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Une étude du lien entre stratégie d'entreprise et développement des cadres : un aspect de la gestion de l'apprentissage en entrepriseCaron, Mario. January 1987 (has links)
No description available.
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A case study of a training program conducted under the Manpower Development and Training Act of 1962Pettit, Laurence Craven January 1964 (has links)
The primary purpose of this thesis was to review and evaluate a project conducted under the Manpower Development and Training Act of 1962 in Redford, Virginia. To place the subject in proper perspective, a review of the economy with particular emphasis on employment, was necessary. It was further necessary to define clearly the types of unemployment; seasonal, cyclical, frictional, and structural, as well as underemployment and full employment.
After these guidelines were established, the investigation was carried into the specific areas covered by the Act. This was accompanied by a brief description of the intent and the administration of the Act.
The project itself was evaluated by first investigating the participants, students, teachers, and administrators on an individual basis.
The conclusions on the project are based on the necessity of the program to that particular area and how the national program appears in the light of this project. / Master of Science
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Factors associated with training managers' adoption of computers as a teaching tool in their training unitsJohnson, Janie Shores January 1985 (has links)
The purpose of this study was to determine if various predictor variables, the personal characteristics of training managers and the characteristics of the organizational training units represented by these individuals, exist in explaining a criterion variable, the adoption of computers as tools for training in business and industry. Another question addressed a combination of variables to predict training managers' utilization of computers in business and industry.
For collecting data, a 10% random sample was drawn from the 21,800 individuals who were 1984 members of the American Society for Training and Development. From this sample of individuals, those members who represent training units in business and industry and had titles of training executives, training managers, or training directors were surveyed. Information concerning representation of training managers was found in the 1984 Who's Who in Training and Development.
A mailed questionnaire was used to collect data related to the personal characteristics of training managers and the organization training units that were represented by these managers. The questionnaire used in this research was designed so that the respondents could record their answers on the instrument. These data were then transferred to a computer data file for statistical analysis using SPSSX.
Of the 505 individuals responding, 45.1% (n = 228) used computers in training and 54.9% (n = 277) were not using computers in training. Computer users most frequently indicated using microcomputers to deliver their training programs and the most often cited location for training was in decentralized areas. The tutorial instruction strategy was stated as being used by an excess of 90% of the respondents and over 75% indicated using either problem/test or drills. Also, over 50% indicated using the following computer-based training application: technical skills, management training, clerical training, computer literacy training and training management. Respondents utilizing computers noted that a mean of 14% of their total training effort was accomplished via the computer.
With regard to personal characteristics, age, training years experience, experience with present organization and level of education did not appear to be predictor variables in determining the adoption of computers by training managers. However, computer knowledge/skills seem to indicate predictor variables for determining adoption. This study identified six such variables: owning a personal computer, using a computer on the job, reading computer literature on training, participating in computer-assisted instructional programs, receiving computer-based training prior to being a training manager and writing computer programs. In addition, a significant difference was found between computer users and non-users on the attitude dimension of whether computer-based training was welcomed into the organization's training delivery system and whether computer-based training would assist in making training managers more efficient at their job.
Characteristics of the organizational training units represented in this study appeared to indicate predictor variables for the adoption of computer-based training. The variables identified in this research were the size of the organization as indicated by the number of employees and the annual corporate income of the organization. / Ed. D.
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A research on effectiveness of formal sales training programs in Hong Kong.January 1991 (has links)
by Chung Chi-keung, Ivan and Tang Kwok-chu, Desmond. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1991. / Bibliography: leaf 97. / ABSTRACT --- p.ii / ACKNOWLEDGEMENTS --- p.iii / TABLE OF CONTENTS --- p.iv / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Background of Research --- p.1 / Objectives and Scope of Study --- p.5 / The Research Design Details --- p.6 / Chapter II. --- METHODOLOGY --- p.8 / Survey on Sales Technique Concepts --- p.8 / Structured/Unstructured Interview --- p.9 / Chapter III. --- SURVEY ON SALES TECHNIQUE CONCEPTS --- p.10 / Selling Philosophy --- p.11 / Selling Process --- p.13 / Communication Skills --- p.15 / Objection Handling Skills --- p.17 / Time Management Skills --- p.19 / Call Planning Skills --- p.19 / Presentation Skills --- p.20 / Relationship/Trust Building Skills --- p.22 / Closing Skills --- p.24 / Chapter IV. --- UNSTRUCTURED AND STRUCTURED INTERVIEWS --- p.26 / Results and Discussions --- p.28 / Background of Respondents and Training courses attended --- p.28 / Selling Cycles --- p.32 / Selling Skills --- p.34 / Questioning Skill --- p.35 / Listening Skill --- p.36 / Objection Handling Skill --- p.38 / Time Management Skill --- p.39 / Call Planning Skill --- p.40 / Presentation Skill --- p.41 / Solution Selling Skill --- p.43 / Relationship/Trust Building Skill --- p.43 / Deal Closing Skill --- p.45 / Patience and Tolerance --- p.46 / Negotiation Skill --- p.46 / Price Manipulation Skill --- p.46 / Sales Training vs Sales Commission --- p.47 / Reasons To Attend Sales Trainings --- p.49 / Are Sales Trainings Effective to Improve Sales Performance ? --- p.51 / Suggested Improvements for Sales Training --- p.54 / Chapter V. --- CONCLUSION --- p.56 / Selling Cycles --- p.56 / Selling Skills --- p.57 / Sales Commission --- p.60 / Reasons to Attend Sales Trainings --- p.61 / Objectives of the Survey --- p.62 / Chapter VI. --- LIMITATION OF THE STUDY AND SUGGESTIONS --- p.65 / Limitation of the Study --- p.65 / Suggestions for Further Study . --- p.66 / APPENDICES --- p.68 / Chapter APPENDIX 1: --- LIST OF SALES TRAINING PROGRAMS INCLUDED IN SURVEY OF SALES TECHNIQUE CONCEPTS --- p.68 / Chapter APPENDIX 2: --- INTERVIEW GUIDE --- p.73 / Chapter APPENDIX 3: --- QUESTIONNAIRE --- p.77 / Chapter APPENDIX 4: --- DEMOGRAPHIC INFORMATION OF RESPONDENTS --- p.81 / Chapter APPENDIX 5: --- DETAILED DATA: SELLING SKILLS INTRODUCED IN SALES TRAININGS --- p.83 / Chapter APPENDIX 6: --- DETAILED DATA: UNDERSTANDING TO THE SELLING SKILLS MADE DIFFERENT BY THE SALES TRAININGS --- p.86 / Chapter APPENDIX 7: --- DETAILED DATA: EFFECTIVENESS OF THE SELLING SKILLS TO IMPROVE SALES PERFORMANCE --- p.90 / Chapter APPENDIX 8: --- DETAILED DISTRIBUTION OF THE SUM OF RATINGS ON EFFECTIVENESS OF SELLING SKILLS BY RESPONDENTS --- p.94 / Chapter APPENDIX 9: --- DETAILED DATA: IMPROVEMENT NEEDED FOR SALES TRAININGS --- p.95 / BIBLIOGRAPHY --- p.97
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The design of a disaster prevention centre for Modikwa Platinum Mine in Burgersfort.Lourens, Philippus Jacobus. January 2012 (has links)
Thesis (MTech. degree in Architecture: Professional)--Tshwane University of Technology, 2012. / The aim of this thesis is to design a Disaster Prevention Centre for the platinum mining sector which will save lives and aid in the South African Department of Mineral and Resources' campaign towards "zero fatalities" within the mining industry. The facility is intended to be a prototype for the preventative training of platinum miners around the world by examining past, present and predicted future mining incidents and using this information to create a safe simulated learning environment or mock-up scenario of possible mining hazards.
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Towards a learning centred view of intellectual capital : the value of learning and knowledge in the human resource strategies of innovative small and medium-sized computer service firms in British ColumbiaBest, Amanda Jayne 11 1900 (has links)
This study examines the value placed on learning and knowledge by innovative small and
medium-sized computer service firms, using a framework for analysis adapted from
intellectual capital (IC). Knowledge is conceived as a specialized and appreciable asset
capable of being acquired, nurtured, developed, managed and commercially exploited.
Emphasis is placed on evaluating the strategies and practices that drive company learning
and knowledge transfer in smaller computer service companies with respect to
developing and making use of the knowledge owned by employees, customers and the
corporation. The study evaluates the extent to which short-term commercial objectives
impose conceptual boundaries on particular forms of intellectual capital - skill
development, experience and recurrent learning. Data is drawn from case studies and a
broader, provincial sample of companies based in British Columbia with ten to one
hundred employees.
The study concludes that small and medium-sized computer service firms narrowly
conceptualize and undervalue knowledge in the area of human resource development,
where supporting learning processes and structures are often poorly developed.
Companies place a premium value on new forms of knowledge with an obvious potential
to improve the skills and experience necessary to support commercial products and
services. In contrast, learning, knowledge and expertise related to professional
development and more long-term organizational and/or career benefits are consistently
and systematically marginalized.
The study outlines limitations of the IC framework in terms of the intrinsic values
attributed to sources and types of knowledge. Of particular concern is the importance
attached to formalized, external relationships with customers and the undervaluing of
knowledge with less obvious or potentially more long-term commercial value.
Suggestions for using the framework in small and medium-sized computer firms include
broadening the existing narrow focus of external knowledge sources to encompass the
extensive network of business relationships companies exploit, while the undervaluing of
knowledge found in professional development is countered by linking benefits to returns
from specific, rather than generic commercial goals. Emphasis is placed on potential
gains in efficiency and productivity offered by improvements to learning and
organizational processes.
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The causes of low employee motivation within Cape Town's fast food industryUkandu, Nnenna Eme January 2011 (has links)
Thesis (MTech (Busines Administration))--Cape Peninsula University of Technology, 2011. / Motivating employees in fast food outlets plays a major role towards improving the commitment
and performance of workers. However, it has been confirmed that there is low levels of
employee motivation in some fast food outlets, which has led to negative results and poor
performances. Therefore, improving employee motivation in fast food outlets has become a
necessity. The main aim of the study was to investigate causes of low employee motivation in
fast food outlets within South Africa. The present author was able to discover the causes of low employee motivation levels such as
poor supervision, little or no training, poor pay and poor working conditions. Hence, factors that
could improve levels of motivation of employees in fast food outlets were identified; for
instance, motivating fast food employees through genuine appreciation, recognition,
compensation and inspiration. The researcher further suggests strategies, which may improve the
quality of work-life for employees with fast food outlets training and developing employees,
reducing their workload; and initiating incentive programs and retention strategies. This will help
the management at fast food outlets to improve levels of motivation of their workers, and also
assist them to retain their talented staff. The case study method was used for this research since the study involved fast food outlets in
Cape Town. The triangulation method was applied to solicit information from staff members,
managers and store managers/franchisees. Semi-structured interview questions were used to
obtain information from franchisees/store managers, senior managers, floor managers, and
supervisors, while closed-ended questionnaires were used to interview other staff members. This
study has confirmed that there are no motivation policies at most of the fast food outlets which
were studied that can guide employers to motivate their workers. It is clear from the study that
there is low employee motivation at some fast food outlets, and hence the researcher has
proposed recommendations, which will help the management of fast food outlets to enhance the levels of motivation of employees, and their work performance. It is suggested that employees
should be involved in the decision making of their organization; the quality of work-life of
employees should be improved; a harmonious working environment should be promoted; and
workers should be empowered and allowed to participate in the profit sharing of the
organization. This will improve workers' levels of motivation and better results will be achieved
for the organization at large.
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Towards a learning centred view of intellectual capital : the value of learning and knowledge in the human resource strategies of innovative small and medium-sized computer service firms in British ColumbiaBest, Amanda Jayne 11 1900 (has links)
This study examines the value placed on learning and knowledge by innovative small and
medium-sized computer service firms, using a framework for analysis adapted from
intellectual capital (IC). Knowledge is conceived as a specialized and appreciable asset
capable of being acquired, nurtured, developed, managed and commercially exploited.
Emphasis is placed on evaluating the strategies and practices that drive company learning
and knowledge transfer in smaller computer service companies with respect to
developing and making use of the knowledge owned by employees, customers and the
corporation. The study evaluates the extent to which short-term commercial objectives
impose conceptual boundaries on particular forms of intellectual capital - skill
development, experience and recurrent learning. Data is drawn from case studies and a
broader, provincial sample of companies based in British Columbia with ten to one
hundred employees.
The study concludes that small and medium-sized computer service firms narrowly
conceptualize and undervalue knowledge in the area of human resource development,
where supporting learning processes and structures are often poorly developed.
Companies place a premium value on new forms of knowledge with an obvious potential
to improve the skills and experience necessary to support commercial products and
services. In contrast, learning, knowledge and expertise related to professional
development and more long-term organizational and/or career benefits are consistently
and systematically marginalized.
The study outlines limitations of the IC framework in terms of the intrinsic values
attributed to sources and types of knowledge. Of particular concern is the importance
attached to formalized, external relationships with customers and the undervaluing of
knowledge with less obvious or potentially more long-term commercial value.
Suggestions for using the framework in small and medium-sized computer firms include
broadening the existing narrow focus of external knowledge sources to encompass the
extensive network of business relationships companies exploit, while the undervaluing of
knowledge found in professional development is countered by linking benefits to returns
from specific, rather than generic commercial goals. Emphasis is placed on potential
gains in efficiency and productivity offered by improvements to learning and
organizational processes. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate
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A literature review of the water services education and training needs of councillors in local authorities within the context of developmental local government agenda with special reference to Northern Cape ProvinceTsibani, Fumene George 04 1900 (has links)
Thesis (MPhil) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This study describes and analyses the water services education and training
needs of councillors in local authorities in the Northern Cape to enable them
to implement their legislative framework in the new dispensation in South
Africa. It is the proposition of this study that during the transitional period from
1994 to 2003 and thereafter, there is a likelihood of lack of capacity in most
local authorities in the Northern Cape to execute their legislative
requirements. This invariably imposes leadership responsibilities upon a
range of stakeholders and councillors in Local Authorities (LAs), and creates
the need for a redefined model of representation on the part of councillors
"from resemblance to responsibility and responsiveness" (Sartori 1968: 465).
Using literature review to analyse leadership responsibilities of councillors,
four priority education and training (E&T) needs of councillors have been
identified:
• the need to understand water services policy and business cycle within
the context of decentralisation and devolution of powers and functions
• to local government;
• the need for water services business programme management and
planning skills;
• the need to understand community participation in water services
development plans and development processes; and
• the need for conflict-resolution skills.
Based upon inferences drawn from literature evidence, it is concluded that
Local Government (LG) patterns of responses involving the application of
managerial and analytical principles grounded firmly in the twentieth century
Organisational Development (00) and public service management
experience and thoughts, can neither explain nor remedy the complex
variables of Local Government Developmental Agenda (LGDA) and/or the
complex array of water crises that are unfolding in Northern Cape. Thus, for
water services to remain a viable "instrument of humanity" especially at a municipal level, it is concluded that more effective E&T strategies are required
to equip current and future councillors with intellectual water business tools to
address the complex challenges that lie before them. Furthermore, an
Outcomes Based Education (OBE) action-based strategy is offered as an
alternative to the current traditional training approaches in Northern Cape. It is
also clear from the researcher's interpretations and analysis of LGDA
variables that the water services E&T needs and the relevant "gaps" identified
are not simply questions of "how to do things". Rather an OBE action-based
strategy under LGDA processes involves a fundamental reorientation of all
participants in E&T programme for councillors that should be relevant to the
special demands of the Northern Cape LAs and councillors. The researcher
makes recommendations for enriching the sociology of LG studies, to match
the skills requirements, given the complexity of LGDA and numerous
challenges for competent and innovative councillors in LAs.
Finally, this study is not intended to be exhaustive but rather to complement a
number of education and training initiatives commissioned or under
preparation by water sector stakeholders in line with Skill Development Act of
1998 and SAQA of 1995 (South African Qualifications Act) processes.
KEYWORDS:
Best Value Regime, Local Government Developmental Agenda, Spheres of
government; local government; socio-economic & political dynamics in
transition; decentralisation; constitutional powers and functions of local
government; education and training (E&T) needs of councillors in water
services; Northern Cape Province. / AFRIKAANSE OPSOMMING: Hierdie studie beskryf en ontleed die behoefte aan onderwys en opleiding
(E&T) by raadslede in plaaslike owerhede in die Noordkaap, om hul moeilike
taak te kan verrig in In veranderende beleidsomgewing in Suid Afrika. Die
studie besin daaroor dat daar waarskynlik gedurende die oorgangstydperk
vanaf 1994 tot 2003 en ook daarna, In tekort aan bevoedgheid om hul
funksies te vervul, by heelwat plaaslike owerhede in die Noordkaap bestaan.
Dit is deels In gevolg daarvan dat nuwe verantwoordelikhede op die skouers
van die rolspelers en raadslede in plaaslike owerhede geplaas word. Die
nuwe rol van raadslede word herdefinieer vanaf verteenwoordiging na
verantwoording en optrede; "from resemblance to responsibility and
responsiveness" (Sartori 1968: 465).
Vier belangrike areas waar onderwys- en opleidingsbehoeftes ten opsigte van
die leierskapsprofiel van Raadslede bestaan, is op grond van In literatuuroorsig
ge'identifiseer:
• die belangrikheid daarvan om beleid- en besigheidsaspekte van die
lewering van waterdienste te verstaan teen die agtergrond van
desentralisering en stelselmatige afwenteling van magte en funksies na
die plaaslike owerheidsvlak;
• die behoefte wat bestaan aan bestuurs- en beplanningsvaardighede
met betrekking tot waterdienste en water-ekonomiese aspekte;
• In begrip van die rol van die plaaslike gemeenskap in beplanning en
uitvoer van ontwikkelingsprojekte vir die lewering van waterdienste;
• konflikhanteringsvaardighede.
Na aanleiding van die getuienis uit hierdie literatuurstudie word dit duidelik dat
die heersende reaksie- en besluitnemingstyle van Plaaslike Owerheid (LG)
wat spruit uit beginsels van organisasie ontwerp (00) wat dateer uit die vorige
eeu en die staatsdienservaring en -denke van daardie era, nie die komplekse
veranderlikes van die nuwe Plaaslike Owerheid Ontwikkelingsagenda (LGDA)
kan verduidelik of aanspreek nie, en dus nie geskik is om In dreigende krisis
in die Noordkaap te af te weer nie. am waterdienste in die toekoms as 'n voertuig vir die opheffing van
agtergeblewe gemeenskappe te kan gebruik, veral op plaaslike
owerheidsvlak, is dit belangrik dat huidige en toekomstige raadslede deur
middel van effektiewe onderwys - en opleidingstrategiee toegerus word met
water-ekonomie kennis en vaardighede. Sodoende sal hulle die komplekse
uitdagings wat aan hulle gestel word, die hoof kan bied. 'n Aksie-gerigte
strategie gefundeer op 'n uitkomsgebaseerde (aBE) kurrikulum, word
voorgestel as plaasvervanger vir die huidige tradisionele onderwysbenadering
in die Noordkaap. Dit is duidelik uit die outeur se interpretasie en ontleding
van LGDA veranderlikes, dat die ge"identifiseerde onderwys- en opleidings
behoeftes en gapings 'n heeltemal nuwe benadering vereis. Die benadering
behels 'n deurdagte herorienterinq tot opleidingsprogramme vir raadslede in
plaaslike owerhede (LG) in die Noordkaap. Die studie dra by tot die
sosiologie van plaaslike owerheidstudie, en wys op die vaardighede,
vermoens en innovasie-eienskappe van raadslede wat benodig word om die
kompleksiteit van LGDA en die uitdagings in plaaslike owerhede aan te
spreek.
Ten slotte is die studie nie bedoel om volledig te wees nie maar om wei 'n
bydrae te lewer tot die onderwys- en opleidingsinisiatiewe wat voortspruit uit
die aksies van belanghebbendes in die water sektor in ooreenstemming met
die Wet op Vaardigheidsontwikkeling (1998) en SAKWA (1995).
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A literature study about learning organisations : the theory and existing measurement tools regarding the contribution of learning to profitability and return on investmentMyburgh-Leendertz, Ilse 03 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Within a highly regulated industry such as banking, learning takes place not only to
better equip staff to deal with problems which may cross their paths, but to enable
them to develop and grow into new roles within the bank.
In addition to the regulation in the industry, there is also legislation goveming the
learning providers within the industry. These learning providers have to abide by
multiple rules and regulations set out by the Skills Development Act and the Banking
Sector Training Authority, which grants accredited training-provider status to in-house
learning departments of the various banks. With all the reports and returns that now
have to be submitted to the Department of Labour, and the Skills Development levy
that is paid to the South African Revenue Service, businesses are turning their
attention to the amount of money actually being spent on training, and are starting to
ask pertinent questions about the impact of learning.
To answer these questions, the learning strategies that organisations adopt in order
to become learning organisations need to be scrutinised and analysed, before
moving on to how the measurement of retum on investment in learning can be
determined and integrated into the balanced scorecard measurement for learning
and growth.
In the course of this study, the issues mentioned above will be discussed from a
generic, theoretical point of view, before applying them specifically to the case of First
National Bank. / AFRIKAANSE OPSOMMING: In 'n hoogs gereguleerde bedryf soos die bankwese, vind leer nie net plaas om
personeel beter toe te rus om probleme te hanteer wat oor hulle pad kan kom nie,
maar ook om personeel nuwe rolle binne die bank te laat ontwikkel en aanneem.
Bo en behalwe die regulasies van die bedryf, is daar ook wetgewing ingevolge
waarvan verskaffers van opleiding binne die bedryf moet optree. Hierdie
opleidingsverskaffers moet aan verskeie reels en regulasies valdoen soos neergele
deur die Wet op Vaardigheids-ontwikkeling en die sektorale onderwys- en
opleidingsowerheid vir die bankwese (BANKS ETA), wat geakkrediteerde
opleidingsverskafferstatus aan interne opleidingsdepartemente van die verskillende
banke toestaan. Met al die verslae en opgawes wat deesdae aan die Departement
van Arbeid verskaf moet word sowel as die vaardigheidsontwikkelingsheffing wat aan
die Suid-Afrikaanse Inkomstediens betaal moet word, word ondernemings al hoe
meer bewus van die hoeveelheid geld wat hulle aan opleiding bestee, en begin vra
hulle al hoe meer tersaaklike vrae oor die impak van opleiding.
Om hierdie vrae te beantwoord, moet 'n mens die leerstrategiee wat organisasies
aanvaar ten einde leerorganisasies te word, onder die loep neem en ontleed. Hierna
kan die aandag verskuif na die wyse waarop die meting van opbrengs op belegging
in opleiding bereken en geintegreer kan word by die gebalanseerde-telkaartmeting
van leer en groei.
In hierdie studie word bogenoemde sake uit 'n generiese, teoretiese hoek bespreek
voordat dit meer bepaald op Eerste Nasionale Bank toegepas word.
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