Based on the contract theorem, the thesis studies the wage structure of ¡uThe project of elite recruitment¡vin the industry of real estate in Taiwan.Try to build the model from the view of mechanism design explains why the industry of real estate in Taiwan have ¡uThe project of elite recruitment¡v.In the thesis, begins from the characteristics of Taiwan¡¦s real estate industry to explain the followings about the ¡uThe project of elite recruitment¡v. 1. The employers are willing to recruit and have trainings to those who have no related work experience in the industry of real estate. 2. In the training period, the employers pay the fixed compensation and do not take the incentive compensation as the optimal compensation. 3. The optimal compensation is higher than the reservation compensation in the training period.

This case study investigated eight welfare recipients and their perceptions of the effectiveness of the job training programs in which they participated in an effort to understand the domains in which welfare-reliant individuals exhibit a commitment to work. Specific issues addressed by this qualitative study included the individuals' perceptions of (1) the program effects on escaping poverty and becoming self-sufficient; (2) the impact of the program focus on the participants' achievement and empowerment; (3) employment and the prospects of getting off welfare, both before and after program completion; and (4) recommendations for improvement in designing such programs. It is clear that all participants in the study found resolution to the tensions in their lives through the programs. Life skills training was critical in enhancing the self-esteem of the participants, providing them the tools necessary to overcome their fear of independence and allowing them to experience their own definition of success. Each participant in the study wished for more time in the program. Most participants felt the program was a gift and verbalized the value of supportive services on-site.

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A key purpose of federal job training policy is to ensure that the workforce has the skills necessary to obtain and retain gainful employment. The purpose of this study was to describe and compare key elements of Virginia’s fourteen service delivery area (SDA) plans in order to determine how they would deliver programs to achieve the stated purpose of JTPA Title II-A, which targets disadvantaged adults. In addition, the plans were evaluated as to their potential to guide successful program implementation. The plans were reviewed to describe and analyze who is trained, how they are trained, and what objectives the plans establish. The plans were ranked as to their fulfillment of eight criteria drawn from JTPA studies on successful program strategies and from education program planning literature. Though the plans provided basic descriptions of SDA efforts to train disadvantaged adults, they did not reflect full use of successful strategies or education program planning techniques, especially in the areas of linking training to the local labor market and using overall evaluation. The SDAs did not use the plans to distinguish their local level activities, opting most often to meet minimal compliance with plan guidelines as to the information provided. The individual being trained is underrepresented in most of the plans. A few plans did meet many of the criteria and demonstrated how these strategies and planning tools can be reflected at this early stage of program implementation. The plan preparation guidelines themselves were found to be a factor in the limitations of the plans. Changes in policy requiring plans to better detail their programs could enhance their effectiveness as planning tools. / Master of Science

ABSTRACT Title: Job training in multinational companies --The case of Carl Zeiss in China Level: Final assignment for Master Degree in Business Administration Author: Jiawen Zhou, Meiyuan Liu Supervisor: Ehsanul Huda Chowdhury Examiner: Maria. Fregidou-Malama Date: 05/2014 Aim: Job training has been treated as the most popular approach to help with improving employees’ performance as well as company’s performance. However, some studies argue that there is some ineffectiveness in job training. This study aims to investigate employees’ needs for job training, the effectiveness and ineffectiveness of job training. Method: This study used both qualitative method and quantitative method through questionnaire and interviews. The findings were reported by analysis of mean method and standard deviation method. Result & Conclusions: This study shows that the more job training employees receivethe better performance they have. Another result of this study is that technology department employees have higher turnover intentionthan other departments after they receivejob training. Suggestions for future research: The limitation of this study is that it did not show much about the financial benefit of job training. Future research coulddone focusingmoreon this aspect. In addition, the transfer from training to application is also needed to be investigated later. Contribution of the thesis: For human resource managers, this study can givethem some suggestions toplantheirjobtraining program, in order to be more effective For other researchers, it can provide a vividunderstanding on the effects of job trainingin multinational companies. Key words: Job training, effectiveness, risk, evaluation, retention

For the Emfuleni Local Municipality to successfully realize its fiduciary mandate of providing service. effectively and efficiently to the public, it is of paramount importance that the employee of the municipality have to possess the necessary skills, knowledge and understanding on the theoretical aspect of on-the -job training. The government has created an enabling environment through the enactment of legislation such as the Skills Development Act and the White paper on Public Service Training and Education to ensure that the municipality is able to realize this. mandate. The role of the training department of the Emfuleni Local Municipality (ELM) becomes central in enabling the council to realize this critical objective of service delivery. The success or otherwise of the municipality to deliver quality services is' inextricably interlinked with the capacity of the employees in the training department to provide up to date on-the-job training to employees of the municipality. The objective of this study is therefore to study the effects of on-the-job training on service delivery at the Emfuleni Local Municipality. For the purpose of this study, the hypothesis was formulated that the current deficiencies in performance management and low levels of payment of rates can be linked to the ineffectiveness and in efficiency of the Emfuleni Local Municipality in prioritising the training of its employees. In order to test the validity or otherwise of the hypothesis, a comprehensive theoretical exposition of the literature on on-the-job training was undertaken. The empirical method of interviews and questionnaire was employed to gather qualitative and quantitative data. These methods assisted in arriving at some of the following findings: • Training as a strategy to improve effective and efficient service delivery is supported by the employees of the municipality and as such should enjoy a larger slice of the budget allocation from the ELM executive. • There are at times when the training offered is incompatible with the actual work situation. • The majority of the resident of Emfuleni, including the very employees of the municipality are not content with the quality of the services delivered by the ELM as reflected by their ratings of the performance of the ELM, hence the need to capacitate the training department. • The Employees Assistance Programme’s existence is in name only with the majority of employees not utilizing its services, an indication of lack of confidence in the office/officer's ability to help employees with their problems. • Members of the public still have confidence in the relevance of local government as a sphere that should be able to respond to their needs, since they are able to interact with officials at that level as a result of their close proximity. The study ends with recommendations for management action by the Mayoral Committee of the Emfuleni Local Municipality / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2008.

The hypothesis was investigated that school training was more effective than on-the-job training. Of a sample of 349 male subjects, 217 received on-the-job training and 132 received school training. Data were collected and analyzed on tenure, performance, promotions, salary increases, and accidents. Training type had a significant positive correlation with tenure and accident occurrence at the .01 and .05 level, respectively, and a significant correlation with salary increase at the .05 level. A regression model using accident occurrence and salary increase yielded a prediction of training type significant at the .05 level. No difference was found between the two types of training, as measured by the study variables.

For the Emfuleni Local Municipality to successfully realize its fiduciary mandate of providing service. effectively and efficiently to the public, it is of paramount importance that the employee of the municipality have to possess the necessary skills, knowledge and understanding on the theoretical aspect of on-the -job training. The government has created an enabling environment through the enactment of legislation such as the Skills Development Act and the White paper on Public Service Training and Education to ensure that the municipality is able to realize this. mandate. The role of the training department of the Emfuleni Local Municipality (ELM) becomes central in enabling the council to realize this critical objective of service delivery. The success or otherwise of the municipality to deliver quality services is' inextricably interlinked with the capacity of the employees in the training department to provide up to date on-the-job training to employees of the municipality. The objective of this study is therefore to study the effects of on-the-job training on service delivery at the Emfuleni Local Municipality. For the purpose of this study, the hypothesis was formulated that the current deficiencies in performance management and low levels of payment of rates can be linked to the ineffectiveness and in efficiency of the Emfuleni Local Municipality in prioritising the training of its employees. In order to test the validity or otherwise of the hypothesis, a comprehensive theoretical exposition of the literature on on-the-job training was undertaken. The empirical method of interviews and questionnaire was employed to gather qualitative and quantitative data. These methods assisted in arriving at some of the following findings: • Training as a strategy to improve effective and efficient service delivery is supported by the employees of the municipality and as such should enjoy a larger slice of the budget allocation from the ELM executive. • There are at times when the training offered is incompatible with the actual work situation. • The majority of the resident of Emfuleni, including the very employees of the municipality are not content with the quality of the services delivered by the ELM as reflected by their ratings of the performance of the ELM, hence the need to capacitate the training department. • The Employees Assistance Programme’s existence is in name only with the majority of employees not utilizing its services, an indication of lack of confidence in the office/officer's ability to help employees with their problems. • Members of the public still have confidence in the relevance of local government as a sphere that should be able to respond to their needs, since they are able to interact with officials at that level as a result of their close proximity. The study ends with recommendations for management action by the Mayoral Committee of the Emfuleni Local Municipality / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2008.

The master thesis presented deals with the  question of whether superiors in the engineering field in Germany should undergo managerial training to be better-suited managers than superiors without such training. This thesis looks into this question through a survey of a homogenous group of engineering professionals working in Germany. The survey strives to gain information from the engineering professionals regarding their opinions and experience as managers with and/or without managerial training and their capacity to fulfill their managerial duties. This problem resonates widely in the engineering world, yet it seems that not enough action is being taken towards educating personnel in elevated positions throughout a company’s hierarchy.

This study is about job training for people with psycho-social problems without income. The purpose with this sort of job training is to bring these people back to the regular labor market as well as the experience of having a job. In the labor market situation in Sweden today there’s no guarantee that the individual will return to the labor market after having undergone job training. The aim of this study is to understand how supervisors at job training activities experience that the organizations of the activities and resources affect their work. We shall also explore how the supervisors assess if the structure of the activity weaken or enhance the job trainees’ social exclusion. Our research questions are:       1. How are job training activities organized? 2. How do the supervisors work with the job trainees’ social exclusion? 3. How does the structure of the activity affect the supervisors’ discretion?   We have in this study done interviews with supervisors. To understand our result we have used Hasenfelds (1983; 2010) and Lipskys (2010) theories about human service organizations and the discretion of street level bureaucrats.The result shows that the job training activities are organized in different ways. The supervisors work with the social exclusion by creating routines in the every-day life, a social network and increased self-confidence for the job trainees. The result also shows that all the supervisors experience a great discretion in their work but that this discretion is affected by external factors.