The Lumina Foundation (2007) indicates that 54 million adults in the workforce are seeking noncredit education opportunities in a credit course/program delivery system designed to meet the needs of traditional college students. Working adults seeking continuing education coupled with dislocated workers as a result of changing economic situations represents this growing population. Community and technical colleges in Louisiana benefit from a for-credit formula funding model and do not benefit from a formula funding mechanism that supports noncredit education enrollments. As Louisiana’s community and technical colleges face continuous budget challenges resulting from economic recession, college leaders are making critical decisions in restructuring college business models. These models are becoming increasingly important as they support increased revenues and sustainable ventures that will carry the college through difficult times. The significance of this study and contributions associated with findings provide important insights into decision making, organizational change, and policy factors considered in determining workforce development strategies. Utilizing Multiple Criteria Decision Making by (Zeleny) 1981 in addition to Mintzberg’s Five Basic Parts of an organization (1979) as a conceptual framework, causes and effects of decision making on organizational structures and workforce development strategies were examined and analyzed providing insight and recommendations for future consideration. Findings in this study suggest that as organizational structures are challenged due to simultaneous issues related to economic recovery and reduced budgets, noncredit education is impacting strategic decision making by college leaders evidenced by current college reorganization efforts, joint credit and noncredit curriculum development activities, and innovation associated with enhanced workforce development strategies. Keywords: Noncredit Education, Workforce Training, Organization, Structure, College

The formation of the Football Academy in Malaysia was seen as the best possible way to develop young footballers, through a decentralized programme with the aim to provide a strong base for many players who are sound and strong and to produce an individual player who can reach world class standard. With the problem of performance of the Malaysia national football team, which has been considerably affected by problems relating to the knowledge of coaching and behaviour of the football coaches in the coaching process, the study of the academy football coaches in Malaysia was conducted to offer some possible ways to address the issues facing the coaching profession in Malaysia. It is significant to study the academy coaches since the football academies are expected to play a prominent role in producing quality players for the states, national and international teams. The study applied a qualitative methodology to explore the unique features and circumstances surrounding the football academy coaches and players in the context of this study and the major sources of data include the interview, observation and documentation analysis. Subsequently, the findings of this study revealed that i) the development of knowledge of coaching has taken place in the academy but constrained by factors involving the coach education programme at the academy level; ii) the weaknesses of the coaches in transferring important knowledge to the players showed a significant impact on the players' performance; iii) the coaches' behaviour that were seen in organizing the players and training them for competition has impacted on the players' performance; iv) the important relationship between coaches' knowledge and behaviour that play a significant role in the development of the players; and v) other factors which have impact on the coaches' behaviour during the coaching process.

Aim The overall aim of this study was to develop a broader understanding on how to optimize the organization of aerobic endurance training programs, and especially how to better organize high-intensity training (HIT) and low intensity training (LIT) to give an optimum endurance performance progress. Method This study compared the effects of two different training organization methods in trained cross-country (XC) skiers and biathletes. During a 5 week intervention period, one group of athletes (n = 10, 7 men and 3 women, age 23 ± 9 years) performed block periodization (BP) training with 5-1-3-1-1 HIT sessions in the respective weeks. The other group of athletes(n = 9, 7 men and 2 women, age 22 ± 5) followed a more traditional periodization (TRAD) method performing 2-2-3-2-2 HIT sessions. LIT was interspersed between the HIT sessions so that both groups performed similar total volumes of HIT and LIT during the intervention period. Results The BP group increased relative and absolute VO2max (2.6 ± 3.6% and 2.0 ± 2.5%, P < 0.05) and time to exhaustion (6.1 ± 6.4%, P < 0.01). No changes were seen in the TRAD group on relative or absolute VO2max (0.8 ± 3.5% and -0.1 ± 3.0%) or time to exhaustion (-2.0 ± 7.7%). Mean effects size (ES) of the relative and absolute improvement in VO2max and time to exhaustion revealed small to moderate effects of performing BP training vs. TRAD training (ES range from 0.51 to 1.14). Conclusions This study indicates that organizing endurance training in XC skiers with block periodization training give better adaptations compared to performing traditional periodization training during a 5 week training period when performing similar volumes of high-intensity and low intensity training.

This thesis is intended to highlight the difficulty and different methods of training airline pilots. It can also serve as a guide for anyone who would like to become a transport pilot and he has not met flying yet. Further the thesis includes a balance sheet of the training strategy in financial terms and their own possibilities of the adept, that anyone who considers the traffic flying should think of well before starting. The thesis also includeds the return on investment, which may be crucial in any decision-making. In addition, it addresses the issue of loans and the pilot takes a look at new trends in aviation

我國公務人員考試錄取人員須經訓練及格才能成為正式公務人員，公務人員職前訓練分為基礎訓練與實務訓練，公務人員保障暨培訓委員會及所屬國家文官學院為辦理基礎訓練，每年均投入大量資金與人力，為瞭解訓練成效，爰進行本研究，並以102年公務人員高等考試錄取人員為研究對象，並以KirkpAtrick的四階層評估理論為基礎，針對反應層次與學習層次進行研究，以瞭解不同考試類科、受訓地區及訓練機關（構）之受訓人員，對於課程、講座、教材、整體、輔導員或行政安排等反應層次的滿意度，以及基訓成績、本質特性、測驗成績、選擇題、實務寫作題或是專題研討等學習層的成績，是否有所不同？國家文官學院及中區培訓中心自辦訓練與委外代訓機關（構）之訓練成效，是否有差異？ 進行分析後發現如下：一、如同KirkpAtrick全新的四階層評估理論模式所強調，反應層次影響學習層次；二、不論自辦或委辦訓練機關（構）之訓練成訓均各有優劣，訓練機關（構）之訓練成效各異；三、經由t檢定結果顯示，考試類科對在講座及教材問項均達顯著影響，先備知識影響訓練成效。爰針對研究發現提出幾項建議：一、實施前測與後測，確認職能缺口與訓練成效；二、訓前規劃前測；彈性運用評量方式，建立多元評鑑機制；三、整合訓練資料，建立長期追蹤資料庫；四、應針對訓練機關（構）學校進行訓練成效評估，並依據評估結果，決定合作之優先順序，以掌握訓練品質，以保障受訓人員權益，讓全體公務人員素質不斷提升。 / To become a Civil Servant in Taiwan, one must pass the civil service examination and training, where training is further divided into basic and on-the-job training. The Civil Service Protection and Training Commission (CSPTC) and National Academy of Civil Service (NACS) devoted hours of manpower and funds annually in organizing basic training and to better comprehend the training effectiveness, a study was conducted on 2013 Senior Civil Service Examination trainees using the New World Kirkpatrick Model as the basis for evaluation. The study focused on reaction (level 1) and learning (level 2) levels of the Kirkpatrick Model. The study aims to understand trainee’s satisfactory reactions of different examination topics, training locations and training organizations on courses, forums, training materials, assistant counselors, administrative planning and the overall experience; the learning level wishes to identify differences through basic training grades, intrinsic properties, examination grades, multiple choice questions, on-the-job essays and seminars, if any? In addition, are there any differences in the training effectiveness between National Academy of Civil Service and out-sourced organizations? The analysis of the study found the following 1. The study conforms to New World Kirkpatrick Model’s emphasis that reaction affects learning. 2. Regardless of the training organization (government or out-sourced), there are pros and cons, and varying degrees of training effectiveness. 3. As t-test data shows, seminars and materials showed significant effectiveness for examination topics, pre knowledge greatly affects the training outcome. Hence I proposed the following: A. Administer pre and post examinations to identify training needs and confirm training effectiveness. B. Pre examination before training: flexible evaluation methods to establish variable evaluation mechanisms. C. Integrate training data and build a long term track record and database. D. Conduct training effectiveness evaluation on training organizations to prioritize training courses for the best possible quality, protect trainees’ rights and in turn, steadily boost the overall quality of Civil Servants.