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Kolo, Emmanuel. "Does Automotive Service Excellence (ASE) Certification Enhance Job Performance of Automotive Service Technicians?" Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/26646.
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The purpose of this study was to determine if Automotive Service Excellence (ASE) certification of automotive service technicians in independent dealerships enhanced job performance. Descriptive survey methodology was used to gather information for 100 automotive technicians (50 ASE-certified and 50 non-certified technicians) located in 50 different work sites. Each siteâ s service manager was asked to complete a questionnaire and a rating scale for two technicians, one ASE certified and one non-certified. The questionnaire was designed using expert opinions of automotive service managers and community college automotive instructors in the Triad area of North Carolina. The 28-item Minnesota Satisfactoriness Scales (MSS) were used to assess job satisfactoriness. Responses to 95 completed questionnaires and accompanying MSS were included in statistical analyses. The role of these variables in predicting ratings of job performance was further examined by including the regression analyses of only those who had four or less years of on-the-job experience. Among certified technicians, higher scale scores and longer years of experience positively predicted ratings of job performance, as well as decreased numbers of customer complaints. Overall, certified technicians had higher mean job performance ratings than non-certified technicians. Attendance and employee recognition did not significantly predict ratings of job performance in either category of technicians. Results indicated that the number of technicians receiving customer complaints was directly dependent on certification status. Variables such as awards and number of months of perfect attendance had minimal effect on both categories of technician job performance rating.Ph. D.
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Houdashell-Riegel, Karen Marie. "Comparison of 2-Year and 4-Year Telecommunications Technicians' Training Programs Against the Industry Standards." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc5839/.
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The study focused on the academic programs offered for telecommunications technicians provided by 16 two-year and four-year higher education institutions and the ways in which the programs compared to the established telecommunications technicians' skill standards. Six specific research questions concerned the training programs for telecommunications technicians. The first verified the validity of the information in Peterson's 2000: 2 Year Colleges and Peterson's 2000: 4 Year Colleges identifying the institutions offering a communication equipment technology major. The second question focused on the institutions that included telecommunications as part of the curriculum. The third identified the importance of the skill standards to the 2-year and 4-year training programs, and the fourth identified the job functions that were included in or excluded from the training. The fifth question identified the job tasks that were included in or excluded from the training. The final question determined whether the 2-year or the 4-year telecommunications technicians' training program was more closely aligned with the skill standards. In order to accomplish the objectives of this research, a survey methodology was selected. The survey instrument was developed to compare the importance of the telecommunications technicians' skill standards to the 2-year and the 4-year training programs. The skill standards identified in the 1997 collaborative effort facilitated by the South King County Tech Prep Consortium (SKCTPC) was used as the basis for the survey instrument and reference tool. The reference tool provided additional information regarding SCANS skills and personal qualities that were identified in the skill standards for the telecommunications network technician. The survey included five job functions and 16 tasks. The evolution the telecommunications industry has created a demand for a highly skilled, flexible workforce. Higher education institutions have an opportunity to make a contribution to telecommunications industry by expanding existing training programs or initiating telecommunications technicians' training programs. The 4-year institutions should consider revising not only the curriculum but also their mission and goals. The 2-year institutions are closely aligned with the skill standards, and this is an opportunity for the 2-year institutions to update existing programs.
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Daily, Ellen Wilmoth Matthews Sarkees-Wircenski Michelle. "Metro Environmental the impact of training HVAC technicians using the SightPros-VirTechs system for remote, wireless, internet video assistance /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/ark:/67531/metadc12112.
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Van, der Merwe Nicolene. "DNA damage and repair in nail technicians caused by occupational exposure to volatile organic compounds / N. van der Merwe." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4928.
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Objectives: The aim of this study was to determine if exposure to volatile organic compounds can lead to DNA damage and impaired DNA repair capacity. Nail cosmetics is a fast growing industry around the world where employees and clients are subjected to various chemical substances which may be harmful to their health: such as formaldehyde, toluene, acetone, xylene, ethylmethacrylate, methylmethacrylate and n–buthyl acetate. These chemicals have the potential to be harmful to their health and exposure to these chemicals should be actively controlled. Formaldehyde is classified as a human carcinogen by the IARC, whereas, toluene and xylene are group three carcinogens, classified in 1999 (not classified as carcinogenic to humans), and various studies have linked DNA damage and impaired DNA repair to the above mentioned substances. Methods: Fifteen nail technicians were monitored by means of personal air sampling, measuring formaldehyde, toluene, xylene, acetone and ethylmethacrylate exposure. Fifteen unexposed subjects were chosen and matched for age and smoking habits with the exposed group. Heparinised blood samples were obtained from each test subject with which the Comet Assay was performed on lymphocytes to determine DNA damage and repair ability. Results: Exposure to ethylmethacrylates and methylmethacrylates leads to DNA damage. Methylmethacrylate causes DNA damage by specifically targeting pyrimidine (fpg) bases. N–buthyl acetate, xylene and acetone exposure impaired DNA repair capacity. The exposed group showed signs of Class III and Class IV DNA damage, whereas the control group had little Class III damage and no indication of Class IV damage. The overall DNA repair ability of the nail technicians was slightly impaired when compared to that of the control group, which is in concurrence with previous studies. Smoking habits and age did not show significant influences on the level of DNA damage and repair when compared with the control group. Conclusion: Exposure to volatile organic compounds such as ethylmethacryale and methylmethacrylate may lead to DNA damage and altered DNA repair in some individuals, although further studies are recommended.Thesis (M.Sc. (Occupational Hygiene))--North-West University, Potchefstroom Campus, 2011.
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Lubbe, Thomas Arnoldus. "The impact of skills shortage in the heating, ventilation and air conditioning industry in the Western Cape." Thesis, Cape Peninsula University of Technology, 2020. http://hdl.handle.net/20.500.11838/3102.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2020This thesis examined the impact skills shortage among artisans in the heating, ventilation and air conditioning (HVAC) field have on the industry. The rationale for this investigation is based on the view of engineers and company owners in the HVAC industry that there is a dire need to train more artisans and to improving the skills of already qualified artisans. The thesis employed a mixed method research approach and reviewed relevant literature. Empirical data was obtained from HVAC contracting companies being members of the South African Refrigeration and Air Conditioning Contractors Association (SARACCA) in the Western Cape. The study demonstrates that there is a shortage of skilled and qualified artisans in the HVAC industry. Although there are individuals within the HVAC industry who are passionate about training, their efforts cannot supply the whole industry with knowledgeable qualified artisans. More emphasis should be placed on basic education, the level of artisan training, continuous training of qualified artisans and the retention of skilled artisans. Based on the findings, the study concluded that skilled artisans and poor quality workmanship is being experienced on a continuous basis. The lack of skilled artisans and the cost implication to obtain skilled artisans force companies to employ unskilled labour. It is recommended that the industry should work closer with government agencies to ensure that training being offered by private training institutions and colleges is aligned with the industry requirements. This together with an improved education system will secure skilled artisans.
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Daily, Ellen Wilmoth Matthews. "Metro Environmental: The impact of training HVAC technicians using the SightPros-VirTechs system for remote, wireless, Internet video assistance." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc12112/.
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This qualitative study explored the overall impact of training HVAC technicians using the SightPros-VirTechs system for remote, wireless, internet video assistance at a small HVAC company, Metro Environmental. John Thomason, the president/co-owner developed a website and a new SightPros communication tool that allows wireless, one-on-one, just-in-time, high-quality, video-monitored instructions between an expert at one site and a technician at another site. Metro Environmental successfully used the SightPros-VirTechs system to train a new apprentice remotely. The apprentice and expert changed their normal and routine physical activities because the expert worked remotely and the apprentice worked on-site. Within just a few months, the apprentice proved competent enough to go to customer accounts without more experienced technicians nearby. The technicians express excitement about the SightPros communication tool as a way to contact remote experts whenever needed. The customer and business contacts also give good reviews and suggest other benefits. The expert permanently captures the communications so the company can use the saved video for many applications, especially training. The dissertation provides a list of recommendations to trainers/educators for similar applications.
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Lefeuvre, Morgan. "De l'avènement du parlant à la seconde guerre mondiale : histoire générale des studios de cinéma en France 1929-1939." Thesis, Paris 3, 2013. http://www.theses.fr/2013PA030143.
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A travers une étude générale des infrastructures de production, l’ambition de cette recherche est double. Il s’agit d’une part de mettre en évidence la centralité du studio dans l’organisation de la production cinématographique française des années 1930, mais également de montrer quel a pu être l’impact des évolutions de fonctionnement des studios au cours de la décennie sur les conditions de travail et les modes de sociabilité des ouvriers et techniciens du film. Cette thèse ne se contente pas de rassembler des données factuelles et de dresser un inventaire des structures de production dans la France de l’entre-deux-guerres, elle étudie également les dynamiques d’une branche de l’industrie cinématographique en pleine évolution - les studios – tout en faisant de l’humain – ouvriers et techniciens du film - le pivot de la réflexion. L’analyse des dimensions techniques, économiques et humaines des studios français dans les années 1930, se déploie en trois parties correspondant à trois périodes marquées par des dynamiques différentes.La première partie (1929-1930), aborde la question du passage au parlant en privilégiant une approche descriptive des installations ; elle dresse un tableau de la situation en 1929 et analyse les nouvelles dynamiques économiques et techniques qui modifient en profondeur le paysage des studios français à l’aube de la décennie. La deuxième partie (1931-1933), s’attache à mettre en lumière le fonctionnement quotidien des studios, leur rôle dans la formation et la carrière des professionnels mais également leur impact sur la vie économique et sociale des territoires dans lesquels ils sont implantés. Enfin la troisième partie, (1934-1939), soulève la question du modèle de développement des studios français. Premières victimes de la crise de la production des années 1934-1935, les ouvriers et techniciens du film sont les premiers à réagir, répondant à la dégradation de leurs conditions de travail et de rémunération par un mouvement de revendications et de luttes sociales qui agitent les studios durant toute la seconde moitié de la décennieThroughout this general study of the production facilities, the goal of the research is two fold. It aims first at establishing the centrality of the studios in organizing the French movie production in the 1930’s. It equally looks at showing what have been the impacts of the changes which had affected the functioning of the studios during this decade on the working conditions and sociability modes of the working class and technicians of the film industry. Not only this PhD gathers evidences and draws an inventory of the production facilities in the France between the two world wars, but it also studies the dynamics of a fast evolving branch of the film industry, the studios, while making of the human - workers and technicians of the film industry - the centre of the reflection. The analysis of the technical, economic and human dimensions of French movie studios in 1930’s, unfolds in three parts corresponding to three periods marked by different dynamics. The first part (1929-1930), discusses the transition to talking cinema favoring a descriptive approach of the facilities; it paints a picture of the situation in 1929 and analyzes the new economic and technical dynamics that profoundly altered the landscape of French studios at the beginning of the decade. The second part (1931-1933) , aims to highlight the daily operation of the studios, their role in the training and career of professionals but also their impact on economic and social life of the territories in which they are located. Finally, the third part, (1934-1939), raised the question of the development model of French studios. First victims of the crisis of 1934-1935 production year, workers and technicians of the film are the first to react, responding to the deterioration of their working conditions and compensation by a movement of demands and social struggles that stir the studios throughout the second half of the decade
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Miguelote, Vera Regina da Silva. "A indústria do conhecimento, o médico e a indústria farmacêutica: uma coprodução de técnicos e técnicas de poder." Universidade do Estado do Rio de Janeiro, 2008. http://www.bdtd.uerj.br/tde_busca/arquivo.php?codArquivo=5284.
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Este estudo abordou o contexto de uma engrenagem macropolítica, na qual o poder dominante (representado pela indústria farmacêutica) se articula à indústria do conhecimento,
condicionando construção e divulgação de conhecimento biomédico à mesma lógica da produção e distribuição capitalista de mercadorias. A indústria farmacêutica tem investido em projetos de pesquisas clínicas, com o objetivo de legitimar, cientificamente, seus produtos. A investigação deste papel financiador de ensaios clínicos baseou-se nos depoimentos de quatro médicos, professores de Medicina, coparticipantes de projetos da indústria farmacêutica. Os resultados evidenciaram que os protocolos das pesquisas são elaborados pela própria indústria, sem participação do médico colaborador; o acesso à íntegra dos dados coletados é de exclusividade dos coordenadores centrais da pesquisa; e, os resultados dos ensaios, apresentados através de resumos, são previamente submetidos a critérios de seleção de dados. Com o objetivo de articular saber médico a expectativas de mercado, o poder dominante se exerce através de técnicas de poder (estratégias de marketing), atribuindo aos médicos o papel de técnicos de poder, a serviço de seus interesses. Essa relativização de valores clama por uma crítica revisão ética.This study is an approach to the macro-political engine where the dominant power (represented by the pharmaceutical industry) articulates with the knowledge industry promoting the construction and transmission of a biomedical knowledge with the same logic production and distribution of capitalist commodities. The pharmaceutical companies have been investing in clinical research projects with the intention to scientifically legitimate its products. The investigation of the financial role of these clinical trials was based on the interviews with four physicians who are also medicine professors engaged in these pharmaceutical projects. The results showed that the research protocols are elaborated by the pharmaceutical industry without the participation of the engaged doctors; the whole access to the research data is only available to the main research supervisors and the results are submitted to previous data selection. The dominant power of the pharmaceutical industry is exercised through market power techniques. It establishes a technical power position to the physicians enrolled in the research who are also in service of the industries interests. This relativistic approach concerning health values claims for a critical and ethical revision.
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Nampala, Titus Pendukeni. "Technician level needs and skills development guidelines for the South African nuclear energy industry / Titus P. Mampala." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9805.
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The increasing demand for electrical energy to bring about development and social change has brought about renewed interest in the use of nuclear power as one of the sources of electrical energy. The nuclear power industry has had a few decades of low activity due to previous accidents which turned the public perception against the use of nuclear as an electrical power source. The low activity has resulted in the shortage of nuclear skills as the skill previously available is now aged and about to reach retirement.
The South African Government has recently announced its commitment to having nuclear in the energy mix. This will require construction of new nuclear power plants. This research arises from the need to understand whether the required human capital will be available, looking specifically at technician level in the nuclear energy industry.
The main research goal of the study was to find what training and development initiatives are currently being used in industry and what needs to be in place to ensure that the industry is ready for the nuclear new-build. The researcher than proposes training and development initiatives that should be put in place to meet the demand that will be created by the nuclear new-build.Thesis (MSc (Engineering Sciences in Nuclear Engineering))--North-West University, Potchefstroom Campus, 2013.
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Kneissl, Lukas, and Christian Modre. "Dental Laboratory Crisis: How is Chinese competition affecting the Swedish dental industry?" Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35676.
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Background: With the appearance of the fourth industrial revolution a lot of industries had to change and adapt to computer integrated manufacturing, the ‘Internet of things’, cloud computing, machine to machine communication, additive manufacturing and ‘big data’. Overall, this industrial transformation is driven by digitalization. The Swedish dental laboratory industry is of special interest for our research due to the lack of adaption to the new technological changes, decreasing market share in Sweden and the threats from cheap Chinese production. Purpose: The purpose of this thesis is to understand the current situation the Swedish small and medium sized dental laboratories are facing because of the threats from the Chinese competition. Therefore, we analyze the Swedish dental laboratory industry and map the situation. Moreover, we show what the laboratories are currently doing to defend their market position in a highly competitive environment. Method: The data was gathered from semi structured and open interviews of dental technicians, dentists and industry experts. This empirical data was analyzed in an abductive thematic approach. Additionally, this theory driven approach combines the research question and the propositions with the empirical findings to create a precise research report. Conclusion: Up to recently, China was a big threat for the domestic dental laboratories but this threat is decreasing nowadays. Due to the demand of high quality products with precise services, dentists require a close collaboration with the dental laboratories. In order to survive as an SME in the Swedish dental industry, collaborating in networks among local competitors can help to lift investments for new equipment in the transforming environment. With state of the art technology and shared competences Swedish dental laboratories can sustain their competitive advantage in global competition.
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Ahmed, Mustafa Mukter. "A comparative study of electrical and mechanical training provision for engineering techniciasns in the oil industry in Libya and Great Britain." Thesis, Cardiff University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.403540.
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Vernet, Antoine. "L'ombre et la lumière. Sociologie économique de l'activité cinématographique : travail et carrière chez les techniciens de la lumière." Thesis, Paris 10, 2010. http://www.theses.fr/2010PA100217/document.
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Cette thèse analyse le marché du travail dans l’industrie cinématographique, plus spécifiquement le marché des techniciens. Trois équipes de travail sont au cœur de l’analyse : l’équipe caméra, l’équipe électrique et l’équipe machinerie. Ensemble elles constituent le département image. Nous explorons les liens entre travail et carrière dans le contexte de la fluidité des relations d’emploi. À partir d’entretiens, d’observations et d’une base de données permettant de reconstruire les réseaux de collaborations, nous explorons ce que signifie « faire carrière » pour ces techniciens. La comparaison internationale nous permet de mettre en perspective le poids de chacune des régulations nationales sur la forme des carrières et les stratégies individuelles mises en œuvre par les acteurs. La première partie de la thèse montre comment la structure des collaborations supporte l’existence d’un monde social au sein duquel les individus partagent des conventions et des normes, et, au niveau des équipes de travail, des routines. Nous montrons comment l’activité et les relations entre les individus sur le plateau s’inscrivent dans la perspective plus large des carrières.La seconde partie de la thèse explore la question des entrées dans la carrière, montrant la place des réseaux relationnels. Les façons de recruter des individus, et particulièrement des chefs de poste, structurent les opportunités offertes aux individus. La troisième partie de la thèse se concentre sur le cas français pour explorer les combats des chefs opérateurs pour la reconnaissance de leur travail, notamment à travers les actions des associations professionnelles et par l’introduction d’un nouvel intermédiaire du marché du travailThis dissertation deals with issues of labor market organization in the motion-picture industry, especially for the labor market of technicians. Three workteams are studied: the camera crew, electric crew and grip crew. As a whole, they constitute what is sometimes referred to as the “image department”. We explore the link between work and career in a context of fluid employment relations. Drawing from interviews, observations and a database allowing us to reconstruct collaboration networks, we explore what a career means for those technicians. The international comparison allows us to put into perspective the weight of national regulations on the form of careers and on the individual strategies of actors. The first part of the dissertation shows how the structure of collaborations sustains a social world in which individuals share conventions and norms, and, at the team level, routines. We show how activity and relations between people on set evolve in the larger context of careers. The second part of the dissertation deals with the question of entering the labor market, showing the role of social networks. The means used to recruit people, especially team leaders, structures opportunities for people. The third part of the dissertation focus on the french case to study the struggle of cinematographers to see their work recognized. In particular, we study the role of professionnal associations and of a new intermediary on the labor market
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Métral, Jean-François. "Processus de mobilisation des élèves en formation professionnelle : le cas des étudiants de Brevet de technicien supérieur option industries agroalimentaires." Phd thesis, Université de Bourgogne, 2013. http://tel.archives-ouvertes.fr/tel-01016488.
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Cette thèse examine le processus de mobilisation pour des étudiants en formation professionnelle et ses relations avec la constitution des buts de leur activité et les caractéristiques des dispositifs et des situations de formation rencontrées. Pour cela, nous adoptons une approche par l'activité des étudiants en situation de formation afin de nous démarquer des approches de la " motivation " développées par la psychologie et des approches en termes de " rapport au savoir " développées en sociologie. Nous nous appuyons sur le cadre théorique de l'activité élaboré par Rubinstein (2007) pour développer le concept de mobilisation proposé initialement par Charlot, Bautier et Rochex (1992). Nous avons réalisé un recueil de données de type ethnographique et longitudinal auprès de trois classes d'étudiants inscrits dans une formation de Brevet de Technicien Supérieur en Agroalimentaire dans trois établissements différents. Notre analyse se déroule en trois temps : * caractérisation des environnements, dispositifs et situations de formation rencontrés par les étudiants des trois établissements ; * approche statistique de l'état de mobilisation pour les différentes situations de formation ; * monographies longitudinales concernant quatre étudiants. Nous montrons que l'état de mobilisation pour une classe de situations est préfiguré par quelques situations passées, présentes et projetées pour chaque individu. Mais cet état s'actualise en fonction des caractéristiques des situations rencontrées, dont certaines jouent un rôle important : cohérence des finalités de la situation avec la finalité professionnelle affichée par la formation ; contenus abordés en tant que savoirs outils (Douady, 1983) pour l'action en situation professionnelle ; tâches appelant à déployer des actes de création réelle (Rubinstein, 2007) ; ... Les étudiants sont mobilisés pour des situations par lesquelles leur personnalité se réalise dans et par les actions déployées : elle se constitue et se donne à voir à l'individu et aux autres. Ces situations sont au fondement de la constitution de buts stables pour leur activité et d'un itinéraire de toute une vie pour l'individu. Les étudiants n'ont pas de meilleurs résultats scolaires pour les situations de formation pour lesquelles ils sont mobilisés. Les étudiants sont démobilisés lorsque leur activité est morcelée et ne parvient plus à réguler les actions au regard de leurs buts, des caractéristiques de leur personnalité et des conditions et exigences des situations. Leurs résultats scolaires sont inférieurs à leurs résultats moyens pour les situations où ils sont démobilisés. En conclusion nous proposons des développements pour la théorie de l'activité élaborée par Rubinstein et pour le cadre théorique de la didactique professionnelle. Nos résultats permettent de développer ceux présentés par Rochex dans son ouvrage " Le sens de l'expérience scolaire " (1995). Ils nous amènent à proposer des pistes de réflexion pour penser les questions de l'alternance, de l'orientation et du décrochage scolaire en formation professionnelle.
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Holz, Marcos. "A influência do profissional técnico em uma comunidade empresarial sob a percepção dos empresários." Universidade do Estado de Santa Catarina, 2005. http://tede.udesc.br/handle/handle/2174.
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In Brazil, due to the technological advance, it has been noticed the importance of professional and technological education as strategy for the establishment of the citizenship and for an effective insertion of young workers in society. The professional technician deals with the needs of the national, regional and/or local development, stimulated for the growth of the industry due to new demands from national and international market, which require better qualification and competence in the productive process. The following dissertation, using the exploratory research, shows the behavior of the wood industry in São Bento do Sul region, between 2000 to 2004, for a samplig made in ten wood companies, two big ones (more than a thousand employees in 2004), and eight medium-size companies (between one hundred to 499 employees in 2004). It is noticed the significant growth of the technical staff, formed by engineers, technologists, and high-school technicians when compared to the total of the employees in this period, as well as the relation between the growth of the technical staff and the relative growth of the total sales, according to the year of 2000. It is confirmed for the companies involved, according to the businesspeople, which certain points connected to the production such as process improvement, productivity, quality, cost reduction, change in the products, time reduction of set-up, are influenced by the professional technician.
No Brasil, em conseqüência do avanço tecnológico, tem-se percebido a importância da educação profissional e tecnológica como estratégia para o estabelecimento da cidadania e para a efetiva inserção de jovens trabalhadores na sociedade. O profissional técnico atende às necessidades dedesenvolvimento nacional, regional e/ou local, tendo por estímulo o crescimento da indústria em função das novas demandas oriundas dos mercados nacionais e internacionais, que exigem maior qualificação e competência no processo produtivo. A presente dissertação, utilizando a pesquisa exploratória, apresenta o comportamento da indústria moveleira da região de São Bento do Sul,no intervalo de 2000 a 2004, para uma amostra composta por 10 (dez) empresas moveleiras, sendo 2 (duas) grandes empresas - mais de 1000 (mil) funcionários em 2004 - e 8 (oito) médias empresas -entre 100 (cem) e 499 (quatrocentos e noventa e nove) funcionários em 2004. Observa-se o crescimento significativo do corpo técnico formado por engenheiros, tecnólogos e técnicos de nível médio quando comparados ao total de funcionários neste período, bem como a relação entre o crescimento do corpo técnico e o crescimento relativo do faturamento, tendo como base o ano 2000. Constata-se para as empresas pesquisadas, na percepção dos empresários, que determinados indicadores ligados à produção como melhoria nos processos, na produtividade, na qualidade, na redução de custos, na mudança nos produtos, na diminuição de tempo de set-up, são influenciados pelo profissional técnico
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Lee, Sheng Guang, and 李聖光. "A Study of Job Satisfaction on Semiconductor Foundry Industry Technicians." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/2uxgw2.
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碩士國立清華大學
高階經營管理碩士在職專班
103
Abstract The purpose of this study is to examine the relationships among personality traits, job characteristics, emotional labor and job satisfaction. The purposive sampling was applied in this study. Five hundred questionnaires were distributed, three hundred and fifty questionnaires were returned and four questionnaires were incomplete. Research using SPSS 17.0 statistical analysis software, using analytical methods included descriptive statistical analysis, factor analysis, reliability analysis, validity analysis and regression analysis. The results of this study were following: personality traits has a positive influence on emotional labor; job characteristics has a positive influence on emotional labor; emotional labor has a positive influence on job satisfaction.; emotional labor has a mediating effect between personality traits and job satisfaction; and emotional labor has a mediating effect between job characteristics and job satisfaction. Finally, based on the results, the present study proposes several strategic implications for further research directions.
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HSIEH, TSUNG-CHE, and 謝宗哲. "The research of core competency management of construction industry technicians." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/rwzqgk.
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碩士逢甲大學
經營管理碩士在職學位學程
106
The construction industry is the driving force behind a country’s development, providing the foundation for all civil engineering projects. The industry operates in a complicated environment, stemming from the hardships from an aging population and dangers of construction and severe weather. Additionally, the majority of projects in this industry come in the form of public works. However, as the current domestic economy is sluggish, public projects are not able to satisfy demand. As the construction market shrinks, and labor and construction costs continue to increase, the question arises of how to manage and be profitable in this industry, which is precisely the question this study will explore.
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Tseng, I. Kun, and 曾昆一. "The Research of Technicians'' Turnover Intention in Information Service Industry in Taiwan." Thesis, 1993. http://ndltd.ncl.edu.tw/handle/54712863208775969881.
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Huang, Chien-Hsin, and 黃建興. "Correlation Study on Aircraft Maintenance Technicians andAviation Safety Risks for Airline Industry." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/61065820616971988358.
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碩士高雄餐旅學院
旅遊管理研究所
96
Aviation Safety is a long-term and tough task of military and civil aviation. With the development of technology, the equipment of aircraft becomes more reliable and less air accident cause by technology. On the contrary, there are more and more unsafe incidents caused by artificial errors. Maintenance technicians will face the pressure brought by time and space during their jobs. If the artificial error happened, it will give rise to serious problems. This study is based on HELLOS model. To aim at the risk factors of maintenance technicians mentioned before, this study fixes all the factors of each dimension by expert''s questionnaire. Besides, this study calculates the weight of each dimension by verbal aggregation function and arranges each dimension and risk factors by weight. This study compares the arrangement result with the risk of maintenance technicians encountered in their working environment and trying to find out the risk factor that most directly correlated to the maintenance technicians. The results indicate that the maintenance technicians pay much attention to their own benefits and work environment-related risk factors, airlines can proceed resource deployment and enforce analysis based on the risks presented by this study. Furthermore, crisis of airsafety caused by human factor can be controlled.
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Kuo-wei, Lu, and 呂國維. "The Relationship among Personality, Job Satisfaction, Job Performance of Technicians in Construction Industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/56274253947396815162.
Full textAbstract:
碩士國立雲林科技大學
營建與物業管理研究所
97
What makes this research important is to find out relation of economic development of our country thoroughly of capital construction of the citizen''s livelihood. There were many research conducted from side of construction management but rarely conducted from side of engineering management, especially with the person who starts with business administration of social science, actually rare. At present, the way of doing construction project are spread out under professional subcontractor, the special project plans to be accomplished by joint efforts by the smaller subcontractor to every project, but as to the thing that the degree of attentiveness of making the working efficiency of subcontractor is not high in the construction firm, make the wrapping up trader and has not usually touched working performance measuring and improved relevant research yet, so what a working performance of improving the special project, guarantee the competitiveness of certain level of the small bag, it is a question that is worth probing into in fact. Research this direct against professional small bag and project competent (Company number, in 30 Above people) Technical staff grant questionnaire,altogether 800 copies,sample 596 not effective that retrieve, effective rate of recovery 74.5%, probe into skilled worker doses of speciality, working satisfaction relation with working performance by this questionnaire income materials. Found by the result of study, the interpersonal relationships in the literary composition surface with supreme working satisfaction is the on-the-job field, the importance is the wages / the literary composition surface of the reward; Working performance construct between surface and working satisfaction construct surface have to relevant all each each; Personality speciality satisfaction to work and working performance have difference of showing, A the personality speciality of the type is all superior to the personality speciality of the Model B in the behavior with the working performance of working satisfaction, satisfaction of the wages, ability of increase technical staff''s execution work that so should strengthen the work of the latter and improving the working machinery, satisfaction of the tool and personal equipment. In addition personal attribute become items of age, education degree, children count with wages can influence working performance and working satisfaction alling.
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Lu, Shui-Ho, and 盧水河. "A Research of Critical Factors Affecting Turnover Intention of Technicians in IC Foundry Industry." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/39899788084824807474.
Full textAbstract:
碩士國立清華大學
高階主管經營管理碩士在職專班
94
In Taiwan, as the tendency of declining birth rate, high colleges entrance rate, attractive LCD industry development of Two Trillion & Twin Stars project, and young generation’s preference for service industry, FABs are going through the problem of labor shortage. Female high school graduates have been the main cluster of technical staffs in FABs, so labor shortage is especially apparent in non-graduation seasons and non-first tier foundry players. Further, IC industry is now in the mature stage, there are no longer alluring stock bonus, in addition, many IC companies keep improving their welfare to attract talents； plenty choice for limited manpower, so high labor turnover rate in FABs can be seen, with is consider to be the persecution for company development. Based on such background, the purpose of the study is to explore the turnover intension of DL (Direct Labor) employees, and we want to find out significant and predictable factors, in the hope of offering useful references for business to manage its human resource. This article aims at the research in job characteristics, job performance, job satisfaction and turnover intension. The dimensions of job characteristics are divided into the variety of task, the identity of task, the significance of task, the autonomy of task, and the feedback of task. The dimensions of job performance are considered in outcome-based performance and behavior-based performance. The dimensions of job satisfaction are divided into intrinsic and extrinsic satisfaction. The turnover intension is based on the framework Mobley developed in 1978. Through the exploration of literature and analysis of empirical data from questionnaire, result shows： Sex, educational background, and age in demographic statistic features show significant influences on DL’s turnover intension. The significance of task, the autonomy of task, and the feedback of task have significant positive influences on DL’s job satisfaction. Job performance shows significant positive influence on DL’s job satisfaction. The variety of task and the feedback of task in the dimensions of job characteristics in turn have significant negative and positive influences on the DL’s turnover intension. Behavior-based performance in the dimensions of job characteristics shows significant negative influence on the turnover intension of DL. Job satisfaction shows significant negative influence on DL’s turnover intension. Job characteristics, job performance and job satisfaction have partly significant influence on turnover intension.
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Han, Chi-Yeu, and 韓啟禹. "The Study on the Training demand of Automotive Service Industry Technicians in Taipei Area." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/21145473017441588746.
Full textAbstract:
碩士國立臺灣師範大學
工業教育學系
95
The purpose of this research was to investigate training needs for those automotive service technicians in Taipei area. Firstly, the relevant literature was reviewed in order to formulate the research framework. The method of survey was employed to collect data for the research. After pilot-test, the questionnaire for this research was processed with the item analysis, validation analysis and reliability analysis. Then a formal questionnaire including five factors toward the total technicians’ training needs was revised and conducted. The research samples were selected technicians from 23 automotive service shops whose brands were from Toyota, Mitsubishi, NISSAN, BENZ, BMW to SAAB Motor. 531 questionnaires in total were distributed and 380 useful questionnaires been returned. The independent t-test, one-way analysis of variance (ANOVA) and Scheffe’ method were applied to test the hypotheses of this research. The results of the data analyses indicate that the automotive service technicians required training in five factors and the total needs are above the level of importance. The level of NISSAN technicians’ training needs in the factor of “professional knowledge and technique” is higher than those of the Mitsubishi technicians, and in the factor of “interpersonal skill and service attitude” NISSAN technicians are higher than that of the BENZ technicians. Senior technicians’ needs for “teacher and teaching methods” and “professional knowledge and skills” reach a higher level than the needs of junior technicians. Technicians with junior college degree have a more desperate need for “professional knowledge and skills” than senior high school graduates, and they require more information in “individual career development” than those who had college diplomas. Technicians majored in automotive relate courses need more training in the field of “interpersonal skills and attitudes” than technicians graduated from other majors. Technicians in auto body repair division require more training in “teacher and teaching methods” than technicians in engine, transmission, chassis, and electronic system divisions. On the other hand, technicians in engine, transmission, chassis, and electronic system divisions need more training in “professional knowledge and skills” than those in auto body repair division.
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Liao, Chi-Chan, and 廖基全. "A Study of Instituting Full-Time Licensed Engineers or Technicians Requirements under Construction Industry Act." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/j9q89t.
Full textAbstract:
碩士國立臺北科技大學
土木與防災研究所
93
The purpose of '' The Construction Industry Act '' (hereafter referred to as the Act) is to assure the quality of construction projects and to improve technological construction ability by using full-time licensed engineers and technicians. However, many construction companies have found loop pole under current ‘the Construction Industry Manage Regulation ''(hereafter referred to as the Regulation), which is a part of ‘The Act’ The common scenario is the licensed full-time engineers or technicians would rent their licenses with fee to the construction companies without working for them. These who rent their licenses can be found working for some other place i.e.: the consulting construction firms, Universities, another career or living oversea. Because of this, it has created huge problems and threatens the safety and quality of the construction projects. After carefully study ‘The Act’, ‘The Act Amendment’ and ‘The Regulation’, we found the clauses and stipulations pertinent to full-time license engineers or technicians are often contradicting to one or another. Often ‘The Act Amendment’ and ‘The Regulation’ are merely trying to patch the loop pole of ‘The Act’. It is very difficult for construction companies and full-time license engineers or technicians to execute or perform under current condition. This study is to look at the construction industry from economical point view rather than fixing the system’s loop hole. This study is based on a long practical field experience and economic analysis to reexamine the system. Hopefully, we can find some solutions from the current mess. We can also help government by using this study as the recommendations for future legislation in this field.
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Ntsandeni, Livhuhani Azwinndini. "The perception of the quality of electrical engineering technologists and technicians by the electrical engineering industry." 2010. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001966.
Full textAbstract:
MTech. in Business Administration (MBA)Universities of technology and institutions of technology produce electrical engineering technicians and technologists who expect to be employed in the electrical engineering industry. One of the reasons for a shortage of skills is the perception that the engineering industry has concerns regarding the quality of qualified students from universities of technology, because graduates struggle to meet the expectations of the industry. The industry expects them to possess basic skills, which can be utilised immediately. Technological advancement is ongoing and appears that the curricula of tertiary institutions are not keeping abreast of changes. This study aims to establish the perception of the engineering industry of the quality of electrical engineering graduates leaving universities of technology in order to evaluate their employability. Universities of technology should regard industry as their main client, supplying firms with the type of product they need.
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Buser, Deborah Elaine. "Occupational exposure characterization of vacuum pump maintenance technicians in a semiconductor manufacturing environment." Thesis, 1997. http://hdl.handle.net/1957/34320.
Full textAbstract:
In the semiconductor industry, numerous potential occupational exposures exist as a result of the diversity of chemical and physical hazards unique to integrated circuit manufacturing. The hazards associated with maintenance tasks are challenging because the sporadic nature of the tasks make exposure monitoring difficult. In particular, vacuum pump maintenance is hazardous due to the close contact with chemical waste by-products. The purpose of this study was to characterize the chemical and physical occupational exposures associated with vacuum pump maintenance (VPM) in a semiconductor manufacturing environment. The study population consisted of 9 VPM technicians at a semiconductor manufacturing plant in Oregon. VPM tasks were observed and prioritized according to potential risk of exposure. For each task studied, an exposure monitoring strategy was developed to quantify both chemical and noise exposures. Personal and area air samples of potential waste gases were conducted during maintenance tasks. All air samples were below established governmental standards. Detectable levels were found for three tasks: 0.040 milligrams per cubic meter (mg/m��) of hydrochloric acid, 0.014 mg/m�� of chlorine, and 0.08 mg/m�� of fluoride containing gases during tasks associated with the metal etch tool, polynitride etch tool, and tungsten deposition tool, respectively. Several bulk samples of waste residues collected during the tasks where corrosive having low pH levels. Representative noise sampling was conducted
during a 12 hour shift to characterize noise exposures. Noise samples revealed that 43% of the samples were above the 80 dBA action limit thus requiring the VPM technicians to be involved in a hearing conservation program. Field observations revealed that there were many chemical hazards associated with waste gases and residues, therefore it is likely that occupational exposures occur even though they were not detected at significant levels in this study. In addition, there were several ergonomic risk factors associated with dismantling the pump during the maintenance activities. Specific improvements in personal protective equipment, general work practices, ergonomics, and engineering controls will help to reduce the potential for occupational exposures unique to VPM. Results from this study indicate the need to conduct in depth hazard evaluations of high risk populations such as the VPM technicians.Graduation date: 1997
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Unruth, Rajesh. "The training needs of leather technicians to support corporate competitive advantage at Feltex automotive leathers." Thesis, 2006. http://hdl.handle.net/10321/94.
Full textAbstract:
Thesis (M.B.A.)-Business Studies Unit, Durban University of Technology, 2006
x, 68 leavesThe purpose of this study is to identify the training needs of leather technicians with the aim of supporting corporate competitive advantage within their company. Identifying competencies is an essential first step towards developing a training programme and to support corporate competitive advantage.
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Msiu-Chen, Su, and 蘇秀珍. "Human resources management for technicians in the service industry - Take the Zhenzhen Youth Club as an example." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ct47kf.
Full textAbstract:
碩士樹德科技大學
經營管理研究所
107
The most popular leisure industry in Taiwan today is the "Health Service Industry", Tuina contains the foundation of Chinese medicine and meridianology, ENG spa uses the hand technique to achieve body-building massage on the body surface. In today''s era of diverse consumer information, professional hand massage services provide relaxation; consumers seek good corporate service image, Such as the technician''s service enthusiasm, customized and exclusive courses. However, the massage industry used to rely on individual studios. Most technicians are technically in the body, do not want to obey the company management system, and like to go it alone and love freedom, but feel that upgrading technology is meaningless. For a long time, technicians can''t find a work stage. It is also difficult to train loyal technicians because of the high turnover rate of technicians. The project collects the data of the second-hand data of more than 6,000 customers who have completed the collection of more than 6,000 customers (over time 2011~2018). It is expected to explore the customer relationship management system for data processing and analysis, and to analyze the system research and analysis of customer management, technician management, and account management. The expected results of this study can provide human resources management and management of the health club, and seek a more favorable reference for technicians and enterprises.
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Lin, Chia-Hui, and 林佳慧. "The Construction of Competency Model and Competency-Base Program for Motorcycle Technicians-A Case Study of N Company in Motorcycle Industry." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/5ky8ec.
Full textAbstract:
碩士南臺科技大學
企業管理系
104
The study probed the competency-model and the competency-based curriculum for motorcycle service repair technician. Using the competency based interview method of competency analytical method to summarize and to analysis the data from the participants in the interview, and then brought about the draft competency model forms. The research has demonstrated that the technicians were graded from level 2 to level 3, the duties are sorted by three scopes which were workplace practice, repaired technique, and customer services. The gradations of the competency model of motorcycle repair technician was constructed of the years of work experience. Mentioned the workplace practice which is one of the scope, for example, that the main duties of level 2 technician are environment-maintained, inventoried and placed the repair tools which are basicoperation posts. The main duties of Level 3 technician are workplace secured and cleaned, repair tools adjusted and maintained. So, Level 3 technician need to have more judgment which showed in competency models. Therefore, the curriculum of level 2 technician will be arranged to learn more about mechanically skills. And the curriculum of level 3 technician will be arranged to learn the practice of preserving and adjusting the tools. The former would be taught to tell repair tools and how to use them, and the latter would be taught to preserve and adjust the tools. Obviously, it placed the emphasis on how to use the tools in the elementary curriculum, and how to keep tools in good repair in the further courses
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Chen, Chin-Cheng, and 陳金城. "A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/70429708450308183552.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
99
Abstract High-tech manufacturing industries face shorter product life cycle increasingly. Application of new technology is also changable. Organizations need to have the characteristics of flexibility and quick response. With the international competition environment, organizational change will become normal in business management practices. Organizational change management becomes a very important issue of the overall business operation. The excellent technicians of high-tech industry are the key indicators of competitive advantage. How to play and enhance the efficient technical staffs, and create other related performance issues will be discussed. Therefore, the study aims to review literature, survey, collect and analyze relevant information on the view of human capital development. This study has explored the relationships of organizational change, job satisfaction, and job performance of the technical staffs in the changes environment. In addition, the study also explored the perceived organizational support of the technical staffs as a moderator between the organizational change perception and job satisfaction. For the purposes of the study, the questionnaire survey was conducted for the employees of the C electronic company technicians, where the job performance questionnaires were designed for pairs of supervisor and technician. A total of 61 supervisor questionnaires and 287 staff questionnaires were returned. The results of this study are as follows: 1. Technicians’ organizational change perception is positively and significantly affected their job satisfaction. 2. Technicians’ job satisfaction on their job performance is not significant. According to the previous studies, there is an unstable relationship each other. 3.Technicians’ perceived organizational support does not have significant moderating effect between organizational change perception and job satisfaction.
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KAO, MING-HUI, and 高鳴輝. "A Study on the Issues of Liability of the Works Contracted for Full-Time Engineers or Technicians Employed by Construction Enterprises -Focus on Construction Industry Act." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/7w672e.
Full textAbstract:
碩士國立高雄大學
法律學系碩士班
101
The subjects of this study are professional engineers or architects who are employed by construction enterprises as full-time engineers or technicians (Hereinafter referred to as P.E.). The Building Act was first legislated in 1938; it is enacted to regulate building management in order to maintain public security, traffic and health, and to improve the appearance of cities. Article 15, paragraph 1, of the Building Act indicates “P.E. to take the construction responsibility of the works contracted”. Article 3, paragraph 1(9), of the Construction Industry Act indicates “P.E. to take charge of technical direction and construction safety of the works contracted by the enterprise” further. But what does “construction responsibility” mean? The Acts say nothing, and the doctrines and judgments provide very little information. Due to the lack of precedents, “the construction responsibility” is one of the important elements that constitutes the liability which P.E. has to take; therefore, it is worth studying. The scope of this study is limited to administrative and civil liability, and does not contain criminal liability. This article summarizes the obligations of the Construction Industry Act that P.E. should take. Furthermore, it cross-references to the Building Act and the Labor Safety and Health Act, and concludes more explicitly with the description of “the construction responsibility”. We believe that P.E. has a contractual relationship with Construction Enterprises, but the obligations of conduct of Construction Industry Act are precedent to Article 535 of the Civil Code with instructions obligations. These obligations of conduct are one of the subsidiary obligations of the contract of construction. About the tort, we believe that articles 34 and 37 of the Construction Industry Act do not belong to the Civil Code’s Article 184, paragraph 2 – a statutory provision enacted for the protection of others, but article 35 and 38 of the Construction Industry Act should belong to Civil Code’s Article 184, paragraph 2; the scope of Article 38 is limited to “apparent and immediate public danger”, in order to reduce P.E.’s liability. About the provision that P.E. should be a full-time employee, we believe that it is one of the important items to maintain the professional and technical standards of Construction Enterprises. However, the facts that competent authorities tolerate case-by-case architect or technician, and even allow P.E. to perform like one, are gradually destructing the management of Construction Enterprises. Therefore, it should be terminated immediately. Furthermore, in the condition that P.E. has executed the obligation stated in Article 37 of the Construction Industry Act without negligence, Article 37 and the Doctrines of Tort contradict with Article 60, paragraph 2 of Building Act, which states that P.E. has several joint liabilities. Therefore, Article 60, paragraph 2, can be improved further.
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Lin, Wei-Jen, and 林偉仁. "Pay Satisfaction of Technician -Information Service Industry." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/77643117517463024182.
Full text
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Wannerberg, Petter. "Punktgrafen : Komprimerad information över tid." Thesis, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-52755.
Full textAbstract:
Detta examensarbete är en del av forskningsprojektet COMMAND som genomfördes av forskningsinstitutet RISE SICS Västerås tillsammans med SSAB under 2018 och 2019. Ett delmål med forskningsprojektet var att hjälpa industriföretag presentera mätvärden och maskindata på ett mer användarvänligt och överskådligt sätt. Examensarbetet har haft som mål att uppfylla detta mål genom att skapa graf som representerar data med punkter istället för linjer. I texten nedan kallar jag detta för Punktgraf då grafen baseras på punkter som segmenterar och komprimerar data för att skapa översikt. Grundläggande principer för framtagandet av grafer studerades i “The Visual Display of Quantitative Information” och Colin Ware’s designprinciper om närhet, likhet och pop-out applicerades för att underlätta avläsning av grafen. En Unity-scen skapades för att snabbt generera exakt men simulerad data för att utvärdera punktgrafens potential. Det första testet visade att läsandet av grafen var ansträngande. Hög kognitiv belastning gjorde läsbarheten svårare snarare än lättare. Efter en uppdaterad version skapats genomfördes ett nytt test och intervju för att utvärdera resultatet av förändringarna. Efter dessa iterationer tog artefakten en mer användbar form som föreföll öka användarens förmåga att överblicka stora datamängder och upptäcka tidigare dolda mönster i stora dataset. Det identifierades också att punktgrafen skulle kunna bli ett användbart verktyg, inte bara för bevakning av industrimaskiner, utan också inom generell dataanalys.This thesis work is part of the research project COMMAND that was conducted by the research institute RISE SICS Västerås together with SSAB during 2018 and 2019. One of the work-packages in the project was aimed to help industry companies present their machine data as an overview and in a more user friendly way. The goal of this thesis work was to make it easier to detect anomalies in the data for the purpose of predictive maintenance. The result from this thesis work is a type of graph that presents data in the form of stacked points rather than lines. I call this a “node based graph” as the nodes of the graph segment to compress the data to increase overview. To develop this artifact, literature such as “The Visual Display of Quantitative Information” and Colin Ware’s design principles of proximity, likeness and pop-out was applied to help form the graph. A Unity-scene was created to rapidly generate simulated but accurate real time data for visualization tests. The first test however showed an increased strain on the users ability to read the graph. High cognitive load made readability lower rather than higher. For this reason a secondary test was conducted to verify changes made to the artifact during the design process. After iterations were made the design took a more useful form that appeared to increased the users ability to overlook large data sets and detect patterns previously unseen. It also came to light that this particular type of presentation of data perhaps hold higher value outside the initial target audience, and that its redesign could turn it into a beneficial tool, not just monitoring of industrial machines, but for data analysis in general.
COMMAND - Communication and maintenance for the digital factory
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詹金益. "A Survey of Basic technician Training and Replacement in Taiwan Industry." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/94312032293405602641.
Full textAbstract:
碩士國立臺灣師範大學
工業教育研究所
82
This research aims at understanding how the basic technical workforce (BTW) has been developed in the manufacturing industry''s and the services industry''s workforce in Taiwan. This question would be answered in three aspects: (1) how is training method applied in this BTW? (2) what is the importance of skills they required? (3) what is the incentive strategies applied to attract workers to join training programs? In order to realize these three sub-questions, questionnaire was designed and validitied by domain experts and mailed to both the manufacturing industries and the service industries. Eventually, the conclusion was drawn after the compilation and the statistical analysis of the questionnaire, and the major results are: Ⅰ. The competence of the technician at the basic level. A. Among the general skills in the technician at the basic level, such as conceptual skills, practical skills, and people skills, the first is regarded as the most important competence which should be possessed by employees of both industries. B. The general skill, for the employees of both industries, is more important than the professional skill. C. The employers of both industries agree that in the technician at the basic level, emphasis should be put on problem-identification and problem-solving skill. Then in practical skill, emphasis should be laid on the ability of through execution, finally in people skills, emphasis should be put on the ability of human relationship and communication skill. D. The employers of the manufacturing industry propose that the ability of quality-control is foremost in professional skills should be possessed by BTW. E. The employers of the service industry think that the ability of customer-managing, of negotiation, of information-collecting and information-managing is extremely crucial. Ⅱ. The cultivation of the skills in the technician the basic level. OJT was the major approach to training the general skills and the professional skills in both the manufacturing industry and the service industry as well. Ⅲ. The replacement of the technician at the basic level. A. The analysis based on the manufacturing shows that employing graduates from relevant fields is the most common approaches applied in the supplementary technician replacement. B. The results of this study shows that recruiting the experienced people with related knowledge or employing graduates from relevant fields is commonly adopted in the supplementary technician replacement in service industry. C. The analysis based on the manufacturing industry and the service industry exhibits that, when trying to encourage the employees to join training is to establish the tracking of human resources as the basis of promotion , or to increase the opportunity of job rotation , which simultaneously promotes the individual''s job skill, or to offer the employers more chance to take into participative management is usually adopted.
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Tzeng, Jeng-tzeng, and 鄭宗政. "A Study on Applying Analytic Hierarchy Process to Technician Performance Evaluation for the Paper Industry." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/36370463124992262941.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
93
A Study on Applying Analytic Hierarchy Process to Technician Performance Evaluation for the Paper Industry Abstract The papermaking business is one of the primary industries closely associated with people’s livelihood. Its growth that shows a positive relationship with both Gross National Product and the education index serves as a major indicator of the economic progress and cultural level of a nation. For decades, with domestic economic growth and increment of national income, prosperity has been brought to the Taiwan Paper Industry. However, under the great impact from the society in recent years, enterprises with inappropriate business management and inferior performance may be struggling for survival, or even have been eliminated. In face of such challenges, to work out an approach to exert the maximum effect of human resources by employing an effective system for performance management to further enhance the competence of the organization has become an urgent issue for enterprise managers and human resource management professionals. Due to the skill-intensive feature of the paper industry, the performance evaluations of technicians who play a decisive role in the organizations are obviously significant. Analytic Hierarchy Process is adopted in this study in an attempt to discuss the critical elements of the technician performance evaluation for the paper industry and construct a hierarchical appraisal system, expecting to provide managers of the paper industry with an appropriate evaluation method to facilitate performance management. The achievements attained in this study are as follows: 1. Discussions on the present conditions of the performance evaluation for the paper industry. 2. Construction of the hierarchical appraisal system for technician performance evaluation. 3. The relative weights of the performance evaluation indicators with Analytic Hierarchy Process are applied. 4. The substance and significance of the performance evaluation indicators and relative weights. (1) Work achievement is a key factor to determine the quality of a technician. (2) Loyalty to the organization has received much attention, which facilitates innovation and improvement for the minorities. (3) Active professionals will be favored and valued. 5. Empirical applications. Three suggestions are proposed for the enterprises: (1) Constitute items and contents of the performance evaluation. (2) Integrate the performance evaluation into Human Resource Management. (3) Combine with the Human Resource Information System (HRIS).
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Sheng, Hai-Ping, and 盛海平. "A Study of Occupational Effectiveness for Information Technician Certificate from Viewpoints of Education,Government and Industry." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/49604348186201768861.
Full textAbstract:
碩士國立高雄應用科技大學
資訊管理系碩士在職專班
99
Technician skills certificating was holding since 1972. There are more and more people acquiring this certification and the number of certification are also increased a lot. According to Council of Labor Affairs April 2011 statistic data, they already issued 9,712,335 technician skill certification. There are a few technician certifications which are a necessary requirement for the employ, and it also can be a job protection. There is another view for this issue. The computer science category is most popular certification, since the number of applying people and issued certification is greater than the other categories. Computer science certification catches a lot of attention on the industry. This issue is also worth discussing. This research uses interview method. The interviewer list described as following. We interviewed government officer( including the Chief of Council of Labor Affairs and VTC instructor), three of industry information center manger and academic instructors( including Chief of computer science Department and computer science evaluation staff in the Technician Skill Certification Center). We will discuss the effect of computer science technician skill certification in the work field. This research finds out four results. The first is increasing real practice experience in the school. The industry needs experienced staff not a researcher for under graduate student. That is why school need add more practice class not theory class to teach student and it also match industry requirement. The second is updating the certification test level to match information progress trend. When company hired staff with certification, this staff can easily follow company step, and this certification will get industry approval and also protect people job opportunity. The third is revised statutes. The proper statutes will increase acquiring certification willing and also can follow industry step.。 Finally the computer science technician skill certification cannot guarantee employment right now.
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LEE, SSU-WEI, and 李思葳. "Exploring the Antecedents of Technician Shortage in the Machinery Installation Industry—Taking Y Co. as an example." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/nuevee.
Full textAbstract:
碩士國立臺南大學
經營與管理學系科技管理碩士班
106
Under the change of both Taiwan's industrial environment and the population structure, there are some shortages of technicians, and it also causes various situations of labor force gaps. ManpowerGroup talent shortage survey said technicians are the most difficult third place for recruitment. This study is intended to explore the current situation of the labor shortage of the technicians in the mechanical installation industry. The research adopt the case study research method and take mechanical installation industry as research object to discuss how the industry features, organizational culture and person-job fit affect the labor shortage of the technicians, and take human resources management as a improvement to solve the problem. The results of this study indicate that the factors affecting industry features are: (1) national policy and environment (2) the change in work value (3) dirty working environment, hardship, danger (4) high required professional skills. Secondly, organizational culture influencing factors (1) Supportive organizational culture (2) Unclear values (3) Communication channels. Finally, the influencing factors of person-job fit are (1) overtime hours (2) work stress and safety (3) low internal achievement and sense of identity (4) organizational policies change a lot.As for the practical suggestions of human resources management practices are as follow, (1) improve employee benefits (2) strengthen organizational culture and transfer it correctly (3) improve person and job fit
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Kao, Hao-Yun, and 高浩雲. "The Research of Setting up Registered Technician of Professional Engineering’s Major Working Items under the Construction Industry Law." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/77298593082639194364.
Full textAbstract:
碩士國立中央大學
營建管理研究所
91
One of the most important features of the newly passed Construction Industry Law is to incorporate registered technician into the construction system. This new feature not only can improve the quality of construction and promote the technology standard of the entirely construction industry but also will use the experience of registered technicians to help controlling the quality of construction. Public safety as well as the general image of construction is surely improved, too. The new system also introduces new problems. The biggest problem is the potential conflicts faced by registered technicians; See my writing overlap or maybe ignore some areas, which cause from obligation with the professional engineer and the site superintendent. The main session of this research is to adjust the problems which happened in the past and redefine the obligation of the professional engineer, the site superintendent and the registered technician. The next session of this research is to interview related units, organizations and join informal discussion meetings. After collecting data from the labor community and giving advices and suggestions we also discuss the background of registered technician’s qualification, responsibility and duty. At last by analyzing the feedback from the experienced registered technician, we can estimate problem that might happen in the future and help to the government establishing the law. Besides, in this research we not only hope the government can edit the related laws with the registered technician but we also hope the government can re-edit the present Construction Industry Law and promote the whole registered technician system of the construction industry. For example, overlapping of responsibilities may exist between registered technicians and professional engineers. This causes ignorance of obligation. The relationship between registered technicians and the site superintendent may be affected, amplifying the tension of supervision. The main purpose of this work is to foretell possible problems lead by the new system by reviewing procedural details of similar systems. This work employs sources of interviews, literature and massive mandate interpretations given by the authority agency, in order to contrast the likely scenario likely to be encountered. The work also gives length concerning the background of registered technician’s qualification, obligation and duty. At last, by analyzing the feedback from experienced registered technicians, some preliminary results are produced. Another key aim of this work is to provide suggestions concerning what may be amended, enriched, complemented or removed in the new law, particularly concerning the establishment of registered technician system.
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Han-mei, Huang, and 黃涵玫. "A Research of the Technician occupational certificate system for Local Construction Industry--- to study on the demand for occupation." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/34230631680535087894.
Full textAbstract:
碩士國立成功大學
建築學系
89
ABSTRACT In the present day, there is short of technician occupational certificate for construction industry in Taiwan, the basic level technique workers work on the scene without certificate mostly. The situation leads to rough construction quality and against public security. Therefore, building up a perfect technician occupational certificate system for construction industry is necessary. The scope of the system is quite extensive, it contains many questions. And the questions about「The demand for occupation」are very important, which involved in every dimension of the system. In order to perfect the function of the system, the occupations of the skill-testing have to conform to enterprise demand, and the occupations of the skill-nurturing also have to conform to the occupations of the skill-testing. Moreover, making the law about work indemnification is required. Therefore, this study want to research how to perfect the technician occupational certificate system for local construction industry from the viewpoint of「The demand for occupation」. First, literature research is done to understand what technician occupational certificate system and construction industry is, then propose the four dimensions of the technician occupational certificate system for construction industry：「Law-making」,「skill-testing」,「skill-nurturing」,「technician-working」; and build up it’s frame drawing. In accordance with the frame, the study get the questions about occupation of the system：the occupations of the skill-nurturing don’t conform to the occupations of the skill-testing and enterprise demand, and the occupations of the skill-testing don’t conform to enterprise demand, and the law about work indemnification isn’t perfect. Next, this study carried out survey with questionnaire for construction companies about their demand for occupation. The outcome shows the degree of the construction companies’ demand for occupation： 1.First-class：There are 10 items. Those are regulated in the present laws relating to structure security, but the diaphragm wall drilling machine operation have not been included in the construction technician. 2.Second-class：There are 18 items. Those are higher level of construction preciseness and technique degree related to the safety for construction sites and structure security. But there are seven items that still have not been the construction technician such as piling machine operation, cast-in-place concrete pile drilling machine operation, rolling and compacting equipment operation, construction-drilling, fire-protection, curtain-wall assembly, waterproof. 3.Third-class：There are18 items. Those are mostly occupations about exterior and interior decoration. But there are eleven items that still have not been the construction technician such as concrete, scaffold, roof, light-weight partition, steel doors and windows, ceiling, stonemason, glass assembly, carpentry, etc. Finally, analyzing the result of the survey and comparing with the present situation of the technician occupational certificate system for construction industry, and discussing the questions about occupations. Then, proposing the「short-term」and「medium-term」countermeasures to perfect the technician occupational certificate system for construction industry.
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Hsu, Che-Chih, and 許哲置. "The Study of forklift operating technician driving behavior and safety perception - Example of Yunlin Technology Based Industrial Park in Manufacturing Industry." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/536z26.
Full textAbstract:
碩士國立雲林科技大學
環境與安全衛生工程系
107
The manufacturing of raw materials in the manufacturing industry often relies on power machinery vehicles - forklifts are assisted by handling operations. For the management face of the enterprise, production is the priority and the output is the main one. Relatively speaking, the production and safety are relatively impossible to take care of at the same time, and the behavior of the employee's human error is often ignored. In this case, 162 questionnaires were officially administered to the operators of the stacker in a manufacturing plant in Yunlin County to understand the human error. The actual questionnaires were 157, and the effective questionnaire recovery rate was 97.3%. The results of the study used SPSS software for statistical analysis to explore human error in the face-to-face configuration of "basic concepts and cognition", "driving attitude and experience", and "the frequency of occupational disasters and false alarms". According to the one-way ANOVA analysis, it was found that some of the questions were significantly different (P<0.05), and then cross-matched by the scheffe's post hoc test to summarize the relevant influencing factors. There are significant differences between the subjects in the basic concepts and cognitions of the "educational training" and "climate factors". In particular, the "climate factors" female subjects are more concentrated than the male subjects. In terms of driving attitude and experience, the question of "job control" and "job checkpoint" face-to-face, the proportion of subjects often accounted for 24.7% and 12.8%, showing the danger of human error in forklift operation, the 30- to 39-year-old ethnic group clearly recognizes that indirect human error is higher than that of under 20-year-old. There have been significant differences in the frequency of occupational disasters and false alarms in the "car accidents" and "violations". The proportion of the subjects has been 77.8% and 58.2%, indicating that most of the subjects are potentially Among the risks of human error, the majority of their seniority is more than 3 months and more than 1 to 3 years and more than 5 years, the age of the age group is between 20 and 29 years old, significantly higher than 30 to 39 years old and 40 to the age of 49. The research results show that human error is extremely important for the severity of forklift operators, in order to effectively improve safety management and strengthen employees' awareness of safety behavior, strengthening employees' awareness of safety behavior is extremely important, effectively balancing the conflict between production and safety, and strengthening the workplace where employees are safe to zero jobs and establish a safety culture.