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Journal articles on the topic 'Training Within Industry'

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Published: 4 June 2021
Last updated: 14 February 2022

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1

Dooley, Channing R. "The Training within Industry Report 1940-1945." Advances in Developing Human Resources 3, no. 2 (May 2001): 127–289. http://dx.doi.org/10.1177/15234220122238283.

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2

Bustami, Elfizon, Oriza Candra, and Mukhlidi Muskhir. "Penerapan Strategi Training Within Industry Sebagai Upaya Meningkatan Motivasi Perkuliahan." INVOTEK: Jurnal Inovasi Vokasional dan Teknologi 18, no. 2 (August 30, 2018): 55–64. http://dx.doi.org/10.24036/invotek.v18i2.366.

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Penelitian ini bertujuan untuk meningkatkan motivasi mahasiswa di dalam perkuliahan. Penerapan strategi pembelajaran Training Within Industry pada perkuliahan pratikum instalasi listrik industri, mengajarkan bagaimana membawa mahasiswa seolah- olah seperti suasana industri. Jenis penelitian ini adalah quasi experiment. Subyek penelitian ini adalah mahasiswa D3 Tahun Masuk 2015 Jurusan Teknik Elektro Fakultas Teknik Universitas Negeri Padang yang berjumlah 35 orang. Pengumpulan data dalam penelitian ini menggunakan instrumen berupa penilaian unjuk kerja yang dinilai dari tahap persiapan, proses, hasil, waktu dan laporan. Hasil penelitian ini menunjukkan bahwa terdapat peningkatan motivasi belajar mahasiswa yang di lihat dari pencapaian hasil belajarnya. Dimana penerapan strategi pembelajaran Training Within Industry mampu memotivasi mahasiswa untuk berprestasi dan mempersiapkan diri memasuki dunia kerja.
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Donovan, Jerome Denis, Alex Maritz, and Andrew McLellan. "Innovation training within the Australian advanced manufacturing industry." Journal of Vocational Education & Training 65, no. 2 (June 2013): 256–76. http://dx.doi.org/10.1080/13636820.2013.783614.

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4

Scott, Neil, David Ponniah, and Ben Saud. "A window on management training within the construction industry." Industrial and Commercial Training 29, no. 5 (September 1997): 148–52. http://dx.doi.org/10.1108/00197859710171752.

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5

Soltero, Conrad. "Training within industry: Overcoming the barriers to improved environmental performance." Environmental Quality Management 14, no. 1 (2004): 17–39. http://dx.doi.org/10.1002/tqem.20023.

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Marquardt, Nicki, Swantje Robelski, and Rainer Hoeger. "Crew Resource Management Training Within the Automotive Industry: Does It Work?" Human Factors: The Journal of the Human Factors and Ergonomics Society 52, no. 2 (April 2010): 308–15. http://dx.doi.org/10.1177/0018720810366258.

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Objective: This article presents the development, implementation, and evaluation of a crew resource management (CRM) training program specifically designed for employees within the automotive industry. Background: The central objective of this training program was to improve communication, teamwork, and stress management skills as well to increase the workers’ situational awareness of potential errors that can occur during the production process. Method: Participants in the training program of this study were 80 employees, all of whom were working in a production unit for gearbox manufacturing. Effectiveness of the CRM training course was evaluated two times (1 month and 6 months after the training program). Results: The results showed a significant improvement in a wide range of CRM-relevant categories, especially in teamwork-related attitudes, in addition to an increase in the workers’ situational awareness after the training program. Conclusion: On the basis of the results, it can be stated that CRM training, which was originally developed for the aviation industry, can be transferred to the automotive industry. However, because of the lack of behavioral observations, these effects are limited to CRM attitudes and knowledge changes. Application: Several recommendations for future research and training development in the field of human factors training are made.
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Odacıoğlu, Mehmet Cem, Chek Kim Loi, Şaban Köktürk, and Nazan Müge Uysal. "The Position of Game Localization Training within Academic Translation Teaching." Journal of Language Teaching and Research 7, no. 4 (July 1, 2016): 675. http://dx.doi.org/10.17507/jltr.0704.06.

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The video game industry which originated in 1960s is now an important entertainment industry mostly thanks to the digital revolution, especially as of 2000s. In parallel, the video game industry gains today million dollars and this will be increasing more as the number of gamers enhances. Therefore, this study emphasizes the position of the game localization training within the academic translation teaching by analysing two universities’ translation courses and thus questions the availability and the position of the game localization training among the related courses. The study also touched on other universities in this regard. Before the analysis, the study offers some information about the definition of the game localization, some of its features and its reflections on the related courses. In addition, aspects such as the translation competence which would-be translators must develop and tools used in the process so as to make student translators familiar with this new type of translation and to raise their awareness are also included.
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Dilla, Dhea Fatma, Usmeldi Usmeldi, and Krismadinata Krismadinata. "PENERAPAN STRATEGI TRAINING WITHIN INDUSTRY DALAM PEMBELAJARAN MENGOPERASIKAN SISTEM PENGENDALI ELEKTROMAGNETIK." INVOTEK: Jurnal Inovasi Vokasional dan Teknologi 17, no. 2 (November 10, 2017): 21–26. http://dx.doi.org/10.24036/invotek.v17i2.43.

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Penelitian ini bertujuan untuk melihat hasil unjuk kerja siswa dengan strategi Training Within Industry (TWI) menggunakan instrumen penilaian unjuk kerja pada mata pelajaran Mengoperasikan Sistem Pengendali Elektromagnetik (MSPEM) kelas XI TITL 1 SMK Muhammadiyah 1 Padang. Jenis penelitian ini adalah penelitian deskriptif yang dilaksanakan secara Quasi Experiment. Subjek pada penelitian ini adalah siswa kelas XI TITL 1 SMK Muhammadiyah 1 Padang yang terdiri dari 32 orang siswa. Pada penelitian ini, metode pengumpulan data dengan menggunakan penilaian kinerja berupa rubrics yang divalidasi oleh penimbang ahli. Data yang diperoleh diolah dalam bentuk deskriptif. Berdasarkan hasil penelitian ditemukan bahwa siswa telah mencapai nilai KKM yang telah ditetapkan yaitu 80. Hal ini dibuktikan dengan perolehan rata-rata dari skor penilaian kinerja dengan presentase 85% sudah mencapai ketuntasan dari nilai KKM yang ditentukan dan berdasarkan kategori yang diperoleh melalui skor penilaian kinerja sebanyak 27 dari 32 siswa berada pada kategori sangat tinggi. Dengan demikian dapat disimpulkan bahwa terdapat peningkatan hasil unjuk kerja dalam penerapan Strategi TWI, dan memberikan pegaruh positif pada siswa dengan menjadi aktif dalam pembelajaran, meningkatkan kinerja siswa dalam menyelesaikan praktikum yang dibuat maupun kemandirian dan kedisiplinan di SMK Muhammadiyah 1 Padang. Kata Kunci: Strategi Training Within Industry, Hasil Unjuk Kerja, MSPEM
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9

de Água, Pedro Manuel Geada Borda, Armindo Dias da Silva Frias, Manuel de Jesus Carrasqueira, and José Manuel Modas Daniel. "Future of maritime education and training." Pomorstvo 34, no. 2 (December 21, 2020): 345–53. http://dx.doi.org/10.31217/p.34.2.15.

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The 21st century endeavour bring new challenges for the maritime industry. The challenges facing the professionals within the industry are multifaceted and complex due to globalization, cross-cultural interrelationships, and technological change that are permeating the maritime industry. The aim of this article is to contribute to better understanding the problem of developing the future maritime industry professional, filling the existing gap between education and training programmes, while integrating the 21st century professional skills. The contents of a comprehensive education and training programme shall be proposed within a knowledge triangle encompassing academia, the industry and relevant authority or regulatory institutions, so all interested parties’ “voices” will be considered. Besides raising awareness for the educational and training challenges ahead, more effective teaching methods are suggested in order to meet the needs, particularly supporting double loop learning, together with a pragmatic proposal for a realistic programme at master’s level. The proposed programme is based on the EU MarLEM project, which aims towards the development of the 21st century maritime industry professional, focusing on logistics, engineering and management contents.
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10

Mollo, Lesiba George, Fidelis Emuze, and John Smallwood. "Improving occupational health and safety (OHS) in construction using Training-Within-Industry method." Journal of Financial Management of Property and Construction 24, no. 3 (November 4, 2019): 655–71. http://dx.doi.org/10.1108/jfmpc-12-2018-0072.

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Purpose The manufacturing industry is a well-known source of interventions adapted to solve problems in the construction industry. The use of Training-Within-Industry (TWI) is one such intervention adopted in the construction industry to solve the construction problem relating to occupational health and safety (OHS). The objectives of TWI are to help the industry to transfer knowledge and skills from management to the employees. Therefore, the purpose of this paper was to investigate whether TWI can reduce OHS problems by promoting “learning by doing” on construction sites. Design/methodology/approach A case-based-research method was used to investigate the reported OHS problems in the construction industry in South Africa. The data were quantitative and qualitative in nature; the questionnaire survey, semi-structured interview and focus group interview techniques were used to collect data in the study. Findings The findings provide a better understanding of the human contributions influencing the behaviour of people causing accidents on construction sites. The data show that construction project leaders struggle to promote “learning by doing” because of inappropriate behaviour, lack of communication and inadequate training provided to new workers on construction sites. Also, there is significant scope for TWI deployment in construction because of the inability of supervisors or management to promote “learning by doing” on construction sites. Practical implications Based on the research findings, it is discovered that OHS is a serious concern in the construction industry. Therefore, the adoption of learning by doing on a construction site would help to improve OHS outcome. Originality/value The study highlights the need to introduce TWI on construction sites to reduce human failure causing accidents. TWI could lead to improving the knowledge- and skills-transfer programmes for construction workers in favour of better safety performance.
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11

KONIECZKA, Kinga. "Program Training Within Industry sposobem na utrzymanie systemu 6S w przedsiębiorstwie produkcyjnym." PROBLEMY JAKOŚCI 1, no. 9 (September 5, 2018): 164–68. http://dx.doi.org/10.15199/48.2018.9.23.

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Carretero, María del Puy, Sara García, Aitor Moreno, Nieves Alcain, and Idurre Elorza. "Methodology to create virtual reality assisted training courses within the Industry 4.0 vision." Multimedia Tools and Applications 80, no. 19 (July 10, 2021): 29699–717. http://dx.doi.org/10.1007/s11042-021-11195-2.

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13

Conway, Hope. "Establishing an e-learning program within Mirion’s training program in the nuclear measurement industry." Journal of Radioanalytical and Nuclear Chemistry 318, no. 1 (August 16, 2018): 183–85. http://dx.doi.org/10.1007/s10967-018-6114-8.

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14

Korban, Zygmunt, Paweł Kołodziejczyk, and Marcela Rabasová. "Evaluation of the Diversity of Training Quality Conducted as Part of General Training and on-the-Job Training – Case Study." Multidisciplinary Aspects of Production Engineering 1, no. 1 (September 1, 2018): 683–88. http://dx.doi.org/10.2478/mape-2018-0086.

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Abstract The level of occupational health and safety is one of the determinants of the company's efficiency. The article assessed the quality of general initial training (general training) and initial training at the workplace (on-the-job training) carried out in selected business entities related to the hard coal mining industry. Problem included in the above trainings were interpreted as a criterion function within a multi-criteria analysis based on the Analytic Hierarchy Process (AHP) method. Application of the AHP method allowed to perform a diagnostic (comparative) assessment of objects (business entities), both objects and accepted assessment criteria were compared in pairs with each other (the evaluator's preferences (subjectivity of assessments) are treated in the Analytic Hierarchy Process as a natural phenomenon).
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15

Detsimas, Nicole, Vaughan Coffey, Zabihullah Sadiqi, and Mei Li. "Workplace training and generic and technical skill development in the Australian construction industry." Journal of Management Development 35, no. 4 (May 9, 2016): 486–504. http://dx.doi.org/10.1108/jmd-05-2015-0073.

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Purpose – The purpose of this paper is to investigate the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia. Design/methodology/approach – An internet-based survey was administered to collect the opinions of construction employees about the workplace-training environment and their perceptions towards training. The survey intended to address the following research questions, specifically in relation to the construction industry. Findings – The survey results reveal that whilst overall participation in workplace training is high, the current workplace training environments do not foster balanced skill development. The study reveals that in the current absence of a formal and well-balanced training mechanism, construction workers generally resort to their own informal self-development initiatives to develop the needed role-specific theoretical knowledge. Research limitations/implications – The findings of the research are based on the data primarily collected in the construction industry in Queensland, Australia. The data are limited to a single Tier 2 construction company. Practical implications – The findings of this study can be utilised to suggest improvements in the current (or develop new) workplace training initiatives. Social implications – The research suggests that workplace training has positive relationship with career growth. The results suggest that in the construction industry, employees are generally well aware of the importance of workplace training in their career development and they largely appreciate training as being a critical factor for developing their capacity to perform their roles successfully, and to maintain their employability. Originality/value – This paper is unique as it investigates the current skills gap in both generic and skill areas within the construction industry in Queensland, Australia. So far no work has been undertaken to identify and discusses the main method of workplace learning within the Tier 2 industry in the context of Queensland Australia.
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Putilov, Alexandr V., Mikhail N. Strikhanov, and Georgy V. Tikhomirov. "Personnel training for the developing nuclear power industry." Nuclear Energy and Technology 5, no. 3 (September 25, 2019): 201–6. http://dx.doi.org/10.3897/nucet.5.39239.

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The article briefly describes the history of training personnel for the nuclear industry and sets tasks for its improvement and development to ensure the future growth of this industry. Within the framework of the emerging digital economy, such a phenomenon as digital platforms erases the boundaries between industries, forming new unexpected industrial alliances, even new industries. Innovative activities in the power industry, including nuclear power, should provide the possibility of forming digital economic platforms in various energy segments as well as training personnel in using this new toolkit. Today, the Rosatom State Nuclear Energy Corporation is developing more than 30 projects of new nuclear power plants (NPP) in Russia and 12 other countries. This requires educational support, and for this purpose a Consortium of supporting universities of the Rosatom State Corporation was established, which includes 18 specialized higher educational institutions. More than half of them train personnel directly for designing, constructing and operating NPPs. The scale of the necessary personnel training in the near future indicates that we need a new “educational paradigm”, which can be described as “front-line education”, i.e., training personnel for developing digital economy technologies simultaneously along the entire “front”. This “front” stretches from schoolchildren preparing to enter universities to production personnel whose professional development should be carried out taking into account the specifics of the digital transformation of production. Partnership is one of the leading values of the modern young generation. To withstand high competition for the best personnel, organizations must not only be saturated with the culture of partnership from the inside but also act as reliable partners for one another in involving and training young employees.
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Grishina, Elena N., Elena A. Lysova, Irina P. Lapteva, and Eleonora V. Nagovitsyna. "Educational platform of region’s digital modernization in Industry 4.0." On the Horizon 27, no. 3/4 (October 11, 2019): 180–86. http://dx.doi.org/10.1108/oth-07-2019-0040.

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Purpose The purpose of this paper is to substantiate the importance of an educational platform for digital modernization of modern Russia’s regions in Industry 4.0 and to determine the functions and conceptual foundations of organization of regional market of educational services for execution of functions for stimulation of digital modernization of Russia’s regional economy. Design/methodology/approach The authors use the method of regression analysis for studying the influence of the indicators of adaptation of the market of educational services to the conditions of Industry 4.0 on efficiency of digital modernization of economy of the regions of the Volga Federal District of the Russian Federation as of late 2018-early 2019. The information and empirical basis of the paper is materials of the index “Digital Russia” of the Moscow School of Management “Skolkovo.” Findings It is determined that the market of educational services plays an important role in the process of transition of regions of modern Russia to Industry 4.0, performing two functions: training of personnel who are capable of working with digital technologies and training of personnel who are capable of creating new digital technologies at a region’s companies. As a result, the educational platform of digital modernization of the regional economy is formed. The developed conceptual foundations of an organization of the regional market of educational services for execution of its functions on stimulating the digital modernization of Russia’s regional economy allow for three variants of the process of training of personnel: within execution of the order of partner companies in a regional technological park, within participation of the region’s companies in a tender for training of personnel and within an independent initiation of the process of training of personnel by universities based on the results of digital marketing. Originality/value The offered authors’ recommendations ensure the following advantages during the creation and development of the educational platform of a region’s digital modernization in Industry 4.0: high marketing activity of universities, direct sequence of training of personnel and improved treatment of the effectiveness of regional universities as the ratio of efficiency in personnel training to expenditures, which stimulates competition between universities and maximization of effectiveness of educational platform of a region’s digital modernization in Industry 4.0.
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Ruona, Wendy E. A. "The Foundational Impact of the Training within Industry Project on the Human Resource Development Profession." Advances in Developing Human Resources 3, no. 2 (May 2001): 119–26. http://dx.doi.org/10.1177/15234220122238274.

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Patel, Sunil V., Michelle Klingel, and Toyooki Sonoda. "An Assessment of the Industry—Faculty Surgeon Relationship Within Colon and Rectum Surgical Training Programs." Journal of Surgical Education 73, no. 4 (July 2016): 595–99. http://dx.doi.org/10.1016/j.jsurg.2016.01.013.

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Langley, A., G. Lawson, S. Hermawati, M. D'Cruz, J. Apold, F. Arlt, and K. Mura. "Establishing the Usability of a Virtual Training System for Assembly Operations within the Automotive Industry." Human Factors and Ergonomics in Manufacturing & Service Industries 26, no. 6 (August 8, 2016): 667–79. http://dx.doi.org/10.1002/hfm.20406.

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Vignali, C. "Motivation factors that force a sales training programme and the experience within the brewing industry." Industrial and Commercial Training 29, no. 1 (February 1997): 10–15. http://dx.doi.org/10.1108/00197859710156830.

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OLAOLU, Dele, and Uchenna UWALEKE. "Training as Strategy for Effective Leadership Development in Business Organisations: Evidence from the Nigerian Banking Industry." Nile Journal of Business and Economics 2, no. 4 (February 28, 2017): 29. http://dx.doi.org/10.20321/nilejbe.v2i4.76.

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<span>Training and Development (T&amp;D) is one of the panaceas for developing sustainable leadership in both private and public enterprises. Such a disposition within the banking industry in Nigeria is akin to being pro-active for responsible managers in future. There is however some paucity of information on functional succession planning process in this sector of the economy which has to be documented. This study therefore examined the disposition of Training and Development (T&amp;D) on the capacity for leadership enhancement in the banking industry of Nigeria. A descriptive survey research design was adopted. The population of study was 4,345 which were all employees in selected three commercial banks in Nigeria. A stratified random sampling technique was used while the sampling size was 165 employees. The findings revealed that there was a significant (P&lt;0.05) relationship between coaching and Leadership Development (LD) with an r value of 0.74. A weak but significant relationship existed between Job Rotation (JR) and LD with an r value of 0.33 (P&lt;0.05). There was a high and positive relationship between On-The-Job Training (OTJT) and LD. It was concluded that on-the-job training should be practiced as a deliberate policy in the Nigerian banking industry in order to enhance productivity and leadership development. The study recommended that deliberate efforts should be made to implement &amp; practice Training &amp; Development in the banking industry as it enhance productivity among employees as well as LD The study also recommended .that coaching as a variant of on-the –job training should be encouraged within the Nigerian banking industry as it addresses employees specific skill gaps required to enhance capacity building of future leaders within the industry.</span>
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Schnelle, Michael A., Sharon L. von Broembsen, and Michael D. Smolen. "388 Extension Water Quality Training for the Nursery Industry." HortScience 35, no. 3 (June 2000): 459F—460. http://dx.doi.org/10.21273/hortsci.35.3.459f.

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A comprehensive educational program focusing on water quality protection was developed for the Oklahoma nursery industry. The program focused on best management practices to limit pesticides and nutrients in irrigation runoff and on capture and recycle technology as a pollution prevention strategy. Key professionals from the departments of entomology and plant pathology, biosystems and agricultural engineering, and horticulture formed a multidisciplinary team within the Oklahoma Cooperative Extension Service (OCES). During 1998, water quality workshops were conducted on-site throughout Oklahoma at leading nursery operations. These workshops were designed to highlight best management practices (BMPs) that were already in place as a foundation on which to implement additional BMPs with the assistance of the OCES team. Training workshops were augmented by written publications, by web-based information, and by videotape instruction. These provided for ongoing education beyond the formal grant period. The written materials included a water quality handbook for nurseries and a fact sheet on capturing and recycling irrigation runoff. The water quality handbook was also made available on the web and a website on disease management for nurseries using recycling irrigation was provided. The water quality video, highlighting successful growers, was designed to show aspects of both best management practices and capture and recycle technology. Results of these 3-year extension efforts will be discussed.
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Chapple, Wendy, Petra Molthan-Hill, Rachel Welton, and Michael Hewitt. "Lights Off, Spot On: Carbon Literacy Training Crossing Boundaries in the Television Industry." Journal of Business Ethics 162, no. 4 (December 5, 2019): 813–34. http://dx.doi.org/10.1007/s10551-019-04363-w.

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AbstractProclaimed the “greenest television programme in the world,” the award-winning soap opera Coronation Street is seen as an industry success story. This paper explores how the integration of carbon literacy training (CLT) led to a widespread transformational change of practice within Coronation Street. Using the theoretical lens of Communities of Practice (CoP), this study examines the nature of social learning and the enablers and barriers to change within the organization. Specifically, how boundary spanning practices, objects and people led to the transformation on both a personal and group level. Based on a qualitative analysis of 22 interviews with Heads of Departments and other staff, the paper argues that CLT is a boundary practice which has evolved into a boundary spanning CoP. The importance of infrastructures supporting boundary objects and practices is highlighted as reinforcers of the CLT, both as a boundary object and a community, with the “ultimate” boundary spanning object being the show. A significant enabler in social learning and change in practice is the creation of discursive and creative space, both within CoP and across the boundaries. Findings also highlight the role of “self” in the process of social learning and organizational change. Distinct patterns emerged in the relationship between self-identity, social learning and change across a range of boundary objects, practices and communities both in the CLT and CoP. This suggests that in a diverse social learning setting such as CLT there are different transformational catalysts within the CoP and these identities can influence how knowledge is translated into practice.
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Devaney, J. "Managing the Future of the Power Industry." Proceedings of the Institution of Mechanical Engineers, Part A: Journal of Power and Energy 209, no. 4 (November 1995): 253–57. http://dx.doi.org/10.1243/pime_proc_1995_209_003_01.

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The power industry is one that is currently undergoing great change—a trend likely to continue in the future. As it does so, I believe the role of the manager and the engineer within it will change significantly, providing a challenge to those who are schooled in the old ways and with implications for new engineers emerging from universities and training programmes. I would like to share my thoughts on this with you, starting with discussing a little of the background of how the industry has developed and moving on to how it might look in the future and what that would mean for engineers working within it.
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Akomah, Benjamin Boahene, Laud Kwamina Ahinaquah, and Zakari Mustapha. "Skilled Labour Shortage in the Building Construction Industry Within the Central Region." Baltic Journal of Real Estate Economics and Construction Management 8, no. 1 (January 1, 2020): 83–92. http://dx.doi.org/10.2478/bjreecm-2020-0006.

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AbstractSkilled labour shortage is the shortfall of workforce in specific trades or shortage of workforce with requisite skills. The paper seeks to identify areas where there are skilled labour shortages in the building construction industry within the Central Region. A survey research approach was employed to get the study population that consisted of project managers, site engineers, site foremen and engineers working with contactors. Questionnaires were designed based on the research specific objectives and used as the main instrument for data collection. Findings from the study revealed that the shortage of skilled manpower was from painters and decorators, electricians and tile workers. Further findings showed that skilled labour shortage was caused by socio–economic conditions, external forces, job attractiveness, job characteristics, job satisfaction, industry limitations and personal factors. Employees should be encouraged to develop their trade competences and change their attitude to work, while employers should build their manpower base through training.
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Solovyov, Andrei, and Andrei Tretiakov. "TRAINING OF SKILL WORKERS FOR TRAVEL INDUSTRY WITHIN THE FRAMEWORK OF INNOVATION STUDY: CHALLENGES AND OPPORTUNITIES." Proceedings of Altai State Academy of Culture and Arts, no. 2 (2019): 60–69. http://dx.doi.org/10.32340/2414-9101-2019-2-60-69.

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Marini, Chomzana Kinta. "Strategi Training within Industry sebagai Upaya Peningkatan Kepercayaan Diri Siswa pada Mata Pelajaran Pengolahan Makanan Kontinental." Jurnal Pendidikan Teknologi dan Kejuruan 22, no. 4 (January 18, 2016): 410. http://dx.doi.org/10.21831/jptk.v22i4.7839.

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Practices in Vocational High Schools hold an important role, because through practices, students could master the skills optimally. Confidence is a significant aspect that should be owned by students to conduct the practices. However in the field, there were several students of grade XI Jasa Boga I of SMKN 1 Sewon who had low confidence in the Continental Cuisine Practice. This was indicated by the hesitation of the students in conducting the practices. Every group depended on the teacher’ assistance. This action research was conducted in three cycles that consisted of planning, implementation, observation, and reflection. The results of the study showed an improvement of the students’ confidence from 2.49 become 2.66 and 2.86 in the subject of Continental Cuisine through Training within Industry Strategy.
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Ratiu, Mariana, Corina Suteu, and Ioan-Florin Oarga. "Education and training in Romania on occupational safety and health in the offshore industry." MATEC Web of Conferences 184 (2018): 04005. http://dx.doi.org/10.1051/matecconf/201818404005.

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This paper is the result of a study on the current situation in Romania regarding education and training on the occupational safety and health in the offshore industry. This study was conducted within a European project, which, among other things, has as intellectual outputs, identifying the main requirements related to learning needs and competencies and identifying the similar safety and health training courses for offshore industry at European level. Romania has transposed the European Union legislation in the area of minimum requirements for the safety and health of workers in the offshore industry and has an adequate institutional framework aligned to the Community requirements in the field. In Romania, there are no special occupations and explicit requirements for occupational safety and health specialists in the offshore industry. But, there are some training centers, which offer theoretical and practical courses regarding safety and health for those graduates or professionals who wish to pursue a professional career in the offshore industry. Also, some universities provide diplomas, courses or training related to the offshore industry.
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Van Vooren, Joke. "Virtual Reality Training for Aviation Maintenance, Repair and Overhaul (Vi-Mro 1.0)." EDEN Conference Proceedings, no. 1 (June 16, 2019): 518–23. http://dx.doi.org/10.38069/edenconf-2019-ac-0058.

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The economic crisis of 2008–2013 had a huge impact on the industry and this was no different within aviation. During this period the number of recruitments within the industry was kept on a bare minimum, resulting in an ageing workforce today. According to the Q4 2017 Educavia survey on the employment by age and sector over 46% of the staff in the Aviation Maintenance, Repair and Overhaul (MRO) sector in Belgium and the Netherlands is over 50 years old. The sector indicates to be looking for extra and “younger” aviation mechanics to guarantee the continuity of the sector, but is announcing at the same time that there simply aren’t enough suitable candidates.
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Cooke, Mike, and Phyllis Macfarlane. "Training the Next Generation of Market Researchers." International Journal of Market Research 51, no. 3 (January 2009): 1–16. http://dx.doi.org/10.1177/147078530905100311.

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GfK NOP is seeking to develop excellence through the use of Web 2.0 tools on its graduate training programme. Our approach has been to build excellence by adopting a new organisational form known as the ‘community of practice’ approach. This approach is emerging in companies that seek excellence as it promises to galvanise knowledge sharing, learning and change. It has led them into a world where the avatar has been conducting interviews in Second Life and they have been using social networks for research purposes. It is believed this approach will produce market researchers who are more attuned to client requirements of the future, and could possibly retain more talent within the industry, as it allows new entrants to see how they can contribute to the development of methods, techniques and products, and creates a better sense of belonging to the industry.
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Dyer, Suzette, and Fiona Hurd. "‘Training the next generation HR practitioners’: Reflecting on HRM student experiences of sexual harassment training." Hospitality & Society 11, no. 1 (March 1, 2021): 27–46. http://dx.doi.org/10.1386/hosp_00027_1.

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Despite prohibitive legislation and organizational policies and training, high rates of sexual harassment persist in the hospitality industry, a situation that is concerning to organizations and researchers alike. As management educators, we embedded a sexual harassment lecture within the context of a human resource management degree, with the aim of developing the capacity of the future human resource practitioner workforce to address sexual harassment. The reflective journals of these students, collected over a three-year period, reveal that while participants found the session improved their understanding of sexual harassment myths and remedies, many still questioned their ability to act within the context of wider organizational dynamics. Our analysis leads us to conclude that sexual harassment training sessions are a valuable and necessary starting point for developing intolerance. However, if we are truly committed to eradicating sexual harassment, then a much broader and integrated approach is required that includes redressing the limitations of the current legal systems, broadening the scope of education within the wider community and developing intolerant organizational climates.
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Balkey, Joseph P. "Quick Decisions in Two Diverse Settings." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 38, no. 14 (October 1994): 926–30. http://dx.doi.org/10.1177/154193129403801429.

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This paper compares quick decisions during high hazard times in the operating rooms of a chemical unit and a hospital, finds commonalties and differences, and suggests changes to improve decisions within each industry. People within both industries decide quickly because they reduce options by screening information, receive numerous feedback from instruments within their respective environments to monitor the process, and training helps them overcome inconsistent symptoms. However, both industries can improve. As examples, the health industry internally monitors performance better than the chemical industry. The chemical industry operates with fewer people by using written rules and verbal communications whereas the health industry operates with more of a hierarchy with very little verbal or written communications.
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Emond, Bertrand, and Joanne Zaida Taylor. "The importance of measuring food safety and quality culture: results from a global training survey." Worldwide Hospitality and Tourism Themes 10, no. 3 (June 11, 2018): 369–75. http://dx.doi.org/10.1108/whatt-02-2018-0012.

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Purpose This paper aims to present Campden BRI’s viewpoint on the implementation of the Culture Excellence Program, which includes an assessment tool that measures the safety and quality culture within food businesses. It is the seventh paper in a theme issue of Worldwide Hospitality and Tourism Themes, discussing the importance of measuring food safety and quality culture. Design/methodology/approach A viewpoint is put forward by the Campden BRI Head of Membership and Training, supported by the results from a global training survey which was sent to over 25,000 food businesses worldwide by Campden BRI and collaborating companies. Findings Food safety and quality culture is of increasing importance to Campden BRI members and the food industry as a whole. It is seen as one of the main purposes of training, and as a means of measuring the effectiveness of training. The Culture Excellence Program has met with a highly positive reaction from Campden BRI industry members, showing the importance and value of culture and its measurement. Originality/value This paper shows insights into trends in the food industry within the UK and globally. It will be of value to food safety and quality practitioners, trainers, auditors and other stakeholders involved in the food industry.
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Heath, Richard. "Forest Pest Management and Training from an Industrial Perspective." Forestry Chronicle 63, no. 4 (August 1, 1987): 240–43. http://dx.doi.org/10.5558/tfc63240-4.

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Industrial forest pest management in Canada is a relatively new phenomenon and not yet well integrated into forest management regimes. However, pest management has gained a higher profile within the forest industry over the last decade and some companies are now routinely incorporating pest management principles and training into their forestry programs.
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Bobrikov, Valeriy, Nikita Ravochkin, Marina Gorbacheva, and Ammar Jamous. "Organization of Training HR-Specialists of Coal Mining Enterprises." E3S Web of Conferences 105 (2019): 04014. http://dx.doi.org/10.1051/e3sconf/201910504014.

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Based on trends in the socio-economic sphere of public life, in particular the education sector, and taking into account the specifics of the Russian coal mining industry enterprises, in this article the authors address the problem of the organization of training of the coal mining industry HR specialists. The role of these workers in coal mining enterprises is shown in the study. The impact of globalization, which has led to the obsolescence of knowledge and doesn’t guarantee the constancy of the work being done, even within the same industry, is noted. Views on investment in the development of human resources of an enterprise are analyzed. Based on the use of their own methods, the authors give a vision of the profile of an HR specialist of coal mining enterprises. A critical analysis of the organization of training of HR specialists, depending on customer requirements, is presented. In conclusion, the work gives practical recommendations on the organization of HR specialists training.
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Lukyanov, Sergey, Nikolay Popov, Igor Sikarev, Ekaterina Rumyantseva, and Oksana Petrieva. "Digital learning technologies within geo-information management." E3S Web of Conferences 258 (2021): 01004. http://dx.doi.org/10.1051/e3sconf/202125801004.

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Recently, there is digital transformation of university education, including new concepts for obtaining and presenting learning materials. In article, there is considered digital learning technologies for geo-information management within Industry 4.0 while modern global economic crisis in last years. In research, there are used Foresight technologies, theory of decision making under uncertainties and risk management. Also, there are used methods of data bases constructing, web-technologies and virtual reality tools. As base technology, authors propose to use digital educational platforms, which integrate heterogeneous hardware and software resources using web technologies in distributed networks and a wide use of cloud services. Authors propose to use Google Classroom as essential digital educational platform. As study result, there are proposed enlarged groups of didactic works in geo-information management, oriented on practical purposes and adapted to Covid-19 pandemic conditions. There are considered the issues of digital content creation within university education, essentially in practical training. Presented in article results of study have a significant scientific novelty and can be used in educational and training purposes, including the preparation of Master's programs in geo-information management.
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Collins, Justin William, and Pawel Wisz. "Training in robotic surgery, replicating the airline industry. How far have we come?" World Journal of Urology 38, no. 7 (October 17, 2019): 1645–51. http://dx.doi.org/10.1007/s00345-019-02976-4.

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Abstract Introduction As the role of robot-assisted surgery continues to expand, development of standardised and validated training programmes is becoming increasingly important. We aim to compare current robotic training curricula with training in aviation, to evaluate current similarities and to provide insight into how healthcare can further learn from replicating initiatives in aviation training. Methods A systematic literature review of the current evidence was conducted online and relevant publications and information were identified. Evaluation and comparison between training in robotic surgery and the aviation industry was performed. Results There are significant similarities between modern robotic training curricula and pilot training. Both undergo basic training before proceeding to advanced training. Aviation training methods include classroom instruction, e-learning and practical training, in both the aircraft and flight simulation training devices. Both surgeon and pilot training include technical and procedural instruction as well as training in non-technical skills such as crisis management, decision making, leadership and communication. However, there is more regulation in aviation, with international standards for training curricula, simulation devices and instructors/trainers that are legally binding. Continuous learning with re-qualification with benchmarked high stakes tests are also mandatory throughout a pilot’s and instructor’s career. Conclusion Robotic surgeons and pilots roles have many fundamental similarities. Both work with expensive and complex technology requiring high levels of skills, within working environments with high physiological and psychological stress levels. Whilst many initiatives in aviation training have already been replicated in surgical training there remain considerable differences in regulation. Adopting established and proven aviation methods of assessment and regulation could help robotic surgical training become more efficient, more effective and ultimately safer.
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Sugiyanto, Sugiyanto, Made Wena, and Isnandar Isnandar. "DEVELOPING LEARNING MATERIALS BASED ON TRAINING WITHIN INDUSTRY (TWI) TO IMPROVE THE BUILDING CONSTRUCTION STUDENT’S LEARNING OUTCOMES." Jurnal Ilmu Pendidikan 24, no. 2 (August 5, 2019): 80. http://dx.doi.org/10.17977/um048v24i2p80-85.

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Abstract: Developing Learning Materials Based on Training Within Industry (TWI) to Improve the Building Construction Student’s Learning Outcomes.This second study aims to test significances differences between (1) using teaching materials with TWI method and the conventional method; (2) the high achievement motivation students and the low achievement motivation students; and (3) learning structures (TWI method and conventional method) and the high achievement motivation and the low achievement motivation toward the students’ learning outcomes. This study is an experimental research for students who take the Bricklaying and Concrete Practice lesson in an academic year. The hypothesis test uses two-way variance analysis (ANAVA) to find out the differences in the mean between cells (A and B). The results showed that there were significant differences in the students’ learning outcome be­tween (1) the TWI teaching materials and conventional method; (2) the students who have the high achievement motivation and the students who have the low achievement motivation. Furthermore, there were significant interactions between factor of giving the vocational work practices and motivation to­ward the students’ learning outcomes.
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Freligh, Carol A. "Determining Training Requirements for Mechanical Maintenance Personnel." Proceedings of the Human Factors Society Annual Meeting 31, no. 11 (September 1987): 1256–60. http://dx.doi.org/10.1177/154193128703101118.

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The purpose of this paper, Determining Training Requirements for Maintenance Personnel, was to conclude a finished generic task analysis for mechanical maintenance personnel. This paper will provide the necessary background information to enable a group to setup a task analysis to make available the information to analyze the training requirements for mechanical maintenance personnel. Determining training requirements for different job positions within an industry that has maintenance personnel is a situation tackled by training departments on a daily basis. The bottom line is efficient and cost effective learning.
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Larin, S., U. Malkov, and G. Khudolei. "INCREASING COMPETENCIES WITHIN INFORMATION STRUCTURAL COMPONENT OF THE INTELLECTUAL POTENTIAL INDUSTRIAL ENTERPRISES." National Association of Scientists 1, no. 37(64) (March 15, 2021): 46–50. http://dx.doi.org/10.31618/nas.2413-5291.2021.1.64.377.

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The intensification of the introduction of information technologies in all areas of industrial production predetermines the relevance of this study. The formulation of the research problem is to identify the factors that ensure the adaptation of information technologies to the industry specificity of production. The purpose of this article is to determine the structure and composition of information competencies, as well as their detailing by categories to control the level of training of specialists and employees of enterprises. As a result of the study, the structure and composition of information competencies have been determined in the context of three categories: basic, professional and complementary. It is concluded that the specification of information competencies in the context of these categories will help to unify approaches to assessing the level of training of specialists and employees of industrial enterprises.
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Dinnen, Rosalynn, and Ahmed Hassanien. "Handling Customer Complaints in the Hospitality Industry." International Journal of Customer Relationship Marketing and Management 2, no. 1 (January 2011): 69–91. http://dx.doi.org/10.4018/jcrmm.2011010105.

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Drawing on associated literature and empirical research, this paper examines the engagement and expertise of hotels in handling customer complaints. This is of considerable interest to practitioners and academics within the field of hospitality management. The study explores hotel management’s attitudes and practices toward handling customer complaints within the hospitality industry in Scotland. In this paper, the authors analyze case study interviews with four and five star hotel managers in Scotland. The findings reveal that encouraging customer complaints and feedback should be seen as a way in which to develop a better relationship with and retain customers. The results also confirm the importance of having employee training in the area of customer complaints, recommending that employees handle complaints themselves. Furthermore, the study suggests that hotels must be well equipped for logging, processing and analyzing complaints. Management implications and areas for further research are also discussed.
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Alan Lewis, Robert, and Ewa Maria Mottier. "A “hotel within a hotel” in Bangkok." Emerald Emerging Markets Case Studies 2, no. 8 (October 17, 2012): 1–9. http://dx.doi.org/10.1108/20450621211291860.

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Subject area Human resources management, international human resources management. Study level/applicability The case is suitable for undergraduate or graduate/training programmes specialised in international dimensions of HRM. Case overview The study aims to evaluate the experiences of hotel employees at the Mandarin Oriental Bangkok's new employee centre. This centre, called the “O-Zone”, is an example of the hotel's commitment to the well-being of its staff. On a larger scale, it is an illustration of a method to maintain employee motivation and commitment in the luxury hotel industry. The case is particularly useful to investigate as the hotel has created a unique approach to employee well-being in a large urban setting where employees experience a stressful living environment, including long commutes. This is supported by studies in the literature which reveal that burnout and stress are important factors to consider for hotel employees. Expected learning outcomes The case study allows students to discover the following key learning points: an example of a well-being initiative for employees of a luxury hotel in the Thai context; an investigation of the need for employers in luxury hotels in Thailand to attract and retain talent; and an understanding of the use of incentives at work for employee motivation in the Thai luxury hotel industry. Supplementary materials Teaching notes are available; please consult your librarian for access.
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Szkudlarek, Betina. "Through Western Eyes: Insights into the Intercultural Training Field." Organization Studies 30, no. 9 (September 2009): 975–86. http://dx.doi.org/10.1177/0170840609338987.

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Intercultural corporate training is a growing branch of the coaching and consulting industries and it appears to be both theory and practice driven. The growth of the relevant academic literature reveals a focus on the successful adaptation to host cultures and organizations, but little attention to the ethical dimensions of newly learned rules and newly accepted values. This article introduces a number of concerns related to ethical principles within this growing industry. The issues of profit-maximization, knowledge-access inequalities, the authenticity dilemma and the in-built Western bias of cross-cultural research are presented. Triggered by the author’s experiences in the intercultural corporate training industry and inspired by participation in a number of field-specific training-for-trainers events, this essai is an opening statement in a long-overdue discussion on ethics in intercultural training.
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Johnson, William B. "Human Factors Training for Aviation Maintenance Personnel." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, no. 2 (October 1997): 1168–71. http://dx.doi.org/10.1177/107118139704100299.

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There is a growing awareness within the aviation industry that new levels of safety and efficiency can be achieved through attention to the human factors in maintenance. The result is that many airlines are creating human factors training courses for maintenance personnel. At the same time there is an increasing number of consultants offering human factors courses. This paper discusses the growing demand and rationale for training related to human factors in maintenance. The paper describes various course offerings — content, instructor qualifications, course length — and experiences of the author as a provider of maintenance human factors training.
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Chhetri, Prem, Victor Gekara, Alex Manzoni, and Alan Montague. "Productivity benefits of employer-sponsored training." Education + Training 60, no. 9 (October 8, 2018): 1009–25. http://dx.doi.org/10.1108/et-02-2017-0029.

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Purpose The purpose of this paper is to examine the impact of employer-sponsored workforce training on employee productivity in the Australian transport and logistics industry. It challenges the quantitative notion of the ratio of input–output per labour hour as the single most important measure of productivity. Design/methodology/approach The study utilised a mixed-method approach, involving online and on-site survey questionnaires and on-site semi-structured interviews of employers, employees and students within the industry. Survey questionnaires were administered to Vocational Education and Training (VET) learners to determine the dimensions of productivity gains, while qualitative interviews were conducted specifically to capture employers’ perceptions and expectations of the benefits of training. Findings Results show that the relationship between employer-sponsored training and workforce productivity is multi-dimensional where, ideally, all essential dimensions must be fulfilled to effectively achieve sustainable productivity level. One dimension is the quantitative measure of increased performance as an outcome of enhanced knowledge, skills and competencies. Another relates to the increased self-confidence, job satisfaction and pride. The third dimension is the cost savings that come with increasing employees’ overall awareness and appreciation of occupational health and safety. The results show that, aside from the dominant theories on training and labour productivity, the perception of the benefits of training on workplace productivity is not merely limited to the conventional understanding of productivity as a simplistic relationship between resource inputs and tangible outputs. Practical implications Firms should consider redefining the benefits of training to include employee well-being and individual contribution to common team and organisational goals. Organisations therefore should broaden the notion of productivity to incorporate intangible benefits. Originality/value The use of multi-method approach to investigate the views and perceptions of employees, employers and trainers about the productivity benefits of training and key concerns and challenges for the industry.
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Moldovan, Liviu. "An Innovative Guide to Work-Based Learning in the Field of Industry 4.0." Proceedings 63, no. 1 (December 29, 2020): 58. http://dx.doi.org/10.3390/proceedings2020063058.

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This paper presents a practical methodology for Work-Based Learning (WBL) as a research result of the iNduce 4.0 European project consortium. Atraining platform has been developed forthe purpose of providing enterprises with affordable and flexible training which could be best adapted and customized to their specific needs. On the training platform, there are fourtraining modules on the subject of Industry 4.0. The courses structure is the result of a largescale survey within two target groups: manufacturing enterprises and vocational education and training stakeholders. Training begins with learning needs analysis designed to support the individual. The structure of the guide to quality WBL reveals the steps for an efficient WBL programme established by vocational education providers, which serves as a tool and requires them to commit to the quality standards and code of conduct dictated at the national level as well as to the ones stated in the European quality charter on internships and apprenticeships.
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Morón Martín, Marián. "Transcreation as a Way to Promote Employability in Translation Training: Adding Value to Translation Training." HERMES - Journal of Language and Communication in Business 60 (July 8, 2020): 125–39. http://dx.doi.org/10.7146/hjlcb.v60i0.121315.

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An overview of the current professional translation industry shows that translation, in general, seems to be accommodating changes in the labor market and in society with relative ease. However, the scope, limits and boundaries of translation are a matter of academic and professional concern (Mayoral 2001; Tymoczko 2005/2007; Koskinen/Dam 2016; Dam et al. 2018), with some viewing the identity of translation somehow jeopardized by the great variety of professional translation-related services and practices encountered within the field (Gambier 2016; Koskinen/Dam 2016; Dam et al. 2018). It is true that services now associated with translation, such as technical communication (Risku 2004), transcreation, postediting or multilingual copyrighting (Mangell et al. 2019) are closely interrelated, sometimes even being identified as translation per se (Gambier 2016; Dam et al. 2018), despite the fact that no linguistic transfer even occurs. This paper will address the experience of trainee participants in a transcreation project developed at the University Pablo de Olavide in Seville (Spain). The project was an attempt to introduce transcreation, defined by the LSP industry as a service of added value, and initiate students in inventiveness and creative translation, while creatively enhancing translation graduates’ employability (Rojo/Meseguer 2018: 79). Despite the assumed role of universities as providers of employability skills, this initiative also aims to add value to translator training, adopting an open, creative and boundaryless approach when dealing with employability issues in translators’ training (Calvo 2010; Morón 2010; Kuznik 2016; Calvo 2018). The boundaries within and around the translation profession (Koskinen/Dam 2016) are tackled, through students completing simulated professional practice and self-reflection (Kiraly 2013/2016; Leggot/Stapleford 2004a/b). A qualitative and analytical approach will be adopted, presenting the final assessment results from trainee participants during Stage 1 of project implementation, as well as real testimonies of graduates and professionals reflecting on the impact the initiative has on trainees’ employability.
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Altmann, Erika. "Industry professionalisation of strata title managers: what are the implications for governance?" Property Management 33, no. 2 (April 20, 2015): 187–204. http://dx.doi.org/10.1108/pm-07-2014-0030.

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Purpose – The purpose of this paper is to explore the rise of strata manager as a newly emergent profession and note their impact on the governance within medium and high density, strata titled housing such as flats, apartments, town-houses and CIDs. Design/methodology/approach – This research presents finding from a small scale, qualitative research project focused on the interaction between the owner committee of management and strata managers. Findings – The introduction mandatory certification is championed by industry bodies. The strata managers considered they already demonstrated valuable attributes desired by committees of management. These differed to the attributes targeted by the new training regime, and the attributes valued by the committees of management. Research limitations/implications – This is a small scale pilot study. A larger study will need to be undertaken to confirm these results. Practical implications – There is a disjunct between the training and what strata managers consider relevant to undertaking their duties. This has significance for the ongoing governance of these properties and industry professionalisation. The resilience of Australia’s densification policies will depend on how learning will translate into better governance outcomes for owners. Social implications – One in three people within Australia’s eastern states lives or owns property within strata titled complex (apartments, flats and townhouse developments). The increasing number of strata managers and professionalisation within their industry has the ability to impact an increasing number of people. Originality/value – The impact of this new profession, and their requirements in terms of expertise has not been fully considered within existing academic literature.
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Lawry, P. "Regional Trends In Hospitality And Tourism Management; Education And Training for Careers In Tourism Management: Implications for New Course Providers." Hospitality Education and Research Journal 12, no. 2 (February 1988): 488–90. http://dx.doi.org/10.1177/109634808801200263.

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Service industries in general and the tourist industry in particular make a significant contribution to the economy of Great Britain. Over 1.1 million people are currently employed either directly or indirectly in the tourist industry and it directly accounts for 4.7 percent of all UK employment. However, the subject of education and training for careers in tourism has been poorly quantified to date and little research has been done in this field of study. Yet any policies to promote the growth of the tourist industry must depend upon adequate numbers of trained people being available at all levels within the industry. If the tourist industry is to be encouraged as a major growth area in the UK economy it is essential that there are sufficient numbers of qualified people to prepare and implement tourism development plans, manage regional and national tourist organizations and staff the many firms which make up the tourist industry. This paper is based on a study carried out for the English Tourist Board, although any views and opinions expressed here are solely those of the author. It has been supplemented by more recent information on courses and course developments since 1985. “Education and training” is taken to mean educational and vocational training courses covering the whole field of further and higher education, from technical colleges through to universities, which are aimed at raising the level of skills and knowledge needed to work in the tourist industry. The study focused on the non-hotel sectors of the tourist industry because it was felt that the hotel and catering sector was well developed. However, it was felt that training in the tourist services sector is in a much earlier stage of development and has quite different manpower and training requirements. The aims of the study was to examine the existing provision of education and training courses in relation to the manpower needs of the industry, to identify shortfalls in provision and to suggest ways of meeting these short falls.
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