Journal articles: 'Human relations training'

1

PELSMA, DENNIS, and MARY FLANAGAN. "Human Relations Training for the Elderly." Journal of Counseling & Development 65, no. 1 (September 1986): 52–53. http://dx.doi.org/10.1002/j.1556-6676.1986.tb01230.x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Shoemaker, Gary. "A Study of Human Relations Training Groups." Small Group Behavior 18, no. 3 (August 1987): 356–67. http://dx.doi.org/10.1177/104649648701800304.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Ford, Robert C. "YMCA training of industrialists in human relations." International Journal of Public Administration 18, no. 5 (January 1995): 743–65. http://dx.doi.org/10.1080/01900699508525030.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

MOSVICK, ROGER K. "HUMAN RELATIONS TRAINING FOR SCIENTISTS, TECHNICIANS, AND ENGINEERS: A REVIEW OF RELEVANT EXPERIMENTAL EVALUATIONS OF HUMAN RELATIONS TRAINING." Personnel Psychology 24, no. 2 (June 28, 2008): 275–92. http://dx.doi.org/10.1111/j.1744-6570.1971.tb02476.x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Kahnweiler, William M. "Training hard core felons -in human relations skills." Performance + Instruction 31, no. 4 (April 1992): 16–18. http://dx.doi.org/10.1002/pfi.4170310407.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Groeneveld, Tom, and Brian A. Gerrard. "Short-Term Human Relations Training for Corrections Personnel." Canadian Journal of Criminology 27, no. 1 (January 1985): 97–101. http://dx.doi.org/10.3138/cjcrim.27.1.97.

Full text

APA, Harvard, Vancouver, ISO, and other styles

7

ROBINSON, EDWARD H., and EDWARD S. WILSON. "An Investigation of the Generalizability of Human Relations Training." Journal of Humanistic Education and Development 23, no. 3 (March 1985): 120–25. http://dx.doi.org/10.1002/j.2164-4683.1985.tb00264.x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

8

Drury, Colin G. "Integrating Training into Human Factors Implementation." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 40, no. 21 (October 1996): 1082–86. http://dx.doi.org/10.1177/154193129604002108.

Full text

Abstract:

The Airline Safety Summit, held in January, 1995 in Washington, D.C. had two important outcomes for human factors. First, it set a goal of zero accidents for future airline operations. Second, it emphasized the role of the human and specifically human factors, in accident causation. As a response to these outcomes, the interest in human factors has increased in all aviation domains: flight operations, the air traffic system, and maintenance/inspection. A preferred response to the new demands for implementing human factors has been one of training, in either awareness of human factors or in the modification of interpersonal relations through a process analogous to Crew Resource Management (CRM). Such programs have used group problem-solving techniques to help locate and reduce sources of error and systems problems, using models of the human as interacting with other humans in the system. Within such a framework, is there a role for the more traditional models of human functioning used by human factors engineers? This paper considers the role of a training program as part of a methodology for integrating human factors into airline maintenance practice. An analysis of the ASRS data base revealed that mis-communication between participants was a source of errors. An analysis of similar problems at one airline facility showed that communication was indeed problematic. Training in human factors techniques was used to prepare a workforce team to redesign part of the communications system. The subsequent redesign efforts help evaluate the role of the training programs in human factors implementation.

APA, Harvard, Vancouver, ISO, and other styles

9

Ligabue, Susanna. "The Role of Assessment and Evaluation in Training Human Relations Professionals." Transactional Analysis Journal 39, no. 4 (October 2009): 315–19. http://dx.doi.org/10.1177/036215370903900407.

Full text

APA, Harvard, Vancouver, ISO, and other styles

10

Das, Dilip K. "A Review of Progress toward State-Mandated Police Human Relations Training." Police Journal: Theory, Practice and Principles 58, no. 2 (April 1985): 147–62. http://dx.doi.org/10.1177/0032258x8505800207.

Full text

APA, Harvard, Vancouver, ISO, and other styles

11

Lu, Hongjing, Ying Nian Wu, and Keith J. Holyoak. "Emergence of analogy from relation learning." Proceedings of the National Academy of Sciences 116, no. 10 (February 15, 2019): 4176–81. http://dx.doi.org/10.1073/pnas.1814779116.

Full text

Abstract:

By middle childhood, humans are able to learn abstract semantic relations (e.g., antonym, synonym, category membership) and use them to reason by analogy. A deep theoretical challenge is to show how such abstract relations can arise from nonrelational inputs, thereby providing key elements of a protosymbolic representation system. We have developed a computational model that exploits the potential synergy between deep learning from “big data” (to create semantic features for individual words) and supervised learning from “small data” (to create representations of semantic relations between words). Given as inputs labeled pairs of lexical representations extracted by deep learning, the model creates augmented representations by remapping features according to the rank of differences between values for the two words in each pair. These augmented representations aid in coping with the feature alignment problem (e.g., matching those features that make “love-hate” an antonym with the different features that make “rich-poor” an antonym). The model extracts weight distributions that are used to estimate the probabilities that new word pairs instantiate each relation, capturing the pattern of human typicality judgments for a broad range of abstract semantic relations. A measure of relational similarity can be derived and used to solve simple verbal analogies with human-level accuracy. Because each acquired relation has a modular representation, basic symbolic operations are enabled (notably, the converse of any learned relation can be formed without additional training). Abstract semantic relations can be induced by bootstrapping from nonrelational inputs, thereby enabling relational generalization and analogical reasoning.

APA, Harvard, Vancouver, ISO, and other styles

12

Artiles, Antonio Martin, Faustino Miguélez, and Andreu Lope. "Human resource policies, training and qualifications." Transfer: European Review of Labour and Research 4, no. 2 (May 1998): 264–80. http://dx.doi.org/10.1177/102425899800400208.

Full text

Abstract:

The article focuses on the argument that human resource policies set out to develop a twofold approach to management of the workforce which thereby becomes divided between a core of highly qualified and skilled employees and a peripheral component consisting of workers with less or no skills. This split is reflected in company training policies which, furthermore, exhibit an anti-trade union bias.

APA, Harvard, Vancouver, ISO, and other styles

13

Bartczyk, Mateusz, Andrzej Suchanowski, and Marta Woldańska-Okońska. "Relations Between Vibratory Stimulations and the Variability of Human motor Skills." Acta Balneologica 62, no. 2 (2020): 127–32. http://dx.doi.org/10.36740/abal202002110.

Full text

Abstract:

Stimulation of vibratory stimuli is another measure in physiotherapeutic and sports training. Particularly the interest in research has significantly increased in the field of biomechanics and sports training. The basic subject of the research is the effects of stimulation with vibratory stimuli in relation to motor strength, coordination properties and mobility. The aim of the work is to discuss the parameters of stimulation and to review the biomechanical and physiological effects of using the whole body vibration on the human motor skills.

APA, Harvard, Vancouver, ISO, and other styles

14

Lee, Kwang Ja. "A Study on the Self-Disclosure of Nurses After Human Relations Training." Journal of Nurses Academic Society 15, no. 3 (1985): 31. http://dx.doi.org/10.4040/jnas.1985.15.3.31.

Full text

APA, Harvard, Vancouver, ISO, and other styles

15

RYAN, CHARLES W., BARRY L. JACKSON, and EDWARD M. LEVINSON. "Human Relations Skills Training in Teacher Education: The Link to Effective Practice." Journal of Counseling & Development 65, no. 2 (October 1986): 114–16. http://dx.doi.org/10.1002/j.1556-6676.1986.tb01250.x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

16

Berber, Nemanja, and Bojan Lekovic. "The impact of HR development on innovative performances in central and eastern European countries." Employee Relations 40, no. 5 (August 6, 2018): 762–86. http://dx.doi.org/10.1108/er-08-2017-0188.

Full text

Abstract:

Purpose The purpose of this paper is to research the impact of one of HRM activities, employees’ development, on the level of organizational innovative performances. HR development techniques that organizations use in order to develop employee’s knowledge, skills and abilities and their impact on the perceived level of organizational innovativeness was set in the focus of research, with the intent of determining which development techniques influence organizational innovative performance. Design/methodology/approach The research is based on the data from CRANET project, which has been largely used in exploring the relation between HRM activities and other variables of organizational behavior and performances. Data for this study were collected from a sample of 1,384 organizations from 8 CEE countries (Croatia, Estonia, Hungary, Latvia, Lithuania, Slovakia, Slovenia and Serbia) for the period 2015–2016. The correlation was used to explore the relations between variables. Ordinal logistic regression was used in order to explore the relations between the employees’ development techniques, training importance and training effectiveness and the level of organizational innovativeness. Findings The regression model showed that there are a statistically significant relations between the effectiveness of training expressed by systematic evaluation of training practice, and the methods of employees’ training (use of projects to stimulate learning, on-the-job training, development centers, use of international work assignments and mentoring) with the level of innovation. The importance of training practice expressed by the ratio of the annual training budget in the total payroll costs did not show statistically significant relations with the level of innovation. Also, systematic estimation of the need for training of personnel has not shown statistically significant relations with the innovation rate of the organization. Research limitations/implications The data are derived from single source respondents, and response rates between countries do vary. At the country level, every effort is made to represent the structure of the economy in the country and at the point in which the data are being collected. Practical implications Training and international working assignments have a direct positive relation with the level of organizational performances, while teamwork and coaching and mentoring have not shown the same. Organizations and their HR managers should pay special attention to planning and implementation of HR development programs – coaching, mentoring and teamwork – in order to create space for organizational innovation enhancement. Originality/value Previous literature seeking to clarify the role of HRM and fostering organizational innovation has made its evident contribution based on theoretical papers. In order to improve the current situation in which empirical evidence is very rare, research on the significance of the employee development program and its impact on the organizational innovative performances is based on quantitative indicators of the conducted research. The relation of HRM and innovative performances in the CEE region was studied in only a few studies. In the previous period, this region has often been omitted in the field of HRM research. Therefore, an additional novelty can be derived from a research sample compiled from the CEE region countries in the conducted research.

APA, Harvard, Vancouver, ISO, and other styles

17

Savvides, Nikki. "Communication as a Solution to Conflict: Fundamental Similarities in Divergent Methods of Horse Training." Society & Animals 20, no. 1 (2012): 75–90. http://dx.doi.org/10.1163/156853012x614378.

Full text

Abstract:

Abstract This paper examines the ways in which two methods of horse training generally considered divergent approach the concepts of partnership and conflict in human-horse relations. It focuses on finding similarities between the methods, both of which, it is argued, demonstrate the significance of communication in improving human-horse relations. Using interview material, the paper analyzes the practices and beliefs of individuals involved in natural horsemanship. In doing so the paper shows that communication between human and horse works to promote relations between them that are free of conflict. This analysis is offered as a potential “solution” to welfare problems that exist both within competitive dressage practice and within individual human-horse relations. The paper also examines how the fundamental similarities between dressage and natural horsemanship could point to universalized theories of horse training focused on improving human-horse relations.

APA, Harvard, Vancouver, ISO, and other styles

18

Kozak, Alla. "TRAINING AS AN EFFECTIVE METHOD OF PREPARING INTERNATIONAL RELATIONS FACULTY STUDENTS FOR INTERCULTURAL COMMUNICATION." Міжнародні відносини, суспільні комунікації та регіональні студії, no. 1 (9) (February 9, 2021): 73–82. http://dx.doi.org/10.29038/2524-2679-2021-01-73-82.

Full text

Abstract:

The article deals with the functional orientation of the training on the formation of the readiness of students, the future professionals in the field of international relations to intercultural communication. As practice has shown, training is an effective method (technology) of forming students' readiness to intercultural communication and helps to immerse deeply into the active controlled communication. Training is usually associated with a set of exercises according to a special methodology developed on a scientific basis, carried out by a qualified specialist. As a didactic technology, training is a planned program of various exercises for the formation and improvement of skills and abilities in a particular area of human activity. In the field of intercultural relations by using the training, the acquaintance with intercultural differences in interpersonal relations through emotionally colored activities, re-playing situations and their analysis, which allows you to transfer the acquired knowledge to new situations takes plays. Emphasis is placed on the fact that the training actualizes communicative needs, intercultural potential of students as a method of teaching an effective communication, that allows communication partners to acquire the necessary skills and experience of communication and interaction, develop self-confidence, ability to flexible relationships. The typology of trainings is considered, which purposefully prepare for communication within a certain specific culture. The use of different exercises at different stages of training and some rules of training are described. It is obvious that the training of intercultural communication is a real in nature and content attempt to find an adequate, correct and appropriate way to interact with representatives of another culture, which is based on equality, self-esteem, recognition and respect for the human rights. It combines informational and activity aspects, which allows to "deploy" communicative problems in dynamics, as in the process of training the participants mastered strategies to achieve cultural competence aimed at replenishing knowledge about the cultural identity of the partner, developed empathy and tolerance, mastered sociocultural knowledge. formed the skills of effective intercultural communication, confirming its effectiveness in shaping students' readiness for intercultural communication.

APA, Harvard, Vancouver, ISO, and other styles

19

Mühlhoff, Rainer. "Human-aided artificial intelligence: Or, how to run large computations in human brains? Toward a media sociology of machine learning." New Media & Society 22, no. 10 (November 6, 2019): 1868–84. http://dx.doi.org/10.1177/1461444819885334.

Full text

Abstract:

Today, artificial intelligence (AI), especially machine learning, is structurally dependent on human participation. Technologies such as deep learning (DL) leverage networked media infrastructures and human-machine interaction designs to harness users to provide training and verification data. The emergence of DL is therefore based on a fundamental socio-technological transformation of the relationship between humans and machines. Rather than simulating human intelligence, DL-based AIs capture human cognitive abilities, so they are hybrid human-machine apparatuses. From a perspective of media philosophy and social-theoretical critique, I differentiate five types of “media technologies of capture” in AI apparatuses and analyze them as forms of power relations between humans and machines. Finally, I argue that the current hype about AI implies a relational and distributed understanding of (human/artificial) intelligence, which I categorize under the term “cybernetic AI.” This form of AI manifests in socio-technological apparatuses that involve new modes of subjectivation, social control, and digital labor.

APA, Harvard, Vancouver, ISO, and other styles

20

Shadowen, Caroline, Sarah Beaverson, and Fidelma Rigby. "Human Trafficking Education for Emergency Department Providers." Anti-Trafficking Review, no. 17 (September 15, 2021): 38–55. http://dx.doi.org/10.14197/atr.201221173.

Full text

Abstract:

Many trafficked persons receive medical care in the Emergency Department (ED); however, ED staff have historically not been educated about human trafficking. In this article, we describe interventions aimed to train ED providers on the issue of trafficking. We performed a scoping review of the existing literature and found 17 studies that describe such interventions: 14 trainings implemented in the ED, two taught at conferences for ED providers, and one assessing a state-mandated training. These studies demonstrate that even brief education can improve provider confidence in screening and treating patients that experienced trafficking. We advocate for interventions to promote a team-based approach specific to the ED setting, acknowledge the importance of survivors’ input on curriculum development, and assess outcomes using pre- and post-surveys.

APA, Harvard, Vancouver, ISO, and other styles

21

LAFARGUE, M., R. MUSSON GENON, and M. SUTZ. "Training in Human Relations for Engineers at the Ecole Superieure d'Informatique-Electronique-Automatique (ESIEA)." European Journal of Engineering Education 11, no. 1 (January 1986): 37–43. http://dx.doi.org/10.1080/03043798608939278.

Full text

APA, Harvard, Vancouver, ISO, and other styles

22

Bakhurst, David. "Training, Transformation and Education." Royal Institute of Philosophy Supplement 76 (May 2015): 301–27. http://dx.doi.org/10.1017/s135824611500003x.

Full text

Abstract:

AbstractInMind and World, John McDowell concludes that human beings ‘are born mere animals’ and ‘are transformed into thinkers and intentional agents’, principally by their initiation into language. Such ‘transformational views’ of human development typically represent first-language learning as a movement from a non-rationally secured conformity with correct practice, through increasing understanding, to a state of rational mastery of correct practice. Accordingly, they tend to invoke something like Wittgenstein's concept of training to explain the first stage of this process. This essay considers the cogency of this view of learning and development. I agree with Sebastian Rödl that the idea of training (as developed, say, by Meredith Williams) is inadequate to the nature of infancy and child-parent interaction, and I draw on the work of Lev Vygotsky and Michael Tomasello to offer McDowell a richer picture, which acknowledges the child's active role in fostering the second-personal relations that underlie the possibility of language learning. Such considerations force us to revise the transformational view, but do not refute it outright as Rödl believes. I conclude by considering the relevance of McDowell's view of second nature to two striking ideas: Ian Hacking's suggestion that the development of autistic children is ‘non-Vygotskian’ and Derek Parfit's claim that persons are not human beings.

APA, Harvard, Vancouver, ISO, and other styles

23

Fafrowicz, Magdalena, and Tadeusz Marek. "Neuronal attention networks, task demands, and human error." Occupational Ergonomics 7, no. 2 (July 26, 2007): 73–81. http://dx.doi.org/10.3233/oer-2007-7201.

Full text

Abstract:

The paper considers a new perspective in research, analysing, selection, training, and designing which ergonomics is facing at present in relation to attentional processes. It is related to a spectacular progress in latest neuroscience research concerning the attention neural networks. New non-invasive techniques of attention neuronal networks examination in ergonomics offers unprecedented opportunities for the human error analysis. This paper posits that assuming neuroergonomic perspective in research and designing leads to a new quality in mentioned area. Knowledge concerning neural structures and neural mechanisms responsible for attention processes, pointed out several dimensions related to attention networks which have to be taken into account in case of analysing of human error at work. The paper deals with these problems in relations to orienting and executive attention networks.

APA, Harvard, Vancouver, ISO, and other styles

24

Breen, William J. "Social Science and State Policy in World War II: Human Relations, Pedagogy, and Industrial Training, 1940–1945." Business History Review 76, no. 2 (2002): 233–66. http://dx.doi.org/10.2307/4127839.

Full text

Abstract:

During World War II, the organization Training Within Industry (TWI) developed programs to help industry cope with the flood of new and unskilled war workers. Guided by representatives of the new profession of personnel management and assisted by university-based social scientists, the organization developed innovative methods of industrial training that drew on both the scientific management tradition and the newer human relations approach fostered by the Hawthorne experiments. The introduction of the human relations approach was severely criticized in the postwar era for its manipulative potential, but the wartime training program on which it wasbased did not exhibit that tendency. Moreover, management, which theoretically should have embraced TWI programs, was unsupportive, and organized labor, which had reason to be suspicious, wasvery responsive. Workplace reform, not the psychological conditioning of workers, drove the TWI programs.

APA, Harvard, Vancouver, ISO, and other styles

25

Gohde, Hellmut. "Training European works councils." Transfer: European Review of Labour and Research 1, no. 2 (April 1995): 258–72. http://dx.doi.org/10.1177/102425899500100211.

Full text

APA, Harvard, Vancouver, ISO, and other styles

26

Mershon, Katharine. "The Theology of Dog Training in Vicki Hearne’s Adam’s Task." Religions 10, no. 1 (January 1, 2019): 25. http://dx.doi.org/10.3390/rel10010025.

Full text

Abstract:

“The Theology of Dog Training” demonstrates the rich and surprising ways in which religion plays a primary role in how people make sense of their relationships with their companion animals. In the first sustained analysis of Adam’s Task in religious studies, I argue that feminist writer and dog trainer Vicki Hearne describes a form of relational redemption that allows for the restoration of a prelapsarian language between humans and animals; a recovery of a time before humans sinned against God and subsequently lost their authority over animals. Training, which begins with the act of naming a dog and bringing them into the moral life, is Hearne’s attempt to restore what was lost in the Fall for both humans and animals. In making this argument, I join a growing community of scholars who are committed to bringing animal studies to the academic study of religion. In addition to analyzing religion as it occurs in non-institutional spaces, I examine phenomena that would not necessarily be considered religious, but, as I show, make ethical and religious claims on human–canine relationships. By investigating institutions, texts, and practices in contemporary America that traditionally have not been identified as religious, my article shows how religious beliefs and forms can help us build an ethics of multispecies relations.

APA, Harvard, Vancouver, ISO, and other styles

27

Lansbury, Russell D. "The Workforce of the Future: Implications for Industrial Relations, Education and Training." Economic and Labour Relations Review 5, no. 1 (June 1994): 104–16. http://dx.doi.org/10.1177/103530469400500110.

Full text

Abstract:

This paper examines new forms of work organisation which may emerge in the coming decade, as the distinction between white and blue collar work fades and occupational status is defined more in terms of skills and knowledge. Demarcation barriers between skilled and unskilled work, trades and professions will become less relevant as multiskilling and inter-changeability of personnel becomes a requirement in most organisations. The proportion of self employed in the workforce will also increase and most people will work on contracts rather than be guaranteed long-term employment with one organisation. Few people will pursue the same occupation throughout their working lives. Retraining will become a constant requirement to ensure that skills remain relevant. While the latest technologies will continue to be used in order to maintain a high standard of living, there will be pressures on industry and governments to retain some labour intensive forms of work in order to contain levels of unemployment. Three possible scenarios are presented for the future of work in the twenty-first century.

APA, Harvard, Vancouver, ISO, and other styles

28

Perbawasari, Susie, Yanti Setianti, Aat Ruchiat Nugraha, Dian Wardiana Sjuchro, and Ayu Indra Wardhani. "PELATIHAN MARKETING PUBLIC RELATIONS BAGI STAKEHOLDERS PARIWISATA DI OBJEK WISATA STONE GARDEN BANDUNG BARAT." Jurnal Pengabdian UntukMu NegeRI 3, no. 1 (May 30, 2019): 52–60. http://dx.doi.org/10.37859/jpumri.v3i1.1144.

Full text

Abstract:

The trend of Muslim tourism continues to increase along with the awareness of Muslims to apply the Muslim lifestyle. The Muslim lifestyle affected the demands of halal tourism packages — one of the attractions that are trying to hold a halal tour package, namely Stone Garden. Several obstacles are found related to the realization of Stone Garden into halal tourist destinations, namely the limited human resources, infrastructure, facilities, and coaching patterns from the manager. To foster human resources in the activities of tourism services and tourism promotion needs to be improved through the implementation of Marketing Public Relations training for tourism destination managers in facing the challenges of the increasingly globalized tourism market. The training held at the Stone Garden Tourism Awareness Group secretariat with participants from tourism agents, tourist managers, and tour guides. The training methods used are discussion, lecture, and case simulation. The results of the training showed that the knowledge and communication skills of Marketing Public Relations communication among the actors, managers, and tour guides in the Stone Garden area experienced a considerable increase which was shown by participants understanding the importance of communication in community-based tourism management. Keywords: Marketing Public Relations, Training, Tourism, Stakeholders, Halal Tourism

APA, Harvard, Vancouver, ISO, and other styles

29

Robinson, Alan G., and Dean M. Schroeder. "Training, Continuous Improvement, and Human Relations: The U.S. TWI Programs and the Japanese Management Style." California Management Review 35, no. 2 (January 1993): 35–57. http://dx.doi.org/10.2307/41166721.

Full text

APA, Harvard, Vancouver, ISO, and other styles

30

Calvocoressi, Francesca. "Clinical commentary by Francesca Calvocoressi, Head of Training at the Scottish Institute of Human Relations." Journal of Child Psychotherapy 38, no. 2 (August 2012): 222–25. http://dx.doi.org/10.1080/0075417x.2012.684493.

Full text

APA, Harvard, Vancouver, ISO, and other styles

31

Savage, Jesse Dillon, and Jonathan D. Caverley. "When human capital threatens the Capitol." Journal of Peace Research 54, no. 4 (July 2017): 542–57. http://dx.doi.org/10.1177/0022343317713557.

Full text

Abstract:

How does aid in the form of training influence foreign militaries’ relationship to domestic politics? The United States has trained tens of thousands of officers in foreign militaries with the goals of increasing its security and instilling respect for human rights, democracy, and civilian control. We argue that training increases the military’s power relative to the regime in a way that other forms of military assistance do not. While other forms of military assistance are somewhat fungible, allowing the regime to shift resources towards coup-proofing, human capital is a resource vested solely in the military. Training thus alters the balance of power between the military and the regime resulting in greater coup propensity. Using data from 189 countries from 1970 to 2009 we show that greater numbers of military officers trained by the US International Military Education and Training (IMET) and Countering Terrorism Fellowship (CTFP) programs increases the probability of a military coup.

APA, Harvard, Vancouver, ISO, and other styles

32

Dunk, Thomas, and Gordon Lafer. "The Job Training Charade." Labour / Le Travail 52 (2003): 303. http://dx.doi.org/10.2307/25149414.

Full text

APA, Harvard, Vancouver, ISO, and other styles

33

Kalinkin, Yevgeniy V. "Digital Technologies: Creating a Human Resource Base." Level of Life of the Population of the Regions of Russia 16, no. 1 (2020): 75–84. http://dx.doi.org/10.19181/lsprr.2020.16.1.8.

Full text

Abstract:

The Object of the Study is the practice of personnel support for the development, implementation and use of digital technologies, as well as the level of preparation of the population for digitalization in the social sphere. The Subject of the Study analysis of forms and methods of training specialists and the population to implement digital technologies. The Purpose of the Study: is determining the most effective forms and methods of personnel support for the digitalization process and the conditions for their replication. The Main Provisions of the Article. The dependence of the process of digitalizing of the social economy on the training of specialists in digital technologies and digital literacy of the population. It is necessary to provide appropriate personnel support in the implementation of national projects and international agreements. The author reveals the dependence of the effectiveness of the process (practice) of developing, implementing and using digital technologies on the level of professional training of the relevant specialists. A systematic approach to their training in colleges and universities is proposed. The forms and methods of searching for young people who are able and willing to work in the digital environment are defined. The necessity and forms of participation of potential employers in the training of specialists in digital technologies are justified, the advantages and content of their targeted training are noted. Variants of interuniversity cooperation in training specialists with the participation of scientific organizations are proposed. The necessity of improving the digital literacy of the population, as well as the features of digital training of citizens of pre-retirement age, is determined. Based on the system analysis of forms and methods of training specialists in digital technologies and improving the financial literacy of the population, the directions of their replication and improvement are proposed. The role of digital technologies in the development of international relations is reflected and methods of joint training of relevant specialists within the framework of the Eurasian economic union are proposed.

APA, Harvard, Vancouver, ISO, and other styles

34

Cohen, Susanne. "Humanizing Soviet Communication: Social-Psychological Training in the Late Socialist Period." Slavic Review 74, no. 3 (2015): 439–63. http://dx.doi.org/10.5612/slavicreview.74.3.439.

Full text

Abstract:

Business trainings are not a post-Soviet phenomenon but developed within the Soviet Union beginning in the mid-1970s. The social-psychological training was an interactive method of cultivating communication skills that drew on western methodologies but adapted them to Soviet conditions. It is now considered one of the key sites for the birth of a new practical psychology that encompassed psychotherapy in the late socialist period. While often framed as a scientific intervention into individual communication skills, trainings acquired additional meanings in the Soviet context. For many trainers, transforming language became a way of transforming Soviet social relations without targeting the entire Soviet system. Trainings created a space for reforming the impersonal, distanced registers of “official” Soviet life and imbuing them with more “human” attention to people's emotions, intentions, and individuality.

APA, Harvard, Vancouver, ISO, and other styles

35

Simchenko, Nataliia Aleksandrovna, and Natalia Yurevna Anisimova. "Essential characteristics of the categories and concepts in the training process in the digital economy." Вестник Пермского университета. Серия «Экономика» = Perm University Herald. ECONOMY 16, no. 1 (2021): 67–85. http://dx.doi.org/10.17072/1994-9960-2021-1-67-85.

Full text

Abstract:

Methodological changes in the modern economy could not keep up with the rapid economic global changes. An appropriate scientific approach should also be provided for the transformations taken place in production and labor relations in the epoch of digitalization. The purpose of the present article is to justify, to systematize, and to develop the categories and concepts for the training process under the digitalization of the economic activities and production and labour relations. The article reveals the impact of different scientific theories in economics on the development of the essential characteristics of the training process; its correlation with the concepts of human resources, human capital, intellectual capital has been described. The need to use a systemic-process approach to analyze the training process as a multi-faceted and multi-tied process in digital economy is justified. The article shows that the existing categories and concepts in the training process fail to reflect the content of industrial and labor relations arising in digitalization and successfully maintaining the digital economy institutions. The article concludes that digital economy should perceive the training process as a new level of resourcing which is an intellectual and professional one, and as an intersectoral development and effective performance of human capital with the purpose to provide the quantitative and qualitative equilibrium at the labor market and its entities. The pool of employees is the object of the training process, while tailored units, divisions and services with their particular authorities, rights and duties including the law-binding ones to support the peopleware are the subjects of the training process. Therefore, the digital economy is transforming the industrial system of the production and labour relations both by adjusting them to digitalization and by generating new types of labour. Structural economic transformations trigger the changes in the essence and the content of the training process and the performance of all participants at the labour market. The essential characteristics of the categories and concepts in the training process in the digital economy should be clarified to set a methodological basis for further scientific studies in the new economic reality.

APA, Harvard, Vancouver, ISO, and other styles

36

Duca, Diana. "ANALYSIS OF EXPECTATIONS AND LEVEL OF TRAINING FOR SUCCESS IN RELATIONS BETWEEN MANAGERS AND SUBORDINATES." Moldoscopie, no. 1(92) (June 2021): 119–33. http://dx.doi.org/10.52388/1812-2566.2021.1(92).11.

Full text

Abstract:

The paper consists in researching the level of applicability of efficient management theories in organizations in the Republic of Moldova. In the face of a low-efficiency economy, competitive public policies, a precarious judiciary and rising emigration, the role and importance of human resources in organizations is becoming increasingly important, with a direct involvement in organizational performance. Managing employee relationships influences the organization’s performance and can affect its success leading to performance or productivity decline. However, employees may themselves be affected by the organization and its activity. The problem we want to investigate is whether the managers of organizations, regardless of their hierarchical position, the significance of human resources, their contribution to creating added value for the organization, but also the fact that largely the quality of human resources depends by them, in the role of managers. The purpose of our research is to analyze and capitalize on the managerial skills and abilities of management in order to improve the quality of their organizational and social activity. The research methodology was based on observation and case study - as a research experiment and finding by applying the differentiated questionnaire to the respondents employed in the field of work.

APA, Harvard, Vancouver, ISO, and other styles

37

Gagnon, Marie-Eve, and Michael Smith. "The Effects of a Training Levy on Training Characteristics and Outcomes: The Case of Quebec." Articles 68, no. 1 (March 11, 2013): 120–41. http://dx.doi.org/10.7202/1014744ar.

Full text

Abstract:

SummaryIn this article, we compare the characteristics of workplace-provided training and its effects on wages in Quebec with other Canadian provinces. It is widely argued that training tends to be under-provided by employers. The institutions of training provision vary across Canada. Quebec is most distinct. With Law 90, it attempted to address what was seen as a distinctly severe problem of under-supply; it required that firms invest a specified proportion of their sales in training or turn over the difference between what they spent and the specified proportion to the government. We use data from the Workplace and Employee Survey to explore the possible effects of this measure. There are differences between Quebec and the other provinces in the incidence of on-the-job and formal training, and in the relations between training and the wage rate. In Quebec, the incidence of on-the-job training is distinctly low and the use of external training providers distinctly high. We suggest that these outcomes are encouraged by Law 90, which encourages employers to use readily documentable forms of training. We also find that the association between on-the-job training and the wage rate is much stronger in Quebec than in the comparator provinces. We argue that this is probably because, being less abundantly provided, on-the-job training is likely to be provided to employees who, on average, are more talented than their counterparts in the rest of Canada. We set our discussion of the possible effects of Law 90 in the context of a broader consideration of the relation between institutions and training choices and outcomes, including international comparison.

APA, Harvard, Vancouver, ISO, and other styles

38

Warner, Malcolm. "Technology, Skills and Training in Microelectronics." Employee Relations 8, no. 6 (June 1986): 23–26. http://dx.doi.org/10.1108/eb055088.

Full text

APA, Harvard, Vancouver, ISO, and other styles

39

Buzko, Iryna, Yuriy Dyachenko, Ievgen Ovcharenko, and Yuliia Klius. "Quantitative and Qualitative Approaches in Managing Human Resource Development in Enterprises." International Journal of Engineering & Technology 7, no. 4.3 (September 15, 2018): 398. http://dx.doi.org/10.14419/ijet.v7i4.3.19842.

Full text

Abstract:

The paper proposes comparing the existing and the required level of competence of the employee as a tool for determining the qualitative and quantitative parameters of personnel training. To implement this comparison, in accordance with official requirements, the human capital required for the performance of official duties as an employee's quality, which acquires value in the process of attracting to industrial relations, is calculated. Qualitative and quantitative parameters of personnel training are determined on the basis of calculation of the difference between necessary and existing competence taking into account financial possibilities of the enterprise. According to the results of calculating the available human capital, which a certain employee owns, and comparing it with the necessary one, the content (according to the type of insufficient capital) and the amount (by difference between the existing and the required level) of training, which should bring the available human capital of the employee in accordance with the required one. Formation of the content of the training is based on the definition of individual assets of human capital, which depend on the requirements for the competence of the employee and can be changed through training.

APA, Harvard, Vancouver, ISO, and other styles

40

Lees, Jan, Rex Haigh, Aldo Lombardo, and Barbara Rawlings. "Transient therapeutic communities: the “living-learning experience” trainings." Therapeutic Communities: The International Journal of Therapeutic Communities 37, no. 2 (June 13, 2016): 57–68. http://dx.doi.org/10.1108/tc-05-2015-0016.

Full text

Abstract:

Purpose – The purpose of this paper is to describe transient therapeutic communities (TCs) and their value for training. Design/methodology/approach – This is a descriptive account which includes the findings of two field study evaluations, and direct participant feedback. It is an exploration of the application of TC and group analytic theory to transient TCs. Findings – The transient TC format is an excellent training format for creating a powerful and effective environment for learning and personal development in the very short time frame of three days. Practical implications – These courses are a very efficient and effective way of promoting reflective practice, enabling environments, and emotionally safe working practices. The trainings are useful for a wide range of people from mental health professions, those working in human resources, and those in senior positions in industrial, commercial and public sector fields. Social implications – This paper will raise awareness that target-driven training is insufficient to improve quality of services beyond a certain point. A relational focus of training is needed to deal with issues of complexity which cannot be resolved by simple managerial methods. This experiential training can help to meet the need for inculcating compassion, kindness, and empathy in its participants. Originality/value – Although other psychotherapy and group relations courses exist, and are used beyond the mental health field, the focus on generating an experience of belonging, emotional safety and democratic empowerment in the relational field of the course itself – by use of TC methodology – is novel, and could be of considerable value more widely.

APA, Harvard, Vancouver, ISO, and other styles

41

Suresh, S. "Ethical Issues in Human Resource Management." Management and Labour Studies 36, no. 4 (November 2011): 367–70. http://dx.doi.org/10.1177/0258042x1103600405.

Full text

Abstract:

Ethics refers to a system of moral principles - a sense of right and wrong, and goodness and badness of actions and the motives and consequences of these actions. In the business, businessmen must draw their ideas about what is desirable behavior from the same sources as anybody else would draw. Ethical values channelize the individual energies into pursuits that are benign to others and beneficial to the society. Ethical issues abound in HR activities, such as remuneration, labour relations, health and safety, training and development etc. This article offers insight into a detailed discussion of how ethical issues related to HR situations.

APA, Harvard, Vancouver, ISO, and other styles

42

Salamakha, O. "Ways to involve passive students in active physical education." (Scientific Journal of National Pedagogical Dragomanov University Series 15 Scientific and pedagogical problems of physical culture (physical culture and sports), no. 2(130) (February 22, 2021): 104–8. http://dx.doi.org/10.31392/npu-nc.series15.2021.2(130).24.

Full text

Abstract:

Learning passive person’s relation to physical culture shows that the dominative factor at person’s motivative sphere is the desire of omitting learning and training process; it is explained with ther help of various reasons conditioned as a rule imperfection of person’s social and psychological relations as well as unknowledge of the more important role of moving activities for a health. An absence at students of a readiness to moving activities is shown at various forms: motivative refuse from doing tasks because of a pain, fatigue; partititional doing moving activities; an absence of important interests and desires at collective actions (games); domination of individual motives of a behaviour. To overcome these negative nuances a teacher has to know reasons of their appearance. When learning reasons of appearance of passive relation to moving activities there are such three groups of students: those who has theoretical positive relation to physical exercises; those who is indifferent to moving activities; those who has negative relation to learning and training process and collective actions. A lot of teachers underline special role of relation of human itself to various kinds of activities. Activities itselves does not promote developing moving activities and not already provide overcoming negative relations to physical exercises. It is possible if all educational work at higher educational establishment and requirements of teacher are directed to positive relation to each person’s action.

APA, Harvard, Vancouver, ISO, and other styles

43

Olarewaju, Favour, Adeyemi Ogundipe, Paul Adekola, and Ngozi Adeleye. "Human Capital and Manufacturing Output in Nigeria: A Micro-Data Survey." Research in World Economy 12, no. 2 (January 11, 2021): 132. http://dx.doi.org/10.5430/rwe.v12n2p132.

Full text

Abstract:

In attempting to explain the rather inconsistent growth of manufacturing industries in Nigeria, this study seeks to investigate the effect of human capital on manufacturing output in the Nigerian industrial firms. The study adopts human capital theory as a basis for the theoretical framework. Micro-data from the World Bank Enterprise Survey (2014) is utilised to perform Spearman Correlation in investigating the specific effects of HC on manufacturing value-added for Nigerian industries. High-school education, formal training and research were found to have a weak positive but significant impact on levels of manufacturing output. Therefore, recommendations on improved human capital quality via public-private partnerships, fostering trainings, research activities and conducive business environment in terms of unbiased and efficient institutions for manufacturing sectors, among others were proffered.

APA, Harvard, Vancouver, ISO, and other styles

44

Segbenya, Moses, Ebenezer Aggrey, and Fred Peniana. "Human Resource Factors and Organizational Commitment at the College of Distance Education, University of Cape Coast." Journal of Business and Enterprise Development VOLUME 8, no. 2019 (October 30, 2019): 61–90. http://dx.doi.org/10.47963/jobed.2019.03.

Full text

Abstract:

The study examined human resource factors and organisational commitment at the College of Distance Education, University of Cape Coast, Ghana. The research approach was quantitative, specifically using a descriptive study design. Out of 242 staff of the College, a sample of 148 respondents (comprising 18 senior members, 80 senior staff and 50 junior staff) were drawn across the three spectrums of staff using Krejcie and Morgan (1970) sample determination formula. The main instrument for data collection was a self- administered questionnaire. Data of the study was analysed with means, standard deviations, independent t-test, two-way analysis of variance and Spearman rank-order correlations matrix. The study found that commitment level among staff at the college (CoDE) was high and affective commitment was perceived higher than normative and continuance dimensions of organisational commitment. Work relations were perceived as higher than extrinsic rewards and training and development. It was also found that training and orientation significantly relate to organisational commitment. Sex and age of respondents did not affect organisational commitment and other variables of the study. It was recommended that management of the college should continue to pay more attention to work relations at the college by engaging staff of the college in inter-unit or interdepartmental assignments to enable staff to build more work relations and used both on-the-job and off-the-job training techniques to maintain or increase commitment level among staff of the college.

APA, Harvard, Vancouver, ISO, and other styles

45

Ntalianis, Filotheos, Linda Dyer, and Christian Vandenberghe. "Owner-employee relations in small firms." Journal of Managerial Psychology 30, no. 7 (September 14, 2015): 832–46. http://dx.doi.org/10.1108/jmp-01-2013-0028.

Full text

Abstract:

Purpose – The purpose of this paper is to shed light on the type of exchange relationship that small business owners establish with their employees. In particular, this study examines how the personality trait of “conscientiousness” among small business owners relates to relational “psychological contracts,” breach and violation that develop between owners and employees. Design/methodology/approach – This was a quantitative survey design conducted in Canada. Participants were 253 employees and the 50 small firm owners for whom they worked. Findings – Results indicate that owner conscientiousness was positively associated with a relational psychological contract with employees and perceived breach mediated a negative relationship between owner-rated relational contract obligations and feelings of contract violation among employees. Owner-rated relational contract obligations also mediated a negative relationship between owner conscientiousness and employee perceptions of breach and violation. Practical implications – Given the link between conscientiousness and relational contracts, small business owners who get involved in selection and training ought to present to the newly hired employees an accurate picture of their role and job requirements in order to create successful organizations. In addition, less conscientious business owners, through training, should try to develop further skills, such as goal setting and performance appraisal, in order to increase their ability to establish effective relationships (i.e. relational contracts). Originality/value – The current study is an initial attempt toward a better understanding of exchange relationships in small firms, thus strengthening the links between organizational behavior and small business research. It also contributes a quantitative perspective on issues that have typically been explored qualitatively.

APA, Harvard, Vancouver, ISO, and other styles

46

Ackerman, Phillip L. "Skill Acquisition, Individual Differences, and Human Abilities." Proceedings of the Human Factors Society Annual Meeting 30, no. 3 (September 1986): 270–74. http://dx.doi.org/10.1177/154193128603000316.

Full text

Abstract:

The nature of individual differences in novel and practiced performance on skill acquisition tasks is considered from an information processing framework that incorporates concepts derived from automatic/controlled processing and attentional resource perspectives. A set of skill acquisition experiments graphically demonstrate changes in individual differences parameters via manipulating task characteristics of 1) information processing consistency, 2) memory load, 3) stimulus novelty. A further experiment illustrates the effects of novel, but consistent information processing demands on abilities, within a transfer-of-training paradigm. Results are discussed in the context of ability/skill relations.

APA, Harvard, Vancouver, ISO, and other styles

47

Agbayahoun, Juvenale Patinvoh. "Human Relations in Instructional Supervision: EFL Trainees’ Appraisal of a TEFL Practicum." English Linguistics Research 6, no. 1 (January 24, 2017): 38. http://dx.doi.org/10.5430/elr.v6n1p38.

Full text

Abstract:

Instructional or educational supervision is a valuable training tool that can be used to support pre-service teacher education. When it is well implemented, it helps student teachers develop self-awareness, self-assessment and self-reflection skills. This study explores a group of 18 Beninese EFL trainees’ perceptions of instructional supervision and their practicum experiences. It also examines the nature of the relations between them and their supervisors. A mixed method research design is used for the study. The data are collected through three instruments: a questionnaire addressed to the participant EFL trainees, the written records of their practicum experiences, and a follow-up interview to 6 of them who are randomly selected. The findings reveal a lot of discrepancies between the type of supervision they expected and the one they experienced during the practicum. Some useful suggestions are discussed to contribute to a better understanding of the supervisory process and the role of the supervisor in a practicum.

APA, Harvard, Vancouver, ISO, and other styles

48

de Rover, Cees, and Anne Gallagher. "Human Rights Training for United Nations Peace-Keepers: Lessons from Mozambique." Netherlands Quarterly of Human Rights 13, no. 3 (September 1995): 217–35. http://dx.doi.org/10.1177/016934419501300302.

Full text

Abstract:

Peace-keeping by the United Nations has become a central tool of international diplomacy and conflict resolution. In contrast to its previous emphasis on providing a passive buffer between antagonists, modern-day United Nations peace-keeping is increasingly directed towards establishing the conditions under which respect for human rights and fundamental freedoms can be maintained or restored. This shift in emphasis is reflected in the tasks which are assigned to peace-keepers. Military and civilian police components of United Nations peace-keeping operations are now called upon to perform a variety of specialized tasks including monitoring of the human rights situation, investigation of allegations of violations and even provision of guidance and training to local authorities. The effective performance of such tasks presupposes a sound knowledge of the relevant international human rights standards as well as the necessary skill to translate these standards into practical behaviour. An understanding of human rights is also essential to guide the personal and professional behaviour of peace-keepers themselves, and to provide a measure against which this behaviour can be evaluated. In June and July, 1994, the United Nations Centre for Human Rights conducted, in Mozambique, the first-ever on-site training programme in human rights for peace-keepers. This article provides an overview of that Programme and evaluates its success relative to its stated objectives. The experience in Mozambique is then used as a starting point from which to examine the place which human rights training could or should have in the preparation of United Nations peace-keepers.

APA, Harvard, Vancouver, ISO, and other styles

49

Nunes, Thiago, and Daniel Schwabe. "Multilingual Distant Supervised Relation Extractors Combining Multiple Feature Types." International Journal of Semantic Computing 08, no. 04 (December 2014): 441–59. http://dx.doi.org/10.1142/s1793351x14400145.

Full text

Abstract:

A well-known drawback in building machine learning semantic relation detectors for natural language is the lack of a large number of qualified training instances for the target relations in multiple languages. Even when good results are achieved, the datasets used by the state-of-the-art approaches are rarely published. In order to address these problems, this work presents an automatic approach to build multilingual semantic relation detectors through distant supervision combining two of the largest resources of structured and unstructured content available on the Web, DBpedia and Wikipedia. We map the DBpedia ontology back to the Wikipedia text to extract more than 100.000 training instances for more than 90 DBpedia relations for English and Portuguese languages without human intervention. First, we mine Wikipedia articles to find candidate instances for relations described in the DBpedia ontology. Second, we preprocess and normalize the data filtering out irrelevant instances. Finally, we use the normalized data to construct regularized logistic regression detectors that achieve an F-Measure above 80% for both English and Portuguese languages. In this paper, we also compare the impact of different types of features on the accuracy of the trained detector, demonstrating significant performance improvements when combining lexical, syntactic and semantic features. Both the datasets and the code used in this research are available online.

APA, Harvard, Vancouver, ISO, and other styles

50

Jones, Melanie. "Disability, education and training." Economic & Labour Market Review 4, no. 4 (April 2010): 32–37. http://dx.doi.org/10.1057/elmr.2010.49.

Full text

APA, Harvard, Vancouver, ISO, and other styles

Journal articles on the topic 'Human relations training'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles