Academic literature on the topic 'Employees – Training of – Computer network resources'
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Journal articles on the topic "Employees – Training of – Computer network resources"
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Gupta, Kriti Priya, Preeti Bhaskar, and Swati Singh. "Prioritization of factors influencing employee adoption of e-government using the analytic hierarchy process." Journal of Systems and Information Technology 19, no. 1/2 (March 13, 2017): 116–37. http://dx.doi.org/10.1108/jsit-04-2017-0028.
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Purpose Government employees have various challenges of adopting e-government which include administrative problems, technological challenges, infrastructural problems, lack of trust on computer applications, security concerns and the digital divide. The purpose of this paper is to identify the most salient factors that influence the employee adoption of e-government in India as perceived by government employees involved in e-government service delivery. Design/methodology/approach The paper first identifies different factors influencing the employee adoption of e-government on the basis of literature review and then finds their relative importance by prioritizing them using the analytic hierarchy process (AHP). The AHP is a multi-criteria decision-making (MCDM) tool which combines all the factors into a hierarchical model and quantitatively measures their importance through pair-wise comparisons (Saaty, 1980). Eleven influencing factors of employee adoption of e-government have been identified, which are categorized under four main factors, namely, “employee’s personal characteristics”, “technical factors”, “organizational factors” and “trust”. The data pertaining to pair-wise comparisons of various factors and sub-factors related to the study is collected from ten senior government employees working with different departments and bodies of the Government of National Capital Territory of Delhi. Findings Based on the results obtained, the findings reveal that “organizational factors” and “technical factors” are the two most important factors which influence the intention of government employees to adopt e-government. Moreover, “training”, “technical infrastructure”, “access speed”, “technical support” and “trust” in infrastructure are the top five sub-factors which are considered to be important for the employee adoption of e-government. Research limitations/implications One of the limitations regarding the methodology used in the study is that the rating scale used in the AHP is conceptual. There are chances of biasing while making pair-wise comparisons of different factors. Therefore, due care should be taken while deciding relative scores to different factors. Also, some factors and sub-factors selected, for the model may have interrelationships such as educational level and training; computer skills and trust; etc., and these interrelationships are not considered by the AHP, which is a limitation of the present study. In that case, the analytic network process (ANP) can be a better option. Therefore, this study can be further extended by considering some other factors responsible for e-government adoption by employees and applying the ANP in the revised model. Practical implications The results of the study may help government organizations, to evaluate critical factors of employee adoption of e-government. This may help them in achieving cost-effective implementation of e-government applications by efficiently managing their resources. Briefly, the findings of the study imply that government departments should provide sufficient training and support to their employees for enhancing their technical skills so that they can use the e-government applications comfortably. Moreover, the government departments should also ensure fast access speed of the e-government applications so that the employees can carry out their tasks efficiently. Originality/value Most of the existing literature on e-government is focused on citizens’ point of view, and very few studies have focused on employee adoption of e-government (Alshibly and Chiong, 2015). Moreover, these studies have majorly used generic technology adoption models which are generally applicable to situations where technology adoption is voluntary. As employee adoption of e-government is not voluntary, the present study proposes a hierarchy of influencing factors and sub-factors of employee adoption of e-government, which is more relevant to the situations where technology adoption is mandatory. Also, most of the previous studies have used statistical methods such as multiple regression analysis or structural equation modelling for examining the significant factors influencing the e-government adoption. The present study contributes to this area by formulating the problem as an MCDM problem and by using the AHP as the methodology to determine the weights of various factors influencing adoption of e-government by employees.
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Rugchatjaroen, Krish. "Approach of Electronic Government to Closing the Gap between Public and Citizens." Journal of Social and Development Sciences 5, no. 3 (September 30, 2014): 130–37. http://dx.doi.org/10.22610/jsds.v5i3.813.
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Electronic government uses ICT to improve public activities, bringing also greater organizational efficiency and effectiveness. The aim of this research is to study electronic government in Thailand to move towards success. The questionnaire obtained information on the current status of electronic government in Thailand which intendeds to investigate factors relating to information technology by interviewing state employees in National Electronics and Computer Technology Center: NECTEC. The results reveal 6 conclusion based upon the following area of study; 1) Investment: budget allocations for the integration of ICT in the public sector by considering the national strategic plan and the ASEAN community strategies, to increase the competitiveness and investigate in infrastructure and logistics. 2) Officials’ knowledge and understanding: involving the full cooperation from government agencies workshops on the development of information systems for public sector officials to allow implementation of the projects to restructure more efficiently the form of electronic government. 3) Citizens’ understanding: which investigated the public sectors acceptance of public participation and people-centered government services? There are wide gaps between those used in municipal and non-municipal area. 4) Networking: the form of networking through a collaborative network of TOT and CAT in the core layer, which makes the network redundancy and high availability. 5) Promoting: using website to promote activities and disseminate knowledge about technology in electronics and computer project or training. and 6) Policies: the manner the Ministry of Information and Communication Technology, allocates resources in their expansion of telecommunications infrastructure and communication channels and the way they encourage full access to ICT that will lead to close the gap.
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Patalas-Maliszewska and Halikowski. "A Model for Generating Workplace Procedures Using a CNN-SVM Architecture." Symmetry 11, no. 9 (September 10, 2019): 1151. http://dx.doi.org/10.3390/sym11091151.
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(1) Background: Improving the management and effectiveness of employees’ learning processes within manufacturing companies has attracted a high level of attention in recent years, especially within the context of Industry 4.0. Convolutional Neural Networks with a Support Vector Machine (CNN-SVM) can be applied in this business field, in order to generate workplace procedures. To overcome the problem of usefully acquiring and sharing specialist knowledge, we use CNN-SVM to examine features from video material concerning each work activity for further comparison with the instruction picture’s features. (2) Methods: This paper uses literature studies and a selected workplace procedure: repairing a solid and using a fuel boiler as the benchmark dataset, which contains 20 s of training and a test video, in order to provide a reference model of features for a workplace procedure. In this model, the method used is also known as Convolutional Neural Networks with Support Vector Machine. This method effectively determines features for the further comparison and detection of objects. (3) Results: The innovative model for generating a workplace procedure, using CNN-SVM architecture, once built, can then be used to provide a learning process to the employees of manufacturing companies. The novelty of the proposed methodology is its architecture, which combines the acquisition of specialist knowledge and formalising and recording it in a useful form for new employees in the company. Moreover, three new algorithms were created: an algorithm to match features, an algorithm to detect each activity in the workplace procedure, and an algorithm to generate an activity scenario. (4) Conclusions: The efficiency of the proposed methodology can be demonstrated on a dataset comprising a collection of workplace procedures, such as the repair of the solid fuel boiler. We also highlighted the impracticality for managers of manufacturing companies to support learning processes in a company, resulting from a lack of resources to teach new employees.
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Huda, Asrul, and Noper Ardi. "Predictive Analytic on Human Resource Department Data Based on Uncertain Numeric Features Classification." International Journal of Interactive Mobile Technologies (iJIM) 15, no. 08 (April 23, 2021): 172. http://dx.doi.org/10.3991/ijim.v15i08.20907.
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Business Intelligence is very popular and useful for a better understanding of business progress these days, and there are many different methods or tools being used in Business Intelligence. It uses combination of artificial intelligence, data mining, math, and statistic to gain better understanding and insight on the business process performance. As employees have an important role in business process, the desire to have a tool for classifying and predicting their wages are desirable. In this research, we tried to analyzed dataset from Human Resource Department, and this dataset can be used to analyst the data in order to draw a conclusion about whether any employees would prematurely leave the company, and then, a preventive action based on those parameters can be proposed. This is a kind of predictive analytic system which bases on Naïve Bayes, and it can predict whether an employee would leave or stay according to his or her characteristics. But the Naïve Bayes itself does not enough. So we develop a way to solve the problem using uncertain Numeric features classification on it. The accuracy of the result is depended on the amount and effectiveness of the training sets.
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Liang, Gaoyang, Peng Cao, and Yang Liu. "Optimization and Simulation of Labor Resource Management Information Platform Based on Internet of Things." Wireless Communications and Mobile Computing 2021 (July 23, 2021): 1–11. http://dx.doi.org/10.1155/2021/3031940.
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This paper conducts an in-depth analysis and research on the optimization of the labor resource management information platform through the Internet of Things (IoT) technology; through the collection, classification, and data search functions of this application system, it meets the supply and demand of professional talents within a certain enterprise. At the same time, it also realizes the curriculum training application on improving the skills and literacy of the employees of a certain enterprise, and it can learn the enterprise curriculum training from the comments of the employees on the enterprise curriculum. The effect of the enterprise course training can be learned from the comments of the employees on the enterprise course, providing an important reference basis for the future revision of the enterprise course training content. The performance of the participants in the training also has objective data for reference, so that the situation will not be disconnected from reality, and the interaction between enterprise management and employees can achieve a balanced effect. The goal of this workforce resource management system is to create a systematic workforce resource management platform for professional talents and help enterprises achieve the goal of speeding up and increasing efficiency. The system interface provided by the third party is used for horizontal data expansion to realize the sharing of basic information or video data as well as system expansion to realize real-time monitoring and management of project works. The cloud platform realizes efficient management and scientific application of construction site projects by construction management departments, which better solves the current problem of lack of supervision at construction sites.
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Hidayatulloh, Syarif, and Wahyudin Wahyudin. "Perancangan Wide Area Network (WAN) Dengan Teknologi Virtual Private Network (VPN)." Jurnal Teknik Komputer 5, no. 1 (February 6, 2019): 7–14. http://dx.doi.org/10.31294/jtk.v5i1.4552.
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The use of information technology and its use in collecting and processing data into information that is useful in decision making will play a role in determining the success of an organization or company in the future. This happened to PT. Jasa Cendekia Indonesia, the computer network that is owned has not met the needs of its employees. A good computer network is one that can serve sharing resources, data security, resources more efficiently and up-to-date information. Basically if a company can hold a computer network that serves the above for employees, of course it will make it easier for employees to do the work and improve the standards of the company itself. The proposed network built by the author for PT. Indonesian Scholar Services is a computer network built with Virtual Private Network technology. Because companies that have communication between the head office and branches that are good and safe, will be the capital for their companies in facing challenges in the era of globalization. Communication that is connected to a fast and secure computer network will make it easier for a company to supervise the activities of its company.
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Alhawary, Faleh Abdelgader, and Hanadi Al-Zegaier. "The Successful Implementation of Knowledge Management Processes: The Role of Human Resource Systems "An Empirical Study in the Jordanian Mobile Telecommunication Companies"." Journal of Information & Knowledge Management 08, no. 02 (June 2009): 159–73. http://dx.doi.org/10.1142/s0219649209002300.
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Knowledge is a resource that is valuable to an organisation's ability to innovate and compete. It exists within the individual employees, and also in a composite sense within the organisation. Therefore, it is important that organisations find a way to tap into this knowledge and effectively manage knowledge processes in order to preserve and expand its core competencies to maintain a sustainable competitive advantage. The purpose of this study is to examine the impact of human resource systems (HR planning System, HR Training System, HR Reward System, HR recruitment System) on the successful implementation of knowledge management processes (acquisition, application, sharing). Respondents consist of top/senior managers, human resource managers, and heads of departments in the Jordanian mobile telecommunication companies. A questionnaire survey was developed to collect data from respondents, a sample of 150 were selected according to a simple random sampling technique. Different statistical tools were used to test study hypotheses. The study findings shows that overall human resource systems have a significant impact on knowledge management processes. Based on the findings, the study suggest future research which can seek an enhanced understanding of the relationship of HRS with knowledge management processes in other sectors and other countries as well, since cultural differences exist among organisations, which influence employee perceptions regarding knowledge management processes. This study has implications for HR managers or decision-makers to create an organisational environment that encourages employee empowerment, integration and socialisation by eliminating all forms of barriers and red tapes, which can allow people to participate for new opportunities and foster a positive social interaction culture before introducing knowledge management initiatives.
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Turygina, L. "NETWORK INTERACTION AS A MECHANISM FOR DEVELOPING THE HUMAN RESOURCES OF CULTURAL INSTITUTIONS." EurasianUnionScientists 1, no. 11(80) (December 14, 2020): 38–39. http://dx.doi.org/10.31618/esu.2413-9335.2020.1.80.1095.
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The article presents the results of the analysis of the possibilities of using network interaction in solving the problems of developing the personnel potential of cultural institutions. There is a weak development of the topic andthe need to extrapolate its content from pedagogical practice. The possibilities of using network forms of advanced training in relation to employees of cultural institutions are described.
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Makeri, Yakubu Ajiji. "The Effectiveness of Cybersecurity Compliance in a Corporate Organization in Nigeria." International Journal on Recent and Innovation Trends in Computing and Communication 7, no. 6 (June 11, 2019): 16–19. http://dx.doi.org/10.17762/ijritcc.v7i6.5312.
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The complexity and growth also create asymmetries between attackers and their targets, and incentives that drive underinvestment in cybersecurity The Digital technologies have transformed how people socialize, shop, interact with government and do business. The World Wide Web is of made amounts of information instantly available. The smartphones have put our fingertips everywhere we go it an improvement on effectiveness cybersecurity training for end users of systems and offers suggestions about and how topManagement leaders can improve on trainingto effectively combat cybersecurity threats at the organizations. Is imperative to achieve higher end-user cybersecurity compliance; practice is accepted, as a means to increase compliance behavior in any organization. The Training can influence compliance by one or more of three causal pathways: by increasing cybersecurity awareness, by increasing cybersecurity proficiency (i.e., improve cybersecurity skills) and by raising cybersecurity self-efficacy. This includes an extensive review of the cybersecurity policies and competencies that are the basis for training needs analysis, setting learning goals, and practical training. This paper discusses opportunities for human resource (HR) practitioners and industrial and organizational (I-O) psychologists, and informationtechnology (IT) specialists, and to integrate their skills and enhance the capabilities of organizations to counteract cybersecurity threats. AnyOrganizations cannot achieve their cybersecurity goalson workers alone, so all employees who use computer networks must be trained on the skill and policies related to cybersecurity.
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Hasgall, Alon, and Snunith Shoham. "Digital social network technology and the complex organizational systems." VINE 37, no. 2 (June 26, 2007): 180–91. http://dx.doi.org/10.1108/03055720710759955.
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PurposeIn a competitive business environment, organizations must leverage their resources efficiently in order to provide system‐wide solutions and maintain the standards all customers expect. To do so, the resources must be integrated; however, the integration of information and resources within organizations has thus far not produced satisfactory results. In contrast, it has been found that efficient, ongoing and timely transfer of information is conducted over the internet. This research seeks to examine whether the use of internet technology within organizations can indeed enhance and streamline the ability of employees to function as fractals in complex organizations.Design/methodology/approachThe research is a qualitative study, allowing for the examination of behavior in the organizational reality as is, by analyzing interviews and observations of over 60 employees in different organizations.FindingsIt is found that the ability of a digital social network to create immediate system‐wide solutions, together with a management approach that transforms the organization into a complex adaptive system, allows employees to behave as fractals – i.e. to share applied‐knowledge, to take responsibility for performance and management of the processes, to update their superiors, and to develop self‐management abilities at the local level.Originality/valueSocial networks in organizations should be viewed as a shared “knowledge” system. Use of the network is “natural” and less rational and synchronized up front. However, it must be backed by a relevant management culture that enables all employees to serve as fractals in a complex adaptive system. In this manner, employees can contribute personally to work processes, determine their needs, and receive credit.
Dissertations / Theses on the topic "Employees – Training of – Computer network resources"
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Hrdlicka, Ricky Lee. "Creation of a web site to provide technical support and training." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3251.
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The project, presented in this paper, developed a web-based tool that provides training and technical support in the use of computers to employees at the San Bernardino Community College District. The purpose of this project was with the lack of one support system it has become necessary to create one place for support entities to share their expertise with one another and with the campus community. This project creates a web presence that all of these groups can contribute to. This system starts out small and creates a skeletal system that will allow for continued development after the project is over.
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Patel, Avani Rajnikant. "Cognitive Rehab Solutions: A computer-assisted cognitive training program." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2321.
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The purpose of this project is to offer a functionally comprehensive application, Cognitive Rehab Solutions (CRS), that is designed for neuropsychologists to deliver restorative cognitive training in areas of attention and memory of persons with brain impairment.
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Coulter, Darcy Jane. "Improving teacher productivity through the use of computer technology." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2361.
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The purpose of the project was to develop a teacher handbook forusing computer technology and Microsoft Office XP software in the performance of their administrative tasks. The handbook was designed to provide teachers with step-by-step instructions that would enable them to automate many administrative tasks that were previously performed manually, without the benefit of computer technology.
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Dullien, Starley Beatrix. "In time on time: Website for teachers of English to speakers of other languages." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2730.
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The purpose of the "In Time On Time TESOL" website for Teachers of English to Students of Other Languages (TESOL) is to provide adult-education teachers online access to classroom managing techniques, teaching and learning strategies, and online resources based on constructivism and adult-learning theory. The instructional design and navigation structure is based on Random Access Instruction (RAI) and hypertext theory.
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Ruzicka, Matthew Robert. "Facilitating an online community among community college peer tutor trainees." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2895.
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The project presents a web-based component for a tutor training program at College of the Desert, Palm Desert, California. The application is designed to be responsive and adaptable to the tutor's needs. It also addresses the logistic and pedagogical problems that plague many community college tutor trainers and helps to mitigate this through an online instructional system that facilitates communication among the tutors so that learning can occur in a situated context.
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Jackson, Kristin M. "Descriptive study of the current status of World Wide Web utilization in park and recreation departments." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1129628.
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Community members benefit from the opportunities and services that are provided by park and recreation departments. As technology has continued to improve, it has begun to influence some of the services and programs offered by park and recreation departments. This study presents information regarding World Wide Web use in parks and recreation departments in 1998. The study surveyed those park and recreation departments who were members of the National Recreation and Parks Association's Great Lakes Region in 1998. A total of 419 departments were included in the study. These 419 departments were grouped into three population categories (Under 15,000; 15,000-49,999; 50,000 and above). A survey return rate of 58% was achieved. Survey respondents were asked to list current and future uses of the World Wide Web in their departments by program and by activity. Respondents were also asked to identify why they were or were not using the web. The study also examined if there were differences between agency size and World Wide Web use, agency size and the number of computers used, and agency size and the number of computer specialists employed. Recreation professionals can use this study to identify whether their department would benefit from World Wide Web use. The information can assist in identifying strengths and weaknesses of the web in the recreation profession and in departments similar to their own.School of Physical Education
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Schneider, Diana Sensenbaugh. "Descriptive analysis of technology use at the Riverside County Office of Education, Riverside, California." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1377.
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Swart, Lani. "An audit of online recruitment : a South African perspective." Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/3033.
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Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2008.The survival of an organisation in a global competitive business environment depends on its survival skills (e.g. adaptability, flexibility and innovativeness), which is situated within its human resources. Hence, the recruitment function’s role is critical, since it is responsible for the procurement of key intellectual capital that could equip the organisation with a competitive advantage. However, against the accelerated growth of the Internet combined with global competition, traditional recruitment methods are increasingly failing to rise to the challenge of securing key intellectual capital, due to being too time consuming and expensive. Consequently, organisations are progressively turning to online recruitment (which does not refer to one specific technique, but rather several different Internet tools that can be employed as a recruitment method, such as organisational websites, specialised job sites, media websites or newsgroups). However, the presence of an organisational website that advertises vacancies is not sufficient to guarantee its success as a recruitment method. Hence, it is vital to gain an understanding of website recruitment, as well as how to maximise the website’s effectiveness and ability to facilitate successful online applicant behaviour (SOAB), in order to harness its full potential as a recruitment method, able to secure key intellectual capital. For the purpose of this study, SOAB refers to potential applicants (i.e. job seekers entering an organisational website in search of employment opportunities) being able to browse the website without any difficulty and obtain relevant and sufficient information concerning the organisation and its listed vacancies. In addition to enabling potential applicants to assess whether he/she will be able to fit, perform and accelerate in the work climate and culture of the organisation (i.e. decide whether he/she would like to work for the organisation), a website that facilitates SOAB, should also enable potential applicants to contact the organisation to address additional information needs. In essence, this study comprises of three phases and centres on the identification of website content- and usability design benchmarks that should contribute to a website’s ability to facilitate SOAB. By means of a comprehensive literature review, it is argued that the content- and usability design are vital contributing factors to a website’s ability to facilitate SOAB. It is also proposed that the effectiveness of the website as a recruitment method is, to a certain degree, linked to the effectiveness of the alignment of an organisation’s online recruitment strategy with the five stages of potential applicants’ job decision-making process (i.e. the recognition of an employment need, search for career related information, evaluation of career alternatives, identification and acceptance of employment and post-choice evaluation). Phase one, entails the identification of website content- and usability design benchmarks and culminates with the development of the Website Benchmarks Checklist. Phase two, which constitutes the overall purpose of this study, entails an audit of the sample of the ‘best’ SA employers’ (drawn from a survey conducted by the Corporate Research Foundation, 2005) websites. The primary aim is to determine the extent to which the sample’s website design incorporates the identified benchmarks. However, the quality of potential applicants’ interaction with a website (i.e. informative content being communicated in an effective, efficient and satisfactory manner), greatly influences their perception of the organisation’s image, its attractiveness as an employer, as well as their intention to pursue employment within the organisation. Hence, the third phase of the study entails the subjective evaluation of three websites (selected from the audited sample), by a sample of potential applicants. Throughout the study, the empirical tests conducted were descriptive in nature and utilised survey research methods to acquire the required data, related to the specified goals and objectives that encapsulate the aim and purpose of this study. The results obtained provided valuable insight into website design benchmarks that should assist potential applicants in their job decision-making process, increase a website’s ability to facilitate SOAB and maximise its effectiveness as a recruitment method responsible for securing key intellectual capital. In addition to revealing that the majority of the sample employs its website as a recruitment method, the audit results also indicated that although a high level of adherence existed concerning the sample’s incorporation of the usability design benchmarks. However, a notable difference that ranged from very little to relatively high existed with regards to the extent to which the sample’s website design adhered to the content design benchmarks. The subjective evaluation of the three websites by potential applicants revealed that in addition to being critical contributors to the quality of their interaction with a website, the content- and usability design also had a profound impact on their assessment of the websites. Finally, the results also showed that a similarity existed between potential applicants’ subjective evaluation and the extent to which the design of the three websites adhered to the recommended benchmarks (audit results).
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Kalenzi, Lillian Kwesiga. "Optimization of call center operations." Thesis, 2019. https://hdl.handle.net/10539/29533.
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A research report submitted in partial fulfillment of the requirements for the degree of Master of Science in Mathematical Statistics, School of Statistics and Actuarial Science to the Faculty of Science University of Witwatersrand, 2019In this work, an investigation into the problem of optimising the operations of a call center is done. The call arrival process is explored and found to be a non-homogeneous Poisson process with arrival rate that is a piece-wise constant function. The call service times are found to possibly be lognormally distributed. The use of well-known queuing models such as the Erlang A, B and C in modeling a call center’s operations with the ultimate goal of determining optimal number of agents needed to obtain an agreed upon targeted service level (SL) threshold is discussed. The target SL involves answering between 85% - 90% of all incoming calls within 15 /30 seconds as per industry norms.
TL (2020)
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Ross, Nicole Kristine. "Doing Good While Going Public: Ramping Up the ExactTarget Foundation Amidst the IPO Process (Q1 2012)." Thesis, 2013. http://hdl.handle.net/1805/3222.
Full textBooks on the topic "Employees – Training of – Computer network resources"
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American Society for Training and Development., ed. The ASTD e-learning handbook. New York: McGraw-Hill, 2002.
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Driscoll, Margaret. Web-Based Training. New York: John Wiley & Sons, Ltd., 2010.
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Islam, Kaliym A. Podcasting 101 for Training and Development. New York: John Wiley & Sons, Ltd., 2007.
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Web-based training: Creating e-learning experiences. 2nd ed. San Francisco: Jossey-Bass/Pfeiffer, 2002.
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Podcasting 101 for training and development: Challenges, opportunities, and solutions. San Francisco: Jossey-Bass, 2007.
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Web-based training: Using technology to design adult learning experiences. San Francisco: Jossey-Bass/Pfeiffer, 1998.
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Attwell, Graham. The challenge of e-learning in small enterprises: Issues for policy and practice in Europe. Luxembourg: Office for Official Publications of the European Communities, 2003.
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W, Sinclair Lani, and Lansing Joseph G, eds. Creating Web-based training: A step-by-step guide to designing effective E-learning. New York: AMACOM, 2002.
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Horton, William K. E-learning tools and technologies: A consumer's guide for trainers, teachers, educators, and instructional designers. Indianapolis, Indiana: Wiley, 2003.
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E-learning tools and technologies: A consumer's guide for trainers, teachers, educators, and instructional designers. Indianapolis, Ind: Wiley, 2003.
Find full textBook chapters on the topic "Employees – Training of – Computer network resources"
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Rüttgers, Mario, Seong-Ryong Koh, Jenia Jitsev, Wolfgang Schröder, and Andreas Lintermann. "Prediction of Acoustic Fields Using a Lattice-Boltzmann Method and Deep Learning." In Lecture Notes in Computer Science, 81–101. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59851-8_6.
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Abstract Using traditional computational fluid dynamics and aeroacoustics methods, the accurate simulation of aeroacoustic sources requires high compute resources to resolve all necessary physical phenomena. In contrast, once trained, artificial neural networks such as deep encoder-decoder convolutional networks allow to predict aeroacoustics at lower cost and, depending on the quality of the employed network, also at high accuracy. The architecture for such a neural network is developed to predict the sound pressure level in a 2D square domain. It is trained by numerical results from up to 20,000 GPU-based lattice-Boltzmann simulations that include randomly distributed rectangular and circular objects, and monopole sources. Types of boundary conditions, the monopole locations, and cell distances for objects and monopoles serve as input to the network. Parameters are studied to tune the predictions and to increase their accuracy. The complexity of the setup is successively increased along three cases and the impact of the number of feature maps, the type of loss function, and the number of training data on the prediction accuracy is investigated. An optimal choice of the parameters leads to network-predicted results that are in good agreement with the simulated findings. This is corroborated by negligible differences of the sound pressure level between the simulated and the network-predicted results along characteristic lines and by small mean errors.
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Klein, Michel R., Jacques Dang, and Dominique Roux. "Supporting the Management of Learning Resources for the French Local Government Training Network." In Lecture Notes in Computer Science, 300–304. Berlin, Heidelberg: Springer Berlin Heidelberg, 2003. http://dx.doi.org/10.1007/10929179_54.
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Hagen, Janne Merete. "The Contributions of Information Security Culture and Human Relations to the Improvement of Situational Awareness." In Situational Awareness in Computer Network Defense, 10–28. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0104-8.ch002.
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The chapter gives an overview of business practices and how people and human relations influence situational awareness and information security in an organization. There is still a long way to go in training employees in information security and improving employees’ information security awareness. Motivated and trained employees have the ability to detect and report security weaknesses and breaches, including near-miss incidents, and in this way, they may provide a valuable defense-in-depth-capability that is often lacking. The chapter discusses two approaches to overcome the barriers to building situational awareness promulgated in the general deterrence theory and socio-technical theory.
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Yang, Lin, and Hui Xu. "Study of remote staff & employees training network solution based on computer internet." In Computer Applications in the Mineral Industries, 855–58. CRC Press, 2020. http://dx.doi.org/10.1201/9781003078661-182.
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Brass, Daniel J. "A Social Network Perspective on Human Resources Management." In Networks in the Knowledge Economy. Oxford University Press, 2003. http://dx.doi.org/10.1093/oso/9780195159509.003.0019.
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It is, of course, highly appropriate that the study of personnel and human resources management in fact focuses on individuals in organizations; and, it is to the credit of my industrial/organizational psychology friends that so much progress has occurred in the recruitment, selection, training, appraisal, compensation, and career development of employees. However, to focus on the individual in isolation, to search in perpetuity for the elusive personality or demographic characteristic that defines the successful employee is, at best, failing to see the entire picture. At worst, it is misdirected effort continued by the overwhelming desire to develop the perfect measurement instrument. There is little doubt (at least in my mind) that the traditional study of personnel and human resources management has been dominated by the perspective that focuses on the individual or the organization in isolation. We are, of course, continually reminded of the need for an interactionist perspective; that is, that the responses of actors are a function of both the attributes of the actors and their environments (cf. Schneider, 1983). Although our research sometimes seems to ignore this dictum, the predominant model in human resources management has been one of matching the characteristics of the worker with the characteristics of the organization (Betz, Fitzgerald, & Hill, 1989). The characteristics of the organization, or more recently, the organization’s strategy (Snell, 1992; Wright & McMahan, 1992), defines the relevant individual attributes to be considered in recruitment, selection, training, appraisal, and compensation and promotion. Even with this “matching model,” the environment is little more than a context for individual interests, needs, values, motivation, and behavior. Beginning with Cattell and Binet, our human resources management task has been to develop methods of measuring these individual differences. I do not mean to suggest that individuals do not differ in their skills and abilities and their willingness to use them. I, too, revel in the tradition of American individualism. I will not dismiss the dispositional approach or the lure of “macro organizational psychology” (Staw & Sutton, 1993) to suggest that individuals are merely the “actees” rather than the actors (Mayhew, 1980).
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Ekker, Knut. "Emergency Management Training and Social Network Analysis." In Artificial Intelligence Technologies and the Evolution of Web 3.0, 273–89. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8147-7.ch013.
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The chapter first presents a background review of the application of computer technology in simulations of natural hazard situations. The chapter then presents the efforts of researchers at Mid Sweden University and Nord-Trøndelag University College to build a comprehensive emergency training tool with funding from the Interreg/EU ERDF (European Regional Development Fund). The main part of the chapter reports empirical data from this project GSS (Gaining Security Symbiosis). The project developed the tool for training emergency personnel (police, fire, ambulance, and local officials) in handling crises in the border region between Norway and Sweden. The Web-based software incorporated complex scenarios that the emergency personnel had to contend with during 3-hour training sessions. The participants included employees at the operator, tactical, and strategic level of the organizations. The training tool recorded all communications among participants which primarily was text based. The rich data source was analyzed “on-the-fly” with the software from the R Project for statistical computing and the SNA package (Social Network Analysis package). The statistical software provided detailed graphs of the social networking of communications among the participants on both sides of the national border in central Scandinavia. The chapter concludes with a presentation of ideas towards using the social networking data as input into simulation models based on system dynamics. The empirical data from the project will naturally provide data for future training sessions. A planned future model of the comprehensive training tool—netAgora—will use experiential data in a Virtual Responder component in the training sessions of emergency personnel.
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Bova, Viktoriia Viktorovna, Sergei Ivanovich Rodzin, Oksana Nikolaevna Istratova, Iurii Alekseevich Kravchenko, Viktor Mikhailovich Kureichik, and Natalia Aleksandrovna Lyz. "Smart education: kontekstno zavisimaia sistema-assistent." In Education and science: current trends, 6–20. Publishing house Sreda, 2019. http://dx.doi.org/10.31483/r-33109.
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Developments in the field of smart education – trend in the world educational space. Smart education is the result of the evolution of the application of information and communication technologies (the first personal computers), e-learning (personal computers for working in the Internet), m-learning (laptops) and u-learning (smartphones) in education. Key elements to support smart education: mobile computing, smart electronic textbooks, and cloud computing. The model, architecture and scenario of context-dependent system-assistant for smart education, able to analyze the individual characteristics of the student, the environment, adapt their work when conditions change are presented in the article. The novelty of the approach lies in the formalization of the context model so that the context-dependent system-assistant «computes on the fly» a specific scenario taking into account the individual characteristics of users and the current educational situation. When building a content management system, it is proposed to use a model based on biologically plausible machines. Context-dependent smart system should be able to personalize the best learning style, help to choose the optimal educational trajectory. For this purpose the device of Bayesian networks and biologically plausible methods are used. Prospective developments aimed at expanding the research base of smart education are the creation of adaptive systems that support an individual approach to learning, content management systems that provide for the possibility of contextual use of educational resources repositories and provide mobility and deep personalization of educational services. In Russia, nowadays there are the necessary prerequisites for the successful implementation of the smart education system: the focus in training are educational, social, civil, professional competencies, forms and methods for the individualization of the educational trajectory change, focus on open world intellectual resources, the emphasis is shifted to self-control and self-assessment of students, to assessment the education quality by employers, professional communities.
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Webster, Thomas E. "The Need to Engage With Smartphones and Social Network Sites (SNSs) at Korean Universities." In Recent Developments in Technology-Enhanced and Computer-Assisted Language Learning, 122–43. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1282-1.ch006.
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The disparity between the pervasiveness of Smartphone and SNS use in Korean society, and the near absence of systematic engagement with educational approaches to their use could not be starker. This is even more perplexing in second language learning where contemporary communicative practices are underpinned by the assumption that they will enable students to apply lessons to real life circumstances outside the classroom. As found in an extensive study on teachers' perceptions and uses of technology, teachers often lack motivation to make changes owing to a lack of reliable resources, training, and professional development support. This chapter, therefore, provides the underpinning for a new theoretical approach to promoting a more culturally holistic engagement with technology, Smartphones, and SNS use at Korean universities and education in general.
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Kacmar, Charles J., Susan S. Fiorito, and Jane M. Carey. "The Influence of Attitude on the Acceptance and Use of Information Systems." In Information Resources Management, 1506–34. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-965-1.ch508.
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The nomological network of the technology acceptance model is expanded through the addition of affective and task-preparation variables as antecedents to traditional predictors of technology acceptance:output quality, result demonstrability, and ease of use. An empirical study involving a visual/simulation information system, set in the domain of retail merchandise planning, finds that negative affectivity (NA) is a consistent and strong negative antecedent to perceptions of output quality, result demonstrability, and ease of use. In contrast, positive affectivity (PA) is a significant and positive antecedent to ease of use, but not necessarily a significant antecedent to either output quality or result demonstrability. A new construct developed from the job characteristics literature—perceived task preparation—measured the subject’s perceptions of the pre-system usage training, which included task design and modeling instruction, scenarios of activities within the prospective information system, discussions and review of the system documentation, and highly structured, pre-task system use activities. Perceived task preparation was found to be a significant and strong positive indicator of computer self-efficacy.
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Kratzer, J., Roger Th A. J. Leenders, and J. M. L. Van Engelen. "Orchestrating the Multi-Channel Character of Formal and Informal Communication in "Virtual Teams"." In Encyclopedia of Human Resources Information Systems, 676–81. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch098.
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Communication is a basic process of organization. When one conceives the organization as an everchanging system of interactions (White, 1992), one notes that communication aids in the development and maintenance of organizational purposes as its members motivate, inform, and inspire each other. In other words, communication is the ‘nerve system’ that makes organizations and organizational units cohere and permit their members to coordinate all work efforts. It is conventional to make a distinction between the formal and informal aspects of communication in organizations. Informal communication arises from the people’s needs for relatedness, affiliation, and security, and emerges spontaneously, whereas formal communication describes the organizationally blue-printed work-related linkages between employees. Informal communication is ‘emergent communication’ naturally occurring (e.g., Monge & Contractor, 2003). In contrast, formal communication is imposed, or mandated, representing the legitimate authority of the organization and is reflected by the organizational chart (Aldrich, 1976). In the past, communication was solely based on face-to-face contacts. In history there have been several milestones that broadened the number of available communication channels and eased the way of communicating. Since the early beginnings, the predominantly face-to-face communication was gradually complemented with written media, in particular, since the production and use of paper (Johannes Gutenberg 1397-1468). This process gradually spread all over the world. Centuries later, in the 1870s, two inventors, Elisha Gray and Alexander Graham Bell both independently designed devices that could transmit speech electrically. The telephone was invented. Again, a century later in the early days of computers, visionaries foresaw offices and factories humming with self-propelled robots. Today, a more likely vision has the firm humming with communicating employees. Most organizations have installed a complex network of interconnected computers that are embedded in a world of cyberspace, complemented with computer-based telephones and videoconferencing technologies. Organizations have now a very broad (and increasingly broadening) choice to orchestrate their formal and informal channels of communication, but at the same time the challenge to properly utilize the manifold possible media ensembles. Research is still in the very early stages to offer insights in how to managerially orchestrate the wide range of communicational channels. This article attempts to shed some light at the determination of media ensembles by formal and informal communication.
Conference papers on the topic "Employees – Training of – Computer network resources"
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Matulčíková, Marta, and Daniela Breveníková. "DISTANCE EDUCATION IN FURTHER PROFESSIONAL TRAINING IN ENTERPRISES DURING PANDEMIC PERIOD." In NORDSCI International Conference. SAIMA Consult Ltd, 2020. http://dx.doi.org/10.32008/nordsci2020/b1/v3/04.
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Constraints on our personal and professional life imposed by the COVID 19 pandemic have radically influenced our approach to forms of education, including those used in further professional training of employees. This shift means the focus on distance education as a managed educational form, which is suitable for further professional training. The aim of the paper is to present the implementation of distance education in further professional training in enterprises and based on the empirical research propose ways of improving options of education. Distance education is characterised in terms of its principles and developmental stages. Its first generation was correspondence education. The Learning Management System (LMS) and Learning Content Management System (LCMS) are described as the systems applied in further professional training. The research was conducted by means of the questionnaire method, combined with the pre-research survey. Results of empirical research are presented in tables. Separate parts of the paper deal with ICT application in corporate education (correspondence education, Computer-based training (CBT), Web-based training (WBT), Technology Based Training (TBT) and with the utilisation of Learning Management Systems (LMS). Analysis of respondent opinions shows that respondents tend to prefer the face-to-face form of corporate education. The length of the pandemic is going to affect the spread of e-learning in corporate education and its role in education. The learners’ interest may be expected to be shifted to LCM and LCMS utilisation. The paper is a partial result of the research scheme VEGA No. 1/0309/18 “Social networks in human resource management” supported by the Ministry of Education, Science and Research and Sports, Slovakia
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Brati Favarin, Samuel, and Rafael Ballottin Martins. "Aplicação de Mineração de Dados para o Auxílio da Tomada de Decisão em Gestão de Pessoas." In Computer on the Beach. Itajaí: Universidade do Vale do Itajaí, 2020. http://dx.doi.org/10.14210/cotb.v11n1.p028-030.
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People are the foundation of organizations. For companies remain competitive, they need to develop and maintain their human resources. Professionals of the area, must rely on data to make their decisions, otherwise, it can generate bad decisions, taken only by intuition or experience. In this context, this project aimed to help the future decision making process made by human resource specialists of a People Management Software Company using the KDD process to generate new knowledge. In the data mining stage were used The Decision Tree, Neural Network, APRIORI and K-Means algorithms, generating patterns to be analysed with human resource specialists. Preliminary results demonstrate that it is possible to observe standards that classify employees as highly engaged, engaged, neutral and disengaged.
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A. Marold, Kathryn, and Janos Fustos. "Hybrid Delivery of Computer Literacy Requirements for Undergraduate Business Schools: A New Model." In 2001 Informing Science Conference. Informing Science Institute, 2001. http://dx.doi.org/10.28945/2422.
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The paper presents a revised model for handling the computer literacy and information systems requirements for undergraduates. The model was proposed for School of Business students at the Metropolitan State College of Denver. Through a combination of entrance screenings, self-paced Web Based Training courses on the campus network, and traditional classroom Introduction to Computers courses, a more efficient model for computer literacy was established. Then a hybrid model to deliver the introductory information systems class was proposed - to save scarce faculty and campus resources, yet preserve the traditional classroom instruction that some students need. The proposed hybrid model takes into consideration the higher level of computer literacy of many modern students, and takes advantage of the newest methods of interactive Web based training that make self-paced courses a practical means of learning.
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Wu, Hang, Wei Wang, Dengji Zhou, Shixi Ma, and Huisheng Zhang. "Distributed Training for Data Driven Models in Power Machinery Online Monitoring." In ASME 2019 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/imece2019-11282.
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Abstract Prognostics and Health Management (PHM) Systems have been widely applied in online monitoring of modern mechanical devices, and models in PHM systems are of vital importance. Traditional mechanism models are able to simulate parameters and evaluate the overall machine state accurately, but their defect is the high requirements in understanding the objects. Therefore, data driven models could be a suitable substitute. Data driven models take the advantage of machine learning technique and are able to be established only on the basis of past data. Models applied in this paper are based on Artificial Neural Network (ANN), but the complexity of network structures will occupy huge amount of computing resources and time in training. For online monitoring, spending too much time on training will postpone real time prediction and decrease the reaction speed of PHM systems in abnormal conditions. In this paper distributed training based on computer cluster is proposed to decrease training time. By dispatching computing task into several workers, the severs in the cluster will only undertake a small fraction of the total computing load and therefore accelerate the overall training process. On the other hand, there are some risks of losing prediction accuracy and stability because of the nonlinear gradient deviation in data parallelism. Aggregation period (AP) is an important factor in balancing the requirements of both ends. This paper analyzes the influence of AP on training speed, accuracy and stability, then proposes a novel distributed training algorism according to the regulations achieved. Then a distributed training and online monitoring process for a typical two-shaft gas turbine is taken as an example in the result and discussion section. It turns out that the experimental results fit the theoretical regulations well, and the revised distributed learning algorism is able to meet all the requirements of training speed, prediction accuracy and stability.
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Kiszl, Péter. "Multifunkciós könyvtár és pénzügyi edukáció." In Agria Média 2020 : „Az oktatás digitális átállása korunk pedagógiai forradalma”. Eszterházy Károly Egyetem Líceum Kiadó, 2021. http://dx.doi.org/10.17048/am.2020.284.
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Digitális, globális és multikulturális világunkban a könyvtár szerepe, funkciórendszere jelentősen kiszélesedett. A könyvtár- és információtudomány kutatási horizontja is egyre tágul, a felsőfokú könyvtárosképzés mindenkori szakmai trendeknek, felhasználói, munkaadói és munkavállalói igényeknek megfelelő alakítása folyamatos. A tanulmány bemutatja a multifunkciós könyvtár olyan modelljét, amelyben szerepet kap a pénzügyi kultúrát és a vállalkozásfejlesztést célzó edukáció is. Napjainkban ugyanis kiemelt jelentőségűek a kellő tájékozottsággal meghozott pénzügyi döntések. Különösen igaz ez hazánkra, ahol a felmérések és a tapasztalatok szerint a lakosság pénzügyi tudatossága fejlesztésre szorul. Kézenfekvő megoldásként jelentkezik Magyarország legnagyobb kulturális intézményrendszerének, a könyvtári hálózatnak a bevonása is a képzésbe. Sanghajtól Londonon át Chicagóig és Phoenixig már számos nemzetközi jó gyakorlattal lehet bizonyítani, hogy a könyvtári hálózat tagjai – kiemelten a nemzeti- és a közkönyvtárak – sikerrel kapcsolhatók be a társadalom pénzügyi műveltségének pallérozásába, ami a könyvtári hálózat társadalmi beágyazottságát és elismertségét erősíti, illetve az esélyegyenlőség támogatásán túl, az állampolgárok és a gazdasági szektor szereplői számára is innovatív megoldásokat hozhat, úgymint például a start-upok alapításának és működtetésének könyvtári-információs támogatása. A közlemény interdiszciplináris megalapozottsággal tárja fel a külföldi bevált gyakorlatokat a nem formális, könyvtári pénzügyi oktatási akciók hazai adaptálása érdekében, nemzetközi kontextusban tárgyalva és rendszerezve az alapvető elméleti (szakirodalmimódszertani) forrásokat és kijelölve a jövőbeli hazai kutatási-fejlesztési irányokat. ----- Multifunctional library and financial education --- - - The scope of the library’s roles and functions has expanded considerably in our digital, global, and multicultural world. The research horizon of library and information science is also constantly broadening; post-secondary librarian training is being continuously shaped to fit current professional trends and the needs of users, employees and employers. This paper introduces a model for the multifunctional library, in which education on financial literacy and business development is also present, since informed financial decisions are of particular importance nowadays. This is especially true in Hungary, where surveys and experience suggest that the population’s financial awareness needs improvement. An obvious solution is to involve in this education the biggest cultural institutional system of Hungary: the library network. There are many international examples of good practices from Shanghai to London, and from Chicago to Phoenix, which prove that members of the library network, especially national and public libraries, can be successfully involved in improving the financial literacy of society, which also increases the social embeddedness and reputation of the library network, and in addition to promoting equal opportunities, it can provide innovative solutions for citizens and for the operators of the economic sector, for instance library and information support for the founding and management of start-ups. This paper explores foreign good practices with an interdisciplinary approach in order to adapt non-formal financial educational library operations in Hungary. It also discusses and organizes the basic theoretical resources (literature and methodology) available in the international context to provide directions for future domestic research and development.
Reports on the topic "Employees – Training of – Computer network resources"
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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, June 2021. http://dx.doi.org/10.5204/rep.eprints.211133.
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Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.