Dissertations / Theses on the topic 'Training Within Industry'

Training within the hospitality industry is a widely-debated issue with different stakeholders having differing views depending on their background and representation in the debate. This industry is therefore no different to other industries in the opinions that predominate. What is clear however is that the hospitality industry in the UK is currently suffering from an acute skills shortage. This study is concerned with analysing the attitudes of some of these key stakeholders towards the types of training that are employed in hospitality, and whether these approaches are suitable as training paradigms. The study focuses specifically on attitudes in Southeast Wales amongst employers, educators and training providers using a case-study methodology. The research was undertaken in three phases. The first two phases of the study were concerned with assessing the attitudes of the employers. In phase 1 local employers were initially questioned using a focus-group approach. The results informed phase 2 which involved a series of individual interviews with employers from a range of hospitality sectors (including hotels, restaurants, fast-food outlets, public houses, motorway service stations, and catering services outlets) across Southeast Wales. A typology of the vocational training models used in the different sectors, with clear identification of the perceived effectiveness and acceptability of these models to the different employer groups, was developed. The research findings from phase 1 and phase 2 were also developed into a pictogram which represents the key features influencing training within SMEs and larger hospitality companies. A recurring theme during the first two phases was the contrasting employer attitudes towards NVQs as a suitable training model. Phase 3 of the research explored these attitudes further by involving other stakeholders involved in NVQ delivery – the educators and training providers - as well as assessing whether attitudes in Southeast Wales are different to, or representative of, a larger geographical area. A series of individual interviews were therefore conducted with educators and training providers in Southeast Wales, the rest of Wales, and England. The results indicated that attitudes do not differ based on location, but instead several key themes were identified that were common to the participants. Phase 3 of the research also involved a quantitative approach to explore these themes more fully using a larger sample size. An e-questionnaire was sent to representative further education lecturers, higher education lecturers, and training providers across Wales and England. The results concluded that there are perceived strengths with the NVQ model, but that the weaknesses are significant and many respondents would welcome the introduction of an alternative training model. The study concludes by proposing an alternative model and making recommendations for future developments in hospitality skills training.

The study is concerned with the management of refurbishment work within the UK construction industry, from a contractors' perspective. It investigates the main difficulties and problems which managers face in refurbishment work, together with the management skills and knowledge which they need and bring to their work. Management education and training needs of the organisation is also considered. The methodology is a combination of both semi-structured interviews and a postal questionnaire. A total of 142 completed questionnaires from senior, middle and junior managers of 32 large refurbishment (general and specialist) organisations, formed the data base for the quantitative analysis. The quantitative data was augmented by qualitative information derived from semi-structured interviews with 32 training officers and 22 refurbishment managers. Analysis of both quantitative and qualitative data determined the relative degree of difficulty associated with managing refurbishment tasks, and the qualities and attributes associated with successful management of refurbishment projects. It also allowed for the evaluation of management education and training provisions within refurbishment, together with education and training backgrounds of managers. Course duration, location and factors affecting their selection and attendance also received consideration. The major characteristics and difficulties associated with managing refurbishment works have been established. Results of the study show that refurbishment work is complex, highly specialised and contains elements of work which are unique to the refurbishment sector. The educational background of refurbishment managers indicates that majority of refurbishment managers have a trades background, coming through the ranks mainly as joiners and bricklayers. A skills and knowledge inventory for refurbishment management has also been devised. The study also demonstrates that there is little, if any, management courses, inhouse or external, directly geared towards refurbishment. The study recommends that guidelines advocating "how best" to overcome refurbishment problems and difficulties" for different types of refurbishment projects, and refurbishment works across industrial sectors, i.e. defence, hotel and health service sectors, be produced. Similarly, research to establish the core management skills/knowledge associated with successful accomplishment of the various types of refurbishment projects, and refurbishment works across industrial sectors is needed. Further research needs to be conducted on personal qualities and attributes of refurbishment managers who are associated with successful accomplishment of various types of refurbishment projects. Research to establish the extent and degree of involvement of the client, contractor and the rest of the design team, especially refurbishment managers, in carrying out refurbishment work is recommended. Further research to establish management education and training needs of medium and small size refurbishment organisations is suggested. Following the development of a model for postgraduate and continuing professional development (CPD) management education and training programmes, research into "how best" refurbishment management education can be successfully and widely introduced into undergraduate curricular is needed.

Most South African manufacturing companies provide some sort of training for its shop floor employees to help them improve productivity and reduce wastage. Unfortunately, training presented on-the-job to operators is more often than not implemented in an unstructured and unplanned manner, usually when a crisis occurs and fires need to be put out quickly. The introduction of the National Qualifications Framework (NQF) demands that training practitioners structure their training efforts and ensure that all training leads to national qualifications. This study is aimed at making a contribution towards the NQF and in particular, the development of shop floor employees. Firstly, a model for operator training was developed from a survey of the relevant literature. This phase of the study identified the components of the model and their respective guidelines. Secondly, the model was e.mailed to managers working in confectionery companies requesting their opinion on the guidelines of the model. Lastly, the feedback received from the empirical study was evaluated, conclusions were drawn and recommendations made, based on the information obtained from both the literature study and empirical study. The results from the empirical study indicated strong concurrence with the theoretical model on operator training. In contrast to theory that the use of rewards after training results in improved productivity, the majority of respondents disagreed with the implementation of a reward What are the long term benefits to an organization with a productivity reward system in place? · What kind of reward system would work best in the confectionery industry? · How would management implement an effective performancerelated reward system at shop floor level?

Thesis (MTech (Busines Administration))--Cape Peninsula University of Technology, 2011.
Motivating employees in fast food outlets plays a major role towards improving the commitment and performance of workers. However, it has been confirmed that there is low levels of employee motivation in some fast food outlets, which has led to negative results and poor performances. Therefore, improving employee motivation in fast food outlets has become a necessity. The main aim of the study was to investigate causes of low employee motivation in fast food outlets within South Africa. The present author was able to discover the causes of low employee motivation levels such as poor supervision, little or no training, poor pay and poor working conditions. Hence, factors that could improve levels of motivation of employees in fast food outlets were identified; for instance, motivating fast food employees through genuine appreciation, recognition, compensation and inspiration. The researcher further suggests strategies, which may improve the quality of work-life for employees with fast food outlets training and developing employees, reducing their workload; and initiating incentive programs and retention strategies. This will help the management at fast food outlets to improve levels of motivation of their workers, and also assist them to retain their talented staff. The case study method was used for this research since the study involved fast food outlets in Cape Town. The triangulation method was applied to solicit information from staff members, managers and store managers/franchisees. Semi-structured interview questions were used to obtain information from franchisees/store managers, senior managers, floor managers, and supervisors, while closed-ended questionnaires were used to interview other staff members. This study has confirmed that there are no motivation policies at most of the fast food outlets which were studied that can guide employers to motivate their workers. It is clear from the study that there is low employee motivation at some fast food outlets, and hence the researcher has proposed recommendations, which will help the management of fast food outlets to enhance the levels of motivation of employees, and their work performance. It is suggested that employees should be involved in the decision making of their organization; the quality of work-life of employees should be improved; a harmonious working environment should be promoted; and workers should be empowered and allowed to participate in the profit sharing of the organization. This will improve workers' levels of motivation and better results will be achieved for the organization at large.

Thesis (Master of Construction)--Cape Peninsula University of Technology, 2018.
Emerging contractors have relished greater privileges since the first democratically elected government in South Africa came into power in 1994 but are faced with numerous challenges. The government has placed numerous resources, ranging from training and development programmes, enabling legislative laws and regulations in an attempt to address these challenges and to turn emerging contractors to sustainable contractors. Knowledge transfer through training of emerging contractors, either from established contractors in a project set-up or training providers in a class room, has being recognised as the most effective mechanisms for development and growth of the emerging contractors. This study focuses on latter mechanism of emerging contractor development. The intended training outcomes of the structured training offered to emerging contractors by training providers in a class room set-up, remains and they experience several obstacles. This research focuses on a particular contractor development programme to investigate the effectiveness Western Cape Contractor Development Programme training programme and subsequently to enhance the training programme. The study focuses on specific aspects of training which researcher feels that they were significant: to explore the nature of existing TNA offered at Western Cape Contractor Development Programme , to investigate the trainer’s competences required in the WCCDP structured training, to examine the existing monitoring and evaluation indicators used to gauge the effectiveness of the Western Cape Contractor Development Programme structured training offered to emerging contractors and to explore the assessment strategies used at the Western Cape Contractor Development Programme, in order to measure the trainees’ learning. The study adopted a case study approach since it dealt with a particular contractor development programme in Western Cape, South Africa. A triangulation of both quantitative and qualitative methods was used to answer the research questions, achieve the research objectives and overcome matters with validity and bias. Semi-structured interviews were conducted with the programme coordinators, service provider trainer, service provider facilitator and service provider project manager. A total of 50 self-administered closed-ended questionnaires were distributed to gather data from trainees, only 35 were handed back to the researcher representing a response rate 70%.Therefore a purposive sampling was adopted. To corroborate empirical data collected an observation of the training was conducted. Content analysis was used to analyse qualitative data; descriptive and inferential statics using the SPSS software was used quantitative data. The findings from the study revealed that the Western Cape Contractor Development Programme has lack of comprehensive managerial training needs analaysis approach, no measurable indicators established for monitoring and evaluation; programme has no competency assessment or screening process and lack of adequate knowledge on assessment design and implementation. Therefore, this is largely responsible for the problems at Western Cape Contractor Development Programme and has a negative impact on the programme. It is evident from the findings of the study that Western Cape Contractor Development Programme must develop a comprehensive and formal training needs analysis process to identify the actual needs, design and implement a proper measurable indicators for the monitoring and evaluation system in order to monitor the progress of the programme, training policies and objectives must be revisited for amend, tighten seriously, implemented and monitored regularly with all the concerned stakeholders, develop a trainer competency screening process and appoint a training expert to ensure that relevant assessment strategies are used for assessing the trainees and ensure that desired training outcomes and objectives are achieved to enhance the programme.

När tillverkningsindustrier växer och behovet ökar, skapas ett kritiskt behov av att träna och instruera nya medarbetare för att möta de önskade kundkraven på kort tid. Trots det har företag svårt att veta vilken upplärningsmetod som är mest lämplig för att snabbt träna oerfaren personal till att arbeta produktivt. Upplärning är en process vars värde underskattas av företagen, och som därmed går miste om konkurrensfördelar som tillkommer vid en effektiv upplärning.  Syftet med fallstudien är att få en djupare förståelse för hur ett arbetssätt kan förkorta upplärningsprocessen för ny produktionspersonal och samtidigt säkerställa att arbetet utförs kvalitetssäkert. Författarna kommer att kartlägga den nuvarande upplärningsprocessen med hjälp av kvantitativa och kvalitativa metoder för att därefter analysera informationen och presentera ett förslag på ett framtida arbetssätt vid upplärning. Under studien har ett experiment genomförts för att testa ett arbetssätt för upplärning av ny produktionspersonal. Experimentet gav positiva effekter och tillsammans med analysen av data låg det som grund till förbättringsförslaget och viktiga förutsättningarna för en lyckad implementering.

The intensifying value of learning, competence, and knowledge motivates decisions toward implementing knowledge management systems (KMS) to capitalize on the potential benefits of facilitating knowledge sharing, collecting, storing, and dissemination on a global scale. However, these systems frequently remain underutilized, and organizations encounter obstacles to achieve their proposed outcome. The case company experienced practical problems regarding a newly implemented KMS. The system was largely unused for a specific process. Therefore, this case study investigates the factors affecting KMS adoption and utilization for the technical training process by capturing the perspectives of the intended system users and management. A combination of KMS success factors and The Theory of Affordances were applied to generate knowledge regarding how factors affected the usage of the KMS. It was found that Management Involvement, Organizational Culture and Structure, Employee Commitment, Perceived Benefits, System Complexity, and Compatibility and Conformity influenced the users' KMS utilization outcomes. A conceptual framework was developed to show how these factors affected individuals' affordances process.

This study explored the learning experiences of black working class women in the context of the National Skills Development Strategy. The research focused firstly, on how the National Skills Development Strategy facilitated women's learning and secondly, what has helped and hindered their learning and how their learning experiences related to the literature on women's learning.

Employee turnover can cost an organization a significant amount of money. In addition, retention of employees can beneficial towards to an organization as it e.g. allows to save costs related torecruitment and training of new employees. The fast food industry is recognized as an industry which employs low-skilled employees and is especially in the United States known to be prone to high employee turnover. With regards to Europe, only little information is available in the field of low-skilled employee retention in the fast food industry. Looking towards the Netherlands, there has been no conducted research concerning this topic from a manager’s perspective allowing to identify the best HR practices to limit employee turnover in the organization. Our purpose of this thesis is to increase the understanding of the practices on employee retention of low-skilled employees in the Dutch fast food industry. To be able to meet this purpose, the following research question was developed “How do managers address retention of low-skilled employees in the Dutch fast food industry?” To be able to answer this research question, a multiple case study was conducted to study several franchises of the Dutch fast food organization “Verhage fast food”. We chose to conduct a qualitative study by developing semi-structured interviews. The empirical material was collected by interviewing an HR manager and the CEO of Verhage to develop an overview of the organization. Furthermore, we conducted five interviews with franchisees of Verhage. These franchisees were chosen based on four criteria being location, variety in experience, amount of employees, and amount of franchises owned. These four criteria ensured that the chosen franchisees in our study are active in different environmental settings. These interviews were conducted with the aim to find out how these franchisees perceive low-skilled employee retention and to identify how these franchisees address retention through the implementation of HR practices. Our study provided a contribution that shows the most effective HR practices in the fields of recruitment and selection, training and development, career development, and recognition and rewards are depending on the situational factors. Whereas one franchisee needs to pay well above minimum wage to attract low-skilled employees, another franchisee can easily pay the employees minimum wages without the need to worry for job applicants. Another contribution based on the outcome of our study is that the provision of training and responsibilities besides being done to benefit the company in e.g. productivity it also results in more engaging employees with a higher intention to stay.

I många organisationer runt om i världen växer behovet av att hantera och strukturera information. Med hjälp av ett systemstöd är detta möjligt, i vilket dokumentation om processer på ett företag kan hanteras. Med risker i fokus, är syftet med den här studien att få en djupare förståelse för hur produktions- och materialhanteringsprocesser i ett företag kan struktureras samt att ta fram underlag till dagens produktions- och anskaffningsförfarande. Studien genomförs som en fallstudie där dokumentationen på fallföretaget ska ökas genom en tidsstudie, ABC-klassificering samt en diskussion kring risker med Kraljics matris som utgångspunkt. Resultatet visar på kortare produktionstider, att ett fåtal moduler och artiklar är kostnadsbärande i produktionen samt att dagens arbetssätt medför stora risker. Som ett koncept för att öka dokumentation, sammankoppla processer på företaget och eliminera dessa risker lyfter författarna Training Within Industry, vilket avslutar rapporten.
In many organizations around the world, the need to manage and structure information is a growing factor. This is possible with a system support, in which documentation of processes within a company can be handled. With potential risks in focus, the purpose of this study is to gain a deeper understanding of how production and material management processes in a company can be structured and to develop a foundation for today's production and procurement processes. The study is a case study in which the documentation at the company is to be increased through a time study, ABC-classification and a discussion of risks with Kraljic's matrix as a base. The result shows shorter production times, that few modules and articles are cost-bearing in production and that today's working methods cause major risks. As a concept for increasing documentation, linking processes at the company and eliminating these risks, the authors recommend Training Within Industry, which concludes the report.

När en process innehåller variationer är riskerna stora att den producerar kvalitetsbrister och är ineffektiv. Variationer kan orsakas av att operatörer arbetar på olika sätt och därför tar det olika tid för operatörerna att slutföra uppgiften. Oftast finns det även variationer i att slutföra uppgiften för samma operatör.Fallstudien är utförd med syfte att skapa djupare förståelse hur en förbättrad upplärning kan förenkla hanteringen av interna och externa variationer. Detta genom att utforma TWI-JI på en monteringsprocess.Genom att observera, intervjua och föra tidsstudier på fallföretaget togs en nulägesanalys fram. Genom att analysera den teoretiska samt empiriska data noggrant har de positiva effekterna av en implementering av en förbättrad upplärning tagits fram och diskuterats.

La present tesi doctoral s’ha centrat en el repte d’aconseguir, mitjançant Fabricació Additiva (FA), models per a assaig quirúrgic, sota la premissa que els equips per fer-los haurien de ser accessibles a l’àmbit hospitalari. L’objectiu és facilitar l’extensió de l’ús dels prototips com a eina de preparació d’operacions quirúrgiques, transformant la pràctica mèdica actual de la mateixa manera que en el seu moment ho van fer tecnologies com les que van facilitar l’ús de radiografies. El motiu d’utilitzar FA, en lloc de tecnologies més tradicionals, és la seva capacitat de materialitzar de forma directa les dades digitals obtingudes de l’anatomia del pacient mitjançant sistemes d’escanejat tridimensional, fent possible l’obtenció de models personalitzats. Els resultats es centren en la generació de nou coneixement sobre com aconseguir equipaments d’impressió 3D multimaterials accessibles que permetin l’obtenció de models mimètics respecte als teixits vius. Per facilitar aquesta buscada extensió de la tecnologia, s’ha focalitzat en les tecnologies de codi obert com la Fabricació per Filament Fos (FFF) i similars basades en líquids catalitzables. La recerca s’alinea dins l’activitat de desenvolupament de la FA al CIM UPC, i en aquest àmbit concret amb la col·laboració amb l’Hospital Sant Joan de Déu de Barcelona (HSJD). El primer bloc de la tesi inclou la descripció de l’estat de l’art, detallant les tecnologies existents i la seva aplicació a l’entorn mèdic. S’han establert per primer cop unes bases de caracterització dels teixits vius -sobretot tous- per donar suport a la selecció de materials que els puguin mimetitzar en un procés de FA, a efectes de millorar l’experiència d’assaig dels cirurgians. El caràcter rígid dels materials majoritàriament usats en impressió 3D els fa poc útils per simular tumors i altres referències anatòmiques. De forma successiva, es tracten paràmetres com la densitat, la viscoelasticitat, la caracterització dels materials tous a la indústria, l’estudi del mòdul elàstic de teixits tous i vasos, la duresa d’aquests, i requeriments com l’esterilització dels models. El segon bloc comença explorant la impressió 3D mitjançant FFF. Es classifiquen les variants del procés des del punt de vista de la multimaterialitat, essencial per fer models d’assaig quirúrgic, diferenciant entre solucions multibroquet i de barreja al capçal. S’ha inclòs l’estudi de materials (filaments i líquids) que serien més útils per mimetitzar teixits tous. Es constata com en els líquids, en comparació amb els filaments, la complexitat del treball en processos de FA és més elevada, i es determinen formes d’imprimir materials molt tous. Per acabar, s’exposen sis casos reals de col·laboració amb l’HJSD, una selecció d’aquells en els que el doctorand ha intervingut en els darrers anys. L’origen es troba en la dificultat de l’abordatge d’operacions de resecció de tumors infantils com el neuroblastoma, i a la iniciativa del Dr. Lucas Krauel. Finalment, el Bloc 3 té per objecte explorar nombrosos conceptes (fins a 8), activitat completada al llarg dels darrers cinc anys amb el suport dels mitjans del CIM UPC i de l’activitat associada a treballs finals d’estudis d’estudiants de la UPC, arribant-se a materialitzar equipaments experimentals per validar-los. La recerca ampla i sistemàtica al respecte fa que s’estigui més a prop de disposar d’una solució d’impressió 3D multimaterial de sobretaula. Es determina que la millor via de progrés és la de disposar d’una pluralitat de capçals independents a fi de capacitar la impressora 3D per integrar diversos conceptes estudiats, materialitzant-se una possible solució. Cloent la tesi, es planteja com seria un equipament d’impressió 3D per a models d’assaig quirúrgic, a fi de servir de base per a futurs desenvolupaments.
La presente tesis doctoral se ha centrado en el reto de conseguir, mediante Fabricación Aditiva (FA), modelos para ensayo quirúrgico, bajo la premisa que los equipos para obtenerlos tendrían que ser accesibles al ámbito hospitalario. El objetivo es facilitar la extensión del uso de modelos como herramienta de preparación de operaciones quirúrgicas, transformando la práctica médica actual de la misma manera que, en su momento, lo hicieron tecnologías como las que facilitaron el uso de radiografías. El motivo de utilizar FA, en lugar de tecnologías más tradicionales, es su capacidad de materializar de forma directa los datos digitales obtenidos de la anatomía del paciente mediante sistemas de escaneado tridimensional, haciendo posible la obtención de modelos personalizados. Los resultados se centran en la generación de nuevo conocimiento para conseguir equipamientos de impresión 3D multimateriales accesibles que permitan la obtención de modelos miméticos respecto a los tejidos vivos. Para facilitar la buscada extensión de la tecnología, se ha focalizado en las tecnologías de código abierto como la Fabricación por Hilo Fundido (FFF) y similares basadas en líquidos catalizables. Esta investigación se alinea dentro de la actividad de desarrollo de la FA en el CIM UPC, y en este ámbito concreto con la colaboración con el Hospital Sant Joan de Déu de Barcelona (HSJD). El primer bloque de la tesis incluye la descripción del estado del arte, detallando las tecnologías existentes y su aplicación al entorno médico. Se han establecido por primera vez unas bases de caracterización de los tejidos vivos – principalmente blandos – para dar apoyo a la selección de materiales que los puedan mimetizar en un proceso de FA, a efectos de mejorar la experiencia de ensayo de los cirujanos. El carácter rígido de los materiales mayoritariamente usados en impresión 3D los hace poco útiles para simular tumores y otras referencias anatómicas. De forma sucesiva, se tratan parámetros como la densidad, la viscoelasticidad, la caracterización de materiales blandos en la industria, el estudio del módulo elástico de tejidos blandos y vasos, la dureza de los mismos, y requerimientos como la esterilización de los modelos. El segundo bloque empieza explorando la impresión 3D mediante FFF. Se clasifican las variantes del proceso desde el punto de vista de la multimaterialidad, esencial para hacer modelos de ensayo quirúrgico, diferenciando entre soluciones multiboquilla y de mezcla en el cabezal. Se ha incluido el estudio de materiales (filamentos y líquidos) que serían más útiles para mimetizar tejidos blandos. Se constata como en los líquidos, en comparación con los filamentos, la complejidad del trabajo en procesos de FA es más elevada, y se determinan formas de imprimir materiales muy blandos. Para acabar, se exponen seis casos reales de colaboración con el HJSD, una selección de aquellos en los que el doctorando ha intervenido en los últimos años. El origen se encuentra en la dificultad del abordaje de operaciones de resección de tumores infantiles como el neuroblastoma, y en la iniciativa del Dr. Lucas Krauel. Finalmente, el Bloque 3 desarrolla numerosos conceptos (hasta 8), actividad completada a lo largo de los últimos cinco años con el apoyo de los medios del CIM UPC y de la actividad asociada a trabajos finales de estudios de estudiantes de la UPC, llegándose a materializar equipamientos experimentales para validarlos. La investigación amplia y sistemática al respecto hace que se esté más cerca de disponer de una solución de impresión 3D multimaterial de sobremesa. Se determina que la mejor vía de progreso es la de disponer de una pluralidad de cabezales independientes, a fin de capacitar la impresora 3D para integrar diversos conceptos estudiados, materializándose una posible solución. Para cerrar la tesis, se plantea cómo sería un equipamiento de impresión 3D para modelos de ensayo quirúrgico, a fin de servir de base para futuros desarrollos.

Dissertação de Mestrado em Engenharia e Gestão Industrial apresentada à Faculdade de Ciências e Tecnologia
This dissertation is the product of the curricular internship, in the scope of the Master in Industrial Engineering and Management, at OLI. The scope of this project deals with redefining and improving work procedures and their work instructions with the concepts of Training within Industry (TWI). The creation of the Work Instructions (WI) involves the Job Breakdown Sheet (JBS), an important element to train employees and facilitate understanding of work procedures. A work procedure dedicated to training was created, through a set of guidelines that improve the instructor's skills: Job Instructions (JI). In this way, instructors can use the instructions as a guide when training, ensuring employee awareness and good learning.The standardization cycle is characterized by the improvement of procedures and of the WIs finishing with employee training. The successful implementation of TWI concepts in standardization depends on the participation of all employees in the organization to establish, communicate and comply with procedures, thus eliminating resistance to change. As a result, human error will be reduced, a factor that negatively affects companies, generating costs associated with non-quality.For the development of this work, data was collected through observation of work procedures on the shop floor and through unstructured interviews, in addition to document analysis of the existing WI. This case study was carried out around the standardization in the Industrial Quality Department (IQD), which presented some limitations: the information related to TWI was limited (making it difficult to deepen the theme) and it was not possible to measure the performance of the redefined work procedures due to the lack of indicators.
A presente dissertação é o produto do estágio curricular, no âmbito do Mestrado em Engenharia e Gestão Industrial, na OLI. O âmbito deste projeto trata de redefinir e melhorar os procedimentos de trabalho e as suas instruções de trabalho com os conceitos de Training within Industry (TWI). A criação das Instrução de Trabalho (IT) envolve o Job Breakdown Sheet (JBS), um elemento importante para formar os colaboradores e facilitar a compreensão sobre os procedimentos de trabalho. Foi criado um procedimento de trabalho dedicado à formação, através de um conjunto de diretrizes que melhoram as competências do instrutor: Job Instructions (JI). Desta forma, os instrutores podem utilizar as instruções como guia no momento de formação, assegurando a sensibilização dos colaboradores e a boa aprendizagem.O ciclo de padronização é caracterizado pela melhoria dos procedimentos e criação de ITs terminando com o treino ao colaborador. O sucesso da implementação dos conceitos de TWI na estandardização, depende da participação de todos os colaboradores na organização, para estabelecer, comunicar e cumprir os procedimentos, eliminando desta forma a resistência à mudança. Como resultado, reduzir-se-á o erro humano, um fator que afeta negativamente as empresas gerando custos associados à não qualidade.Para o desenvolvimento deste trabalho, recolheram-se dados por observação dos procedimentos de trabalho no chão-de-fábrica e por entrevistas não estruturadas, além da análise documental das ITs existentes. Este estudo de caso realizou-se em torno da padronização no Departamento de Qualidade Industrial (DQI), o qual apresentou algumas limitações: a informação relativa a TWI era limitada (dificultando o aprofundamento do tema) e não foi possível medir o desempenho dos procedimentos de trabalho redefinidos pela falta de indicadores.

Thesis (M.Tech.: Office Management and Technology)-Durban University of Technology, 2005 xv, 129 leaves
The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.

Historically in South Africa, the education and social systems have worked together to deny black people both competencies and opportunities for significant participation.There are over nine million people in South Africa who cannot read or write. (Hutton, 1992) South Africa is not the only country with this problem, newly liberated countries have also had to respond to the problem of illiteracy. In South Africa many progressive organizations have initiated literacy work and have recognized the need for adult basic education. Workplace literacy has become an important national issue. It is of concern to employees, employers, unions, vocational and adult educators. But what does it mean to workers on the shopfloor and how can they benefit from such programmes. In our increasingly technological society, different workplace demands are being placed on workers. Companies try to assist their workers by offering training and retraining programmes. It sounds good, a problem has been recognized and steps are being taken to fix it, but there is something missing. Little mention is being made of the needs and rights of workers themselves. The objective of this study is to identify the literacy skills of workers and the necessity for determining job literacy requirements for employment positions. Research has shown that the level of literacy in the workplace is not determined by a grade equivalent but by the literacy needs of the workplace. In trying to identify the above objective it is important to look at what is meant by workplace literacy as well as significance of workplace literacy and its importance within a social and economic context.
Thesis (M.Soc.Sc.)-University of Natal, Durban, 1992.

Competitive and high-risk environments require complex high technology systems, which need to be supported and maintained over their respective life cycles. These systems often have a significant consequence of failure, and require complex management systems to achieve their operational objectives. Significant leadership and management challenges exist, not only in South Africa, but also in other developing countries, where systems may be utilised beyond the lifespan they were designed for and are susceptible to obsolescence. This study was conducted by following a structured process; the research consisted of three stages. The first stage dealt with the research problem, including the delimitations of the study. The second stage was further divided into three phases. The first phase deconstructed the appropriate literature, which included the interpretation of numerous definitions of logistics, integrated logistics support, and the integrated logistics support elements. In addition, the research was grounded in the fields of operations management, supply chain management and integrated logistics support. The second phase focused on the deconstruction of six case studies from four different high technology complex systems. From the analysis of the first two phases followed the third phase of research, which focused on the identification of areas requiring further research. Further research was conducted by means of a questionnaire, the results of which were analysed for variable dependency and variable association. The third stage of the research included the collation and analysis of the findings of the first two stages of research. The analysis utilised the principles of Mode 2 research and design science research, whereby an ILS framework and associated grounded technological rules have been recommended. These recommendations are robust in nature, as they can be applied in the most challenging environment and circumstances as identified. Furthermore, by grounding the theory in the disciplines of operations management, supply chain management and integrated logistics support, the reliability, validity, relevance, and applicability of the study could be substantiated. This implied that the generated theoretical knowledge could be transferred to and applied in practice, and as such, an organisation can reap substantial value added benefits, and gain considerable competitive advantage in the market place by applying this developed ILS framework and associated ILS grounded technological rules.
Business Leadership
D. BL.

The tourism industry is one of the biggest economic contributors in South Africa and it is predicted that the industry will grow significantly over the years to come. This growth pressures South Africa to stay competitive and adhere to the needs of the visitors. The latter being one of the core functions of any tourism establishment. Labour structures in the tourism industry are constantly changing and to deliver quality products, employees should be well skilled and prepared for the demands of the industry. The accommodation sector, one of the biggest sectors in the tourism industry, provides a variety of services to tourists when visiting this country. It was determined in the literature review that the skills needed by an accommodation manager, to provide the expected services include flexibility, people skills, the ability to train other employees and the ability to explore the ever changing needs of the tourist. Higher education organisations in South Africa educate potential tourism employees in a variety of skills and knowledge. However, some employees are still of the opinion that these students are not adequately prepared for the demands of the industry and therefore complain. Added to this, there is very little communication between the industry and higher education organisations. Therefore the tourism industry feels that students are not employable which creates challenges for students, higher education organisations and the tourism industry. Education and skills development should contribute directly to the economic growth of South Africa and the government, a very important role player in the tourism industry, encourages education opportunities in South Africa. Therefore, the aim of this study is to determine, through industry participitation, what the management skills required within graded establishments in South Africa are. To achieve this aim, the following objectives were set: To analyse the literature available regarding the managerial theories, managerial levels, managerial processes and universal skills needed by managers, to analyse the tourism industry and hospitality sector, identify the important role played by managerial skills within this sector and to identify higher education programmes available in South Africa that focus specifically on managerial skills development for the accommodation sector. Thirdly, to collect and analyse the perceptions of accommodation owners and managers regarding the managerial skills and knowledge required by graduate managerial employees and then to draw conclusions and make recommendations to higher education organisations to adapt tourism management qualification programmes. This was achieved by making use of a quantitative research method by means of self-administered questionnaires, distributed to 254 Tourism Grading Counsil of South Africa’s (TGCSA) graded establishment managers in the nine (9) provinces of South Africa. The data, gathered from the questionnaire, was captured electronically by an online programme, SurveyMonkey. The data was then processed by means of SPSS and analysed. The descriptive results revealed that most of the responding accommodation establishments do employ graduates, but these graduates have to display certain characteristics. The top three characteristics for an accommodation manager included trustworthiness, responsibility and motivation in that order. Being ambitious, intelligent and sensitive rated the lowest. A factor analysis revealed that there are 10 important factors that contributes to being an effective accommodation manager. These skills included: 1) Personal characteristics, 2) Forecasting skills, 3) Strategic management skills, 4) Human resource skills, 5) Problem solving and crisis management skills, 6) Communication skills, 7) Information technology skills, 8) Customer service skills, 9) Financial skills and 10) Marketing skills. The comparisons (by means of ANOVA’s, t-tests and spearman rank order correlations) between skills needed by an accommodation manager and selected business characteristics (the province in which the accommodation establishment is located, the grading status, the size, the number of employees and the years that the accommodation establishment has been in operation) are unique to this study and various significant differences were identified. Comparisons have also been done between skills needed by an accommodation manager and selected personal characteristics (age, current position, duration of employment, level of higher education and the necessity of practical skills before employment of the respondent) which also revealed significant differences. The highest number of significant differences was identified for larger establishments, age, position of the respondents and the duration of employment. The results of this study can be used by higher education organisations to adapt their current tourism management qualifications, and by accommodation establishments to understand the training needs of employees. It did however voice the concerns of industry role players when it comes to new graduates and their employability.
MA (Tourism Management), North-West University, Potchefstroom Campus, 2015