Human capital is the only resource within an organisation that can learn. Developing high levels of competence in employees is one of the most challenging issues in organisations. Off–the–Job training programs either miss the mark or are too far away from the performance setting to have the desired impact on employee competence. Studies have shown that unstructured On–the–Job Training (OJT) leads to increased error rate, lower productivity and decreased training efficiency, compared to structured On–the–Job Training(S–OJT). The proven efficiency and effectiveness of S–OJT make it especially suitable to meet this challenge. Though S–OJT has been around for a while there has not been a proper integration of technology into the process. Every training approach, including S–OJT, is merely a means to an end, not an end in itself. The use of S–OJT helps to develop consistent appropriate levels of employee competence. When employees have these competencies e.g. better knowledge of the production processes, they can increase productivity, complete projects on time, lower defect rates, or achieve other outcomes of importance. These are the outcomes that matter to the organisation and the effectiveness of S–OJT should be judged from this perspective. Researchers have consistently found that one way to improve learners' success is to increase the frequency of exams. Classes meet for a set number of times. An instructor's decision to give more exams typically means that students have less time for learning activities during class meetings. How then can one have the best of both worlds, increasing the number of assessments and at the same time having enough time for learning activities? This can only be accomplished by integrating computer–based assessment into S–OJT programs. Computer–based testing and training can provide flexibility, instant feedback, an individualised assessment and eventually lower costs than traditional written examinations. Computerised results create opportunities for teaching and assessment to be integrated more than ever before and allow for retesting students, measuring growth and linking assessment to instruction. This research aims to evaluate the effectiveness of integrating computer–based testing and training into S–OJT programs using the Air Separation unit of Sasol Synfuels as a case study. The null hypothesis is used to investigate the draw backs of OJT and S–OJT programs. A framework is also developed for the effective integration of CBT into S–OJT programs. / Thesis (M.Ing. (Development and Management))--North-West University, Potchefstroom Campus, 2011.

Human capital is the only resource within an organisation that can learn. Developing high levels of competence in employees is one of the most challenging issues in organisations. Off–the–Job training programs either miss the mark or are too far away from the performance setting to have the desired impact on employee competence. Studies have shown that unstructured On–the–Job Training (OJT) leads to increased error rate, lower productivity and decreased training efficiency, compared to structured On–the–Job Training(S–OJT). The proven efficiency and effectiveness of S–OJT make it especially suitable to meet this challenge. Though S–OJT has been around for a while there has not been a proper integration of technology into the process. Every training approach, including S–OJT, is merely a means to an end, not an end in itself. The use of S–OJT helps to develop consistent appropriate levels of employee competence. When employees have these competencies e.g. better knowledge of the production processes, they can increase productivity, complete projects on time, lower defect rates, or achieve other outcomes of importance. These are the outcomes that matter to the organisation and the effectiveness of S–OJT should be judged from this perspective. Researchers have consistently found that one way to improve learners' success is to increase the frequency of exams. Classes meet for a set number of times. An instructor's decision to give more exams typically means that students have less time for learning activities during class meetings. How then can one have the best of both worlds, increasing the number of assessments and at the same time having enough time for learning activities? This can only be accomplished by integrating computer–based assessment into S–OJT programs. Computer–based testing and training can provide flexibility, instant feedback, an individualised assessment and eventually lower costs than traditional written examinations. Computerised results create opportunities for teaching and assessment to be integrated more than ever before and allow for retesting students, measuring growth and linking assessment to instruction. This research aims to evaluate the effectiveness of integrating computer–based testing and training into S–OJT programs using the Air Separation unit of Sasol Synfuels as a case study. The null hypothesis is used to investigate the draw backs of OJT and S–OJT programs. A framework is also developed for the effective integration of CBT into S–OJT programs. / Thesis (M.Ing. (Development and Management))--North-West University, Potchefstroom Campus, 2011.

Dagens arbetsmarknad kännetecknas av ständig rörlighet av arbetskraft och en generationsväxling som under de närmsta åren kommer att påverka efterfrågan på arbetskraft. Under sådana omständigheter är det viktigt att säkra att de kompetenser som organisationers medarbetare innehar stannar kvar även om enskilda medarbetare väljer att lämna organisationen. För att säkra dessa kompetenser var kompetensöverföring en central fråga att arbeta med. Svensk sjukvård är inget undantag från denna verklighet, utan är i stort behov av att attrahera nya och kompetenta medarbetare. För att säkra att nya medarbetare får den kompetens som behövs för organisationens verksamheter, är individuella och organisatoriska villkor för kompetensöverföring under inskolning varit viktiga faktorer. Vi har studerat medarbetares upplevelser av vad som villkorar kompetensöverföring under inskolningsprocessen på Norrlands universitetssjukhus. Utifrån tidigare forskning har vi definierat begreppet kompetens genom faktorerna motivation, kunskap, färdigheter, erfarenheter, nätverk och värderingar. Dessa har utgjort grunden för genomförandet av denna studie. Vidare har strukturer som HR-strategier, handledar- och mentorskap samt inskolning identifierats. Strukturerna har studerats ur perspektivet att dessa utgör villkor för hur kompetensöverföring genom inskolning kan ske. Resultaten av studien visade på att alla ovan beskrivna villkor påverkade hur kompetensöverföring sker. Samtliga deltagare upplevde även att kompetensöverföring genom inskolning är ett område som bör ges stort fokus i syfte att säkerställa god och hög kvalité så väl ur medarbetar- som medborgarperspektiv.

The primary purpose of the study was to determine the effectiveness of an intensive, in-service training program for modifying selected personality traits among para-professional counselor aides restricted to working with emotionally disturbed youth in a residential treatment center. Additionally, an attempt was made to identify the areas in which personality traits were modified, both between experimental and control groups and between males and females.

According to governmental delegation-authority and people¡¦s trust, police authority acts as guardians in public field to maintain social order and serve the public as well as a carrying-gun group. However, at present, the so-called people¡¦s police are still restricted because of extrinsic influences and complicated environment. Moreover, they are still satisfied with immersing in subjective achievements. Therefore, it is a pity that they rarely make efforts to analyze and resolve deep-rooted problems. In a pluralist society, in order to manifest governmental effectiveness, police duty must pursuit perfection to meet more and more complicated public issues. Consequently, it is essential to define the implementation of corn value. Namely, it is to deeply discuss and analyze the value definition of research issues, and insist on the principles of planning, making decision objectively, judging subjectively, analyzing, managing and operating practice, realizing society changes and controlling trend with macro perspectives and micro angles to predict the future by reviewing the past so as to combine knowing and doing. This research referred to the viewpoint of ¡§An Integrated Public Affairs Management Framework¡¨ planned by Ming-Shen Wang to discuss the casual relation in the dramatic changes of Kaohsiung society and deeply analyze on the main police functions with V.C.S. strategic management method and focused on promoting the capacity of police organization to draw appropriate projects from out-of-date issue of police on-the-job training education to look forward to advancing police professional functions and response citizens¡¦ eager expectation.

What is bearing management? It can be defined as follows¡G To achieve the best quality of the rotary machinery, the supervisor in charge shall possess the comprehensive knowledge, such as, to make the plan schedule and teamwork through the management method, to review the design and selection constantly, to do the problem analysis and the proper decision making in time. The purpose is to maintain the bearing in its good condition, and accordingly, to lower the emergency shut-down and man-power loss. At the year of 2011, CSC will encounter the strike of imbalanced structure of manpower caused by the trend of retirement. Since the consistent quality of maintenance is one of the enterprise¡¦s operation costs, and is also the foundation for the profit gaining and competition with others for survival, therefore, how to efficiently pass on and refine the technical expertise to cope with this foreseeable scenario becomes one the most importance challenges for CSC at this moment. To face the above-mentioned circumstances, the Plant Engineering & Maintenance Dept in CSC is determined to take up the bearing management as one of the crucial strategy. Some steps are adopted, such as, to set up the bearing seminars and establish the disciplinary knowledge through superior-subordinate communication and coordination, and meanwhile, to set up the benchmark to regulate the Bearing Consumption Rate (BCR), to regularly assess the use of bearing basing upon the tonnage of raw steel production, and then to execute the necessary methods to modify any possible problematic situation. The objective is clear, both in financial improvement and production efficiency. The target audiences of this research are from the members who completed the course in the seminars, they now also work as the front line personnel to facilitate in the field of bearing management. Meanwhile, some in-depth interviews with the maintenance superintendents are also applied. Some detections of the outcome are as follows¡G I. It is efficient to convey the bearing education and training via the events of bearing management. II. The support from the superintendent is the direct impact on the bearing management, and also is the vital factor to improve the efficiency. III. The content of curriculum for the training and education is another impact to the improvement of efficiency and success. IV. The lecturers must be qualified, capable and knowledgeable, and acknowledged by the fellow members. V. While the motive is clear and definite, the outcome can be much more enhanced. VI. Suitable location and environment with appropriate facilities are the basis requirement to set up the training program. According to the above-mentioned outcome, this research project has made some conclusions as suggested below¡G I. Staff of managerial level must fully support the bearing management and educational training. II. The empirical exemplification and the practical exercise are the main focus in the training progress, and shall also be the criterion as for the methodology in the other field of maintenance. III. To set a solid and objective goal to get a better result. IV. To set up an operational team to establish the task of the bearing maintenance training. V. The appropriate reward will be granted for any effective cases in the maintenance of bearing. VI. Launch the website of bearing maintenance, and broadly promote bearing maintenance and educational training via e-learning.

Industrial Control Systems (ICSs) are used to monitor and control critical infrastructure such as electricity and water. ICS were originally stand-alone systems, but are now widely being connected to corporate national IT networks, making remote monitoring and more timely control possible. While this connectivity has brought multiple benefits to ICS, such as cost reductions and an increase in redundancy and flexibility, ICS were not designed for open connectivity and therefore are more prone to security threats, creating a greater requirement for adequate security engineering approaches. The culture gap between developers and security experts is one of the main challenges of ICS security engineering. Control system developers play an important role in building secure systems; however, they lack security training and support throughout the development process. Security training, which is an essential activity in the defence-indepth strategy for ICS security, has been addressed, but has not been given sufficient attention in academia. Security support is a key means by which to tackle this challenge via assisting developers in ICS security by design. This thesis proposes a novel framework, the Industrial Control System Security Engineering Support (ICS-SES), which aims to help developers in designing secure control systems by enabling them to reuse secure design patterns and improve their security knowledge. ICS-SES adapts pattern-based approach to guide developers in security engineering, and an automated planning technique to provide adaptive on-the-job security training tailored to personal needs. The usability of ICS-SES has been evaluated using an empirical study in terms of its effectiveness in assisting the design of secure control systems and improving developers’ security knowledge. The results show that ICS-SES can efficiently help control system designers to mitigate security vulnerabilities and improve their security knowledge, reducing the difficulties associated with the security engineering process, and the results have been found to be statically significant. In summary, ICS-SES provides a unified method of supporting an ICS security by design approach. It fosters a development environment where engineers can improve their security knowledge while working in a control system production line.

Employment programmes, or on-the-job training programmes, are designed to increase the likelihood of unemployed workers receiving work opportunities by providing actual work experience. Whether the unemployed workers lack human resources, obtained a degree in a foreign country or simply need a boost towards obtaining a new job, these programmes give workers the opportunity to execute tasks at organised firms and therefore strengthen their connection to the labour market.  The focus of this paper is towards a unique programme, called Arbetspraktik. This specific programme is designed with the intention to increase the labour market outcomes of unemployed workers. Geographically, Växjö has been selected as the main priority. The local focus is due to two reasons; firstly, the internship at the Swedish Employment Service in Växjö provided local support, insight and experience and therefore estimating local effects matched the purpose of the internship. The result of this thesis may also be used as informative research for the Swedish Employment Service where I performed my internship. Secondly, according to previous work, specific regions within a country are not looked at on a high frequency in Sweden and therefore focusing on regional effects could be beneficial to already existing studies. Previous research shows that the evaluation of these programmes has been done in many countries. Data for this study is obtained through the Swedish Employment Service. With the use of Matching and Propensity Scores, the findings claim that participants in Arbetspraktik have a 28.3% higher probability of receiving better outcomes than the controlled counterpart in Växjö. The interviews, despite having low observations, indicate that positive outcomes for trainees are a possibility and may be connected to the outcomes of the model. For example, trainees are shown to become more independent and productivity across trainees increases over time. Lastly, the interviews claim that trainees perform the same tasks as full-time workers, which is discussed to be a positive thing. Self-critique and tips for future research are presented at the end.

La presente investigación tuvo como finalidad evaluar la relación entre el clima laboral y el engagement del personal egresado del programa de capacitación laboral juvenil de Alicorp SAA, de los periodos 2017 y 2018. Debido a la importancia que tiene este programa de formación y su relevancia en cuanto a la generación de talento necesario para la compañía, se trató de analizar mediante la segmentación en dimensiones del clima laboral, siendo las dimensiones propuestas la autonomía, la motivación, la predisposición a cambios tecnológicos y la recompensa, esto debido al modelo de formación que tienen los egresados de este programa y que son actuales factores de medición para el personal activo mediante la aplicación anual de un indicador de clima laboral. Para ello, se tomó una muestra de 25 colaboradores que cumplían con este perfil de todas las áreas productivas, con la finalidad de buscar imparcialidad y diversidad de perspectiva del público de estudio. La metodología empleada fue la recopilación de datos mediante la aplicación de una encuesta, la cual mediante la escala de Likert recabó la información, para luego ingresar los datos en un programa estadístico que permite analizar y esclarecer si es que existe una relación directa y positiva entre el clima laboral y el engagement. Los resultados indican que existe una relación directa y positiva entre el clima laboral y el engagement de los egresados de la población de estudio, por esta razón se propuso algunas recomendaciones para afianzar este grado de relación. / The present investigation resulted in the relationship between the work climate and the personal commitment of the Alicorp SAA youth labor training program, for the periods 2017 and 2018. Due to the importance of this training program and the relevance in terms of the generation of talent necessary for the company, we tried to analyze by segmentation in dimensions of the work environment, taking into account the dimensions of autonomy, motivation, predisposition to technological changes and the reward, this is due to the training model that the graduates of this program have and that are the current factors of measurement for active personnel through the application of a work climate indicator. For this, we have seen a sample of 25 employees who have completed this profile of all productive areas, in order to seek impartiality and diversity of perspective of the study audience. the methodology applied was the compilation of data through the application of a survey, which using the Likert scale collected the information, and then enter the data in a statistical program to analyze and clarify if there is a direct and positive relationship between the work enviroment and engagement. The results indicate that there is a direct and positive relationship between the work climate and the commitment of the graduates of the study population, for this reason some recommendations were proposed to strengthen this degree of relationship. / Tesis

A descriptive study of the Escuela Cenpritec school was carried out between September 15, 1969 and November 15, 1969 in La Paz, Bolivia. All pertinent literature was reviewed and interviews were conducted with school and government personnel. A fine physical plant has been constructed that is well lighted and equipped. It is adequately protected by a perimeter wall and by the services of a night watchman. Classes were being conducted in the four areas of electricity, plumbing, masonry and carpentry. Few of the objectives set forth in the organizational documents were met. Classes in the construction trades were offered but subsequent employment of the graduate in his specialty was very low. Coordination of on-the-job training, or, for that matter, any other kind of construction training in the city by Cenpritec did not exist. Only one class in training for the rural worker was held and efforts to encourage his return to the rural areas were unsuccessful because job opportunities were better in the city. Training for the student was at the very basic level and no classes for specialists were ever held. Basic literacy courses did not materialize even though widespread illiteracy among the study body hindered efforts to teach the building trades. No classes in management and supervision training were held. Difficulties which surround the school were myriad. The initial feasibility study apparently was not accurate and was based upon subjective evaluation rather than statistical data. Many promises of support, financial aid and help were never fulfilled. The Board of Directors often failed to discharge its duty in the direction and administration of Cenpritec. The Peace Corps advisors failed to ensure total operation of the school in accordance with its legal documents. A breakdown in communications between USAID/Bolivia and the Peace Corps/Bolivia led to confusion regarding responsibility for the school, conditions necessary for continued financial aid, and extent of authority of the volunteer instructors. Inability or unwillingness of the Government of Bolivia to accept readily its financial responsibility for the school suggests that future funding may reach crisis proportions. A policy for the continued evaluation and observation of Cenpritec does not exist and the rapid exchange of American personnel in Bolivia has led to the responsibility for its operation being placed primarily in the hands of the Peace Corps volunteer instructors. Future successful operation of Cenpritec will depend upon a careful reassessment of its role with respect to the construction industry, a reactivation of the Board of Directors, a pledge of support from the Bolivian Government and a commitment by American officials for continued, long term supervision.