–17. http://dx.doi.org/10.37634/efp.2022.6(1).3.
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Introduction. In recent years, there has been an increase in the number of scientists working on business disciplines and management. This article discusses the problems and issues that scientists may face in these subjects. The main task of this article is to show the guide, thanks to which it will be able to save time for manager when working with employers. The main topic of discussion is the case-study method. This method is widely used in scientific circles, and not only for case studies, but also for staff training. The article explains why the case-study method is an excellent way to train staff at the company and identify talented employees. The purpose of the paper is to consider the case-study method as an opportunity to identify talented employees of the enterprise. Results. It was found that learning when using the case-study method increases the understanding and achievement of workers of specific goals and objectives. The learning benefits of case-study include more active participation of employees in their learning, a deeper understanding of concepts, stronger critical thinking skills and the ability to consider a problem or task from different points of view. Case-studies have long been used in business schools, law schools, medical schools, and the social sciences, but they can also be used in-house when management wants employees to research how they learn to real-world situations. Cases come in a variety of formats, from a simple "What would you do in this situation?" To a detailed description of the situation with related data for analysis. Whether to use a simple case scenario or a complex detailed one depends on the employee's development goals. With this method, the instructor can identify more talented employees who are most often involved in the discussion process, say the right opinions and find solutions to specific situations faster than other workers. Conclusion. The results of the work of a group of trainees or individuals in the discussion and analysis of a case study give us important perspectives for assessing their various skills, such as leadership, analytical thinking, decision-making and communication. Thus, the case study is a realistic textbook that provides high involvement and participation of trainees and participants.
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Sabonete, Sérgio Abílio, Helga Santa Comba Lopes, David Pascoal Rosado, and João Carlos Gonçalves dos Reis. "Quality of Work Life According to Walton’s Model: Case Study of the Higher Institute of Defense Studies of Mozambique." Social Sciences 10, no. 7 (June 25, 2021): 244. http://dx.doi.org/10.3390/socsci10070244.
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The quality of life at work has been one of the most important aspects to be considered by a given organization to achieve pre-defined objectives. Thus, this research aims to analyze the level of satisfaction with the quality of work life (QWL) of the employees of the Higher Institute of Defense Studies “Lieutenant-General Armando Emílio Guebuza” (ISEDEF) according to Walton’s model. A conceptual framework was built through a bibliographic and literature review. The instrument used for data collection was a questionnaire applied to 97 military and civilian personnel in August 2019. The results show that the general level of satisfaction with QWL is moderate, requiring an improvement in living conditions so that military education and training continues, as well as the development of models that enable the realization of benefits according to the social and economic level in the country.
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Hammond, M., and D. C. Sanders. "MAXIMISING INDIGENOUS EMPLOYMENT IN THE OIL AND GAS INDUSTRY IN WESTERN AUSTRALIA." APPEA Journal 46, no. 1 (2006): 595. http://dx.doi.org/10.1071/aj05040.
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The skilled labour shortage facing the upstream oil and gas industry is encouraging companies who have already begun to examine ways of increasing the number of indigenous people in their workforce.It is common practice for companies to use fly-in flyout solutions to build a stable workforce in remote areas. While this suits many workers and operations, a simpler solution arguably would be to have a skilled workforce who works in their home region. Many resource companies are now placing a renewed emphasis on training indigenous people to take on roles in the oil and gas industry. A highly skilled local workforce will have benefits for industry with a reduction in logistical costs and an increase in retention rates.This paper describes the challenges facing companies which elect to develop those skills in a largely technically unskilled indigenous community. The paper uses a range of case studies drawn from company experience. It further showcases some success stories and describes where the industry might need to focus its efforts in order to achieve a more equitable training and employment outcome for Australia’s indigenous communities.
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Rohmawati, Khoirur, and Indira Januarti. "PENGARUH KARAKTERISTIK INDIVIDU DAN PELATIHAN TERHADAP PEMAHAMAHAN SAK ETAP." Jurnal Akuntansi 13, no. 1 (April 1, 2019): 24–40. http://dx.doi.org/10.25170/jara.v13i1.486.
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The use of Financial Accounting Standards Entity without Public Accountability (SAK ETAP) has been launched starting in 2011, although there is still relatively little research on the topic of understanding SAK ETAP. Research on the use of previous SAK ETAP is more inclined to case studies in a particular SME. Cooperatives must make a financial report annually as a form of accountability Board to member. The understanding of accounting employees about SAK ETAP is important because accounting employees are responsible for financial reporting. Therefore, this research needs to be done to know how far the understanding of the accounting section of SAK ETAP.This study aims to analyze the factors that effect on the understanding of the economic enterprise accountants of SAK ETAP. These factors include level of education, educational background, SAK ETAP training, and gender. This study used data obtained from the questionnaire where the respondents were a cooperative accounting officer located in the Pati District. Respondents amounted to 80 who became the sample of the study. The sampling method study was used convenience sampling. The data analysis tool used is multiple regression analysis. The results showed that education level, educational background, and training of SAK ETAP influenced the understanding of SAK ETAP. The higher the level of education, the ability to understand the SAK ETAP is also high. Employees who have an accounting education background were easier to understand SAK ETAP than non accounting education. In addition, SAK ETAP training can also improve employees' ability to understand SAK ETAP. However, gender has no influence in determining the level of understanding of SAK ETAP.
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Qisty, Syifa Naufal. "Penerapan knowledge sharing dengan media Portal Binus di Bina Nusantara University." Informatio: Journal of Library and Information Science 1, no. 2 (July 7, 2021): 167. http://dx.doi.org/10.24198/inf.v1i2.34055.
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With the development of information technology, document management is now done digitally and paperless. Document management is also carried out as an implementation of knowledge sharing activities in an organization. Document management as a part of knowledge sharing activities is one of which is carried out by Bina Nusantara University (Binus). This article is compiled to find out how document management is an implementation of knowledge sharing in the Binus University environment. The method used is descriptive method of conducting interviews and literature review. From the research conducted, Binus University developed the Binus portal as a forum for employees to carry out knowledge sharing activities as well as manage documents in the organization. The managed documents include institutional documents such as organizational structure documents, business processes, duties and functions of each directorate, training materials, references in carrying out assignments, sharing expertise, case studies, case-based reasoning, as well as documents in the form of ideas, innovations, and opinions written in popular form by employees at Binus.
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Li, Xinxin, and Hui Huang. "“No” — A Case Study in Corrective Feedback in a Secondary Chinese Language Classroom in Australia." Journal of Language Teaching and Research 8, no. 6 (November 1, 2017): 1032. http://dx.doi.org/10.17507/jltr.0806.02.
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Corrective feedback has been studied for decades in classrooms both for children and adults. Among different subjects, language learning, especially second language (L2) learning is one of the significant targets of corrective feedback studies. Compared to English and other European languages, however, Chinese as L2 classroom has get little attention. This paper investigates what types of corrective feedback (CF) a teacher of Chinese working at a secondary school in Melbourne provided to what kinds of errors made by students, and the effectiveness of each CF type. The data was obtained from 2 random lessons and the parts involving CF were transcribed to further analyze. The results suggest that Chinese beginners made more mistakes in pronunciation and vocabulary than in grammar, however, the teacher provided feedback to all of the lexical and grammatical errors, ignoring nearly half of the phonological mistakes. In addition, the overall effectiveness of CF was not satisfactory, especially for elicitations and recasts, which were used the most commonly by the teacher. Some pedagogical implications for Chinese teaching and Chinese teacher training are also provided.
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Quader, Faisal, and Vandana P. Janeja. "Insights into Organizational Security Readiness: Lessons Learned from Cyber-Attack Case Studies." Journal of Cybersecurity and Privacy 1, no. 4 (November 11, 2021): 638–59. http://dx.doi.org/10.3390/jcp1040032.
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This paper focuses on understanding the characteristics of multiple types of cyber-attacks through a comprehensive evaluation of case studies of real-world cyber-attacks. For each type of attack, we identify and link the attack type to the characteristics of that attack and the factors leading up to the attack, as observed from the review of case studies for that type of attack. We explored both the quantitative and qualitative characteristics for the types of attacks, including the type of industry, the financial intensity of the attack, non-financial intensity impacts, the number of impacted customers, and the impact on users’ trust and loyalty. In addition, we investigated the key factors leading up to an attack, including the human behavioral aspects; the organizational–cultural factors at play; the security policies adapted; the technology adoption and investment by the business; the training and awareness of all stakeholders, including users, customers and employees; and the investments in cybersecurity. In our study, we also analyzed how these factors are related to each other by evaluating the co-occurrence and linkage of factors to form graphs of connected frequent rules seen across the case studies. This study aims to help organizations take a proactive approach to the study of relevant cyber threats and aims to educate organizations to become more knowledgeable through lessons learned from other organizations experiencing cyber-attacks. Our findings indicate that the human behavioral aspects leading up to attacks are the weakest link in the successful prevention of cyber threats. We focus on human factors and discuss mitigation strategies.
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Hernández-Díaz, Arleen, Theany Calderon-Abreu, Maria Amador-Dumois, and Mario Córdova-Claudio. "Internal marketing and customer-contact employees’ attitudinal outcomes." Academia Revista Latinoamericana de Administración 30, no. 1 (March 6, 2017): 124–43. http://dx.doi.org/10.1108/arla-08-2015-0190.
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Purpose Higher education institutions, particularly in the case of public universities, face the challenge of creating more value in an environment of increasing requirements and limitations. The purpose of this paper is to explore the relation of internal marketing (IM) with employees’ attitudinal outcomes, which aim to stimulate and retain motivated and customer-conscious contact employees. Design/methodology/approach Survey data of 94 customer-contact employees in a public higher education institution were analysed using partial least squares path modelling to explore and predict key target constructs. Findings The results demonstrate the relationship between customer-contact employees’ service empathy (SE), institutional IM initiatives and employees’ attitudinal outcomes in the public sector, specifically higher education institutions. Research limitations/implications The current study relies on self-reported data and a small sample of customer-contact employees working only on enrolment-related areas. Further studies should be designed for theory confirmation and generalizability of the results. Practical implications Top managers in public higher education institutions must encourage organizational identification through IM initiatives, such as well-established internal communication procedures. Academic management should continuously train and retain customer-contact employees that have developed SE and a sense of belonging to the organization. SE must be incorporated in the job descriptions and training of customer-contact employees. Originality/value The study contributes to the limited literature on the use of IM and SE in the public sector, specifically higher education institutions.