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The Navy Human Resource Officer community: assessment and action planBarber, Harry C. 09 1900 (has links)
Approved for public release; distribution is unlimited / This research examines the Navy Human Resource Officer Community (NHROC) in the context of its formation and present makeup and lays out a plan for its immediate future. A thorough review of civilian human resource management and development as well as current initiatives in Navy Human Resources (HR) was examined. The research introduces concepts associated with virtual communities and Communities of Practice and presents lessons learned from the Information Professional Community's virtual community initiative. A survey of the NHROC was conducted to formulate ideas and analyze concepts important to building a virtual community that instill a learning culture indicative of a Community of Practice. The data makes the case for founding a NHROC virtual workplace continuum to foster knowledge sharing, organizational development through continuous learning, and community effectiveness. It provides concepts for a virtual workplace, reviews social considerations, and outlines resource requirements. / Lieutenant Commander, United States Navy
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The design of a workplace educator training program : an investigative studyWerbel, Wayne S. 25 April 1995 (has links)
Under the auspices of a United Stated Department of Education National
Workplace Literacy Program grant, the Columbia-Willamette Skill Builders, a community
college consortium, developed a prototype workplace educator training program in 1994.
The Skill Builders workplace educator training program was 9 months long and offered 90
hours of instruction, including a 20 to 40 hour workplace field experience. Twenty-six
people completed the prototype program.
This investigative study posed two research questions:
1. What can we learn by identifying and evaluating the critical elements in a
prototype workplace educator training program?
2. What can be gleaned through this investigation that can be utilized to design
a workplace educator training program?
Workplace educator is a new term emerging from the field of workplace literacy.
A workplace educator facilitates basic learning involving language and computation, as well
as communication, teamwork, problem-solving, and decision-making.
An examination of the pertinent literature identified five fields that impact on
workplace education: workplace basics; training and development; workplace literacy and
the contextual teaching approaches; current management theory with an emphasis on the
high performance work organization; and workplace learning.
The critical elements involved in the prototype program were identified through
extensive inquiry using questionnaires, survey evaluation instruments, personal interviews,
reports, journal review of the participants, and a focus group of Portland, Oregon, area
employer representatives managing workplace education. The identified critical elements
include an understanding of: (a) education in the workplace; (b) the characteristics of
workplace educators; (c) workplace culture and organizational practices; (d) business/
education relationships; (e) the educational environment; (f) needs assessment/evaluation
and assessment procedures; (g) workplace program design; (h) how to facilitate learning;
(i) the development of communication skills for the workplace educator; (j) culture, class,
and gender diversity in the workplace; and (k) appropriate uses of instructional technology.
In addition, the data were examined through an evaluation research framework using
the Stufflebeam (1983) CIPP (context, input, process, and products) model. The analysis
showed that the program was highly satisfactory to the participants. The most important
finding in this study is the need for workplace educators to fully understand the workplace. / Graduation date: 1995
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Customers¡¦ Service Quality Expectations in Different Areas¡XAn Empirical Study of a Japanese Multinational EnterpriseKuo, Ting-yin 05 August 2011 (has links)
This study examined customers¡¦ service quality expectations in three different countries to discuss how employee training programs should be designed and enacted in accordance with the different expectations in multinational enterprises. By using the dimensions in the SERVQUAL scale, brought up by Parasuraman et al., this study designed a set of questionnaire and distributed those to three different countries to see how different customers, under different cultural background, of targeted Japanese multinational enterprise evaluate each dimension in SERVQUAL. Results of this study suggests that different customers in different countries graded the level of importance of service items in dimension assurance and reliability differently, indicating that when setting up employee training programs, it is necessary for international HR managers to put these two dimensions into consideration and design various employee training program according to different cultural backgrounds to answer diverse customer needs.
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An analysis of the methods utilized in business and industrial organizations by West Virginia training professionals to identify organizational training needs and evaluate training effectivenessChristian, Jody L. January 2001 (has links)
Thesis (M.S.)--Marshall University, 2001. / Title from document title page. Document formatted into pages; contains xi, 75,6 p. Includes abstract. Includes bibliographical references (p. 71-72).
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The education administration function, its development, growth and evolution in a business organization : a case studyPark, L. V. January 1982 (has links)
No description available.
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Job-related activities and training needs as perceived by training and development practitioners : with recommendations for an academic program for educators in non-school settingsKimura, Pamela S (Pamela Sumie) January 1984 (has links)
Typescript. / Thesis (Ed. D.)--University of Hawaii at Manoa, 1984. / Bibliography: leaves 151-158. / Photocopy. / x, 158 leaves, bound 29 cm
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An exploratory study on the facilitators of employee engagement in private healthcareVan Jaarsveld, Ryno January 2013 (has links)
The modern workplace continues to transform at a radical and accelerated pace and successful and competitive organisations are able to turn their strategies into action faster, manage their processes more efficiently and maximise their employees’ contribution and commitment (Brewster, Carey, Grobler, Hollard and Wärnick, 2010:5). In addition, Vestal (2009:6) adds that one of the biggest challenges that managers face at the moment, is to find ways to engage employees in the organisation and build a sense of belonging that, hopefully, will support retention and long term commitment. This research study aimed to explore and describe the nature and extent of employee engagement among nursing employees working in private healthcare. This exploration also encompassed five facilitators which are considered to be crucial in the promotion of an engaged workforce. The identified facilitators include: leadership behaviour, working environment, communication, training and development and rewards and recognition. This was attained by using a quantitative, exploratory, descriptive and contextual research approach. A structured questionnaire was used to collect data from nursing employees working in one of the private hospitals in the Nelson Mandela Metropole. From the data, the overall degree of employee engagement was established as well as the significance of the five identified facilitators in employee engagement. Based on the analysed data, guidelines for the advancement of employee engagement are proposed that can assist management in the development of employee engagement practices and strategy formulation.
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Employee training, job performance and retention in the Zimbabwe Private SectorMusarurwa, Dzikamai 18 August 2017 (has links)
MAdmin / Department of Public and Development Administration / While globalization has created new opportunities for economic and social progress, it has also brought some costs such as the reduction of employee training programmes in the developing world and in private companies. As a result, poor employee job performance and failure to retain employees have become the norm in companies. This study explored the influence of employee training on employee job performance and employee retention in the Zimbabwean private sector. The study was quantitative in nature and it was conducted in two private sister companies namely Annualvest and Vast Africa. Stratified random sampling was used to choose the sample. A self-administered questionnaire was used to collect data. This questionnaire comprised of four sections which measured the biographical data of the participants, employee training, job performance and retention. The training instrument was used to measure training and the individual work performance instrument (IWPQ 1, 0) was used to measure employee job performance. The turn-over intention instrument was used to measure employee retention. A statistical Software Package for Social Science (IBM- SPSS-2015) version 23 was used to analyse data. To establish the relationship between the research variables, the Spearman product moment correlation coefficient was used. Linear multiple regression analysis was performed to determine which dependent variable between job performance and employee retention is mostly affected by the independent variable (employee training). The study concluded that employee training has an influence on employee job performance and employee retention. However, a look at the different sub-scales of training shows that the availability of training proved to be the biggest predictor of job performance and employee retention of employees as compared to supervisor support and co-worker support on training. The study recommends that organisations should consider finding more resources to boost employee training. Policies must be put in place to encourage supervisor support and co-worker support on training.
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The education administration function, its development, growth and evolution in a business organization : a case studyPark, L. V. January 1982 (has links)
No description available.
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Aligning employee training needs and workplace skills plan in the Limpopo Department of HealthTeffu, Matome Edward January 2014 (has links)
Thesis (MPA.) --University of Limpopo, 2014 / iii
ABSTRACT
Government Institutions are in terms of the Skills Development Act, (Act 97 of 1998),
required to develop employees in order to achieve good and effective performance.
The Act makes provision for the development of Workplace Skills Plan by
government institutions and mandates these institutions, including Government
Departments, to budget at least 1% of their payroll for training and development of
employees. It is, however, not apparent whether or not the developed Workplace
Skills Plans are in line with the employees training needs and training interventions.
As a result, the essence of this study is to determine how to align employees training
needs with the Departmental Workplace Skills Plan in the Limpopo Department of
Health. In addition, the study investigates whether or not training interventions in the
Limpopo Department of Health are informed by the identified skills needs. The type
of research methodology used in this study is the quantitative approach, which is in
the form of a structured questionnaire. The main finding of the study is that although
the Limpopo Department of Health developed the Workplace Skills Plan, training
interventions were not aligned to it. In addition, a large percentage of the
respondents was not aware of the skills audit exercise that the Department
undertook. This study also reveals that the post-training evaluation which was done
by the Department did not contribute to important subsequent training interventions.
The key recommendation made is that the Limpopo Department of Health should
make employees aware of the skills audit exercise the Department often undertakes.
Additionally, Personal Development Plans should be continuously used to identify
pertinent employee training needs relevant for the Departmental Workplace Skills
Plan
KEY WORDS
• Limpopo Department of Health
• Workplace Skills Plan
• Personal Development Plan
• Skills Audit
• Training Interventions
• Training Needs Analysis
• Employees Training Needs
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