Cette recherche interroge la mise en œuvre d’ambitions, chez des adultes suivant une formation professionnelle à l’AFPA. Nous proposons de comprendre comment s’élaborent et se concrétisent, au contact d’une institution, des démarches volontaires visant à infléchir le cours des trajectoires personnelles. Le point de départ de cette recherche réside dans l’interrogation de projets qui, professionnels au premier abord, s’avèrent révélateurs de constructions identitaires en train de s’opérer. Nous proposons de recourir à une analyse sociologique des ambitions, afin de comprendre la structuration, le déroulement et les effets des interactions entre le système de formation et ses publics. De part et d’autre, la formation est un moyen, répondant à des enjeux qui dépassent le seul apprentissage effectué. Nous voulons saisir comment ces enjeux distincts sont mis en relation et travaillés d’une façon conjointe. Observée dans sa concrétisation, l’ambition se révèle une dynamique sociale, produite par le cours des trajectoires et explicitant l’orientation escomptée de la construction biographique des personnes. L’analyse des ambitions éclaire ainsi les modalités de convergences entre les cadres de jugement individuels et les modus operandi de la formation professionnelle pour adultes. La mise à jour de ces phénomènes de convergences et divergences nous permet alors d’étudier comment parviennent ou non à s’accorder l’offre et la demande de formation lorsqu’elles entrent en relation. / This research questions the implementation of ambitions, adults in vocational training. We propose to understand how voluntary approaches develop and concretise to alter the course of personal trajectories, in contact with an institution. The starting point of this research lies in the question of projects, professional at first, that appear to reveal identity construction process. We propose a sociological study of ambitions, to understand the structure, conduct and interaction effects between the training system and its publics. On both sides, the training is a mean to respond to several issues that go beyond the learning achieved. We want to understand how these separate issues are linked and worked in a joint manner. Observed in its realization, ambition reveals social dynamics, produced by the current paths and explaining the expected orientation of the biographical construction. The analysis of ambitions shows how convergence between individual judgment and the adults vocational training program’s modus operandi. The demonstration of these phenomena and differences allows us to study how supply and demand for adults training manage to grant together or not, when they come in contact.

In beginning of 1980s, a majority of business sectors were suffering from high operating costs and inefficiencies which were a big loss to these sectors. These inefficiencies and lack of effectiveness were consequently producing high levels of customer dissatisfactions as well. Six Sigma culture has been predominantly inspired and affected by Japanese business culture with a focus on total customer satisfaction. This had turned out to be an alert to Motorola that was not famous for its arrogant attitude toward their customers. Motorola has been a pioneer in developing and applying Six Sigma within their operations and processes. Six Sigma has been initially introduced as a response to Motorola’s problems in the mid-1980s. [15]The reason for crediting the Japanese business culture at that time was mainly the Japanese growing sales power in global competitive market. With gained efficiency through proper engagement of all employees and simpler designs, Japanese could become more efficient with higher levels of quality. [15]Six Sigma initiators learned enough from Japanese competitors and their own learning to create their vision and framework. [15]However Six Sigma has been officially launched in Motorola for the first time in 1987. Six Sigma has shown to be a successful management strategy since first time introduction and implementation. [15]Six key components or main lines of work required for successful upgrading from a non-Six Sigma company to a company with Six Sigma culture are as it comes in the following lines: Six Sigma cultural renovation, reward and credit system, training, unified measurement system, facilitators, communication and senior executive commitment. [15]Six Sigma is a wide covering issue that covers different aspects and sectors of a company. Six Sigma is considered as a project based strategy. [31]Framework for a Six Sigma organization is very important for them to start the journey in order to become a Six Sigma organization. In the establishment process of Six Sigma although it is necessary to use appropriate tools and techniques, it is also required to benefit from a comprehensive training system provided for everyone in the organization. [31]Hence, by proper application of quality management tools and statistical methods, Six Sigma is to remove source of errors and reduce variability in process outputs to a certain level. Variability can either be in business or production processes.However, nowadays, companies are using different Six Sigma training systems to better establish this strategy within their business. The implementation process is enabled with appropriate and relevant tool box with proper frame work and measurement techniques.2The issue is that the definition and application of Six Sigma in different sectors and companies may differ. This is a source of a controversy in this field area. Also the academic perspective towards Six Sigma may differ from the business perspective.In order to investigate these claims, we will try to collect definitions, methods and techniques by literature review and being used by different abovementioned parties to make a comparison between these perspectives.

This study examines the relationship between international fee-paying students and career pathways through courses of study in Science and Engineering. International education is a significant endeavour in Australia in terms of any measure (students, dollars, associated employment). Over the last two decades it has grown in scope, beyond international fee-paying students, so that it now crosses all sectors of education and training (schools, vocational education and training, and higher education). Australian institutions have expanded their enrolment offshore and engaged in a variety of joint venture activities to capitalise on this surge of interest. The study examined international fee-paying students and career pathways shortly after the Organisation of Economic Co-operation and Development (OECD) conducted two major studies in 2004 into career education and transnational education amongst member countries. The links between course and career intentions were investigated by focusing on the subject fields of Science and Engineering. The term career pathway is used as a metaphor to describe the way students move through the Australian education and training system, with such movements possibly occurring through sequential levels or by sectors. A literature review was conducted initially, and a mixed research methodology (involving both quantitative and qualitative approaches) was adopted for the study. A survey instrument was used with a sample of 110 international fee-paying students drawn from students studying Science and/or Engineering at nine institutions across sectors of Australian education and training, then a further sample of 22 students was interviewed in order to gain an understanding of the underlying reasons for students making the decisions, in relation to courses and careers that they do. / These samples provide the opportunity to evaluate international students' understandings of the Australian education and training system, especially the entry procedures into Science and/or Engineering courses. As part of the methodology the preliminary results were shared with the institutions involved to gain their input. Major findings were that 68 percent of the sample did not have career preparation or advice before coming to Australia; 52 percent of the sample was able to explain the term 'credit-transfer'; 53 percent of the sample had researched the recognition of their course in their home country, and careers advice was sought by 58 percent of the sample whilst studying in Australia. Resulting from the study are a number of recommendations for major stakeholders associated with international education (Australian Educational International, the Graduate Careers Council of Australia, government policy makers, institutions, the related professional bodies in the fields of Science and Engineering, and international fee-paying students). The findings of this study have implications for the way in which careers services are provided to international fee-paying students at Australian institutions. The outcome of this study is presented in two volumes. Volume One contains the body of the thesis in 6 Chapters. Volume Two (on disk) includes the associated documents of this study, presented in twelve Appendices.

Whether it is Forbes, The Globe & Mail, The Wall Street Journal or Harvard Business Review, one can¡¦t help but notice that most accounts of business mergers are about what went wrong! In fact, over 70% of all mergers and acquisitions fail to achieve original financial expectations. That is a traumatic statistic. Additionally, although the merging entities give a great deal of importance to financial matters and the outcomes, HR issues are the most ignored ones. To be ironical, many studies have shown that most of the mergers fail to bring out the desired outcomes due to ¡§people-related¡¨ issue. The uncertainty brought out by poorly managed HR issues in mergers and acquisitions have been the major reason for these failures. The human resource issues in the mergers and acquisitions (M&A) can be classified in two phases the pre-merger phase and the post merger phase. Some literature provides ample evidence of difference in between the human resource activities in the two stages: the pre-acquisition and post acquisition period. However, we will focus on post acquisition period. The post acquisition period involves an assessment of the cultural and organizational differences, which will include the organizational cultures, role of leaders in the organization, and the management styles. The usual impacts, such as high turnover rate, decrease in the morale, motivation, and even lead to M&A failures. The other issues in the M&A activity are the changes in the HR policies, downsizing, layoffs, stress on the workers, and information system issues. As a result, human resource system issues in M&A activity are occupying a crucial position, indeed, human resource planning, compensation designs, performance appraisal system, employee development and employee relations should be given in the priority. Beside, the M&A activity also causes changes in their well defined career paths and future opportunities in the organization. Some employees also have to be relocated or assigned new jobs. Accordingly, HR will place employees in a completely different situation with new job profiles and work teams or design the job rotation programs. This may pose a tremendous impact on the performance of the employees. Therefore, HR may also need to develop a variety of training system and communication system to rebuild self-esteem of each employee. Those programs will enhance employees to obtain ability and create their potentials. Finally, the compensation structure among the organizations may also have a unavoidable difference, for example, one of firms may have performance based pay while other may have higher component of fixed pay; Hence the differences in compensation structure and performance appraisal systems also need to be re-evaluated so as to bring equity in the human resource systems and to treat employees at the equal level. Simultaneously, the employee relations issues will gain more importance in the acquisitions of Taiwan¡¦s industries. The power equation between management and unions is bound to change with the acquisition. The acquiring management also needs to keep track of number of unions in the workplace and equations between HR department and unions. Hence, developing a harmony relationship should be put in the first place. To sum up, this will require study of management-union equation, employee contracts, political linkages of the unions, compensation related clauses, number of union and dynamics between the unions. To sun up, once company accomplish those conditions, it will elevate the successful rate of M&A.

The objectives of this research are, first to comprehend how the training system influences the job abilities improvement, organizational commitment and job involvement after training, secondly to comprehend how the perception of training influences the job abilities improvement, organizational commitment and job involvement after training. In this study, a questionnaire is conducted on 140 employees who were trained in one year. The data is used to analyze the influence of training system and the influence of perception of training over the job abilities improvement, organizational commitment and job involvement by regression analysis. The findings of this study include the following five aspects. First, employees who have decision-making power will contribute to the job abilities improvement. Companies evaluate the effects of training will contribute to the job abilities improvement. Second, the period of training has positive effect on organizational commitment. Companies evaluate the effects of training will also contribute to organizational commitment. Third, the training systems do not affect the employee¡¦s job involvement. Fourth, the perception of training is employee benefit that has positive effect on job abilities improvement and organizational commitment. Fifth, the perception of training is the investment of human capital that has positive effect on job involvement.

Background: The complexity of neurosurgical interventions demands innovative training solutions and standardized evaluation methods that in recent times have been the object of increased research interest. The objective is to establish an education curriculum on a phantom‑based training system incorporating theoretical and practical components for important aspects of brain tumor surgery. Methods: Training covers surgical planning of the optimal access path based on real patient data, setup of the navigation system including phantom registration and navigated craniotomy with real instruments. Nine residents from different education levels carried out three simulations on different data sets with varying tumor locations. Trainings were evaluated by a specialist using a uniform score system assessing tumor identification, registration accuracy, injured structures, planning and execution accuracy, tumor accessibility and required time. Results: Average scores improved from 16.9 to 20.4 between first and third training. Average time to craniotomy improved from 28.97 to 21.07 min, average time to suture improved from 37.83 to 27.47 min. Significant correlations were found between time to craniotomy and number of training (P < 0.05), between time to suture and number of training (P < 0.05) as well as between score and number of training (P < 0.01). Conclusion: The training system is evaluated to be a suitable training tool for residents to become familiar with the complex procedures of autonomous neurosurgical planning and conducting of craniotomies in tumor surgeries. Becoming more confident is supposed to result in less error‑prone and faster operation procedures and thus is a benefit for both physicians and patients.

The current set of experiments sought to evaluate and address current, empirically based assessments and treatment protocols for children who have autism and/or other developmental disabilities. The past few decades of research have been successful in developing effective behavioral treatments, however, the dissemination of these strategies has not been maximized in applied settings. Furthermore, many existing treatments are outdated or not widely used in school or social settings. The current experiments evaluate existing effective assessments and treatments and extend them with the implementation of a novel package based off of commonly utilized discrete trial training behavioral techniques in behavior analysis. This treatment protocol was shown to have high inter observer reliability scores throughout the use of this assessment, as well as a high correlation with a commonly used language assessment in Experiment 1. Experiment 2 examined the positive effects of this treatment curriculum guide following skills training. Experiment 3 evaluated the validity of the programs that examined higher order learning from Skinner's (1957) analysis of verbal behavior. The results suggest that this assessment and training protocol has significant potential in efficiently training students with and without disabilities. Implications of these finding are discussed in terms of future progress of translational research in applied settings. Furthermore, the present set of experiments contributes largely to the dissemination of emerging research and practice in behavior analysis.

The present study evaluated the use of stimulus equivalence to train novel money relations with adults with developmental disabilities. Three programs from the PEAK Relational Training System: Equivalence Module (PEAK-E) were used: Reflexivity: Money, Symmetry: Money to Monetary Value and Equivalence: Monetary Exchange. The overall goal of the study was to evaluate how stimulus equivalence could help the subjects improve money skills, a socially significant behavior for all adults. The study used a multiple probe design across programs to evaluate skill acquisition following the train/test procedure for each program. Results demonstrated a significant increase in PEAK scores from baseline probes for two of the three programs for all subjects. Additionally, results showed that all subjects learned untrained skills. The results of this study demonstrated the value of stimulus equivalence for teaching money skills as well the efficacy of the PEAK-E training system to teach adults with developmental disabilities.

The present study evaluated the utility of the methods outlined in the Promoting the Emergence of Advanced Knowledge Relational Training System Equivalence Module (PEAK-E) through a single-case evaluation. Validity, reliability, and effectiveness were the variables explored to assess the degree to which the assessment was able to identify appropriate skills for targeted intervention, and the degree to which the programs were efficacious in teaching the targeted skills. Baseline results suggested that the programs identified through the PEAK-E assessment were not within the participants’ repertoires prior to the intervention. Following the implementation of 9 programs across three participants with autism, mastery was achieved for all of the directly trained relations, and all targeted derived relations emerged for 8 of the 9 programs

In this graduation thesis was made the analysis of educational and training system of pedagogical staff in two primary schools {--} Lomnice nad Lužnicí and Rapšach. Pedagogical staff of both of schools derive benefit from national projects and programms, for example Successful Headteacher. These programms prepare the National Institute for Further Education. Complement for the analysis were the questionnaires. The main questions were: application of education on teaching or importance of education sector.