WorldWideScience

Sample records for providing job training

  1. 25 CFR 26.30 - Does the Job Training Program provide part-time training or short-term training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Does the Job Training Program provide part-time training or short-term training? 26.30 Section 26.30 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.30 Does the Job Training...

  2. 20 CFR 670.505 - What types of training must Job Corps centers provide?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What types of training must Job Corps centers... Operations § 670.505 What types of training must Job Corps centers provide? (a) Job Corps centers must... necessary for those jobs, and as appropriate, recommend changes in the center's vocational training program...

  3. 25 CFR 26.12 - Who provides the Job Placement and Training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Who provides the Job Placement and Training? 26.12... AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The... associations or small business establishments with apprenticeship or on-the-job training (OJT) programs leading...

  4. 20 CFR 670.510 - Are Job Corps center operators responsible for providing all vocational training?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps center operators responsible for providing all vocational training? 670.510 Section 670.510 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...

  5. In-vivo job development training among peer providers of homeless veterans supported employment programs.

    Science.gov (United States)

    Gao, Ni; Dolce, Joni; Rio, John; Heitzmann, Carma; Loving, Samantha

    2016-06-01

    This column describes a goal-oriented, time-limited in vivo coaching/training approach for skills building among peer veterans vocational rehabilitation specialists of the Homeless Veteran Supported Employment Program (HVSEP). Planning, implementing, and evaluating the training approach for peer providers was intended, ultimately, to support veterans in their goal of returning to community competitive employment. The description draws from the training experience that aimed to improve the ability of peer providers to increase both rates of employment and wages of the homeless veterans using their services. Training peers using an in vivo training approach provided a unique opportunity for the veterans to improve their job development skills with a focus to support employment outcomes for the service users. Peers who received training also expressed that learning skills through an in vivo training approach was more engaging than typical classroom trainings. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  6. Exports and Job Training

    OpenAIRE

    Bastos, Paulo; Silva, Joana; Proenca, Rafael

    2016-01-01

    This paper examines whether export participation matters for job training. The paper draws on longitudinal worker-firm data for Brazilian manufacturing, linked with detailed records on training activity from the main provider. The analysis uses industry-specific exchange rate movements to generate exogenous variation in export status at the firm-level. The findings indicate that export par...

  7. Job Instruction Training.

    Science.gov (United States)

    Pfau, Richard H.

    Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

  8. On-the-job-training, job search and job mobility

    OpenAIRE

    Josef Zweimüller; Rudolf Winter-Ebmer

    2003-01-01

    This paper analyzes the impact of formal training on worker mobility. Using data from the Swiss Labor Force Survey, we find that both general and specific training significantly affects on-the-job search activities. The effect of training on actual job mobility differs between searchers and non-searchers. In line with human capital theory, we find that specific (general) training has a negative (positive) impact on job mobility for previous non-searchers. For individuals who have been looking...

  9. Contextualized Literacy in Green Jobs Training

    Science.gov (United States)

    Waugh, Alexandra

    2013-01-01

    Millions of adult Americans lack the basic literacy skills necessary to perform everyday tasks requiring basic reading and math. This stifles our economy, given that employers are increasingly likely to require education or training beyond high school. Organizations that provide job training to lower-skilled adults through Jobs for the Future's…

  10. Research team training: moving beyond job descriptions.

    Science.gov (United States)

    Nelson, LaRon E; Morrison-Beedy, Dianne

    2008-08-01

    Providing appropriate training to research team members is essential to the effective implementation and overall operation of a research project. It is important to identify job requirements beyond those listed in the job description in order to fully assess basic and supplementary training needs. Training needs should be identified prior to and during the conduct of the study. Methods for delivering the training must also be identified. This article describes the identification of training needs and methods in the design of a research team training program using examples from an HIV prevention intervention trial with adolescent girls.

  11. 28 CFR 345.83 - Job safety training.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

  12. 75 FR 78807 - Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

    Science.gov (United States)

    2010-12-16

    ...-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity Under OMB Review AGENCY: Veterans Benefits Administration, Department of...-The-Job Training and Apprenticeship Training Agreement and Standards, (Training Programs Offered Under...

  13. 78 FR 67222 - Proposed Information Collection Activity; Comment Request: Other On-the-Job Training and...

    Science.gov (United States)

    2013-11-08

    ... Activity; Comment Request: Other On-the-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training AGENCY: Veterans Benefits Administration... requirements for job training program. DATES: Written comments and recommendations on the proposed collection...

  14. 38 CFR 21.296 - Selecting a training establishment for on-job training.

    Science.gov (United States)

    2010-07-01

    ... establishment for on-job training. 21.296 Section 21.296 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF... establishment for on-job training. (a) Additional criteria for selecting a training establishment. In addition... to provide on-job training to disabled veterans; (2) Provide continuous training for each veteran...

  15. Task-Specific Training and Job Design

    OpenAIRE

    Felipe Balmaceda

    2006-01-01

    This paper provides a simple theoretical framework based on a new type of human capital introduced by Gibbons and Waldman (2004), called task-specific training, to understand job design. Mainly, in the presence of task-specific training, promotions might result ex-post in the underutilization of human capital and thus firms at the time of designing jobs should attempt to diversify this risk.

  16. The Job Training and Job Satisfaction Survey Technical Manual

    Science.gov (United States)

    Schmidt, Steven W.

    2004-01-01

    Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…

  17. Assessment of job training programmes

    International Nuclear Information System (INIS)

    Faber, H.; Desmares, E.

    1996-01-01

    In this document we describe the model which was used as a basis for assessing the training process. This process covers all the conventional aspects such as training courses, classes etc. as well as all other means of acquiring and imparting skills such as on-the-job training, shadow training, informal talks etc. The information results from the implementation of this assessment method. 1 ref., 3 figs

  18. 75 FR 62188 - Proposed Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

    Science.gov (United States)

    2010-10-07

    ... On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity: Comment Request AGENCY: Veterans Benefits Administration, Department of... for job training program. DATES: Written comments and recommendations on the proposed collection of...

  19. On the Job Training

    OpenAIRE

    Holt, Jason E.

    2005-01-01

    We propose a new framework for building and evaluating machine learning algorithms. We argue that many real-world problems require an agent which must quickly learn to respond to demands, yet can continue to perform and respond to new training throughout its useful life. We give a framework for how such agents can be built, describe several metrics for evaluating them, and show that subtle changes in system construction can significantly affect agent performance.

  20. Marketing the Job Training Partnership Act.

    Science.gov (United States)

    Markowicz, Arlene, Ed.; And Others

    1984-01-01

    This quarterly contains 11 bulletins that profile marketing campaigns for the Job Training Partnership Act (JTPA) that have been implemented successfully in local programs throughout the United States. For each program, the description provides information on the operator, funding, results, time span, background, marketing/public relations…

  1. Job Matching and On-the-Job Training.

    OpenAIRE

    Barron, John M; Black, Dan A; Loewenstein, Mark A

    1989-01-01

    Conventional analysis predicts that workers pay part of their on-the-job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth. Missing from the conventional treatment of on-the-job training is a discussion of the process by which heterogeneous worker s are matched to jobs requiring varying amounts of training. This matching process constitutes a key feature of the on-the-job training model that is presented i...

  2. Training, Job Security and Incentive Wages

    OpenAIRE

    Margarita Katsimi

    2003-01-01

    This paper considers the optimal level of firm-specific training by taking into account the positive effect of training on the expected duration of workers’ current employment. In the framework of an efficiency wage model, a short expected job tenure represents a disamenity that reduces the penalty from shirking. As this disamenity increases, workers have an incentive to continue providing a positive level of effort only if they are compensated by a higher wage. We endogenize the employment...

  3. The effects of restorative care training on caregiver job satisfaction.

    Science.gov (United States)

    Walker, Bonnie L; Harrington, Susan S

    2013-01-01

    The job satisfaction of assisted living facility staff was examined as part of an evaluation study of a restorative care training program. Participants completed a job satisfaction survey at registration (before the training) and again at follow-up 3 months after registration (1 month after the conclusion of the training). Researchers examined the effects of training on job satisfaction. Researchers found a high level of job dissatisfaction at registration. At follow-up, responses were more positive on most of the items suggesting a slight but significant change to a more positive attitude toward their jobs. Improving staff job satisfaction in the assisted living environment is an important goal and needs further investigation. Providing staff with inservice training may be one way to help nurse educators achieve that goal.

  4. Job Training: Costs, Returns, and Wage Profiles

    OpenAIRE

    Jacob Mincer

    1989-01-01

    Using information on time costs of training and gains in wages attributable to training I computed rates of return on training investments. The range of estimates based on several data sets generally exceeds the magnitudes of rates of return usually observed for schooling investments. It is not clear, however, that the difference represents underinvestment in job training. Two methods were used to estimate total annual costs of job training in the U.S. economy, for 1958, 1976, and 1987. The "...

  5. Assertiveness Training for Job-Seeking Skills

    Science.gov (United States)

    Ball, Patricia G.; McLoughlin, Mary Ellen

    1977-01-01

    Assertiveness Training for Job-Seeking Skills includes skill development in initiating the job search; arranging actual interviews; preparing a resume; articulating strengths, weaknesses, and career objectives; responding assertively in interviews; asking appropriate questions; accepting or rejecting job offers; confronting discrimination;…

  6. 76 FR 17963 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

    Science.gov (United States)

    2011-03-31

    ... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs... information for the Application for Job Placement and Training Services. The information collection is... training program, which provides vocational/technical training, related counseling, guidance, job placement...

  7. Highway construction on-the-job training program review.

    Science.gov (United States)

    2007-05-01

    "This study provides information about the experiences of trainees, contractors, Montana Department of : Transportation (MDT) field staff, and other state DOT staff in their states On-the-Job Training (OJT) Program. : Obtaining this information is...

  8. The Relationship between Job Training and Job Satisfaction: A Review of Literature

    Science.gov (United States)

    Schmidt, Steven W.

    2010-01-01

    As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the…

  9. Brownfields Tabor Commons Green Jobs Training Program

    Science.gov (United States)

    This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.

  10. Job Oriented Training ’Lessons Learned’

    Science.gov (United States)

    2008-11-01

    Job Oriented Training ’Lessons Learned’ Job Oriented Training (JOT), een vorm van trainen waarbij de cursist zelfstandig, zonder theorie vooraf...39 77 lnfo-DenV@tno.nl TNO-rapportnummer TNO-DV 2008 A447 Opdrachtnummer Datum november 2008 Auteur (s) drs. H.E. Stubbe dr. A.H. van der...onderlinge discussie over achterliggende overwegingen te stimuleren. Zij hebben op dat moment nog geen theorie aangeboden gekregen en zijn niet op de hoogte

  11. 38 CFR 21.4265 - Practical training approved as institutional training or on-job training.

    Science.gov (United States)

    2010-07-01

    ... approved as institutional training or on-job training. 21.4265 Section 21.4265 Pensions, Bonuses, and... training or on-job training. (a) Medical-dental internships and residencies. (1) Medical residencies (other...) of this section. If the course is not so accredited such practical or on-the-job training or...

  12. Job analysis for training design and evaluation

    International Nuclear Information System (INIS)

    Andersson, H.; Baeck, P.; Wirstad, J.

    1979-01-01

    The report describes a job analysis method which has been used for competency requirements and training evaluation purposes on three jobs in a Swedish nuclear power station. The jobs are the shift supervisor, the reactor operator and the turbine operator. The method is based on a system analytical approach. Through a topdown analysis of the power generation system a structure is derived which is used for an inventory of possible operator tasks. The primary source for actual task generation was interviews with operators and with other personnel who are cooperating with the operators. The method suggests alternative sources for the task generation when operator interviews are not feasible, e.g. in systems which are being developed or when operator experiences are lacking. The result of the job analysis is a set of typical tasks for each job. These tasks represent the contents of the job to be considered in the planning of job training and for recruitment requirements. The same job analysis method was used for training design and evaluation in a Finnish nuclear power station. The concluding remarks of this report are made in the light of this study also. This report is based on a research project B15/77 from the Swedish Nuclear Power Inspectorate. (author)

  13. 77 FR 76861 - Removal of Job Training Partnership Act Implementing Regulations

    Science.gov (United States)

    2012-12-31

    ..., 633, 634, 636, 637, and 638 RIN 1205-AB68 Removal of Job Training Partnership Act Implementing...=FR . SUPPLEMENTARY INFORMATION: I. Direct Final Rule Procedure Since removal of the Job Training... barriers to employment for participation in the labor force by providing job training and other services...

  14. 76 FR 73019 - Proposed Information Collection (Agreement To Train on the Job Disabled Veterans) Activity...

    Science.gov (United States)

    2011-11-28

    ... (Agreement To Train on the Job Disabled Veterans) Activity: Comment Request AGENCY: Veterans Benefits... to assure that on the job training establishments are providing veterans with the appropriate... information technology. Title: Agreement to Train on the Job Disabled Veterans, VA Form 28- 1904. OMB Control...

  15. 20 CFR 663.700 - What are the requirements for on-the-job training (OJT)?

    Science.gov (United States)

    2010-04-01

    ...-the-Job Training (OJT) and Customized Training § 663.700 What are the requirements for on-the-job training (OJT)? (a) On-the-job training (OJT) is defined at WIA section 101(31). OJT is provided under a... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the requirements for on-the-job...

  16. 20 CFR 628.420 - Job training plan.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job training plan. 628.420 Section 628.420... THE JOB TRAINING PARTNERSHIP ACT Local Service Delivery System § 628.420 Job training plan. (a) The Governor shall issue instructions and schedules to assure that job training plans and plan modifications...

  17. 20 CFR 628.210 - State Job Training Coordinating Council.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

  18. Job Sharing Provides a Useful Alternative.

    Science.gov (United States)

    Plant, Sheila

    1985-01-01

    Job sharing is discussed as alternative approach to traditional professional librarian work arrangements and viable solution for: working mothers wanting part-time, career-oriented jobs; end-of-career librarians near retirement; those who desire increased leisure. Employers' reluctance is outlined noting increased expense, salary problems,…

  19. Providing Better University Personnel through Job Sharing.

    Science.gov (United States)

    Hutton, Clifford E.; McFarlin, Joy Simon

    1982-01-01

    Universities could benefit by offering more flexible part-time job opportunities such as job-sharing, following an apparent national trend in accommodating social and economic needs. Institutions have many options in scheduling and allocating tasks. Possible benefits include improved employee attitude and productivity. (MSE)

  20. 20 CFR 638.541 - Job Corps training opportunities.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

  1. Mechatronics: Skilled Industrial Job Training

    OpenAIRE

    Bill Jones

    2013-01-01

    Currently, skills required for these jobs are available through many avenues, but we have centered our efforts on a program called mechatronics. Mechatronics combines the industrial fields of electronics, fluid power (hydraulic and pneumatic), mechanics, and computer processing (programmable logic controller, or PLC, and microprocessors). Businesses, community resources, legislators, and educators are beginning to work together in Tennessee and in Rutherford County to develop pathways for K-1...

  2. Effectiveness of on-the-job training

    NARCIS (Netherlands)

    van der Klink, Marcel; Streumer, Jan

    2002-01-01

    Investigates the effectiveness of on-the-job training (OJT). Presents a definition of OJT used for this research project which involved two studies: the first in the call centres of a large company, and the second in post offices. Gives the results of the study which indicate the OJT programs were

  3. Performance-based training: from job and task analysis to training materials

    International Nuclear Information System (INIS)

    Davis, L.T.; Spinney, R.W.

    1983-01-01

    Historically, the smoke filled room approach has been used to revise training programs: instructors would sit down and design a program based on existing training materials and any federal requirements that applied. This failure to reflect a systematic definition of required job functions, responsibilities and performance standards in training programs has resulted in generic program deficiencies: they do not provide complete training of required skills and knowledge. Recognition of this need for change, coupled with a decrease in experienced industry personnel inputs and long training pipelines, has heightened the need for efficient performance-based training programs which are derived from and referenced to job performance criteria. This paper presents the process for developing performance-based training materials based on job and task analysis products

  4. Job Offers to Individuals With Severe Mental Illness After Participation in Virtual Reality Job Interview Training.

    Science.gov (United States)

    Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Jordan, Neil; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

    2015-11-01

    Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training. To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment. A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02). Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider.

  5. The importance of job training to job satisfaction of older workers.

    Science.gov (United States)

    Leppel, Karen; Brucker, Eric; Cochran, Jeremy

    2012-01-01

    If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

  6. Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud.

    Science.gov (United States)

    Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q

    2018-04-01

    Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.

  7. Job Satisfaction and Affecting Factors in Primary Health Care Providers

    Directory of Open Access Journals (Sweden)

    Ferit Kaya

    2016-06-01

    Full Text Available Objective: The aim of this study is to assess the job sat­isfaction of the primary health care providers and the fac­tors affecting it. Methods: This cross-sectional and descriptive study was carried out among the staff in The Public Health Care Centers (PHCC by performing a questionnaire under di­rect observation. Results: Out of 310 people consisting of the study uni­verse, 282 participants (94% were reached. The par­ticipants were 104 doctors, 132 assistant health care providers and 46 others (janitors, drivers The mean age of the participants was 37.21±7.70; 60.6% of them were women, 80.1% married, 96.5% graduated from at least High school. The mean of the general job satisfac­tion point of the participants in the study is 63.24±13.63. While the mean of the general job satisfaction point of the physicians and the nurses is found higher, the mean of the general job satisfaction point of janitors and other staff was found lower. The mean of the general job sat­isfaction point was found higher among the permanent and contract employee, women, health care staff, those whose wife/husband works, who chose his job willingly, more educated; who has longer working hours, high in­come, has 3 or less children and finds his job suitable for his skills; however the marital status, having children and age do not affect the mean job satisfaction point. Conclusion: Subjects having high income, found his job suitable for his skills, chose his job willingly had higher job satisfaction scores. This implies that there should be a wage balance among the staff with the same status. The lower job satisfaction score in PHCC indicates the neces­sity of improving the conditions of these centers.

  8. Job satisfaction and retention of health-care providers in Afghanistan and Malawi

    Science.gov (United States)

    2014-01-01

    Background This study describes job satisfaction and intention to stay on the job among primary health-care providers in countries with distinctly different human resources crises, Afghanistan and Malawi. Methods Using a cross-sectional design, we enrolled 87 health-care providers in 32 primary health-care facilities in Afghanistan and 360 providers in 10 regional hospitals in Malawi. The study questionnaire was used to assess job satisfaction, intention to stay on the job and five features of the workplace environment: resources, performance recognition, financial compensation, training opportunities and safety. Descriptive analyses, exploratory factor analyses for scale development, bivariate correlation analyses and bivariate and multiple linear regression analyses were conducted. Results The multivariate model for Afghanistan, with demographic, background and work environment variables, explained 23.9% of variance in job satisfaction (F(9,73) = 5.08; P job satisfaction. The multivariate model for intention to stay for Afghanistan explained 23.6% of variance (F(8,74) = 4.10; P job satisfaction (F(8,332) = 4.19; P job satisfaction and intention to stay on the job, differed substantially. These findings demonstrate the need for more detailed comparative human resources for health-care research, particularly regarding the relative importance of different determinants of job satisfaction and intention to stay in different contexts and the effectiveness of interventions designed to improve health-care worker performance and retention. PMID:24533615

  9. A Cost-Benefit Analysis of Federal Job Training Investments in Community Colleges

    Science.gov (United States)

    Eyster, Lauren

    2017-01-01

    Community colleges, which are public, two-year institutions of higher education, have become a major provider of education and training that directly leads to a job in a particular occupation. To help community colleges build capacity to provide job training, the federal government has funded several grant programs over the past 15 years. Recent…

  10. 20 CFR 627.240 - On-the-job training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

  11. Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

    OpenAIRE

    Liu Guangyou

    2017-01-01

    This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is ...

  12. Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms

    Directory of Open Access Journals (Sweden)

    Liu Guangyou

    2017-01-01

    Full Text Available This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is positively related to job satisfaction. I also conclude that training effect of work placement is playing a partial mediating role in the identified positive relationship while having no mediation in the negative one.

  13. Mechanism of Action for Obtaining Job Offers With Virtual Reality Job Interview Training.

    Science.gov (United States)

    Smith, Matthew J; Smith, Justin D; Fleming, Michael F; Jordan, Neil; Brown, C Hendricks; Humm, Laura; Olsen, Dale; Bell, Morris D

    2017-07-01

    Four randomized controlled trials revealed that virtual-reality job interview training (VR-JIT) improved interviewing skills and the odds of obtaining a job offer among trainees with severe mental illness or autism spectrum disorder. This study assessed whether postintervention interviewing skills mediated the relationship between completion of virtual interviews and receiving job offers by six-month follow-up. VR-JIT trainees (N=79) completed pre- and posttest mock interviews and a brief survey approximately six months later to assess whether they received a job offer. As hypothesized, analyses indicated that the number of completed virtual interviews predicted greater posttest interviewing skills (β=.20, 95% posterior credible interval [PCI]=.08-.33), which in turn predicted trainees' obtaining a job offer (β=.28, 95% PCI=.01-.53). VR-JIT may provide a mechanism of action that helps trainees with various psychiatric diagnoses obtain job offers in the community. Future research can evaluate the community-based effectiveness of this novel intervention.

  14. Crisis-counselor perceptions of job training, stress, and satisfaction during disaster recovery.

    Science.gov (United States)

    Bellamy, Nikki D; Wang, Min Qi; McGee, Lori A; Liu, Julie S; Robinson, Maryann E

    2018-05-03

    The United States Crisis Counseling Assistance and Training Program (CCP; authorized by the Robert T. Stafford Disaster Relief and Emergency Assistance Act, 1974/2013) aims to provide disaster-recovery support to communities following natural or human-caused disasters through outreach. Job satisfaction among the crisis counselors the CCP employs may affect the delivery of outreach services to survivors and their communities. The present study was conducted to gain insight into CCP crisis counselors' experiences with job training and work-related stress as predictors of job satisfaction. Data was collected from 47 CCP service-provider agencies, including 532 completed service-provider feedback surveys to examine the usefulness of the CCP training they had received, the support and supervision provided by program management, the workload and its duration, resources provided, and the stress experienced. Quantitative and qualitative data were examined, and a multiple linear regression was calculated to predict job satisfaction based on training usefulness, job stress, gender, age, race, full- or part-time status, highest level of education achieved, and supervisory position. The overall regression equation was significant, F(8, 341) = 8.428, p job training was rated as useful (p job stress (p job satisfaction. Findings suggest that proper training and management of stress among crisis counselors are necessary for influencing levels of staff job satisfaction. Where self-care and stress management were not adequately emphasized, more stress was reported. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  15. Job-sharing in paediatric training in Australia: availability and trainee perceptions.

    Science.gov (United States)

    Whitelaw, C M; Nash, M C

    2001-04-16

    To examine the current availability of job-sharing in paediatric training hospitals in Australia and to evaluate job-sharing from the trainees' perspective. National survey with structured telephone interviews and postal questionnai res. The eight major paediatric training hospitals in Australia. Directors of Paediatric Physician Training (DPPTs) at each hospital (or a staff member nominated by them) provided information by phone interview regarding job-sharing. All paediatric trainees who job-shared in 1998 (n=34) were sent written questionnaires, of which 25 were returned. Hospitals differed in terms of whether a trainee was required to give a reason for wishing to job-share, and what reasons were acceptable. One hospital stated that two specialty units (Intensive Care and Neonatal Intensive Care) were excluded from job-sharing, and another stated that certain units were unlikely to be allocated job-sharers. The remaining six hospitals said that all units were available for job-sharing, but the majority of their trainees disagreed. Only one hospital had a cap on the number of job-share positions available yearly. Trainees perceived benefits of job-sharing to include decreased tiredness, increased enthusiasm for work, and the ability to strike a balance between training and other aspects of life. Trainees believed job-sharing did not adversely affect the quality of service provided to patients, and that part-time training was not of lower quality than full-time training. Job-sharing in Australian paediatric training hospitals varies in terms of the number of positions available, eligibility criteria, and which units are available for job-sharing. In our survey, trainees' experience of job-sharing was overwhelmingly positive.

  16. From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

    Science.gov (United States)

    Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

    2013-01-01

    The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

  17. Job satisfaction and retention of health-care providers in Afghanistan and Malawi.

    Science.gov (United States)

    Fogarty, Linda; Kim, Young Mi; Juon, Hee-Soon; Tappis, Hannah; Noh, Jin Won; Zainullah, Partamin; Rozario, Aleisha

    2014-02-17

    This study describes job satisfaction and intention to stay on the job among primary health-care providers in countries with distinctly different human resources crises, Afghanistan and Malawi. Using a cross-sectional design, we enrolled 87 health-care providers in 32 primary health-care facilities in Afghanistan and 360 providers in 10 regional hospitals in Malawi. The study questionnaire was used to assess job satisfaction, intention to stay on the job and five features of the workplace environment: resources, performance recognition, financial compensation, training opportunities and safety. Descriptive analyses, exploratory factor analyses for scale development, bivariate correlation analyses and bivariate and multiple linear regression analyses were conducted. The multivariate model for Afghanistan, with demographic, background and work environment variables, explained 23.9% of variance in job satisfaction (F(9,73) = 5.08; P job satisfaction. The multivariate model for intention to stay for Afghanistan explained 23.6% of variance (F(8,74) = 4.10; P job satisfaction (F(8,332) = 4.19; P job are highly dependent on the local context. Although health-care workers in both Afghanistan and Malawi reported satisfaction with their jobs, the predictors of satisfaction, and the extent to which those predictors explained variations in job satisfaction and intention to stay on the job, differed substantially. These findings demonstrate the need for more detailed comparative human resources for health-care research, particularly regarding the relative importance of different determinants of job satisfaction and intention to stay in different contexts and the effectiveness of interventions designed to improve health-care worker performance and retention.

  18. FY17 Environmental Workforce Development and Job Training (EWDJT) Grants

    Science.gov (United States)

    This notice announces the availability of funds and solicits proposals from eligible entities, including nonprofit organizations, to deliver Environmental Workforce Development and Job Training programs.

  19. Steve Jobs provides lessons for any medical practice.

    Science.gov (United States)

    Ornstein, Hal; Baum, Neil

    2013-01-01

    Steve Jobs is inarguably the greatest inventor and creative genius since Thomas Edison. He provided technology that enhances communication on a global level. Jobs also provided ideas and suggestions that could work in any medical practice regardless of the size of the practice, the location of the practice, or the employment model. His advice can be transferred from a high-tech business that employs thousands to a high-touch medical practice that has only a few employees. This article will list a few of Jobs leadership characteristics and how they might apply to physicians, their teams, and their practices. Wouldn't you like to be the Steve Jobs of healthcare? If so, read on!

  20. Guide to good practices for on-the-job training

    Energy Technology Data Exchange (ETDEWEB)

    1992-07-01

    The purpose of the Department of Energy (DOE) Guide to Good Practices for On-the-Job Training (OJT) is to provide DOE contractor organizations with information that can be used to modify existing programs or to develop new programs. This guide replaces the Guide to Good Practices for On-the-Job Training that was distributed to DOE and DOE contractors in 1987. DOE contractors should not feel obligated to adopt all parts of this guide. Rather, they can use the information in this guide to develop programs that apply to their facility. This guide can be used as an aid in the design and development of a facility's OJT programs and to assist the instructors who conduct OJT and performance tests in the areas of facility operations, maintenance, and technical supports.

  1. Alaska Native Weatherization Training and Jobs Program First Steps Toward Tribal Weatherization – Human Capacity Development

    Energy Technology Data Exchange (ETDEWEB)

    Wiita, Joanne

    2013-07-30

    The Alaska Native Weatherization Training and Jobs Project expanded weatherization services for tribal members’ homes in southeast Alaska while providing weatherization training and on the job training (OJT) for tribal citizens that lead to jobs and most probably careers in weatherization-related occupations. The program resulted in; (a) 80 Alaska Native citizens provided with skills training in five weatherization training units that were delivered in cooperation with University of Alaska Southeast, in accordance with the U.S. Department of Energy Core Competencies for Weatherization Training that prepared participants for employment in three weatherizationrelated occupations: Installer, Crew Chief, and Auditor; (b) 25 paid OJT training opportunities for trainees who successfully completed the training course; and (c) employed trained personnel that have begun to rehab on over 1,000 housing units for weatherization.

  2. 34 CFR 361.32 - Use of profitmaking organizations for on-the-job training in connection with selected projects.

    Science.gov (United States)

    2010-07-01

    ... on-the-job training in connection with selected projects. The State plan must assure that the... purpose of providing, as vocational rehabilitation services, on-the-job training and related programs for... 34 Education 2 2010-07-01 2010-07-01 false Use of profitmaking organizations for on-the-job...

  3. The E-learning system used in the civil servants' job-training

    Science.gov (United States)

    Yang, Rui; Ruan, Jianhai

    The Chinese government is pursuing e-learning policies which makes job-training with a knowledge-based society. To explain more fully the important role of the e-learning environment, this article undertakes some typical examples of the governments' job-training under e-learning environment. The main problems in servants' job-training in China are the low quantity in the servants' training, short of restriction, the uniform manner in the training and less fairness and availability of opportunities for educational training. In order to develop the e-learning system, the civil servant's job-training policies are provided and the measures of the effective e-learning system are designed.

  4. On-the-job Training: Differences by Race and Sex.

    Science.gov (United States)

    Hoffman, Saul D.

    1981-01-01

    A recent national survey suggests that women and Blacks receive less on-the-job training and training opportunities in their jobs than White males. This is especially true of young Black men. The factor of low wage does not seem to play a large part in this discrepancy. (CT)

  5. The Relationship between Job Dissatisfaction and Training Transfer

    Science.gov (United States)

    Jodlbauer, Susanne; Selenko, Eva; Batinic, Bernad; Stiglbauer, Barbara

    2012-01-01

    The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under-researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but…

  6. Factors associated with job satisfaction by Chinese primary care providers.

    Science.gov (United States)

    Shi, Leiyu; Song, Kuimeng; Rane, Sarika; Sun, Xiaojie; Li, Hui; Meng, Qingyue

    2014-01-01

    This study provides a snapshot of the current state of primary care workforce (PCW) serving China's grassroots communities and examines the factors associated with their job satisfaction. Data for the study were from the 2011 China Primary Care Workforce Survey, a nationally representative survey that provides the most current assessment of community-based PCW. Outcome measures included 12 items on job satisfaction. Covariates included intrinsic and extrinsic factors associated with job satisfaction. In addition, PCW type (i.e., physicians, nurses, public health, and village doctors) and practice setting (i.e., rural versus urban) were included to identify potential differences due to the type of PCW and practice settings. The overall satisfaction level is rather low with only 47.6% of the Chinese PCW reporting either satisfied or very satisfied with their job. PCW are least satisfied with their income level (only 8.6% are either satisfied or very satisfied), benefits (12.8%), and professional development (19.5%). They (particularly village doctors) are also dissatisfied with their workload (37.2%). Lower income and higher workload are the two major contributing factors toward job dissatisfaction. To improve the general satisfaction level, policymakers must provide better pay and benefits and more opportunities for career development, particularly for village doctors.

  7. Development and implementation of on-the-job training programs

    International Nuclear Information System (INIS)

    1986-10-01

    The purpose of an effective on-the-job training (OJT) program is to ensure that nuclear power station personnel possess the required job-related knowledge and skills. Effective OJT consists of four elements: 1) the objectives, 2) the standards, 3) trainer/evaluator, 4) documentation. Once appropriate objectives and standards are established, training on each task or grouping of like tasks is conducted in two distinct steps; the trainee is taught, and the trainee is evaluated. The teaching step may be accomplished by trainee self-study, observation, discussion, simulation, and/or performance under the supervision of a qualified job incumbent or trainer. The evaluation step is typically a 'checkout' in which the trainee performs or simulates a task under the scrutiny of an evaluator and/or discusses the task if necessary. Both the teaching and evaluation steps are essential to effective OJT programs. The results of these steps are then documented to satisfy training record requirements and to provide input to the formal qualification process as appropriate. An example program that addresses the major elements of OJT has been attached

  8. Sectoral job training as an intervention to improve health equity.

    Science.gov (United States)

    Tsui, Emma K

    2010-04-01

    A growing literature on the social determinants of health strongly suggests the value of examining social policy interventions for their potential links to health equity. I investigate how sectoral job training, an intervention favored by the Obama administration, might be conceptualized as an intervention to improve health equity. Sectoral job training programs ideally train workers, who are typically low income, for upwardly mobile job opportunities within specific industries. I first explore the relationships between resource redistribution and health equity. Next, I discuss how sectoral job training theoretically redistributes resources and the ways in which these resources might translate into improved health. Finally, I make recommendations for strengthening the link between sectoral job training and improved health equity.

  9. Improvements in training effectiveness and job performance: getting to what's necessary and sufficient

    International Nuclear Information System (INIS)

    McAllister, J.E.; Foulke, L.R.

    1984-01-01

    This paper describes a Competency Analysis Process for the development of training programs. This process is compared and contrasted with the Job/Task Analysis (J/TA) process being completed by the Institute of Nuclear Power Operations (INPO). Such competency/job analysis processes provide a training and performance base which contributes to improvements in human performance. Data presented in this paper reinforces the authors' belief in the value of competency analysis and the development of training programs based on competency analysis

  10. Job satisfaction of primary health-care providers (public sector in urban setting

    Directory of Open Access Journals (Sweden)

    Pawan Kumar

    2013-01-01

    Full Text Available Introduction: Job satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. The core components of information necessary for what satisfies and motivates the health work force in our country are missing at policy level. Therefore present study will help us to know the factors for job satisfaction among primary health care providers in public sector. Materials and Methods: Present study is descriptive in nature conducted in public sector dispensaries/primary urban health centers in Delhi among health care providers. Pretested structured questionnaire was administered to 227 health care providers. Data was analyzed using SPSS and relevant statistical test were applied. Results: Analysis of study reveals that ANMs are more satisfied than MOs, Pharmacist and Lab assistants/Lab technicians; and the difference is significant (P < 0.01. Age and education level of health care providers don′t show any significant difference in job satisfaction. All the health care providers are dissatisfied from the training policies and practices, salaries and opportunities for career growth in the organization. Majority of variables studied for job satisfaction have low scores. Five factor were identified concerned with job satisfaction in factor analysis. Conclusion: Job satisfaction is poor for all the four groups of health care providers in dispensaries/primary urban health centers and it is not possible to assign a single factor as a sole determinant of dissatisfaction in the job. Therefore it is recommended that appropriate changes are required at the policy as well as at the dispensary/PUHC level to keep the health work force motivated under public sector in Delhi.

  11. Use of Job and Task Analysis in Training.

    Science.gov (United States)

    George Washington Univ., Alexandria, VA. Human Resources Research Office.

    A t a briefing sponsored by the Office of the Deputy Chief of Staff for Individual Training, members of the Human Resources Research Office reported on four projects using job and task analysis in different training situations. Wor k Unit STOCK was a training program designed to develop training management procedures for heterogeneous ability…

  12. Can Raters with Reduced Job Descriptive Information Provide Accurate Position Analysis Questionnaire (PAQ) Ratings?

    Science.gov (United States)

    Friedman, Lee; Harvey, Robert J.

    1986-01-01

    Job-naive raters provided with job descriptive information made Position Analysis Questionnaire (PAQ) ratings which were validated against ratings of job analysts who were also job content experts. None of the reduced job descriptive information conditions enabled job-naive raters to obtain either acceptable levels of convergent validity with…

  13. Guide to good practices for on-the-job training

    Energy Technology Data Exchange (ETDEWEB)

    1987-09-01

    This manual is intended to provide DOE reactor and nonreactor nuclear facilities with guidelines for the development and implementation of facility specific, performance-based, On-the-Job Training (OJT) programs. An OJT Instructor Training Course is included to train the first-line supervisor and other designated personnel as OJT instructors. The subject matter content and level of detail were determined based upon a review of material obtained from DOE documents, INPO Guidelines, and input from selected DOE contractors. The final draft version of the manual was reviewed for accuracy, clarity, and comprehensiveness by trainers from the following DOE Contractors/Laboratories: Argonne National Laboratory - West - Idaho National Engineering Laboratory, E.I. DuPont - Savannah River Plant, EG and G Idaho, Inc. - Idaho National Engineering Laboratory, Los Alamos National Laboratory, Martin Marietta - Oak Ridge National Laboratory, Rockwell International - Rocky Flats Plant, and Westinghouse Hanford Co.

  14. Solar Grants Spot Training and Jobs.

    Science.gov (United States)

    Owen, Walter

    1979-01-01

    Employment and training in solar installation work is provided by fifteen Solar Utilization/Economic Development and Employment (SUEDE) demonstration projects funded by the United States Departments of Labor and Energy and the Community Services Administration. The article describes the projects and the types of work. (MF)

  15. Inefficient Job Destructions and Training with Hold-up

    DEFF Research Database (Denmark)

    Chéron, Arnaud; Rouland, Benedicte

    2011-01-01

    This paper develops an equilibrium search model with endogenous job destructions and where firms decide at the time of job entry how much to invest in match-specific human capital. We first show that job destruction and training investment decisions are strongly complementary. It is possible...... that there are no firings at equilibrium. Further, training investments are confronted to a hold-up problem making the decentralized equilibrium always inefficient. We show therefore that both training subsidies and firing taxes must be implemented to bring back efficiency....

  16. Enhancing Job-Site Training of Supported Workers With Autism: A Reemphasis on Simulation

    OpenAIRE

    Perry Lattimore, L; Parsons, Marsha B; Reid, Dennis H; Ahearn, William

    2006-01-01

    Currently recommended practice in supported work emphasizes training job skills to workers with severe disabilities while on the job. Early behavioral research indicated that skills needed in natural environments could also be trained in simulated settings. We compared job-site plus simulation training for teaching job skills to supported workers with autism to provision of training exclusively on the job. Job-site training occurred in a small publishing company during the regular work routin...

  17. Significant Tasks in Training of Job-Shop Supervisors

    Science.gov (United States)

    Pederson, Leonard S.; Dresdow, Sally; Benson, Joy

    2013-01-01

    Purpose: The need for effective training of first-line supervisors is well established. Well-trained supervision is essential to our future as a country. A fundamental step in developing effective training is to develop a jobs needs assessment. In order to develop an effective needs assessment, it is necessary to know what the tasks are of…

  18. From Policy to Training: The Conundrum of Green Jobs

    Science.gov (United States)

    Rose, Amy D.

    2013-01-01

    This journal issue about green jobs resulted from a preconference held at the 2011 American Association for Adult and Continuing Education Conference in Indianapolis, Indiana. Interested in exploring the ways that green jobs training is being approached in the United States, this preconference seemed like an excellent way to introduce two new…

  19. 25 CFR 26.11 - What type of Job Placement and Training assistance may be approved?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What type of Job Placement and Training assistance may be... JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.11 What type of Job Placement and... supplemental assistance that supports job placement or training activities (see subpart B of this part for Job...

  20. 29 CFR 785.29 - Training directly related to employee's job.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

  1. Farm practical training and job aspiration of undergraduates of ...

    African Journals Online (AJOL)

    Journal of Agricultural Extension ... The study investigated whether farm practical training (FPT) is significantly associated with job aspiration ... students comparing results of empirical evidence between two Universities in Kwara State, Nigeria.

  2. EPA Selects Lawrence, Mass. Group for Brownfields Job Training Grant

    Science.gov (United States)

    Today, EPA announced that the Merrimack Valley Workforce Investment Board, of Lawrence, Mass., was one of 14 organizations nationwide selected to receive funding to operate environmental job training programs for local unemployed residents.

  3. Efficient Job Provisioning for a Cloud Service Provider

    Directory of Open Access Journals (Sweden)

    Sharma Dharmvir

    2016-01-01

    Full Text Available Cloud Computing is a very fast emerging technology as every enterprise is moving fast towards this system. Cloud Computing is known as a provider of dynamic services. It optimizes a very large, scalable and virtualized resource. So lots of industries have joined this bandwagon nowadays. One of the major research issues is to maintain good Quality of Service (QoS of a Cloud Service Provider (CSP. The QoS encompasses different parameters, like, smart job allocation strategy, efficient load balancing, response time optimization, reduction in wastage of bandwidth, accountability of the overall system, etc. The efficient allocation strategy of the independent computational jobs among different Virtual Machines (VM in a Data center (DC is a distinguishable challenge in the Cloud Computing domain and finding out an optimal job allocation strategy guided by a good scheduling heuristic for such an environment is a mape-k loop problem. So different heuristic approaches may be used for better result and in this result we paper we implement worst fit in mape-k and evaluated the results.

  4. Private Training Providers: Their Characteristics and Training Activities. Support Document

    Science.gov (United States)

    Harris, Roger; Simons, Michele; McCarthy, Carmel

    2006-01-01

    This document was produced by the authors based on their research for the report, "Private Training Providers: Their Characteristics and Training Activities," [ED495181] and is an added resource for further information. That study examined the nature of the training activity of private registered training organisations (RTOs) offered to…

  5. MODEL ON THE JOB TRAINING PENINGKATAN KETERAMPILAN MAHASISWA

    Directory of Open Access Journals (Sweden)

    Suranto

    2012-10-01

    Full Text Available Penelitian ini bertujuan untuk mengetahui apakah model on the job training (pelatihan kerja di industri mampu meningkatkan kemampuan keterampilan mahasiswa program studi vokasi bidang manufaktur di Universitas Tujuh Belas Agustus Surabaya. Penelitian ini mengambil data pada mahasiswa di Program Studi Vokasi bidang manufaktur sejumlah 20 orang untuk menguji validitas dan reliabilitas angket dan sejumlah 30 orang mahasiswa untuk menguji pengaruh on the job training terhadap kemampuan keterampilan mahasiswa yang meliputi aspek afektif, kognitif dan psikomotorik. Pengumpulan data melalui angket, observasi, dan wawancara. Metode analisis menggunakan regresi untuk mengetahui pengaruh antara variabel on the job training terhadap variabel kemampuan keterampilan mahasiswa. Diketahui hasil persamaan regresi bahwa semakin baik model on the job training diterapkan, maka semakin baik pula peningkatan kemampuan keterampilan yang dimiliki mahasiswa. Besarnya pengaruh model on the job training terhadap keterampilan sebesar 0.701 atau 70.1%. Dihasilkan model pembelajaran on the job training yang dilakukan mampu mempengaruhi peningkatan kemampuan keterampilan calon lulusan program studi vokasi bidang manufaktur

  6. 25 CFR 26.33 - How do I show I need job training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false How do I show I need job training? 26.33 Section 26.33 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.33 How do I show I need job training? The need for Job Placement and...

  7. 20 CFR 626.1 - Scope and purpose of the Job Training Partnership Act.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Scope and purpose of the Job Training... LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.1 Scope and purpose of the Job Training Partnership Act. It is the purpose of the Job Training Partnership Act (JTPA or...

  8. Virtual Reality Job Interview Training for Individuals with Psychiatric Disabilities

    Science.gov (United States)

    Smith, Matthew J.; Ginger, Emily J.; Wright, Michael; Wright, Katherine; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.; Fleming, Michael F.

    2014-01-01

    Services are available to help support existing employment for individual with psychiatric disabilities; however, there is a gap in services targeting job interview skills that can help obtain employment. We assessed the feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) in a randomized controlled trial. Participants were randomized to VR-JIT (n=25) or treatment as usual (TAU) (n=12) groups. VR-JIT consisted of 10 hours of simulated job interviews with a virtual character and didactic online training. Participants attended 95% of lab-based training sessions and found VR-JIT easy-to-use and felt prepared for future interviews. The VR-JIT group improved their job interview role-play performance (pinterview skills and self-confidence. Future research may help clarify whether this intervention is efficacious in community-based settings. PMID:25099298

  9. Reactor operator: Training for the job while earning college credit

    International Nuclear Information System (INIS)

    Murdick, S.A.

    1988-01-01

    The nuclear industry is looking for ways to maximize the dollars spent to train licensed reactor operators and other personnel and, at the same time, upgrade their educational level. The prospects of college credit and/or degree requirements imposed by the US Nuclear Regulatory Commission have provided a significant driving force behind this search. The task is complicated, however, because shift schedules do not permit reactor operators to pursue higher education through the traditional classroom route, and the need for plant-specific training and requalification programs dictate against uniformly adapting college-based courses for training use. The National Program on Noncollegiate Sponsored Instruction (National PONSI) has been of considerable help to the nuclear industry in meeting these challenges. Through its college credit recommendation service, National PONSI has assessed the comparability of certain industry training activities to college-level instruction and has been instrumental in gaining academic recognition of these activities. The program has become a vital means for the industry to achieve its dual mission of preparing employees to successfully perform their jobs and providing them with ways to obtain college degrees in the shortest possible time

  10. Reactor operator: Training for the job while earning college credit

    Energy Technology Data Exchange (ETDEWEB)

    Murdick, S.A.

    1988-01-01

    The nuclear industry is looking for ways to maximize the dollars spent to train licensed reactor operators and other personnel and, at the same time, upgrade their educational level. The prospects of college credit and/or degree requirements imposed by the US Nuclear Regulatory Commission have provided a significant driving force behind this search. The task is complicated, however, because shift schedules do not permit reactor operators to pursue higher education through the traditional classroom route, and the need for plant-specific training and requalification programs dictate against uniformly adapting college-based courses for training use. The National Program on Noncollegiate Sponsored Instruction (National PONSI) has been of considerable help to the nuclear industry in meeting these challenges. Through its college credit recommendation service, National PONSI has assessed the comparability of certain industry training activities to college-level instruction and has been instrumental in gaining academic recognition of these activities. The program has become a vital means for the industry to achieve its dual mission of preparing employees to successfully perform their jobs and providing them with ways to obtain college degrees in the shortest possible time.

  11. Effects of Refresher Training on Job-Task Typewriting Performance.

    Science.gov (United States)

    Hagman, Joseph D.; Schendel, Joel D.

    Two groups of 15 Administrative Specialists, 7lL Military Occupational Speciality (MOS), participated in four job-task refresher training sessions designed to enhance the typewriting of military correspondence. One group performed under a study training method which allowed use of a Correspondence Manual while arranging materials into the correct…

  12. Guide to good practices for on-the-job training

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1998-04-01

    Training programs at DOE facilities should prepare personnel to safely and efficiently operate and maintain the facilities in accordance with DOE requirements. This guide presents good practices for a systematic approach to on-the-job training (OJT) and OJT programs and should be used in conjunction with DOE Training Program Handbook: A Systematic Approach to Training, and with the DOE Handbook entitled Alternative Systematic Approaches to Training to develop performance-based OJT programs. DOE contractors may also use this guide to modify existing OJT programs that do not meet the systematic approach to training (SAT) objectives.

  13. Positive Side Effects of a Job-Related Training Program for Older Adults in South Korea

    Science.gov (United States)

    Lee, Minhong; Choi, Jae-Sung

    2012-01-01

    The objective of the current study was to evaluate empirically positive side effects of a job-related training program on older adults' self-esteem, depression, and social networks. A total of 70 older adults participated in the study after completing the Older Paraprofessional Training Program developed and provided by the Continuing Education…

  14. Job training planning and design for process plant operators

    Energy Technology Data Exchange (ETDEWEB)

    Wirstad, J.

    1983-01-01

    A method is presented by which process plant operators for nuclear power plants are trained in Sweden. It works by a top-down method of systems analysis which can be integrated into the analysis, specification, and design of the process automation system. The training methods can also be adapted to existing automation systems and operating schedules. The author's method is based on the principle that training programs should be based on job requirements, e.g. operator tasks in common, less frequent, and rare operating conditions. Procedures have been tested for the following steps: Job analysis, analysis of knowledge and experience required, analysis of operator training requirements, set-up and organisation of the training programme, achievement control, evaluation of the training programme.

  15. Job training planning and design for process plant operators

    International Nuclear Information System (INIS)

    Wirstad, J.

    1983-01-01

    A method is presented by which process plant operators for nuclear power plants are trained in Sweden. It works by a top-down method of systems analysis which can be integrated into the analysis, specification, and design of the process automation system. The training methods can also be adapted to existing automation systems and operating schedules. The author's method is based on the principle that training programs should be based on job requirements, e.g. operator tasks in common, less frequent, and rare operating conditions. Procedures have been tested for the following steps: Job analysis, analysis of knowledge and experience required, analysis of operator training requirements, set-up and organisation of the training programme, achievement control, evaluation of the training programme. (orig./HP) [de

  16. 25 CFR 26.32 - What constitutes a complete Job Training Program application?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...

  17. The effect of training and job interruptions on logging crews' safety in ...

    African Journals Online (AJOL)

    The effect of training and job interruptions on logging crews' safety in ... method, experienced and inexperienced crews were studied before training, after ... that provision of appropriate safety gears as well as delivery of on job training are ...

  18. Measuring the usefulness of family planning job aids following distribution at training workshops.

    Science.gov (United States)

    Tumlinson, Katherine; Hubacher, David; Wesson, Jennifer; Lasway, Christine

    2010-09-01

    A job aid is a tool, such as a flowchart or checklist, that makes it easier for staff to carry out tasks by providing quick access to needed information. Many public health organizations are engaged in the production of job aids intended to improve adherence to important medical guidelines and protocols, particularly in resource-constrained countries. However, some evidence suggests that actual use of job aids remains low. One strategy for improving utilization is the introduction of job aids in training workshops. This paper summarizes the results of two separate evaluations conducted in Uganda and the Dominican Republic (DR) which measured the usefulness of a series of four family planning checklists 7-24 months after distribution in training workshops. While more than half of the health care providers used the checklists at least once, utilization rates were sub-optimal. However, the vast majority of those providers who utilized the checklists found them to be very useful in their work.

  19. OSART mission highlights related to on-the-job training

    International Nuclear Information System (INIS)

    Mazour, T.; Hide, K.

    1996-01-01

    This paper summarizes the highlights, related to the topic of on-the-job training (OJT), for Agency OSART missions conducted since 1990 (a total of 27 missions). Recommendations and suggestions for improvements related to on-the-job training and qualification programmes are discussed, as well as Good Practices and Good Performances. For Good Practices and Good Performances, the plant is identified to aid in follow-up by meeting participants. For recommendations and suggestions, the number of plants that had recommendations/findings in this area are identified by a number in parentheses after the item. The paper takes a broad approach toward highlights that are related to OJT. For example, there have been a number of OSART recommendations and suggestions concerning responsibilities, authorities and interfaces for NPP activities. These recommendations and suggestions relate not only to responsibilities and interfaces for on-the-job training and qualification programmes, but also to other areas as well

  20. 25 CFR 26.34 - What type of job training assistance may be approved?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What type of job training assistance may be approved? 26.34 Section 26.34 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.34 What type of job training assistance may be...

  1. 25 CFR 26.29 - What is the scope of the Job Training Program?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

  2. 25 CFR 26.3 - What is the purpose of the Job Placement and Training Program?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.3 What is the purpose of the Job Placement and Training Program? The purpose of the Job Placement and Training Program is to assist eligible applicants to...

  3. 25 CFR 26.4 - Who administers the Job Placement and Training Program?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Who administers the Job Placement and Training Program... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training Program? The Job Placement and Training Program is administered by the Bureau of Indian Affairs or a...

  4. Virtual reality job interview training for individuals with psychiatric disabilities.

    Science.gov (United States)

    Smith, Matthew J; Ginger, Emily J; Wright, Michael; Wright, Katherine; Boteler Humm, Laura; Olsen, Dale; Bell, Morris D; Fleming, Michael F

    2014-09-01

    Services are available to help support existing employment for individuals with psychiatric disabilities; however, there is a gap in services targeting job interview skills that can help obtain employment. We assessed the feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) in a randomized controlled trial. Participants were randomized to VR-JIT (n = 25) or treatment-as-usual (TAU) (n = 12) groups. VR-JIT consisted of 10 hours of simulated job interviews with a virtual character and didactic online training. The participants attended 95% of laboratory-based training sessions and found VR-JIT easy to use and felt prepared for future interviews. The VR-JIT group improved their job interview role-play performance (p ≤ 0.05) and self-confidence (p ≤ 0.05) between baseline and follow-up as compared with the TAU group. VR-JIT performance scores increased over time (R = 0.65). VR-JIT demonstrated initial feasibility and efficacy at improving job interview skills and self-confidence. Future research may help clarify whether this intervention is efficacious in community-based settings.

  5. General practice on-the-job training in Chinese urban community: a qualitative study on needs and challenges.

    Directory of Open Access Journals (Sweden)

    Yali Zhao

    Full Text Available BACKGROUND: On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. METHODS: We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. RESULTS: Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. CONCLUSIONS: In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.

  6. General Practice On-the-Job Training in Chinese Urban Community: A Qualitative Study on Needs and Challenges

    Science.gov (United States)

    Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin

    2014-01-01

    Background On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. Methods We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Results Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. Conclusions In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program. PMID:24728399

  7. General practice on-the-job training in Chinese urban community: a qualitative study on needs and challenges.

    Science.gov (United States)

    Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin

    2014-01-01

    On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.

  8. The 2025 Big "G" Geriatrician: Defining Job Roles to Guide Fellowship Training.

    Science.gov (United States)

    Simpson, Deborah; Leipzig, Rosanne M; Sauvigné, Karen

    2017-10-01

    Changes in health care that are already in progress, including value- and population-based care, use of new technologies for care, big data and machine learning, and the patient as consumer and decision maker, will determine the job description for geriatricians practicing in 2025. Informed by these future certainties, 115 geriatrics educators attending the 2016 Donald W. Reynolds Foundation Annual meeting identified five 2025 geriatrician job roles: complexivist; consultant; health system leader and innovator; functional preventionist; and educator for big "G" and little "g" providers. By identifying these job roles, geriatrics fellowship training can be preemptively redesigned. © 2017, Copyright the Authors Journal compilation © 2017, The American Geriatrics Society.

  9. External Quality Arrangements for the Review of Modern Apprenticeship Off-the-Job Training

    Science.gov (United States)

    Education Scotland, 2015

    2015-01-01

    This publication provides a quality framework to provide a structure for external review of Modern Apprenticeship off-the-job training.? The indicators in this framework are arranged under three key principles, addressing five questions which Education Scotland is adopting for evaluation purposes. These are underpinned by a wider principle on the…

  10. Simulated job interview skill training for people with psychiatric disability: feasibility and tolerability of virtual reality training.

    Science.gov (United States)

    Bell, Morris D; Weinstein, Andrea

    2011-09-01

    The job interview is an important step toward successful employment and often a significant challenge for people with psychiatric disability. Vocational rehabilitation specialists can benefit from a systematic approach to training job interview skills. The investigators teamed up with a company that specializes in creating simulated job interview training to create software that provides a virtual reality experience with which learners can systematically improve their job interview skills, reduce their fears, and increase their confidence about going on job interviews. The development of this software is described and results are presented from a feasibility and tolerability trial with 10 participants with psychiatric disability referred from their vocational service programs. Results indicate that this representative sample had a strongly positive response to the prototype job interview simulation. They found it easy to use, enjoyed the experience, and thought it realistic and helpful. Almost all described the interview as anxiety provoking but that the anxiety lessened as they became more skilled. They saw the benefit of its special features such as ongoing feedback from a "coach in the corner" and from being able to review a transcript of the interview. They believed that they could learn the skills being taught through these methods. Participants were enthusiastic about wanting to use the final product when it becomes available. The advantages of virtual reality technology for training important skills for rehabilitation are discussed.

  11. On-The-Job Training: A Practical Guide for Food Service Supervisors.

    Science.gov (United States)

    Hospital Research and Educational Trust, Chicago, IL.

    The on-the-job training guide was developed to assist food service supervisors in preparing, presenting, and evaluating a Job Instruction Training (JIT) lesson, a method which employs step-by-step learning of job-related tasks. Part 1, preparing for a JIT lesson, discusses the checklist of duties, the job description, the skills inventory, the…

  12. Getting the right training and job.

    Science.gov (United States)

    Deschamps, Claude

    2011-08-01

    The authors discuss the factors to be considered in selecting locations in which to train and to practice, and in conducting successful interviews and site visits. The advantages and disadvantages of different types of surgical practice (ie, solo vs group) are also reviewed, as are issues surrounding negotiations related to contracts, benefits, and covenants. Copyright © 2011 Elsevier Inc. All rights reserved.

  13. INPO activities/guidance with respect to on-the-job training

    International Nuclear Information System (INIS)

    Davis, J.W.

    1996-01-01

    The following activities of the Institute of Nuclear Power Operations are described: on-the-job training and qualification; problems observed in the implementation of on-the-job training and qualification

  14. Solar installer training: Home Builders Institute Job Corps

    Energy Technology Data Exchange (ETDEWEB)

    Hansen, K.; Mann, R. [San Diego Job Corps Center, Imperial Beach, CA (United States). Home Builders Inst.

    1996-10-01

    The instructors describe the solar installation training program operated since 1979 by the Home Builders Institute, the Educational Arm of the National Association of Home Builders for the US Department of Labor, Job Corps in San Diego, CA. The authors are the original instructors and have developed the program since its inception by a co-operative effort between the Solar Energy Industries Association, NAHB and US DOL. Case studies of a few of the 605 students who have gone to work over the years after the training are included. It is one of the most successful programs under the elaborate Student Performance Monitoring Information System used by all Job Corps programs. Job Corps is a federally funded residential job training program for low income persons 16--24 years of age. Discussion details the curriculum and methods used in the program including classroom, shop and community service projects. Solar technologies including all types of hot water heating, swimming pool and spa as well as photovoltaics are included.

  15. Regulatory evaluation of nuclear power plant on-the-job training programmes

    International Nuclear Information System (INIS)

    Wilkinson, J.

    1996-01-01

    It is now well recognized internationally in the nuclear industry that a Systematic Approach to Training (SAT), as described in IAEA-TECDOC-525, represents the currently most effective method of providing effective, efficient training to Nuclear Power Plant (NPP) personnel. For this reason the Canadian regulator, the Atomic Energy Control Board (AECB), has made SAT a requirement for the training of NPP personnel whose job activities could affect plant or public safety. In this respect the AECB recognizes that the SAT process will dictate on-the-job-training (OJT) and the prudent use of Job Performance Measures (JPMs) as the most effective method of providing parts of the required training to some work groups. The AECB has adopted a process of training program evaluation for NPP operations personnel which comprises methods to evaluate all types of training including OJT. This paper describes some variations which have been identified in the conduct of OJT at Canadian utilities. It then presents the three step process established by the AECB to effectively evaluate training programs expertise is required. The concept of utility self-evaluations is introduced. Finally, the importance of consistency on the part of the regulator in following a systematic approach to evaluation through the application of a viable standard is addressed. (author). 2 figs

  16. Job satisfaction and career commitment among Alzheimer's care providers: addressing turnover and improving staff empowerment.

    Science.gov (United States)

    Coogle, Constance L; Parham, Iris A; Rachel, Colleen A

    2011-11-01

    This study investigated the relation between job satisfaction and career commitment among 262 Alzheimer's care staff working in long-term and community-based care settings. It was anticipated that the results would suggest whether career commitment could be enhanced to positively influence job satisfaction, and conversely, if improvements in job satisfaction might contribute to a deepened sense of vocational empowerment. Participants attended dementia-specific training and completed 2 short work-related questionnaires that measured job satisfaction and career commitment. The results of stepwise regression revealed interrelations between the 2 constructs. Congruence appeared to be reciprocal with respect to the overall scale scores and the intrinsic job satisfaction measure. Unexpected relations appeared in analyses of the extrinsic job satisfaction measure and the career planning subscale. Results are indicative of the fundamental distinction between job satisfaction and career commitment. Implications for efforts to reduce turnover and improve staff empowerment are also considered.

  17. 20 CFR 626.4 - Table of contents for the Job Training Partnership Act regulations.

    Science.gov (United States)

    2010-04-01

    .... 628.210State Job Training Coordinating Council. 628.215State Human Resource Investment Council... and for general program management. Subpart G [Reserved] Subpart H—Job Training Partnership Act... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Table of contents for the Job Training...

  18. 20 CFR 626.2 - Format of the Job Training Partnership Act regulations.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Format of the Job Training Partnership Act regulations. 626.2 Section 626.2 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.2 Format of the Job...

  19. 75 FR 80067 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

    Science.gov (United States)

    2010-12-21

    ... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs... Application for Job Placement and Training Services. The information collection is currently authorized by OMB... information collection conducted under 25 CFR part 26 to administer the job placement and training program...

  20. 20 CFR 626.3 - Purpose, scope, and applicability of the Job Training Partnership Act regulations.

    Science.gov (United States)

    2010-04-01

    ... ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.3 Purpose, scope, and applicability of the Job Training Partnership Act regulations. (a) Parts 626..., part C of the Job Training Partnership Act) establish the Federal programmatic and administrative...

  1. 25 CFR 26.15 - What makes an applicant eligible for Job Placement and Training services?

    Science.gov (United States)

    2010-04-01

    ... SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.15 What makes an applicant eligible for Job Placement and Training services? You are eligible for services if: (a) You meet the definition... show a need for job training or placement services in order to become gainfully and meaningfully...

  2. 25 CFR 26.5 - Who may be eligible for Job Placement and Training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

  3. An Examination of the Job Training and Job Experiences of High School Students as They Exit School

    Science.gov (United States)

    Andrews, Wilbur Drew

    2010-01-01

    The purpose of this investigation was (a) to determine the level of satisfaction that exiting high school students felt regarding the job preparation and training they received in high school, (b) gather data on work experiences during high school, (c) gather data on job training experiences during high school, and (d) gather data on students…

  4. Assessing Changes in Job Behavior Due to Training: A Guide to the Participant Action Plan Approach.

    Science.gov (United States)

    Office of Personnel Management, Washington, DC.

    This guide provides a brief introduction to the Participant Action Plan Approach (PAPA) and a user's handbook. Part I outlines five steps of PAPA which determine how job behavior is changed by training course or program participation. Part II, the manual, is arranged by the five steps of the PAPA approach. Planning for PAPA discusses making…

  5. General Practice On-the-Job Training in Chinese Urban Community: A Qualitative Study on Needs and Challenges

    OpenAIRE

    Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin

    2014-01-01

    BACKGROUND: On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. METHODS: We conducted 3 n...

  6. Job training is a need for professional career Labor Education

    Directory of Open Access Journals (Sweden)

    Martha Linares-Blanco

    2017-03-01

    Full Text Available The article deals with the labor dimension of the training process, as generalizing component in the preparation of learners, given the dialectical unity of its instructional, educational and developmental functions; establishing the relationship of the same with the four pillars of education for the twenty-first century, declared by UNESCO. Given that job training requires fostering knowledge as a basis for an operating instrumental performance marked by its polytechnic-labor character, supplemented by adequate and appropriate attitude of social coexistence that integrates qualities like respect, cooperation, responsibility and awareness of producers.

  7. Job sharing in medical training: an evaluation of a 3-year project.

    Science.gov (United States)

    Goldberg, I; Paice, E

    2000-02-01

    Job sharing has been introduced on a major scale in one deanery to help accommodate increasing demand for flexible (part-time) training. We arranged 37 job shares for 74 trainees between 1996 and 1999. Job shares lasted from 6 months to 2 years. Trainees in job shares were as satisfied with their training as those in supernumerary posts or in full-time training.

  8. Assessing and implementing training requirements for staff at plants to meet safety, environment and job needs

    Energy Technology Data Exchange (ETDEWEB)

    Lagasse, L. (Manitoba Hydro, Winnipeg, MB (Canada))

    1999-01-01

    The rationale for and the process to establish a team to develop a framework for a training plan, determine the cost of such a program for all employees of the Power Supply Division of Manitoba Hydro, and to establish guidelines for implementation of the plan are described. The end result of the process is a job profile and skill and knowledge inventory for some 25 job families within the Power Supply Division; a form to establish training needs for all employees for a three year period which will provide the basis for a three-year training plan and budget; an implementation guide and training plan spreadsheet to facilitate the implementation process; and a series of performance indicators. 4 figs.

  9. Final priority. Rehabilitation Training: Job-Driven Vocational Rehabilitation Technical Assistance Center. Final priority.

    Science.gov (United States)

    2014-08-19

    The Assistant Secretary for Special Education and Rehabilitative Services announces a priority under the Rehabilitation Training program to establish a Job-Driven Vocational Rehabilitation Technical Assistance Center (JDVRTAC). The Assistant Secretary may use this priority for competitions in fiscal year (FY) 2014 and later years. We take this action to focus on training in an area of national need. Specifically, this priority responds to the Presidential Memorandum to Federal agencies directing them to take action to address job-driven training for the Nation's workers. The JDVRTAC will provide technical assistance (TA) to State vocational rehabilitation (VR) agencies to help them develop for individuals with disabilities training and employment opportunities that meet the needs of today's employers.

  10. 75 FR 53689 - Creation of the Fiscal Year (FY) 2011 “Environmental Workforce Development and Job Training...

    Science.gov (United States)

    2010-09-01

    ... Workforce Development and Job Training Grants Program,'' Formerly Referred to as the ``Brownfields Job... collaborate on workforce development and job training with other programs within OSWER to develop a job... ``Brownfields Job Training Grants Program'' was expanded and will now be referred to as the ``Environmental...

  11. Training in the Mexican company: a study of job training

    Directory of Open Access Journals (Sweden)

    Alma Lilia Sapién Aguilar

    2014-12-01

    Full Text Available The processes of training and instruction in a medium-sized Mexican company are not being understood as an investment that contributes to business success.The aim of this study was to analyze these processes. The methodological approach was exploratory and descriptive with a non-experimental or ex post facto design. The Mexican Business Information System was consulted and 17 medium-sized companies in the industrial sector were randomly chosen. The results indicated that in the median Mexican company decisive actions must be taken in order to achieve that training and instruction are no longer seen as an unnecessary expense. They need to be understood as the best investment one can make in human resources. Therefore, training and instruction must become a part of the work culture of any organization.

  12. New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections

    International Nuclear Information System (INIS)

    Gonzalez Rabasa, D.

    2013-01-01

    - Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.

  13. New approaches to job-sharing of training posts in the North Thames region.

    Science.gov (United States)

    Goldberg, I; Paice, E

    This paper proposes a new way of managing the provision of flexible training opportunities by job-sharing. It shows how the difficulties of implementing job-sharing can be overcome, and gives an example of implementation of job-sharing in the context of flexible training.

  14. The Relationship between Satisfaction with Workplace Training and Overall Job Satisfaction

    Science.gov (United States)

    Schmidt, Steven W.

    2007-01-01

    Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction…

  15. 38 CFR 21.4262 - Other training on-the-job courses.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Other training on-the-job... § 21.4262 Other training on-the-job courses. (a) General. An “other training on-the-job” course is any training on the job which does not qualify as an apprentice course, as defined in § 21.4261, but which...

  16. Monetary incentives to reinforce engagement and achievement in a job-skills training program for homeless, unemployed adults.

    Science.gov (United States)

    Koffarnus, Mikhail N; Wong, Conrad J; Fingerhood, Michael; Svikis, Dace S; Bigelow, George E; Silverman, Kenneth

    2013-01-01

    The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n=124) were randomized to a no-reinforcement group (n=39), during which access to the training program was provided but no incentives were given; a training reinforcement group (n=42), during which incentives were contingent on attendance and performance; or an abstinence and training reinforcement group (n=43), during which incentives were contingent on attendance and performance, but access was granted only if participants demonstrated abstinence from alcohol. abstinence and training reinforcement and training reinforcement participants advanced further in training and attended more hours than no-reinforcement participants. Monetary incentives were effective in promoting engagement and achievement in a job-skills training program for individuals who often do not take advantage of training programs. © Society for the Experimental Analysis of Behavior.

  17. Errorless learning for training individuals with schizophrenia at a community mental health setting providing work experience.

    Science.gov (United States)

    Kern, Robert S; Liberman, Robert P; Becker, Deborah R; Drake, Robert E; Sugar, Catherine A; Green, Michael F

    2009-07-01

    The effects of errorless learning (EL) on work performance, tenure, and personal well-being were compared with conventional job training in a community mental health fellowship club offering 12-week time-limited work experience. Participants were 40 clinically stable schizophrenia and schizoaffective disorder outpatients randomly assigned to EL vs conventional instruction (CI) at a thrift-type clothing store. EL participants received training on how to perform their assigned job tasks based on principles of EL, such as error reduction and automation of task performance. CI participants received training common to other community-based entry-level jobs that included verbal instruction, a visual demonstration, independent practice, and corrective feedback. Participants were scheduled to work 2 hours per week for 12 weeks. For both groups, job training occurred during the first 2 weeks at the worksite. Work performance (assessed using the Work Behavior Inventory, WBI) and personal well-being (self-esteem, job satisfaction, and work stress) were assessed at weeks 2, 4, and 12. Job tenure was defined as the number of weeks on the job or total number of hours worked prior to quitting or study end. The EL group performed better than the CI group on the Work Quality Scale from the WBI, and the group differences were relatively consistent over time. Results from the survival analyses of job tenure revealed a non-significant trend favoring EL. There were no group differences on self-esteem, job satisfaction, or work stress. The findings provide modest support for the extensions of EL to community settings for enhancing work performance.

  18. Monetary Incentives to Reinforce Engagement and Achievement in a Job-Skills Training Program for Homeless, Unemployed Adults

    Science.gov (United States)

    Koffarnus, Mikhail N.; Wong, Conrad J.; Fingerhood, Michael; Svikis, Dace S.; Bigelow, George E.; Silverman, Kenneth

    2013-01-01

    The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n?=?124) were randomized to a no-reinforcement group (n?=?39), during which access to the training program was provided but no incentives were given; a…

  19. Job satisfaction of Department of Veterans Affairs peer mental health providers.

    Science.gov (United States)

    Chang, Bei-Hung; Mueller, Lisa; Resnick, Sandra G; Osatuke, Katerine; Eisen, Susan V

    2016-03-01

    Department of Veterans Affairs (VA) peer specialists and vocational rehabilitation specialists are Veterans employed in mental health services to help other Veterans with similar histories and experiences. Study objectives were to (a) examine job satisfaction among these employees, (b) compare them to other VA mental health workers, and (c) identify factors associated with job satisfaction across the 3 cohorts. The study sample included 152 VA-employed peer specialists and 222 vocational rehabilitation specialists. A comparison group included 460 VA employees from the same job categories. All participants completed the Job Satisfaction Index (11 aspects and overall satisfaction ratings). Linear regression was used to compare job satisfaction and identify its predictors among the 3 cohorts. Job satisfaction was fairly high, averaging "somewhat satisfied" to "very satisfied" in 6 (peer specialists) and 9 (vocational rehabilitation specialists) of the 11 aspects and overall job ratings. Adjusting for length of employment, age and gender resulted in no significant group differences with 2 exceptions: White peer specialists were less satisfied with pay and promotion opportunities than vocational rehabilitation specialists and comparison-group employees. Across all cohorts, shorter length of time employed in the job was associated with higher job satisfaction. The high job satisfaction levels among the 2 peer cohorts suggest support for the policy of hiring peer specialists in the VA. Furthermore, the results are consistent with those of the nonveteran samples, indicating that integrating peer providers into mental health care is possible in VA and non-VA settings. (c) 2016 APA, all rights reserved).

  20. On-the-job training in the department of energy from past to present

    International Nuclear Information System (INIS)

    Yoder, J.A.; Ludholtz, R.E.; Dodd, C.E.; Pearrell, J.P.

    1996-01-01

    This paper briefly discusses the approach the United States Department of Energy (DOE) has taken to promote high quality, consistent OJT at DOE-owned, contractor operated nuclear facilities. DOE undertook the challenge of improving OJT because of inconsistencies in training methods being used in the workplace and the increased emphasis on properly trained personnel. To improve consistency for the Department's workforce, a Guide to Good Practices for On-the-Job Training was developed. This guide established standards to be used for conducting OJT. A train-the-trainer course was also developed to provide first line supervisors and subject matter experts with the skills necessary to conduct and evaluate OJT. The need for refresher training was identified and the Department developed an On-the-Job Training Refresher course. The OJT instructor course provides 24 hours of demonstrations, instruction, and evaluated practice covering OJT instructional techniques, and developing learning objectives, OJT guides, and performance evaluations. The OJT refresher course provides experienced instructors review of the OJT process, effective techniques, OJT materials, and ''lessons learned''. Through these courses and field application of the good practices, DOE has laid the foundation for high quality OJT. (author). 8 refs

  1. EFFECT OF JOB SKILLS TRAINING ON EMPLOYMENT AND JOB SEEKING BEHAVIORS IN AN AMERICAN INDIAN SUBSTANCE ABUSE TREATMENT SAMPLE.

    Science.gov (United States)

    Foley, K; Pallas, D; Forcehimes, A A; Houck, J M; Bogenschutz, M P; Keyser-Marcus, L; Svikis, D

    2010-10-26

    Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA's Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na'Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach.

  2. The Relationship Between Air Force Anesthesia Provider's Job Satisfaction and Anticipated Turnover

    National Research Council Canada - National Science Library

    Stamps, David

    1997-01-01

    .... Job satisfaction of anesthesia providers has been shown to impact turnover rates (Cowan, 1995). The research instrument was a 57 item questionnaire utilized by Cowan and was sent to all AF anesthesia providers on active duty, N...

  3. On-the-job-training as a signal: Why low-educated workers invest less in further training

    NARCIS (Netherlands)

    Meshcheriakova, Olga; Vermeulen, Stan

    2017-01-01

    Studies of on-the-job training have found that low skilled workers participate less in further training. In this paper, we develop a signalling model of training where training can increase productivity when workers’ prior ability matches the level of the training course. Consequently, employers can

  4. The Effects of Level of Training on Employee Perceived Empowerment, Commitment and Job Performance

    National Research Council Canada - National Science Library

    Backeberg, Pamela

    2001-01-01

    .... The purpose of this study was to determine the effects of level of training on employees' perceived psychological empowerment, commitment, and resultant job performance within the hospitality industry...

  5. PENGARUH NILAI RATA-RATA MATA PELAJARAN PRODUKTIF TERHADAP PRESTASI ON THE JOB TRAINING

    Directory of Open Access Journals (Sweden)

    Partono Thomas

    2011-06-01

    Full Text Available Permasalahan dalam penelitian adalah seberapa besar nilai rata-rata mata pelajaran produktif, seberapa besar prestasi on the job training, seberapa besar pengaruh nilai rata-rata mata pelajaran produftif terhadap prestasi on the job training. Penelitian bertujuan untuk mendiskripsikan dan menganalisis seberapa besar nilai rata-rata mata pelajaran produktif, untuk mendiskripsikan dan menganalisis seberapa besar prestasi on the job training dan untuk mendiskripsikan dan menganalisis seberapa besar pengaruh nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training. Populasi penelitian ini sebanyak 118. Sampel penelitian sebanyak 54. Teknik pengumpulan data menggunakan metode kepustakaan, dokumentasi, dan wawancara. Teknik analisis data menggunakan regresi linier sederhana dengan program SPSS. Hasil penelitian menunjukkan ada pengaruh positif antara nilai rata- rata mata pelajaran produktif terhadap prestasi on the job training. Hal ini di tunjukkan nilai thitung sebesar 6,397 > ttabel (2,01 dengan probabilitas 0.000 < 0.05. Simpulan dari hasil penelitian adalah bahwa rata-rata nilai mata pelajaran produktif mencapai 7.7500 dalam kategori cukup. Rata-rata prestasi on the job training mencapai 8,0015 dalam kategori baik. Ada pengaruh antara nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training dengan kontribusi sebesar 44%. Sedangkan 56% didukung oleh faktor lain yaitu minat dan motivasi mengikuti on the job training, fasilitas di dunia industri.   Kata Kunci : Mata Pelajaran Produktif, Prestasi on The Job Training

  6. PENGARUH NILAI RATA-RATA MATA PELAJARAN PRODUKTIF TERHADAP PRESTASI ON THE JOB TRAINING

    Directory of Open Access Journals (Sweden)

    Partono Thomas

    2006-06-01

    Full Text Available Permasalahan dalam penelitian adalah seberapa besar nilai rata-rata mata pelajaran produktif, seberapa besar prestasi on the job training, seberapa besar pengaruh nilai rata-rata mata pelajaran produftif terhadap prestasi on the job training. Penelitian bertujuan untuk mendiskripsikan dan menganalisis seberapa besar nilai rata-rata mata pelajaran produktif, untuk mendiskripsikan dan menganalisis seberapa besar prestasi on the job training dan untuk mendiskripsikan dan menganalisis seberapa besar pengaruh nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training. Populasi penelitian ini sebanyak 118. Sampel penelitian sebanyak 54. Teknik pengumpulan data menggunakan metode kepustakaan, dokumentasi, dan wawancara. Teknik analisis data menggunakan regresi linier sederhana dengan program SPSS. Hasil penelitian menunjukkan ada pengaruh positif antara nilai rata- rata mata pelajaran produktif terhadap prestasi on the job training. Hal ini di tunjukkan nilai thitung sebesar 6,397 > ttabel (2,01 dengan probabilitas 0.000 < 0.05. Simpulan dari hasil penelitian adalah bahwa rata-rata nilai mata pelajaran produktif mencapai 7.7500 dalam kategori cukup. Rata-rata prestasi on the job training mencapai 8,0015 dalam kategori baik. Ada pengaruh antara nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training dengan kontribusi sebesar 44%. Sedangkan 56% didukung oleh faktor lain yaitu minat dan motivasi mengikuti on the job training, fasilitas di dunia industri.   Kata Kunci : Mata Pelajaran Produktif, Prestasi on The Job Training

  7. Pengaruh On The Job Training dan Off The Job Training terhadap Kinerja Karyawan (Studi pada Karyawan PT. Suntory Garuda Beverage Sidoarjo)

    OpenAIRE

    Setiawan, Fajar; Al Musadieq, Mochammad; Mayowan, Yuniadi

    2017-01-01

    This study aims to explain the variables of On The Job Training (X1), Off The Job Training (X2) simultaneously and partially on Employee Performance (Y). The research method used is explanatory research method. Based on the results of data analysis and hypothesis testing has been done, then from this study can be drawn conclusion as follows. First, there is a significant influence between the variable on the job training (X1) on the employee's performance (Y) with the beta coefficient value o...

  8. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  9. Job Oriented Training: Handleiding Serious Gaming (Job Oriented Training: Handleiding (Handbook) Serious Gaming)

    Science.gov (United States)

    2008-09-01

    bijvoorbeeld de toekomstige uitzendgebieden in zich heeft. De praktijk gaat hierbij vooraf aan de theorie , de benodigde theoretische kennis wordt niet vooraf...rapportnummer TNO-DV 2008 A340 Opdrachtnummer Datum September 2008 Auteur (s) dr. A.H. van der Hulst ir. T.J. Muller maj C.L. Roos Rubricering rapport...Oriented Training toegepast. Dit betekent in essentie dat de leerlingen vanaf dag een, integrale missies uitvoeren en niet eerst de theorie wordt

  10. On-the-job training and qualification of nuclear power plant personnel. Proceedings of a specialists' meeting. Working material

    International Nuclear Information System (INIS)

    1996-01-01

    The topic of this meeting , on-the-job training, was selected by the International Working Group on Training and Qualification of Nuclear Power Plant Personnel, during their most recent meeting in 1994. This International Working Group is made up of representatives from all Member States who have operating nuclear power plants. This Group felt that there was a need to provide a forum for exchange of information among specialists from Member States on the topic of on-the-job training, and further that the Agency should publish the proceedings of this meeting for the use of those specialists who were not able to attend. Refs, figs, tabs

  11. EFFECTS OF TRAINING ON EMPLOYEE JOB SATISFACTION AND ACHIEVEMENT: ‘TRAIN TO GAIN’ EVIDENCE FROM MANUFACTURING BUSINESSES IN TURKEY

    Directory of Open Access Journals (Sweden)

    Özge DEMİRAL

    2017-12-01

    Full Text Available This study analyzes how the formal training services that companies offer affect their employees’ job satisfaction and achievement levels that consequently increase organizations’ productivity-based gains. Training is distinguished between organizational support for training, employee enthusiasm in training and employee satisfaction with training while achievement motivation and perceived job satisfaction respectively refer to direct and indirect contributions of training. Survey-based data sets were collected from a semi-randomized sample covering 307 employees from various departments of 34 private businesses operating in Turkey’ manufacturing sectors. Findings from regression analysis, strongly support the validity of ‘train to gain’ strategy that as businesses invest in employee training activities, their trained employees’ job satisfaction and achievement motivation levels increase. The study underlines that, as a human resource management practice, employee training is an efficient way for businesses to accomplish their purposes. Together with demographic characteristics, overall results put forward some insights for both researchers and practitioners.

  12. Guide to good practices for on-the-job training. DOE guideline

    Energy Technology Data Exchange (ETDEWEB)

    1992-07-01

    The purpose of the Department of Energy (DOE) Guide to Good Practices for On-the-Job Training (OJT) is to provide DOE contractor organizations with information that can be used to modify existing programs or to develop new programs. This guide replaces the Guide to Good Practices for On-the-Job Training that was distributed to DOE and DOE contractors in 1987. DOE contractors should not feel obligated to adopt all parts of this guide. Rather, they can use the information in this guide to develop programs that apply to their facility. This guide can be used as an aid in the design and development of a facility`s OJT programs and to assist the instructors who conduct OJT and performance tests in the areas of facility operations, maintenance, and technical supports.

  13. Management competencies in higher education: Perceived job importance in relation to level of training required

    Directory of Open Access Journals (Sweden)

    Ingrid L. Potgieter

    2010-11-01

    Research purpose: The aim of this article is to determine the relationship between a specific set of HOD managerial competencies identified as being important for the job and the level of training required in terms of these competencies. Motivation for the study: Research has provided evidence that HODs are often ill-prepared for their managerial role, which requires the development of specific management competencies to enable them to fulfil their roles effectively. Research design, approach and method: A non-experimental quantitative survey design approach was followed and correlational data analyses were performed. A cross-sectional sample of 41 HODs of 22 departments from various faculties of a higher education institution in Gauteng participated in this study. The Management Competency Inventory (MCI of Visser (2009 was applied as a measure. Main findings: The Pearson product-moment analysis indicated that there is a significant relationship between the competencies indicated as being important for the job and the level of training required. Practical/Managerial implications: Training needs of HODs should be formally assessed and the depth of training required in terms of the identified management competencies should be considered in the design of training programmes. Contributions/Value-add: The information obtained in this study may potentially serve as a foundation for the development of an HOD training programme in the South African higher education environment.

  14. An Evaluation Of Holograms In Training And As Job Performance Aids

    Science.gov (United States)

    Frey, Allan H.

    1986-08-01

    Experimentation was carried out to evaluate holograms for use in training and as job aids. Holograms were compared against line drawings and photographs as methods of presenting visual information needed to accomplish a number of tasks. The dependent variables were assembly speed and assembly errors with people unstressed, assembly speed and assembly errors with people stressed, the percentage of discovered errors in assemblies, the number of correct assemblies misidentified as erroneous, and information extraction. Holograms generally were as good as or better visual aids than either photographs or line drawings. The use of holograms tends to reduce errors rather than speed assembly time in the assembly tasks used in these experiments. They also enhance the discovery of errors when the subject is attempting to locate assembly errors in a construction. The results of this experimentation suggest that serious consideration should be given to the use of holography in the development of job aids and in training. Besides these advantages for job aids, other advantages we found are that when page formated information is stored in man-readable holograms they are still useable when scratched or damaged even when similarly damaged microfilm is unuseable. Holography can also be used to store man and machine readable data simultaneously. Such storage would provide simplified backup in the event of machine failure, and it would permit the development of compatible machine and manual systems for job aid applications.

  15. Practical approach in training (on-the-job) for workers in nuclear industries

    International Nuclear Information System (INIS)

    Vianna, Vilson Bedim; Rocha, Janine Gandolpho da

    2005-01-01

    This work approaches the 'on-the-job training' - a method of practical training - used in nuclear industries for workers who handle radioactive nuclides. The required training must, in accordance with the ISO 9000 standard, be geared to meet the needs of the organization, including the minimization of errors in operation with radionuclides, which involves various aspects (standard, social, environmental, personal and process safety etc.). Therefore, the training process must have the commitment of everybody and have a logical and documented sequence, where both the individual and the needs of the company are raised and analyzed. The clear identification of the radiological risks associated to the hands-on training is critical to the safety of who is being trained and should be part of the training content. However, the greatest challenge is a mechanism allowing to transform the hands-on training in practical learning. The role of training in the modern nuclear industry should not be restricted to provide conditions for better training or development of the employee, but also motivate the continuous improvement of the company and of the productive process

  16. Practice of Job Seeker Training Conducted by Polytechnic Center and Polytechnic University

    Science.gov (United States)

    Hoshino, Minoru; Ikeda, Tomozumi; Shiota, Yasuhito

    Job seeker training for six months for 15 members was performed by Polytechnic Center Kanto in Yokohama from January, 2006. The injection mold was completed by having made training and a training subject correspond. And employment of all the members who consist of 90 persons during the 6 periods was completed. Furthermore, job seeker training for ten months for ten members was performed by the Polytechnic University from January, 2010. Then, The difficult injection mold was completed and all the members were employed. This paper discussed job seeker training and an employment result.

  17. Technical training of indigenous people for resource industry jobs

    Energy Technology Data Exchange (ETDEWEB)

    Millbank, G. [Praxis Technical Group, Vancouver, BC (Canada)

    2001-07-01

    The economic, moral and legal arguments for employing local indigenous people for resource extraction jobs are discussed. In addition to explaining the 'why' for training, similar arguments are developed for the 'when' , 'where', and 'how' aspects of training, stressing the superior qualities of DeepLearning(TM), a method developed by the Praxis Technical Group, which embodies many aspects of teaching and learning technologies utilized in indigenous communities around the world. In this training technology the most intense teaching is said to occur during the performance of rites and ceremonies, common to indigenous cultures. While the emphasis in all rituals may appear to be focused entirely upon deities or ancestors, careful observation reveals that there is also a hidden emphasis on creating an appropriate, receptive state of mind among the participants in the ritual. DeepLearning(TM) makes use of this technique by making the learner relaxed, focused and receptive before presenting examples of optimal behaviour. The style of learning is individual, unstressed, free of distractions, and claimed to be many times more effective than typical classroom sessions.

  18. 20 CFR 669.420 - What must be included in an on-the-job training contract?

    Science.gov (United States)

    2010-04-01

    ... in an on-the-job training contract? At a minimum, an on-the-job training contract must comply with... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What must be included in an on-the-job training contract? 669.420 Section 669.420 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION...

  19. 75 FR 24990 - Proposed Information Collection for the Evaluation of the Community-Based Job Training Grants...

    Science.gov (United States)

    2010-05-06

    ... Evaluation of the Community-Based Job Training Grants; Comment Request AGENCY: Employment and Training...- Based Job Training Grants. A copy of the proposed information collection request can be obtained by...-Based Job Training Grants (CBJTG) program is sponsored by ETA as an investment in building the capacity...

  20. 25 CFR 26.8 - Where do I go to apply for Job Placement and Training assistance?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Where do I go to apply for Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.8 Where do I go to apply for Job Placement and Training assistance? You may apply for Job Placement and Training assistance at the servicing office...

  1. Training, job satisfaction and workplace performance in Britain: evidence from WERS 2004

    OpenAIRE

    Jones, Melanie K.; Jones, Richard J.; Latreille, Paul L.; Sloane, Peter J.

    2008-01-01

    This paper analyses the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS). Several measures of performance are analysed including absence, quits, financial performance, labour productivity and product quality. While there is clear evidence that training is positively associated with job satisfaction, and job satisfaction in turn is positively associated with most measures of performance, the relationship...

  2. Financial Management and Job Social Skills Training Components in a Summer Business Institute

    Science.gov (United States)

    Donohue, Brad; Conway, Debbie; Beisecker, Monica; Murphy, Heather; Farley, Alisha; Waite, Melissa; Gugino, Kristin; Knatz, Danielle; Lopez-Frank, Carolina; Burns, Jack; Madison, Suzanne; Shorty, Carrie

    2005-01-01

    Ninety-two adolescents, predominantly ethnic minority high school students, participated in a structured Summer Business Institute (SBI). Participating youth were randomly assigned to receive either job social skills or financial management skills training components. Students who additionally received the job social skills training component were…

  3. 76 FR 67559 - Proposed Information Collection (Monthly Certification of On-the-Job and Apprenticeship Training...

    Science.gov (United States)

    2011-11-01

    ... (Monthly Certification of On-the- Job and Apprenticeship Training) Activity: Comment Request AGENCY... techniques or the use of other forms of information technology. Title: Monthly Certification of On-the-Job and Apprenticeship Training, VA Forms 22-6553d and 22-6553d-1. OMB Control Number: 2900-0178. Type of...

  4. Training in two-tier labor markets: The role of job match quality.

    Science.gov (United States)

    Akgündüz, Yusuf Emre; van Huizen, Thomas

    2015-07-01

    This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to continue productive job matches, we hypothesize that the negative effect of holding a temporary contract on the probability to be trained diminishes with the quality of the job match. Using a recent longitudinal survey from the Netherlands, we find that temporary workers indeed participate less frequently in firm-sponsored training. However, this effect is fully driven by mismatches: holding a temporary contract does not significantly decrease the probability to receive training for workers in good job matches. Depending on match quality, a temporary job can either be a stepping stone or a dead-end. Copyright © 2015 Elsevier Inc. All rights reserved.

  5. A qualitative analysis of job burnout in eating disorder treatment providers.

    Science.gov (United States)

    Warren, Cortney S; Schafer, Kerri J; Crowley, Mary Ellen; Olivardia, Roberto

    2012-01-01

    Although job burnout is common in mental health care settings, almost no research has examined burnout in eating disorder treatment providers. Using qualitative methodology, this study examined a) perceived contributors of burnout, b) efforts to manage burnout, and c) recommendations for avoiding burnout in a sample of professional eating disorder treatment providers. Recruited via professional organizations, 298 participants completed an online questionnaire designed by the authors. Qualitative responses were coded and grouped into themes. Results indicated that almost all participants worried about their patients' health, which frequently resulted in negative affect (e.g., anxiety, sadness). The most frequently cited contributors to burnout were common characteristics of eating pathology (e.g., chronicity, relapse, symptom severity); patient characteristics (e.g., personality conflict); work-related factors (e.g., time demands); and, financial issues (e.g., inadequate compensation). To avoid burnout, over 90% of participants engaged in self-care behaviors (e.g., exercise, social support). Early-career practitioners were encouraged to utilize supervision, create a work/life balance, engage in self-care, and limit caseloads. These results suggest that supervision and training of eating disorder treatment providers should include burnout management.

  6. Training Affects Variability in Training Performance both Within and Across Jobs

    Science.gov (United States)

    2016-03-01

    was measured by a verbal/ math composite derived from the US military enlistment test, the Armed Services Vocational Aptitude Battery. Training...performance was assessed by written tests of job-related knowledge content. Predictive validity of the verbal/ math composite ranged from .124 to .836...146, Room 122 Wright-Patterson AFB, OH 45433-7511 Malcolm James Ree Department of Leadership Studies School of Business and Leadership Our

  7. Integrating Self-Determination and Job Demands-Resources Theory in Predicting Mental Health Provider Burnout.

    Science.gov (United States)

    Dreison, Kimberly C; White, Dominique A; Bauer, Sarah M; Salyers, Michelle P; McGuire, Alan B

    2018-01-01

    Limited progress has been made in reducing burnout in mental health professionals. Accordingly, we identified factors that might protect against burnout and could be productive focal areas for future interventions. Guided by self-determination theory, we examined whether supervisor autonomy support, self-efficacy, and staff cohesion predict provider burnout. 358 staff from 13 agencies completed surveys. Higher levels of supervisor autonomy support, self-efficacy, and staff cohesion were predictive of lower burnout, even after accounting for job demands. Although administrators may be limited in their ability to reduce job demands, our findings suggest that increasing core job resources may be a viable alternative.

  8. Simulation game provides financial management training.

    Science.gov (United States)

    Uhles, Neville; Weimer-Elder, Barbette; Lee, James G

    2008-01-01

    Adventist HealthCare developed a workshop with a reality simulation game as an engaging means to teach nonfinancial managers about the relationships between cash flow, income statements, and balance sheets. Thirty AHC staff, about half financial and half nonfinancial, were trained as workshop facilitators, and all managers with budget oversight were asked to complete the workshop. The workshop was very positively received; participants' average scores on workshop questionnaires increased from 77.4 percent correct on a presession questionnaire to 91.3 percent correct on a postsession questionnaire.

  9. On-the-job training as new element in RP training: experiences from the ENETRAP pilot module in Karlsruhe

    International Nuclear Information System (INIS)

    Moebius, Siegurd; Bickel, Angela; Schmitt-Hannig, Annemarie; Coeck, Michele

    2008-01-01

    A suitable qualification for responsible personnel in Radiation Protection (RP) must be in general a combination of theoretical knowledge, and the ability (competency) to practice RP. While the theoretical knowledge is acquired by suitable education and by attending training courses, competency and skills can only be obtained by appropriate on-the-job training (OJT) followed by a period of work experience. From the feedback of questionnaires from 30 EU countries within the framework of the EU supported ENETRAP project it can be concluded that OJT provides better chances for future job opportunities and increases international flexibility. As result we recommend covering OJT together with education and training in the Basic Safety Standards and their guidelines for implementation. OJT should be specified by its content (syllabus, learning objectives), availability of necessary facilities and infrastructures as precondition for OJT, assessment of the competence of the participant, format of certificate, recognition of OJT, and responsibilities of host organisation and trainees. OJT should remain a key element in the remodelled 'European RP Training'. Based on these recommendations a two weeks training module on 'Occupational RP: Specificities of Waste Management and Decommissioning' designed for radiation protection professionals has been compiled at the Karlsruhe Training Centre FTU. While the first week of the pilot course focuses on the theoretical knowledge ranging from waste classification to decontamination techniques and transport of radioactive materials, the second week is addressed to practical training as OJT from clearance of radioactive waste, operative RP in the Decontamination Department to RP work in a Research Reactor under decommissioning. Special emphasis is devoted to RP aspects and active involvement of the participants in workshops and case studies. The results of the pilot run with participants from 8 different European countries are reported

  10. PENGARUH PENGALAMAN ON THE JOB TRAINING DAN MOTIVASI MEMASUKI DUNIA KERJA TERHADAP KESIAPAN KERJA SISWA

    Directory of Open Access Journals (Sweden)

    Pujianto

    2017-02-01

    Full Text Available Vocational High School is form of formal education at secondary level which the implementation is to prepare professional employees appropriate their field. Based on the results of preliminary observations indicate that the level of job readiness of students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 still low. This study aimed to determine whether job training experience and motivation to enter the workforce effect towards job readiness of students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 on simultaneously or partially. The population was all students of class XII Accounting in SMK Negeri 1 Batang in Academic Year 2015/2016 which amounts to 70 students, all serve as research respondent. This study uses questionnaire to collect the data. The data of variables is analyzed with multiple regression analysis. The results show that job training experience and motivation to enter the workforce simultaneous positively and significantly effect towards job readiness (61,8%, job training experience partial positively and significantly effect towards job readiness (59,91%, and motivation to enter the workforce partial positively and significantly effect towards job readiness (6,92%. Based on the result of this study, we can conclude that job training experience and motivation to enter the workforce positively and significantly effect towards job readiness students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 on simultaneously or partially.

  11. Development of Decision-making Support System to Determine the Feasibility of the Job Training Industry Using Simple Additive Weighting Method

    Directory of Open Access Journals (Sweden)

    Kaisah Riski Zubaeti

    2017-10-01

    Full Text Available The activities of the job training is an activity that must be implemented at Vocational Secondary School. The lack of utilization of technology on such activities in Vocational Secondary School,  so the data management of the job training become less effective and efficient. Therefore, it is necessary the information system for manage the data on the job training and produces the decision support of the decent industry of the job training as a result of the evaluation of the job training. This research has a goal to produce decision support system to determine the feasibility of the job training industry (SPK-KTP, measure the feasibility of the system, and produce a decision support using a Simple Additive Weighting (SAW method. The information system can help the school to manage the administration on the job training, recap the daily journal, recap the reports in pursuit, and provide decision support the job training of decent industry used in the next period. SPK-KTP uses SAW method to produce decision support the job training of decent industry. SPK-KTP is the web-based information system which it is developed using the programming language PHP (Hypertext Preprocessor. This information system uses The Waterfall Model as its system development method. The steps of The Waterfall Model consists of Analysis, Design, Code, and Test. SPK-KTP has done testing to an expert of the information system with value 90,7%, an expert of the substance of the job training with value  91,6%, supervising teachers with value 83,3%, and learners with value 90,6%. Based on the result, so SPK-KTP is very decent to use.

  12. Report: Environmental Job Training Program Implemented Well, But Focus Needed on Possible Duplication With Other EPA Programs

    Science.gov (United States)

    Report #12-P-0843, September 21, 2012. EPA effectively established and adhered to competitive criteria that resulted in the selection of job training proposals that addressed the broad goals of the Environmental Job Training program.

  13. Employer-provided support services and job dissatisfaction in Canadian registered nurses.

    Science.gov (United States)

    Wilkins, Kathryn; Shields, Margot

    2012-10-01

    Previous research indicates that nurses' job dissatisfaction relates to their work organization and environment; rarely has the contribution of employer provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine job dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine job dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with job dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' job dissatisfaction. This is a key finding in view of nursing shortages and the importance of job satisfaction to retention.

  14. Impact of Health Care Provider's Training on Patients ...

    African Journals Online (AJOL)

    Material and Methods: A situation analysis was done before training to assess existing practice of providers' communication skills and patient's satisfaction. All care providers in labour ward were trained and their practice was assessed before and after training. A ten percent sample of patients delivered in hospital before ...

  15. The Dual Promise of Green Jobs: A Qualitative Study of Federally Funded Energy Training Programmes in the USA

    Science.gov (United States)

    Scully-Russ, Ellen

    2013-01-01

    Purpose: The aim of this paper is to review the policy literature on green jobs and green jobs training in the USA and to present findings of a qualitative study on the start-up of two Energy Training Partnerships (ETP) funded by the US Department of Labour to train workers for green jobs. Design/methodology/approach: The paper includes a review…

  16. 20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false In which Department job training programs do... job training programs do covered persons receive priority of service? (a) Priority of service applies to every qualified job training program funded, in whole or in part, by the Department, including: (1...

  17. On-the-job training and qualification of nuclear power plant personnel. OJT at the Loviisa NPP

    International Nuclear Information System (INIS)

    1996-01-01

    On-the-job training and qualification process of nuclear power plant personnel is described, including the following issues: educational system of technical studies in Finland; training methods at the Loviisa NPP; on-the-job training of control room operators,field operators, maintenance personnel, other groups of the plant; qualifying examinations for different jobs

  18. 23 CFR 230.111 - Implementation of special requirements for the provision of on-the-job training.

    Science.gov (United States)

    2010-04-01

    ... of on-the-job training. 230.111 Section 230.111 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT... requirements for the provision of on-the-job training. (a) The State highway agency shall determine which... agency may modify the special provisions to specify the numbers to be trained in specific job...

  19. A pilot training program for people in recovery of mental illness as vocational peer support workers in Hong Kong - Job Buddies Training Program (JBTP): A preliminary finding.

    Science.gov (United States)

    Yam, Kevin Kei Nang; Lo, William Tak Lam; Chiu, Rose Lai Ping; Lau, Bien Shuk Yin; Lau, Charles Ka Shing; Wu, Jen Kei Yu; Wan, Siu Man

    2016-10-24

    The present study reviews the delivery of a pilot curriculum-mentorship-based peer vocational support workers training in a Hong Kong public psychiatric hospital. The present paper reports (1) on the development of a peer vocational support workers training - Job Buddies Training Program (JBTP) in Hong Kong; and (2) preliminary findings from both quantitative and qualitative perspectives. The curriculum consists of 15-session coursework, 8-session storytelling workshop and 50-hour practicum to provide Supported Employment Peer Service (SEPS) under the mentorship of occupational therapists. Six trainees were assessed using three psychosocial assessments and qualitative methods. Compared to the baseline, the Job Buddies (JB) trainees showed an increase in awareness of their own recovery progress, occupational competence and problem-solving skills at the end of the training. Their perceived level of self-stigma was also lessened. In post-training evaluation, all Job Buddies trainees said they perceived positive personal growth and discovered their own strengths. They also appreciated the help from their mentors and gained mutual support from other trainees and from exposure with various mini-projects in the training. This pilot study provides an example of incorporating peer support and manualized training into existing work rehabilitation service for our JB trainees. Further studies on the effectiveness of service provided by peer support workers and for development on the potential use of peer support workers in other clinical and rehabilitation settings with larger subjects will be fruitful. Copyright © 2016. Published by Elsevier B.V.

  20. Trends in the orthopedic job market and the importance of fellowship subspecialty training.

    Science.gov (United States)

    Morrell, Nathan T; Mercer, Deana M; Moneim, Moheb S

    2012-04-01

    Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education (ACGME) in 1985. We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased. We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years 1984, 1994, 2004, and 2009. We categorized the job opportunities as available for either a general (nonfellowship-trained) orthopedic surgeon or a fellowship-trained orthopedic surgeon. Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons. In the years 1984, 1994, 2004, and 2009, the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was 16.7% (95% confidence interval [CI], 13.1%-20.3%), 40.6% (95% CI, 38.1%-43.1%), 52.2% (95% CI, 48.5%-55.9%), and 68.2% (95% CI, 65.0%-71.4%), respectively. These differences were statistically significant (analysis of variance, Ptraining is thus a worthwhile endeavor. Copyright 2012, SLACK Incorporated.

  1. Formal on-the-job training programs at power generating stations

    Energy Technology Data Exchange (ETDEWEB)

    Hoch, R.R. [HGS, Inc., Ellicott City, MD (United States)

    1996-11-01

    On-the-Job Training (OJT) should be utilized for all posts in the stations. OJT for entry level positions should include training in many mundane areas that are often overlooked such as record keeping (log sheets and log books), proper communications and how to conduct himself or herself on the watch, during either emergency or routine situations. A separate OJT Program should be provided to prepare personnel to qualify for promotion to the next level. (Depending on any common agreements or bargaining unit contracts, OJT Programs can also be used to pre-qualify candidates for promotion to the next level.) By allowing the trainee to retain all OJT Program materials, it will also be available to him or her for continued reference or remedial training. (When an OJT Program is first instituted, it may be validated by issuing it to incumbent personnel and, subsequent, incorporating their comments or corrections.) This paper describes a formal OJT program.

  2. Enhanced care assistant training to address the workforce crisis in home care: changes related to job satisfaction and career commitment.

    Science.gov (United States)

    Coogle, Constance L; Parham, Iris A; Jablonski, Rita; Rachel, Jason A

    2007-01-01

    Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.

  3. CORNELL: Bunch trains provide higher luminosity

    International Nuclear Information System (INIS)

    Anon.

    1995-01-01

    The new colliding beam technique - ''bunch trains'' - at Cornell's electron-positron Storage Ring (CESR) has led to a new world record for colliding beam luminosity - 3.3 x 10 32 cm -2 s -1 . In the bid to increase reaction rate for any particular process, this luminosity is pushed as high as possible. Once all other luminosityincreasing cards have been played, the only practical way of making a large gain in luminosity is to increase the frequency of bunch-bunch collisions by increasing the number of bunches stored in the ring. However this is not without its own problems: • If the two beams travel the same orbit, the n bunches in one beam collide with the n bunches of the other at 2n points around the ring, and the resulting cumulative nonlinear beam-beam effect (tune shift) severely limits the luminosity attainable at any interaction point. • The destabilizing wakefield effects of bunches on each other increase as the number of bunches increases and the spacing between them decreases. • The synchrotron radiation emitted by the beams becomes a severe problem as the total beam current is raised: to overcome these effects means supplying radiofrequency power to maintain the beam energy, carrying away heat from the vacuum chamber walls, pumping out desorbed gases, and controlling Xray backgrounds in the experiment. In 1979, CESR was designed to run with a single bunch of electrons and a single bunch of positrons circulating on the same orbit and colliding head-on at two diametrically opposite points in the ring, where the CLEO and CUSB experiments were then located. Ideally one could store multiple bunches and solve the multiple collision point problem by using separate rings for the two beams, as in the CERN ISR proton-proton collider and in the original DORIS two-ring configuration at DESY, Hamburg, making the two beams intersect only at the experiments. A less expensive version of this two-ring scheme was accomplished at CESR in

  4. CORNELL: Bunch trains provide higher luminosity

    Energy Technology Data Exchange (ETDEWEB)

    Anon.

    1995-09-15

    The new colliding beam technique - ''bunch trains'' - at Cornell's electron-positron Storage Ring (CESR) has led to a new world record for colliding beam luminosity - 3.3 x 10{sup 32} cm{sup -2}s{sup -1}. In the bid to increase reaction rate for any particular process, this luminosity is pushed as high as possible. Once all other luminosityincreasing cards have been played, the only practical way of making a large gain in luminosity is to increase the frequency of bunch-bunch collisions by increasing the number of bunches stored in the ring. However this is not without its own problems: • If the two beams travel the same orbit, the n bunches in one beam collide with the n bunches of the other at 2n points around the ring, and the resulting cumulative nonlinear beam-beam effect (tune shift) severely limits the luminosity attainable at any interaction point. • The destabilizing wakefield effects of bunches on each other increase as the number of bunches increases and the spacing between them decreases. • The synchrotron radiation emitted by the beams becomes a severe problem as the total beam current is raised: to overcome these effects means supplying radiofrequency power to maintain the beam energy, carrying away heat from the vacuum chamber walls, pumping out desorbed gases, and controlling Xray backgrounds in the experiment. In 1979, CESR was designed to run with a single bunch of electrons and a single bunch of positrons circulating on the same orbit and colliding head-on at two diametrically opposite points in the ring, where the CLEO and CUSB experiments were then located. Ideally one could store multiple bunches and solve the multiple collision point problem by using separate rings for the two beams, as in the CERN ISR proton-proton collider and in the original DORIS two-ring configuration at DESY, Hamburg, making the two beams intersect only at the experiments. A less expensive version of this two-ring scheme was accomplished at CESR in 1983, using

  5. Off-the-job microsurgical training on dry models: Siberian experience.

    Science.gov (United States)

    Belykh, Evgenii; Byvaltsev, Vadim

    2014-01-01

    Microsurgical training has become an obligatory part of many neurosurgical training programs. To assess the cost and effectiveness of acquiring and maintaining microneurosurgical skills by training on an off-the-job basis using dry models. A dry off-the-job microneurosurgical training module was set up. Training exercises involved microdissection in a deep operation field, suturing and tying on gauze, untying, pushing of thread end, and microanastomosis. The time to complete the task and success rate were evaluated. The total cost of all necessary equipment and expendables for the training module was US$910. Fifteen residents participated in the continuous off-the-job training. The average time taken to perform the anastomosis decreased after the month of training from 90 to 20 minutes. Authors revealed that at 2 months, the total time and time to complete anastomosis increased significantly for the participants who discontinued practice after the first month, compared with those who just practiced suturing on gauze after the first month (P job training showed to be readily available and can be helpful for microsurgical training in the low-income regions of the world. Our data suggest that microsurgical training should be continuous and repetitive. Simulation training may benefit from models for repetitive training of relevant technical part-skills. Copyright © 2014 Elsevier Inc. All rights reserved.

  6. A view on ''On-the-Job Training'' in the central and eastern European countries, Russia and Ukraine

    International Nuclear Information System (INIS)

    Deffrennes, M.

    1996-01-01

    The G-24 Training Working Group visited the Central and Eastern European Countries (CEESs), Russia and Ukraine in the course of 1993/94, in order to define priorities for further financial support by the Donor Countries. As a result, it appeared that Nuclear Training needed strong improvements since it is mainly based on OJT (On the Job Training), not SAT (Systematic Approach to Training) oriented and relying essentially on the line supervisor of the trainee. Recommendations were provided to support a SAT based approach development and to provide adequate equipment. In view of the importance of OJT in the training courses, and that probably for some more years, a specific effort should be made in better defining the goals and objectives of the OJT and its coherent integration in the overall training system. In addition, the OJT ''instructors'' have to be trained in the specific teaching skills required to successfully run OJT. (author). 3 figs

  7. The Effectiveness of Marriage Enrichment Training on Job Stress and Quality of Work Life of working women

    OpenAIRE

    H; Z salak

    2016-01-01

    Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental...

  8. [Job satisfaction and work impact among providers of a mental health service].

    Science.gov (United States)

    Rebouças, Denise; Legay, Letícia Fortes; Abelha, Lúcia

    2007-04-01

    To assess job satisfaction and work impact among providers of a mental health service and their potential association with sociodemographic and job-related variables. A cross-sectional study was carried out in 321 employees of a long-stay mental health service in Rio de Janeiro, Southeastern Brazil, in 2005. The following instruments were applied: the WHO Mental Health Services Satisfaction and Work Impact scales, and a questionnaire on sociodemographic and job features. Variable associations were analysed using the Mann-Whitney, Kruskal-Wallis, Chi-square tests and multiple linear regression. The mean score of satisfaction was 3.29 (SD=0.64) and the mean score for work impact was 1.77 (SD=0.62). Of all respondents, 61.8% reported a moderate level of satisfaction. Job satisfaction was positively associated with increasing age, lower schooling, being a non-governmental organization employee, developing non-patient-related activities, being involved in an innovative project. The highest levels of work impact were observed among civil servants, young people and females. Most features associated to the lowest levels of job satisfaction were associated to the highest levels of work impact. Despite the moderate level of satisfaction among providers, there is an evident need for policy changes, mainly those related to increasing availability of supplies and human resources and building restoration.

  9. Virtual Reality Job Interview Training for Veterans with Posttraumatic Stress Disorder.

    Science.gov (United States)

    Smith, Matthew J; Humm, Laura Boteler; Fleming, Michael F; Jordan, Neil; Wright, Michael A; Ginger, Emily J; Wright, Katherine; Olsen, Dale; Bell, Morris D

    2015-01-01

    Veterans with posttraumatic stress disorder (PTSD) have low employment rates and the job interview presents a critical barrier for them to obtain competitive employment. To evaluate the acceptability and efficacy of virtual reality job interview training (VR-JIT) among veterans with PTSD via a small randomized controlled trial (n=23 VR-JIT trainees, n=10 waitlist treatment-as-usual (TAU) controls). VR-JIT trainees completed up to 10 hours of simulated job interviews and reviewed information and tips about job interviewing, while wait-list TAU controls received services as usual. Primary outcome measures included two pre-test and two post-test video-recorded role-play interviews scored by blinded human resource experts and self-reported interviewing self-confidence. Trainees attended 95% of lab-based VR-JIT sessions and found the intervention easy-to-use, helpful, and prepared them for future interviews. VR-JIT trainees demonstrated significantly greater improvement on role-play interviews compared with wait-list TAU controls (p=0.04) and demonstrated a large effect for within-subject change (Cohen's d=0.76). VR-JIT performance scores increased significantly over time (R-Squared=0.76). Although VR-JIT trainees showed a moderate effect for within-subject change on self-confidence (Cohen's d=0.58), the observed difference between conditions did not reach significance (p=0.09). Results provide preliminary support that VR-JIT is acceptable to trainees and may be efficacious for improving job interview skills and self-confidence in veterans with PTSD.

  10. Determinants of On-The-Job Training in Enterprises: The Russian Case

    Science.gov (United States)

    Roshchin, Sergey; Travkin, Pavel

    2017-01-01

    Purpose: This paper aims to determine the influence of various enterprise characteristics on on-the-job training. The paper focuses mainly on identifying the influence of a firm's innovative activity, technological capacity for manufacturing and product market competition on its likelihood of having a training program and on training intensity.…

  11. Virtual Reality Job Interview Training in Adults with Autism Spectrum Disorder

    Science.gov (United States)

    Smith, Matthew J.; Ginger, Emily J.; Wright, Katherine; Wright, Michael A.; Taylor, Julie Lounds; Humm, Laura Boteler; Olsen, Dale E.; Bell, Morris D.; Fleming, Michael F.

    2014-01-01

    The feasibility and efficacy of virtual reality job interview training (VR-JIT) was assessed in a single-blinded randomized controlled trial. Adults with autism spectrum disorder were randomized to VR-JIT (n = 16) or treatment-as-usual (TAU) (n = 10) groups. VR-JIT consisted of simulated job interviews with a virtual character and didactic…

  12. Relating Training to Job Satisfaction: A Survey of Online Faculty Members

    Science.gov (United States)

    Hoekstra, Brian

    2014-01-01

    The purpose of this study was to determine whether training affected the job satisfaction reported by online faculty members. A convenience sample of 492 Iowa Community College Online Consortium (ICCOC) faculty members were invited to participate in a quantitative survey, and 148 responded. Overall Job Satisfaction was operationalized through the…

  13. Revisiting the Complementarity between Education and Training--The Role of Job Tasks and Firm Effects

    Science.gov (United States)

    Görlitz, Katja; Tamm, Marcus

    2016-01-01

    This paper addresses the question to what extent the strong positive correlation between education and training can be attributed to differences in individual-, job- and firm-specific characteristics. The novelty of this paper is to analyze previously unconsidered characteristics, in particular, job tasks and firm-fixed effects. The results show…

  14. Practical approach in training (on-the-job) for workers in nuclear industries; Abordagem pratica no treinamento (on-the-job) para trabalhadores em industrias nucleares

    Energy Technology Data Exchange (ETDEWEB)

    Vianna, Vilson Bedim; Rocha, Janine Gandolpho da [Industrias Nucleares do Brasil SA, Rio de Janeiro, RJ (Brazil)

    2005-07-01

    This work approaches the 'on-the-job training' - a method of practical training - used in nuclear industries for workers who handle radioactive nuclides. The required training must, in accordance with the ISO 9000 standard, be geared to meet the needs of the organization, including the minimization of errors in operation with radionuclides, which involves various aspects (standard, social, environmental, personal and process safety etc.). Therefore, the training process must have the commitment of everybody and have a logical and documented sequence, where both the individual and the needs of the company are raised and analyzed. The clear identification of the radiological risks associated to the hands-on training is critical to the safety of who is being trained and should be part of the training content. However, the greatest challenge is a mechanism allowing to transform the hands-on training in practical learning. The role of training in the modern nuclear industry should not be restricted to provide conditions for better training or development of the employee, but also motivate the continuous improvement of the company and of the productive process.

  15. Web Based Information System for Job Training Activities Using Personal Extreme Programming (PXP)

    Science.gov (United States)

    Asri, S. A.; Sunaya, I. G. A. M.; Rudiastari, E.; Setiawan, W.

    2018-01-01

    Job training is one of the subjects in university or polytechnic that involves many users and reporting activities. Time and distance became problems for users to reporting and to do obligations tasks during job training due to the location where the job training took place. This research tried to develop a web based information system of job training to overcome the problems. This system was developed using Personal Extreme Programming (PXP). PXP is one of the agile methods is combination of Extreme Programming (XP) and Personal Software Process (PSP). The information system that has developed and tested which are 24% of users are strongly agree, 74% are agree, 1% disagree and 0% strongly disagree about system functionality.

  16. Training young rural women to find urban jobs in Bangladesh | IDRC ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2016-04-20

    Apr 20, 2016 ... But not everyone has equal access to these jobs. ... Researchers supported by IDRC evaluate a training program to ... in Bangladesh's Daily Star Equip youth with skills to accelerate growth ... Careers · Contact Us · Site map.

  17. Pawtucket R.I. Group Selected for EPA Environmental Workforce Development and Job Training Program Grant

    Science.gov (United States)

    Groundwork Rhode Island, a Pawtucket-based organization, was one of 17 groups selected today by the U.S. Environmental Protection Agency (EPA) to share $3.3 million to operate environmental job training programs for local citizens.

  18. A Comparison of Training Experience, Training Satisfaction, and Job Search Experiences between Integrated Vascular Surgery Residency and Traditional Vascular Surgery Fellowship Graduates.

    Science.gov (United States)

    Colvard, Benjamin; Shames, Murray; Schanzer, Andres; Rectenwald, John; Chaer, Rabih; Lee, Jason T

    2015-10-01

    The first 2 integrated vascular residents in the United States graduated in 2012, and in 2013, 11 more entered the job market. The purpose of this study was to compare the job search experiences of the first cohort of integrated 0 + 5 graduates to their counterparts completing traditional 5 + 2 fellowship programs. An anonymous, Web-based, 15-question survey was sent to all 11 graduating integrated residents in 2013 and to the 25 corresponding 5 + 2 graduating fellows within the same institution. Questions focused on the following domains: training experience, job search timelines and outcomes, and overall satisfaction with each training paradigm. Survey response was nearly 81% for the 0 + 5 graduates and 64% for the 5 + 2 graduates. Overall, there was no significant difference between residents and fellows in the operative experience obtained as measured by the number of open and endovascular cases logged. Dedicated research time during the entire training period was similar between residents and fellows. Nearly all graduates were extremely satisfied with their training and had positive experiences during their job searches with respect to starting salaries, numbers of offers, and desired practice type. More 0 + 5 residents chose academic and mixed practices over private practices compared with 5 + 2 fellowship graduates. Although longer term data are needed to understand the impact of the addition of 0 + 5 graduating residents to the vascular surgery work force, preliminary survey results suggest that both training paradigms (0 + 5 and 5 + 2) provide positive training experiences that result in excellent job search experiences. Based on the current and future need for vascular surgeons in the work force, the continued growth and expansion of integrated 0 + 5 vascular surgery residency positions as an alternative to traditional fellowship training is thus far justified. Copyright © 2015 Elsevier Inc. All rights reserved.

  19. The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

    Science.gov (United States)

    Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

    2016-07-01

    Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  20. Assessment of Change of Knowledge Through on the Job Training of Health Workers (Female in Varanasi

    Directory of Open Access Journals (Sweden)

    V K Gupta

    1987-04-01

    Full Text Available Health care infrastructure of our country lacks in effective, bulitin system of on the job training or continuing education for different level of workers. This ad­versely affects the work performance particularly of those working at peripheral level. It is, therefore, aptly mentioned in “curricula for training of staff of PHC” (1980' that ‘job assigned to the workers can be carried out effectively and efficiei tly only when they are given adequate training for the purpose, wnether as part of their basic professional training or as inservice orieotation training followed by refresher courses and on the job continuing edu­cation.’ Against this background, an action study was planned and conductedin 3 PHCs of Varanasi, with the objective, to assess the change in the Level of know­ledge of health worker (females alout MCH care, through short term inservice orientation Training programme.

  1. Fishery Employment Support Systems and Status of Fishery Job Training in Japan

    OpenAIRE

    Kawasaki, Junji

    2016-01-01

    Attracting fishermen has become one of the critical challenges to maintain a basic fisheries production system. Therefore, institutions in Japan have been introducing courses, such as fisheries techniques, to attract students to this industry. The aim of the present study is to identify effective methods of developing job training systems to attract more fishery workers to the industry. The current job training courses for becoming a fishery worker are analyzed, and the results indicate that ...

  2. [Vocational Training and Job Placement for People with Autism Spectrum Disorders in the Business Sector].

    Science.gov (United States)

    Suzuki, Keita

    2015-01-01

    Kaien was founded in 2009 in order to help people with autism spectrum disorders work by leveraging their unique capabilities. Our four offices are all located in the Tokyo Metropolitan Area. Our services include job training and placement for adults, career awareness programs for college students, and career experience programs for teens with autism spectrum disorders. Currently, we help over 100 people on a daily basis. We believe that two factors play important roles when we provide job training programs for people. Firstly, they usually find it difficult to identify their occupational "fit" by themselves due to their weakness regarding imagination. It is not a good idea to convince them only through counseling. Rather, when we take their weaknesses into consideration, multiple trial sessions in the work environment are key because even people without imagination can understand their occupational "fit" once they try. The other aspect is to articulate communication as much as possible. In this case, it is also true that words are not enough to help people fully develop the communication skills necessary in an office. Thus, our trainers intervene very frequently in the job programs in order for trainees to get feedback at the right time on the spot. In other words, our five-year experience at Kaien has revealed that our "Here and Now" approach in the quasi-work environment is the most effective way. Most of our trainers do not have medical or social welfare backgrounds. This fact has revealed huge possibilities when it comes to helping people with autism spectrum disorders to get a job. That is, in many cases, autism experts may not be mandatory, and supervisors or colleagues, who work with people with autism every day, can become "job supporters" with a little knowledge and some training. Some estimates indicate that the prevalence rate of autism spectrum disorders is above one in one hundred, and might be as high as five or six percent. This number is daunting

  3. Training and Job Satisfaction for Organizational Effectiveness: A Case Study from the Banking Sector

    Directory of Open Access Journals (Sweden)

    Md. Hasebur Rahman

    2014-03-01

    Full Text Available Every organization needs well-adjusted, trained, and experienced people to perform its activities effectively and efficiently. Today’s business environment has become complex; the training for employees’ education is becoming a diver for adjusting dynamic change in organizational interfaces. This survey reveals that employee training and job satisfactions have a significant positive relationship with organizational effectiveness. The survey also indicates that job dissatisfaction has an insignificant relationship with organizational effectiveness in commercial banks. The study indicates that to chase dynamic business environments, management should focus on building human resources through diverse training for promoting organizational effectiveness.

  4. The Effect of Training on Productivity: The Transfer of On-the-Job Training from the Perspective of Economics

    Science.gov (United States)

    De Grip, Andries; Sauermann, Jan

    2013-01-01

    Although the transfer of on-the-job training to the workplace belongs to the realm of educational research, it is also highly related to labour economics. In the economic literature, the transfer of training is based on the theoretical framework of human capital theory and has been extensively analysed empirically in econometric studies that take…

  5. On-the-job training won't cut it any more, experts say.

    Science.gov (United States)

    2013-07-01

    Today's case managers need far more than on-the-job training to understand the complexities of the job and all of the tasks they must do on a daily basis. The length and content of the training must be geared to individual case managers and take into account their knowledge, skill set and experience. New case managers should be able to pass competencies and should meet with the case manager director and the person doing the training at the end of the week to discuss how the training is going. Hospital case managers must develop their own case management training programs that are based on hospital procedures and policies, specific job descriptions, and goals of the department, some experts say. In many cases, rather than hiring an experienced case manager who may not fit well into your department, it's better to hire someone with the characteristics you are looking for and teach him or her case management.

  6. Exploration and deliberation of on-job postgraduates training in clinical ophthalmology

    Directory of Open Access Journals (Sweden)

    Wei-Jia Dai

    2014-07-01

    Full Text Available With the diversified development in training clinical students, an impeccable system in clinical on-job postgraduates training has been established. It has been being an important problem for colleges and tutors to improve the quality in the postgraduates training program in the specialty of ophthalmology. This paper analyzed the problems in the training of clinical postgraduates and explored the ways to resolve the problems.

  7. The final report of ''on-the-job training'' on the CANDU reactor

    International Nuclear Information System (INIS)

    Kim, D.H.; Koh, B.J.

    1983-01-01

    This is the final Report for the technical ''on-the-job traning'' for the Wolsung CANDU nuclear power plant which is the first Pressurized Heavy Water Reactor setting up in Korea. The technical ''on-the-job traning'' was established to increase the capability for the nuclear safety evaluation in order to contribute the future safe operation of the CANDU nuclear power plant. The training has been excuted through three level courses as elementary, intermediate and ''on-the-job training'' at Wolsung power plant. The elementary course was introduction to the CANDU basics and fundamentals. The intermediate course was the more advanced course, and the detailed concepts and engineering explanations of the CANDU system had been instructed. The third course was the ''on-the-job training'' at the Wolsung plant site, which was the most emphasized course during the project. (Author)

  8. Advanced proficiency EHR training: effect on physicians' EHR efficiency, EHR satisfaction and job satisfaction.

    Science.gov (United States)

    Dastagir, M Tariq; Chin, Homer L; McNamara, Michael; Poteraj, Kathy; Battaglini, Sarah; Alstot, Lauren

    2012-01-01

    The best way to train clinicians to optimize their use of the Electronic Health Record (EHR) remains unclear. Approaches range from web-based training, class-room training, EHR functionality training, case-based training, role-based training, process-based training, mock-clinic training and "on the job" training. Similarly, the optimal timing of training remains unclear--whether to engage in extensive pre go-live training vs. minimal pre go-live training followed by more extensive post go-live training. In addition, the effectiveness of non-clinician trainers, clinician trainers, and peer-trainers, remains unclearly defined. This paper describes a program in which relatively experienced clinician users of an EHR underwent an intensive 3-day Peer-Led EHR advanced proficiency training, and the results of that training based on participant surveys. It highlights the effectiveness of Peer-Led Proficiency Training of existing experienced clinician EHR users in improving self-reported efficiency and satisfaction with an EHR and improvements in perceived work-life balance and job satisfaction.

  9. Knowledge Acquisition and Job Training for Advanced Technical Skills Using Immersive Virtual Environment

    Science.gov (United States)

    Watanuki, Keiichi; Kojima, Kazuyuki

    The environment in which Japanese industry has achieved great respect is changing tremendously due to the globalization of world economies, while Asian countries are undergoing economic and technical development as well as benefiting from the advances in information technology. For example, in the design of custom-made casting products, a designer who lacks knowledge of casting may not be able to produce a good design. In order to obtain a good design and manufacturing result, it is necessary to equip the designer and manufacturer with a support system related to casting design, or a so-called knowledge transfer and creation system. This paper proposes a new virtual reality based knowledge acquisition and job training system for casting design, which is composed of the explicit and tacit knowledge transfer systems using synchronized multimedia and the knowledge internalization system using portable virtual environment. In our proposed system, the education content is displayed in the immersive virtual environment, whereby a trainee may experience work in the virtual site operation. Provided that the trainee has gained explicit and tacit knowledge of casting through the multimedia-based knowledge transfer system, the immersive virtual environment catalyzes the internalization of knowledge and also enables the trainee to gain tacit knowledge before undergoing on-the-job training at a real-time operation site.

  10. Investigating the job satisfaction of healthcare providers at primary healthcare centres in Lebanon: A national cross-sectional study.

    Science.gov (United States)

    Alameddine, Mohamad; Baroud, Maysa; Kharroubi, Samer; Hamadeh, Randa; Ammar, Walid; Shoaib, Hikma; Khodr, Hiba

    2017-11-01

    Low job satisfaction is linked to higher staff turnover and intensified shortages in healthcare providers (HCP). This study investigates the level of, and factors associated with, HCP job satisfaction in the national primary healthcare (PHC) network in Lebanon. The study adopts a cross-sectional design to survey HCP at 99 PHC centres distributed across the country between October 2013 and May 2014. The study questionnaire consisted of four sections: socio-demographics/professional background, employment characteristics, level of job satisfaction (Measure of Job Satisfaction scale) and level of professional burnout (Maslach Burnout Inventory-HSS scale). A total of 1,000 providers completed the questionnaire (75.8% response rate). Bivariate and multivariate regression analyses were used to identify factors significantly associated with job satisfaction. Findings of the study highlight an overall mean job satisfaction score of 3.59 (SD 0.54) indicating that HCP are partially satisfied. Upon further examination, HCP were least satisfied with pay, training and job prospects. Gender, age, career plans, salary, exposure to violence, and level of burnout were significantly associated with the overall level of job satisfaction which was also associated with increased likelihood to quit. Overall, the study highlights how compensation, development and protection of PHC HCP can influence their job satisfaction. Recommendations include the necessity of developing a nationally representative committee, led by the Ministry of Public Health, to examine the policies and remuneration scales within the PHC sector and suggest mechanisms to bridge the pay differential with other sectors. The effective engagement of key stakeholders with the development, organisation and evaluation of professional development programmes offered to HCP in the PHC sector remains crucial. Concerned stakeholders should assess and formulate initiatives and programmes that enrich the physical, psychological

  11. New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections; Nuevo programa de formacion inicial para el personal de ingenieria en ANAV

    Energy Technology Data Exchange (ETDEWEB)

    Gonzalez Rabasa, D.

    2013-07-01

    - Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.

  12. Feasibility of Using Soccer and Job Training to Prevent Drug Abuse and HIV.

    Science.gov (United States)

    Rotheram-Borus, Mary Jane; Tomlinson, Mark; Durkin, Andrew; Baird, Kelly; DeCelles, Jeff; Swendeman, Dallas

    2016-09-01

    Many young, South African men use alcohol and drugs and have multiple partners, but avoid health care settings-the primary site for delivery of HIV intervention activities. To identify the feasibility of engaging men in HIV testing and reducing substance use with soccer and vocational training programs. In two Cape Town neighborhoods, all unemployed men aged 18-25 years were recruited and randomized by neighborhood to: (1) an immediate intervention condition with access to a soccer program, random rapid diagnostic tests (RDT) for alcohol and drug use, and an opportunity to enter a vocational training program (n = 72); or (2) a delayed control condition (n = 70). Young men were assessed at baseline and 6 months later by an independent team. Almost all young men in the two neighborhoods participated (98 %); 85 % attended at least one practice (M = 42.3, SD = 34.4); 71 % typically attended practice. Access to job training was provided to the 35 young men with the most on-time arrivals at practice, drug-free RDT, and no red cards for violence. The percentage of young men agreeing to complete RDT at soccer increased significantly over time; RDTs with evidence of alcohol and drug use decreased over time. At the pre-post assessments, the frequency of substance use decreased; and employment and income increased in the immediate condition compared to the delayed condition. HIV testing rates, health care contacts, sexual behaviors, HIV knowledge, condom use and attitudes towards women were similar over time. Alternative engagement strategies are critical pathways to prevent HIV among young men. This feasibility study shows that soccer and job training offer such an alternative, and suggest that a more robust evaluation of this intervention strategy be pursued.

  13. Implementing a new model for on-the-job training: critical success factors.

    NARCIS (Netherlands)

    van Zolingen, S.J.; Streumer, Jan; van der Klink, Marcel; de Jong, Rolinda

    2000-01-01

    Post Offices Inc. in The Netherlands has developed and implemented a new instruction model for the training of desk employees. The quality of the new instruction model was assessed by means of the evaluation model of Jacobs and Jones for on-the-job training. It is concluded that the implementation

  14. Analysis of learning curves in the on-the-job training of air traffic controllers

    NARCIS (Netherlands)

    Oprins, E.A.P.B.; Bruggraaff, E.; Roe, R.

    2011-01-01

    This chapter describes a competence-based assessment system, called CBAS, for air traffic control (ATC) simulator and on-the-job training (OJT), developed at Air Traffic Control The Netherlands (LVNL). In contrast with simulator training, learning processes in OJT are difficult to assess, because

  15. Changes in job stress and coping skills among caregivers after dementia care practitioner training.

    Science.gov (United States)

    Takizawa, Takeya; Takahashi, Megumi; Takai, Michiko; Ikeda, Taichiro; Miyaoka, Hitoshi

    2017-01-01

    Dementia care practitioner training is essential for professional caregivers to acquire medical knowledge and care skills for dementia patients. We investigated the significance of training in stress management by evaluating caregivers' job stress and coping style before and after they have completed training. The subjects included 134 professional caregivers (41 men, 93 women) recruited from participants in training programmes held in Kanagawa Prefecture from August 2008 to March 2010. A survey using a brief job stress questionnaire and a coping scale was carried out before and after they completed their training. A t-test and multiple regression analysis were performed to evaluate the effects of the training. After the training, the scores of modifiers on the job stress scale and of the coping scale increased, whereas the scores of stress reactions on the job stress scale decreased. However, there were no changes in participants' subjective cognition concerning their workplace environment. Furthermore, the change in stress reaction score tended to correlate with the change in consultation score in all participants and with the change in problem-solving and consultation in male participants. Among female participants, the change in stress reaction score tended to correlate with change in support from superiors and colleagues as modifiers. The factors that correlated to the change in stress reaction score differed between genders. The findings suggest that training caregivers improves their stress reaction and coping skills. © 2016 The Authors. Psychogeriatrics © 2016 Japanese Psychogeriatric Society.

  16. Effect of postgraduate training on job and career satisfaction among health-system pharmacists.

    Science.gov (United States)

    Padiyara, Rosalyn S; Komperda, Kathy E

    2010-07-01

    The effect of postgraduate training on job and career satisfaction among health-system pharmacists was evaluated. A mail-based questionnaire was sent to a random sample of pharmacist members of the American Society of Health-System Pharmacists. Previously validated questions for job and career satisfaction among pharmacists were utilized. The questionnaire was designed to obtain information regarding general employment, work environment, job satisfaction, career satisfaction, postgraduate training, and demographic characteristics. Pharmacists who had completed either a pharmacy residency or fellowship were classified as having postgraduate training. Questionnaires returned within two months of the original mailing date were included in the analysis. Responses from pharmacists who were retired, employed in a nonpharmacy career, or unemployed were excluded. Data were analyzed using SPSS software. Of the 2499 questionnaires mailed, 36 were undeliverable; 1058 were completed, yielding a response rate of 43%. Of these, 48 were excluded, resulting in 1010 questionnaires suitable for analysis. Approximately 37% of respondents indicated completion of postgraduate training. The most common practice setting was a community, not-for-profit hospital (40.9%). Overall, 90.7% of respondents indicated they were either satisfied or highly satisfied with their current employment. Approximately 45% of pharmacists with postgraduate training indicated they were highly satisfied with their employment, compared with 32.7% of pharmacists without postgraduate training (p training were more satisfied with their job than those who did not complete such training.

  17. The Role of Training in Building Employee Commitment: The Mediating Effect of Job Satisfaction

    Science.gov (United States)

    Ocen, Edward; Francis, Kasekende; Angundaru, Gladies

    2017-01-01

    Purpose: The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda. Design/methodology/approach: The authors used correlation, regression and MedGraph to investigate the hypotheses.…

  18. Training in two-tier labor markets : The role of job match quality

    NARCIS (Netherlands)

    Akgündüz, Yusuf Emre; van Huizen, Thomas

    2015-01-01

    This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to

  19. Ontario Hydro's experience in implementing on-the-job training for chemical technicians

    International Nuclear Information System (INIS)

    Cooper, G.A.

    1996-01-01

    Since 1989, Ontario Hydro Nuclear has been developing and implementing formalized On-the-Job Training for qualifying its nuclear power plant chemical laboratory staff. This paper focuses on the process followed in designing, developing and implementing this training, with emphasis on the strengths and weaknesses of the program. 7 refs, 3 figs

  20. Randomized, Controlled Trial of CBT Training for PTSD Providers

    Science.gov (United States)

    2016-10-01

    implement and evaluate a cost effective, web based self-paced training program to provide skills- oriented continuing education for mental health...Product Aim(s) The purpose of this study is to design, implement and evaluate a web based training program providing skills- oriented continuing education ...Rates and Data Quality i. The team collaborated with the VHA NCPTSD to monitor the collection rates and data quality on a weekly basis . b. Create Interim

  1. Work experience, job-fulfillment and burnout among VMMC providers in Kenya, South Africa, Tanzania and Zimbabwe.

    Directory of Open Access Journals (Sweden)

    Linnea Perry

    Full Text Available BACKGROUND: Human resource capacity is vital to the scale-up of voluntary medical male circumcision (VMMC services. VMMC providers are at risk of "burnout" from performing a single task repeatedly in a high volume work environment that produces long work hours and intense work effort. METHODS AND FINDINGS: The Systematic Monitoring of the Voluntary Medical Male Circumcision Scale-up (SYMMACS surveyed VMMC providers in Kenya, South Africa, Tanzania, and Zimbabwe in 2011 (n = 357 and 2012 (n = 591. Providers self-reported on their training, work experience, levels of job-fulfillment and work fatigue/burnout. Data analysis included a descriptive analysis of VMMC provider characteristics, and both bivariate and multivariate analyses of factors associated with provider work fatigue/burnout. In 2012, Kenyan providers had worked in VMMC for a median of 31 months compared to South Africa (10 months, Tanzania (15 months, and Zimbabwe (11 months. More than three-quarters (78 - 99% of providers in all countries in 2012 reported that VMMC is a personally fulfilling job. However, 67% of Kenyan providers reported starting to experience work fatigue/burnout compared to South Africa (33%, Zimbabwe (17%, and Tanzania (15%. Despite the high level of work fatigue/burnout in Kenya, none of the measured factors (i.e., gender, age, full-time versus part-time status, length of service, number of operations performed, or cadre were significantly associated with work fatigue/burnout in 2011. In 2012, logistic regression found increases in age (p<.05 and number of months working in VMMC (p<.01 were associated with an increased likelihood of experiencing work fatigue/burnout, while higher career total VMMCs decreased the likelihood of experiencing burnout. CONCLUSION: Given cross-country differences, further elucidation of cultural and other contextual factors that may influence provider burnout is required. Continuing to emphasize the contribution that providers make in

  2. Improving Interpersonal Job Skills by Applying Cross-Cultural Training

    Science.gov (United States)

    Barker, S. A.

    2004-01-01

    This paper presents an experimental study that examined the effects of cross-cultural instruction on the interpersonal job skills of students in secondary vocational programs. The findings indicated that students receiving the cross-cultural instruction had significantly higher generalizable interpersonal relations skills achievement than students…

  3. Overeducation and Jobs: Can the Great Training Robbery be Stopped?

    Science.gov (United States)

    Quinn, Robert P.

    In recent years, researchers have been questioning the assumption that more education necessarily guarantees workers greater occupational payoffs. This study examines overeducation in the American work force in terms of its frequency; segments of the work force in which it is most common; its relationship to job dissatisfaction, low self-esteem,…

  4. Influence of Motivation and Job Training The Performance of Employees PT. RB Sukasada Palembang.

    Directory of Open Access Journals (Sweden)

    Ika Rakhmalina

    2017-10-01

    Full Text Available The purpose of this study was to determine the effect of motivation and job training to employees performance of PT. RB Sukasada. This research is causality. The population in this study is the overall employees of PT. RB Sukasada Jl. Kebumen Land No. 901-902, 17 Ilir, Ilir Tim. I, Palembang, South Sumatra 30122, amounting to 39 employees, with census sampling.Data collection techniques used in this study was a questionnaire with the answer given a score based on a scale interval of 1-5 with the Likert method. With multiple linear regress analysis tools. The next test of the hypothesis that f test and t-test to determine of independent variables on the dependent variable, and making inferences. Data analysis techniques in this study assisted by the Statistical program for special science (SPSS The results of research by F test resulted in no significant effect Motivation and Job Training together with the Employee Performance at PT. RB Sukasada with a coefficient of determination (R Square of 34.9%. While based on the t-test a significant difference between motivation and job training partially on performance. With the results of multiple regression 57.0% effect of motivation on the performance and 47.6% influence on the performance of job training. Conclusion motivation and job training are still low in achieving performance.

  5. Heavy Duty Tireman. Open Pit Mining Job Training Series.

    Science.gov (United States)

    McColman, Don

    This training outline for heavy duty tiremen, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

  6. Front End Loader Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    Savilow, Bill

    This training outline for front end loader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

  7. Track Dozer Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    British Columbia Dept. of Education, Victoria.

    This training outline for track dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

  8. Rotary Drill Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    Savilow, Bill

    This training outline for rotary drill operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

  9. Haulage Truck Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    British Columbia Dept. of Education, Victoria.

    This training outline for haulage truck operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

  10. Grader Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    Savilow, Bill

    This training outline for grader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

  11. Rubber Tire Dozer Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    British Columbia Dept. of Education, Victoria.

    This training outline for rubber tire dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

  12. Shovel Operator. Open Pit Mining Job Training Series.

    Science.gov (United States)

    Hartley, Larry

    This training outline for shovel operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

  13. One big happy family? Interdisciplinary variation in job satisfaction among hospice providers.

    Science.gov (United States)

    Casarett, David J; Spence, Carol; Haskins, Matthew; Teno, Joan

    2011-08-01

    Job satisfaction is particularly important in the hospice industry, given the emotional and interpersonal challenges that hospice staff face in providing care to patients near the end of life and their families. However, little is known about the job satisfaction of hospice providers, or about variation in satisfaction among disciplines. Staff at participating hospices completed the Survey of Team Attitudes and Relationships (STAR) using an online user interface. The STAR has 6 domains that comprise 45 items. Results were submitted for 8,495 staff from 177 hospices in 41 states. The mean total score was 28 on a 0-100 scale (range, 0-100; interquartile range, 8-45) and hospice-level scores ranged from 15 to 44. Nonclinical staff (n = 3260) and clinical staff (n = 5235) had similar total scores (28 for both). Among clinical staff, in a mixed effects model adjusting for individual and hospice characteristics, physicians had the highest total scores (adjusted mean 42; 95% confidence interval: 35-46) compared to chaplains (30; 28-33), bereavement coordinators (27; 24-30), nurses' aides (29; 27-33); nurses (26; 28-33), and social workers (25; 23-26). There is significant variation in job satisfaction both among hospices and disciplines.

  14. Estimating the Returns to Firm-Sponsored on-the-Job and Classroom Training

    OpenAIRE

    Benoit Dostie

    2010-01-01

    In this paper, we estimate returns to classroom and on-the-job firm-sponsored training in terms of value-added per worker using longitudinal linked employee-employer Canadian data from 1999 to 2006. We estimate a standard production function controlling for endogenous training decisions because of perceived net benefits and time-varying market conditions using dynamic panel GMM methods. We find that employees who undertook classroom training are 11 percent more productive than otherwise simil...

  15. 20 CFR 670.300 - What entities are eligible to receive funds to operate centers and provide training and...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What entities are eligible to receive funds... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Funding and Selection of Service Providers § 670.300 What entities...

  16. 45 CFR 287.125 - What supportive and job retention services may be provided under the NEW Program?

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 2 2010-10-01 2010-10-01 false What supportive and job retention services may be provided under the NEW Program? 287.125 Section 287.125 Public Welfare Regulations Relating to Public... Operations § 287.125 What supportive and job retention services may be provided under the NEW Program? The...

  17. Improving community health worker use of malaria rapid diagnostic tests in Zambia: package instructions, job aid and job aid-plus-training

    Directory of Open Access Journals (Sweden)

    Mulholland Kurt

    2008-08-01

    Full Text Available Abstract Background Introduction of artemisinin combination therapy (ACT has boosted interest in parasite-based malaria diagnosis, leading to increased use of rapid diagnostic tests (RDTs, particularly in rural settings where microscopy is limited. With donor support, national malaria control programmes are now procuring large quantities of RDTs. The scarcity of health facilities and trained personnel in many sub-Saharan African countries means that limiting RDT use to such facilities would exclude a significant proportion of febrile cases. RDT use by volunteer community health workers (CHWs is one alternative, but most sub-Saharan African countries prohibit CHWs from handling blood, and little is known about CHW ability to use RDTs safely and effectively. This Zambia-based study was designed to determine: (i whether Zambian CHWs could prepare and interpret RDTs accurately and safely using manufacturer's instructions alone; (ii whether simple, mostly pictorial instructions (a "job aid" could raise performance to adequate levels; and (iii whether a brief training programme would produce further improvement. Methods The job aid and training programme were based on formative research with 32 CHWs in Luangwa District. The study team then recruited three groups of CHWs in Chongwe and Chibombo districts. All had experience treating malaria based on clinical diagnosis, but only six had prior RDT experience. Trained observers used structured observation checklists to score each participant's preparation of three RDTs. Each also read 10 photographs showing different test results. The first group (n = 32 was guided only by manufacturer's instructions. The second (n = 21 used only the job aid. The last (n = 26 used the job aid after receiving a three-hour training. Results Mean scores, adjusted for education, age, gender and experience, were 57% of 16 RDT steps correctly completed for group 1, 80% for group 2, and 92% for group 3. Mean percentage of test

  18. The Effect of Spiritual Intelligence Training on Job Satisfaction of Psychiatric Nurses

    Directory of Open Access Journals (Sweden)

    Abbas Heydari

    2017-04-01

    Full Text Available Objective: Nurses are the most important staff in the health care system, thus, their job satisfaction is important in nursing management. The present study aimed at determining the impact of teaching spiritual intelligence on the job satisfaction of psychiatric nurses.Methods: The participants were divided into 2 groups by random allocation. Data were collected in 3 stages of before intervention, 4 weeks, and 8 weeks post intervention using Brayfield & Rother Job Satisfaction Questionnaire.Results:  The results of this study revealed that the mean score of job satisfaction in the experimental group was 65.5±9.9 in the pre intervention stage, which increased to 69.8±6.3 one month after the intervention and to 72.5±8.9 in 2 months after the intervention, and it was significantly more than that of the control group.Conclusions: The job satisfaction rate of the control group decreased admirably in both 1 month and 2 months after the intervention stage. Thus, spiritual intelligence training is an effective method to increase job satisfaction, and it is suggested that managers consider spiritual intelligence training to increase job satisfaction in nurses. 

  19. The Effect of Spiritual Intelligence Training on Job Satisfaction of Psychiatric Nurses.

    Science.gov (United States)

    Heydari, Abbas; Meshkinyazd, Ali; Soudmand, Parvaneh

    2017-04-01

    Objective: Nurses are the most important staff in the health care system, thus, their job satisfaction is important in nursing management. The present study aimed at determining the impact of teaching spiritual intelligence on the job satisfaction of psychiatric nurses. Method: The participants were divided into 2 groups by random allocation. Data were collected in 3 stages of before intervention, 4 weeks, and 8 weeks post intervention using Brayfield & Rother Job Satisfaction Questionnaire. Results: The results of this study revealed that the mean score of job satisfaction in the experimental group was 65.5±9.9 in the pre intervention stage, which increased to 69.8±6.3 one month after the intervention and to 72.5±8.9 in 2 months after the intervention, and it was significantly more than that of the control group. Conclusion: The job satisfaction rate of the control group decreased admirably in both 1 month and 2 months after the intervention stage. Thus, spiritual intelligence training is an effective method to increase job satisfaction, and it is suggested that managers consider spiritual intelligence training to increase job satisfaction in nurses.

  20. Taking control: Is job crafting related to the intention to leave surgical training?

    Science.gov (United States)

    Dominguez, Luis Carlos; Stassen, Laurents; de Grave, Willem; Sanabria, Alvaro; Alfonso, Edgar; Dolmans, Diana

    2018-01-01

    The intention to leave surgical training, hereinafter referred as proxy of "attrition," is associated with poor well-being in the workplace. Attrition is suggested to diminish when residents possess job-crafting skills, that is, the ability to redefine their job in meaningful ways and maximize well-being at work by increasing structural and social resources and challenges and decreasing hindering demands. However, the evidence supporting this relationship is scant. This study sought to: 1) investigate to what extent residents possess job-crafting skills and compare residents' levels of job-crafting skills across years of residency training; 2) investigate the relationship between job crafting, well-being as measured by burnout and work-engagement rates, and the intention to leave; and 3) compare the levels of job-crafting skills and well-being between residents with and without serious intentions to leave. This cross sectional study was conducted in fifteen residency programs in Colombia. Surgical residents completed different questionnaires including the Dutch Job Crafting Scale (DJCS), MBI-Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES-17) and an adapted version of the Nurse Turnover Intention Scale (NTIS). The objectives were addressed by independent analyses of variance (ANOVA), structural equation modeling techniques (SEM) and independent t-tests, respectively. A total of 202 residents participated. Residents generally scored high on their job-crafting skills to increase structural and social resources as well as challenging demands, but were less positive about their skills to reduce hindering demands. No differences across years of training were found. Job crafting correlated positively with work-engagement, which was inversely related to the intention to leave. Conversely, job crafting correlated negatively with burnout, which bore a positive relationship to the intention to leave. Residents with serious intentions to leave exhibited

  1. How many employees receive safety training during their first year of a new job?

    Science.gov (United States)

    Smith, Peter M; Mustard, Cameron A

    2007-01-01

    Objective To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Design Three repeated national Canadian cross‐sectional surveys. Subjects 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Main outcome Receiving occupational health and safety training, orientation training or office or non‐office equipment training in either a classroom or on‐the‐job in the previous 12 months. Results Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium‐sized workplaces and in manufacturing, and men in large workplaces and in part‐time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. Conclusions From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries. PMID:17296687

  2. How many employees receive safety training during their first year of a new job?

    Science.gov (United States)

    Smith, Peter M; Mustard, Cameron A

    2007-02-01

    To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Three repeated national Canadian cross-sectional surveys. 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Receiving occupational health and safety training, orientation training or office or non-office equipment training in either a classroom or on-the-job in the previous 12 months. Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium-sized workplaces and in manufacturing, and men in large workplaces and in part-time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries.

  3. Associate residency training directors in psychiatry: demographics, professional activities, and job satisfaction.

    Science.gov (United States)

    Arbuckle, Melissa R; Degolia, Sallie G; Esposito, Karin; Miller, Deborah A; Weinberg, Michael; Brenner, Adam M

    2012-09-01

    The purpose of this study was to characterize associate training director (ATD) positions in psychiatry. An on-line survey was e-mailed in 2009 to all ATDs identified through the American Association of Directors of Psychiatric Residency Training (AADPRT). Survey questions elicited information regarding demographics, professional activities, job satisfaction, and goals. Of 170 ATDs surveyed, 73 (42.9%) completed the survey. Most respondents (71.3%) had been in their positions for 3 years or less. Many ATDs indicated that they were involved in virtually all aspects of residency training; 75% of respondents agreed that they were happy with their experience. However, specific concerns included inadequate time and compensation for the ATD role in addition to a lack of mentorship and unclear job expectations. Thoughtful attention to the construction of the ATD role may improve job satisfaction.

  4. Making On-the-Job Training Work: Lessons from the Boeing Manufacturing On-the-Job Training Project

    Science.gov (United States)

    Kobes, Deborah

    2013-01-01

    The need to build a more robust workforce development pipeline is evident in the hundreds of thousands of job openings in our nation's advanced manufacturing industry. Rapid technological change has created a severe skills gap, compounded by a pending wave of retirements due to the aging of the workforce. These challenges are particularly…

  5. Associations between state regulations, training length, perceived quality and job satisfaction among certified nursing assistants: cross-sectional secondary data analysis.

    Science.gov (United States)

    Han, Kihye; Trinkoff, Alison M; Storr, Carla L; Lerner, Nancy; Johantgen, Meg; Gartrell, Kyungsook

    2014-08-01

    In the U.S., there are federal requirements on how much training and annual continuing education a certified nursing assistant must complete in order to be certified. The requirements are designed to enable them to provide competent and quality care to nursing home residents. Many states also require additional training and continuing education hours as improved nursing home quality indicators have been found to be related to increased training. This study investigated the associations among state level regulations, initial training quality and focus, and job satisfaction in certified nursing assistants. Cross-sectional secondary data analysis. This study used the National Nursing Home Survey and National Nursing Assistant Survey as well as data on state regulations of certified nursing assistant training. 2897 certified nursing assistants in 580 nursing homes who were currently working at a nursing home facility, who represented 680,846 certified nursing assistants in US. State regulations were related to initial training and job satisfaction among certified nursing assistants using chi square tests and binomial logistic regression models. Analyses were conducted using SAS-callable SUDAAN to correct for complex sampling design effects in the National Nursing Home Survey and National Nursing Assistant Survey. Models were adjusted for personal and facility characteristics. Certified nursing assistants reporting high quality training were more likely to work in states requiring additional initial training hours (p=0.02) and were more satisfied with their jobs (OR=1.51, 95% CI=1.09-2.09) than those with low quality training. In addition, those with more training focused on work life skills were 91% more satisfied (OR=1.91, 95% CI=1.41-2.58) whereas no relationship was found between training focused on basic care skills and job satisfaction (OR=1.36, 95% CI=0.99-1.84). Certified nursing assistants with additional initial training were more likely to report that their

  6. Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue

    NARCIS (Netherlands)

    Varekamp, Inge; Verbeek, Jos H.; de Boer, Angela; van Dijk, Frank J. H.

    2011-01-01

    Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance.

  7. Continuity and Change: Employers' Training Practices and Partnerships with Training Providers. Research Report

    Science.gov (United States)

    Smith, Erica; Smith, Andy; Tuck, Jacqueline; Callan, Victor

    2017-01-01

    A number of factors influence the motivations of employers to train their workforce and the ways in which they engage with the training system. This study combines a national survey and interviews with Australian employers and registered training organisations (RTOs) to provide a comprehensive picture of the way in which employers navigate the…

  8. Cancer Training for Frontline Healthcare Providers in Tanzania.

    Science.gov (United States)

    Rick, Tara J; Deming, Cassondra M; Helland, Janey R; Hartwig, Kari A

    2017-08-16

    Cervical and breast cancer are responsible for the highest cancer-related mortality in Tanzania, although both are preventable or curable if diagnosed at an early stage. Limited knowledge of cervical cancer by clinic and dispensary level healthcare providers in Tanzania is a barrier for prevention and control strategies. The purpose of the study was to provide basic oncology training to frontline healthcare workers with a focus on cervical and breast cancer in order to increase knowledge. A 1-day cancer training symposium was conducted in Arusha, Tanzania, with 43 clinicians. Pre- and post-intervention surveys assessed cancer knowledge and confidence of clinicians in risk assessment. Sixty-nine percent of the participants reported never receiving any cervical cancer training in the past. A significant difference was found between the pre- and post-test in a majority of knowledge questions and in reported confidence recognizing signs and symptoms of breast and cervical cancer (p < 0.05). The 1-day community oncology training symposium was effective in delivering and increasing basic knowledge about cervical and breast cancers to these healthcare providers. The low level of baseline cancer knowledge among frontline medical providers in Tanzania illustrates the need for increased training around the country.

  9. Transplant surgery fellow perceptions about training and the ensuing job market-are the right number of surgeons being trained?

    Science.gov (United States)

    Reich, D J; Magee, J C; Gifford, K; Merion, R M; Roberts, J P; Klintmalm, G B G; Stock, P G

    2011-02-01

    The American Society of Transplant Surgeons (ASTS) sought whether the right number of abdominal organ transplant surgeons are being trained in the United States. Data regarding fellowship training and the ensuing job market were obtained by surveying program directors and fellowship graduates from 2003 to 2005. Sixty-four ASTS-approved programs were surveyed, representing 139 fellowship positions in kidney, pancreas and/or liver transplantation. One-quarter of programs did not fill their positions. Forty-five fellows graduated annually. Most were male (86%), aged 31-35 years (57%), married (75%) and parents (62%). Upon graduation, 12% did not find transplant jobs (including 8% of Americans/Canadians), 14% did not get jobs for transplanting their preferred organ(s), 11% wished they focused more on transplantation and 27% changed jobs early. Half fellows were international medical graduates; 45% found US/Canadian transplant jobs, particularly 73% with US/Canadian residency training. Fellows reported adequate exposure to training volume, candidate selection, pre/postoperative care and organ procurement, but not to donor management/selection, outpatient care and core didactics. One-sixth noted insufficient 'mentoring/preparation for a transplantation career'. Currently, there seem to be enough trainees to fill entry-level positions. One-third program directors believe that there are too many trainees, given the current and foreseeable job market. ASTS is assessing the total workforce of transplant surgeons and evolving manpower needs. ©2011 The Authors Journal compilation©2011 The American Society of Transplantation and the American Society of Transplant Surgeons.

  10. Advanced Proficiency EHR Training: Effect on Physicians’ EHR Efficiency, EHR Satisfaction and Job Satisfaction

    Science.gov (United States)

    Dastagir, M. Tariq; Chin, Homer L.; McNamara, Michael; Poteraj, Kathy; Battaglini, Sarah; Alstot, Lauren

    2012-01-01

    The best way to train clinicians to optimize their use of the Electronic Health Record (EHR) remains unclear. Approaches range from web-based training, class-room training, EHR functionality training, case-based training, role-based training, process-based training, mock-clinic training and “on the job” training. Similarly, the optimal timing of training remains unclear--whether to engage in extensive pre go-live training vs. minimal pre go-live training followed by more extensive post go-live training. In addition, the effectiveness of non-clinician trainers, clinician trainers, and peer-trainers, remains unclearly defined. This paper describes a program in which relatively experienced clinician users of an EHR underwent an intensive 3-day Peer-Led EHR advanced proficiency training, and the results of that training based on participant surveys. It highlights the effectiveness of Peer-Led Proficiency Training of existing experienced clinician EHR users in improving self-reported efficiency and satisfaction with an EHR and improvements in perceived work-life balance and job satisfaction. PMID:23304282

  11. Problems in air traffic management. VII., Job training performance of air traffic control specialists - measurement, structure, and prediction.

    Science.gov (United States)

    1965-07-01

    A statistical study of training- and job-performance measures of several hundred Air Traffic Control Specialists (ATCS) representing Enroute, Terminal, and Flight Service Station specialties revealed that training-performance measures reflected: : 1....

  12. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    Directory of Open Access Journals (Sweden)

    Shayesteh Khaleghi

    2017-06-01

    Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control.  The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires.  The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.

  13. [Job-sharing in postgraduate medical training: not automatically a nice duet].

    Science.gov (United States)

    Levi, M

    2004-02-14

    Part-time work is an increasingly common phenomenon amongst medical professionals. Therefore many postgraduate training programmes for resident physicians also offer the opportunity of part-time work, which is usually in the form of an 80% full-time equivalent post. A new initiative has created the possibility of job-sharing, in which each of the participants fulfills 50% of one training position. Although the experience of the participants is mainly positive, it is unclear how this development will impact the quality of patient care and how it will affect the fulfillment of the training objectives. A more systematic evaluation of job-sharing in postgraduate medical training programmes is required to clarify these points.

  14. Post University On-the-Job Training for Engineers

    Science.gov (United States)

    Manganiello, Eugene J.; Hlavin, Vincent F.

    1961-01-01

    engineers who have matured professionally in an environment which is essentially one of continuous learning - an experience which comes close to being a form of post graduate training in itself. This environment, in addition to providing continuous evolutionary changes, has also provided two major revolutions which have made this development picture more complex. We will describe these environmental changes which have occurred at the Lewis Research Center and discuss the various techniques and programs we have employed to provide for the professional development of our staff. The Lewis Research Center has had an Interesting and exciting l8-year history of aerospace propulsion research and development. It began during the early years of World War II as an expansion of the Power Plant Division of the NCA Langley Center with the mission of conducting research required for the development of improved reciprocating engines and to study the associated problems of subsonic propulsion aerodynamics, It was only a few years later, however, that turbojet and ramjet propulsion and supersonic flight research became our main concern. This transition to jet type engines and higher speeds was our first major technological change. The aerodynamics of propellers became the aerodynamics of high speed turbine and compressor blades; the fuel ignition and carbon deposition problems were transferred from a cyclical or Intermittent high compression combustion chamber to a continuous combustion zone within a thin-walled metal shell; aerodynamics problems were thrust into the supersonic range; and high temperature materials began to play an increasingly critical role. Although this transition still required the same basic knowledge and principles as before, the new engine types did involve a different emphasis and variety of consideration not generally familiar to our scientists and engineers.

  15. It Is Not Just a Matter of Having the Time: Job-Related Training Participation of Hong Kong Employees

    Science.gov (United States)

    Tam, May Yeuk-Mui

    2014-01-01

    Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and…

  16. Job Training and Education of Disconnected Young Adults in New Orleans: Preliminary Analysis of Federal Funding Streams

    Science.gov (United States)

    Finance Project, 2012

    2012-01-01

    Baptist Community Ministries asked The Finance Project to examine the expenditure of federal funds for job training and education of New Orleans' disconnected young adults (i.e., persons between ages 16 and 24 who are not in school or work). Four major sources of federal funding for job training and education of this population are available: the…

  17. Identification of training and emergency-planning needs through job-safety analysis

    Energy Technology Data Exchange (ETDEWEB)

    Veltrie, J.

    1987-01-01

    Training and emergency-planning needs within the photovoltaic industry may be more accurately determined through the performance of detailed job-safety analysis. This paper outlines the four major components of such an analysis, namely operational review, hazards evaluation, personnel review and resources evaluation. It then shows how these may be developed into coherent training and planning recommendations, for both emergency and non-emergency situations.

  18. Virtual reality job interview training and 6-month employment outcomes for individuals with schizophrenia seeking employment.

    Science.gov (United States)

    Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Roberts, Andrea G; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

    2015-08-01

    Individuals with schizophrenia have low employment rates and the job interview presents a critical barrier for them to obtain employment. Virtual reality training has demonstrated efficacy at improving interview skills and employment outcomes among multiple clinical populations. However, the effects of this training on individuals with schizophrenia are unknown. This study evaluated the efficacy of virtual reality job interview training (VR-JIT) at improving job interview skills and employment outcomes among individuals with schizophrenia in a small randomized controlled trial (n=21 VR-JIT trainees, n=11 waitlist controls). Trainees completed up to 10h of virtual interviews using VR-JIT, while controls received services as usual. Primary outcome measures included two pre-test and two post-test video-recorded role-play interviews scored by blinded raters with expertise in human resources and self-reported interviewing self-confidence. Six-month follow-up data on employment outcomes were collected. Trainees reported that the intervention was easy-to-use, helpful, and prepared them for future interviews. Trainees demonstrated increased role-play scores between pre-test and post-test while controls did not (p=0.001). After accounting for neurocognition and months since prior employment, trainees had greater odds of receiving a job offer by 6month follow-up compared to controls (OR: 8.73, p=0.04) and more training was associated with fewer weeks until receiving a job offer (r=-0.63, pjob interview skills in individuals with schizophrenia. Moreover, trainees had greater odds of receiving a job offer by 6-month follow-up. Future studies could evaluate the effectiveness of VR-JIT within community-based services. Copyright © 2015 Elsevier B.V. All rights reserved.

  19. Utilizing Cross-Cultural Curricula To Improve Interpersonal Job Skills Training.

    Science.gov (United States)

    Barker, Shirl A.

    2002-01-01

    An experimental group of 65 secondary vocational students received cross-cultural training focused on interpersonal communication and job skills. Compered with 65 controls, the experimental group had significantly better interpersonal skills. Differences in terms of gender, ethnicity, and rural/urban location were found. (Contains 18 references.)…

  20. Community College Faculty Who Conduct Industry Training Activities: A Job Satisfaction Study.

    Science.gov (United States)

    Konicek, Dale George

    1992-01-01

    Discusses the relationship between industry-related training assignments and faculty job satisfaction, presenting findings from a study of faculty in 37 Texas community colleges. Highlights demographic and work environment variables. Reports general faculty satisfaction with the work but dissatisfaction with working conditions. Presents teachers'…

  1. 77 FR 7242 - Agency Information Collection (Agreement To Train on the Job Disabled Veterans): Activity Under...

    Science.gov (United States)

    2012-02-10

    ..., OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC... (Agreement To Train on the Job Disabled Veterans): Activity Under OMB Review AGENCY: Veterans Benefits... to the Office of Management and Budget (OMB) for review and comment. The PRA submission describes the...

  2. 77 FR 2351 - Agency Information Collection (Monthly Certification of On-the-Job and Apprenticeship Training...

    Science.gov (United States)

    2012-01-17

    ... Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC... Certification of On-the- Job and Apprenticeship Training): Activity Under OMB Review AGENCY: Veterans Benefits... abstracted below to the Office of Management and Budget (OMB) for review and comment. The PRA submission...

  3. Mediating role of job satisfaction in the relationship between motivation, perceived support, training and perceived commitment

    Directory of Open Access Journals (Sweden)

    Neda Sadat Sanei

    2018-01-01

    Full Text Available Motivation as a psychological factor can affect the mental health of employees and consequently the health of work place. It has been recently concerned in the social science literature. The present study aimed to assess the mediating effect of job satisfaction on the relation of motivation, perceived support and training to perceived commitment. The data study analyzed in the structural equation modeling method. The data were gathered in library field, and, also using questionnaire. The data were achieved from staff of Sabzevar city municipality using validity and reliability approved questionnaires. For validity, face and construct validity and for reliability, Cronbach's alpha was used. Finally, data from 159 questionnaires were analyzed. The findings showed that motivation, perceived support and training had positive significant effects on normative and continuance commitment of employees. Also, positive significant effect of job satisfaction on continuance and normative commitment was confirmed. In addition, the findings of this study indicated positive effect of motivation, perceived support and training on perceived commitment with mediating role of job satisfaction. In other words, the more motivation, perceived support and training are, the more job satisfaction will be, which in turn can result in the increased continuance and normative commitment.

  4. The new employee: proper orientation and training go a long way toward job success.

    Science.gov (United States)

    Ehrhardt, P

    1999-01-01

    Considerable money is spent to advertise, interview, and hire a new employee. Considerable amounts of time and energy should be used to train, orient, and encourage this employee. The longevity of employees in their jobs is often directly related to the nurturing of the employee through continuing education.

  5. E-Learning--Engineering, On-Job Training and Interactive Teaching

    Science.gov (United States)

    Silva, Anderson, Ed.; Pontes, Elvis, Ed.; Guelfi, Adilson, Ed.; Kofuji, Sergio Takeo, Ed.

    2012-01-01

    Chapters in this book include: (1) Courseware Adaptation to Learning Styles and Knowledge Level (Boyan Bontchev and Dessislava Vassileva); (2) Assisted On-Job Training (Claudio Teixeira and Joaquim Sousa Pinto); (3) Self-Directed Learning Readiness Factors in Physicians for Implementing E-Learning in the Continuing Medical Education Programs…

  6. Security, Dignity, Caring Relationships, and Meaningful Work: Needs Motivating Participation in a Job-Training Program

    Science.gov (United States)

    Ayers, David F.; Miller-Dyce, Cherrel; Carlone, David

    2008-01-01

    Researchers asked 17 participants in a job-training program to describe their personal struggles following an economic restructuring. Examined through a critical theoretical lens, findings indicate that the learners enrolled in the program to reclaim security, dignity, meaningful work, and caring relationships. Program planners at community…

  7. Wages, Training, and Job Turnover in a Search-Matching Model

    DEFF Research Database (Denmark)

    Rosholm, Michael; Nielsen, Michael Svarer

    1999-01-01

    In this paper we extend a job search-matching model with firm-specific investments in training developed by Mortensen (1998) to allow for different offer arrival rates in employment and unemployment. The model by Mortensen changes the original wage posting model (Burdett and Mortensen, 1998) in two...

  8. Off-the-job training for VATS employing anatomically correct lung models.

    Science.gov (United States)

    Obuchi, Toshiro; Imakiire, Takayuki; Miyahara, Sou; Nakashima, Hiroyasu; Hamanaka, Wakako; Yanagisawa, Jun; Hamatake, Daisuke; Shiraishi, Takeshi; Moriyama, Shigeharu; Iwasaki, Akinori

    2012-02-01

    We evaluated our simulated major lung resection employing anatomically correct lung models as "off-the-job training" for video-assisted thoracic surgery trainees. A total of 76 surgeons voluntarily participated in our study. They performed video-assisted thoracic surgical lobectomy employing anatomically correct lung models, which are made of sponges so that vessels and bronchi can be cut using usual surgical techniques with typical forceps. After the simulation surgery, participants answered questionnaires on a visual analogue scale, in terms of their level of interest and the reality of our training method as off-the-job training for trainees. We considered that the closer a score was to 10, the more useful our method would be for training new surgeons. Regarding the appeal or level of interest in this simulation surgery, the mean score was 8.3 of 10, and regarding reality, it was 7.0. The participants could feel some of the real sensations of the surgery and seemed to be satisfied to perform the simulation lobectomy. Our training method is considered to be suitable as an appropriate type of surgical off-the-job training.

  9. Employer-provided health insurance and the incidence of job lock: a literature review and empirical test.

    Science.gov (United States)

    Rashad, Inas; Sarpong, Eric

    2008-12-01

    The incidence of 'job lock' in the health insurance context has long been viewed as a potential problem with employer-provided health insurance, a concept that was instrumental in the passage of the United States Consolidated Omnibus Budget Reconciliation Act of 1986, and later, the Health Insurance Portability and Accountability Act in 1996. Several recent developments in healthcare in the USA include declining healthcare coverage and a noticeable shift in the burden of medical care costs to employees. If these developments cause employees with employer-provided health insurance to feel locked into their jobs, optimal job matches in the labor force may not take place. A summary of the seminal papers in the current literature on the topic of job lock is given, followed by an empirical exercise using single individuals from the National Health Interview Survey (1997-2003) and the 1979 cohort of the National Longitudinal Survey of Youth (1989-2000). Econometric methods used include difference in differences, ordinary least squares and individual fixed effects models, in gauging the potential effect that employer-provided health insurance may have on job tenure and voluntary job departure. Our findings are consistent with recent assertions that there is some evidence of job lock. Individuals with employer-provided health insurance stay on the job 16% longer and are 60% less likely to voluntarily leave their jobs than those with insurance that is not provided by their employers. Productivity may not be optimal if incentives are altered owing to the existence of fringe benefits, such as health insurance. Further research in this area should determine whether legislation beyond the Consolidated Omnibus Budget Reconciliation Act and Health Insurance Portability and Accountability Act laws is needed.

  10. The effects of employer-provided massage therapy on job satisfaction, workplace stress, and pain and discomfort.

    Science.gov (United States)

    Back, Chris; Tam, Helen; Lee, Elaine; Haraldsson, Bodhi

    2009-01-01

    Long-term care staff have high levels of musculoskeletal concerns. This research provided a pilot program to evaluate the efficacy of employer-funded on-site massage therapy on job satisfaction, workplace stress, pain, and discomfort. Twenty-minute massage therapy sessions were provided. Evaluation demonstrated possible improvements in job satisfaction, with initial benefits in pain severity, and the greatest benefit for individuals with preexisting symptoms. A long-term effect was not demonstrated.

  11. The Effectiveness of Marriage Enrichment Training on Job Stress and Quality of Work Life of working women

    Directory of Open Access Journals (Sweden)

    H

    2016-11-01

    Full Text Available Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental with pretest-posttest  and control group. The population of this study was all of married female employees who worked at Bafg Central Iron Ore Company (150 persons. From these 150 persons 30 persons were selected by purposeful sampling method. then, they were assignment  into 2 groups (experimental and control groups including test and control group. The marriage enrichment training (eight sessions was held on experimental group. The instruments of this research were Health and Safety Executive HSE and Quality of work life QWL. Results: The results showed that marriage enrichment training had significant influence on job stress in experimental group. But, marriage enrichment training did not affect on quality of working life in the experimental group. And so, this was not observed in the control group. Conclusion: since, the job in women is very important, using of this training can reduce job stress the importance of women in the workforce is remarkable use of enrichment education can in women.

  12. National collegiate athletic association division and primary job title of athletic trainers and their job satisfaction or intention to leave athletic training.

    Science.gov (United States)

    Terranova, Aaron B; Henning, Jolene M

    2011-01-01

    Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Cross-sectional study. A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. We used separate 3 x 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. We found differences for job title in the subscales of Fringe Benefits (F(2182) = 7.82, P = .001 ) and Operating Conditions (F(2,182) = 12.01, P < .001). The JSS subscale Nature of Work was the'greatest indicator of intention to leave (β = -0.45). We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a major factor in job satisfaction.

  13. Family nursing hospital training and the outcome on job demands, control and support.

    Science.gov (United States)

    Sigurdardottir, Anna Olafia; Svavarsdottir, Erla Kolbrun; Juliusdottir, Sigrun

    2015-07-01

    The purpose of this study was to evaluate the impact of a family systems nursing hospital training educational program (ETI program) on nurses' and midwives' perception of job demands, control, and/or support. Of the nurses and midwives who were working in the Women's and Children's Services Division at The National University Hospital in Iceland, 479 participated in the study on three time periods from 2009 to 2011. Scores for the characteristics of job demands and job control were created to categorize participants into four job types (Karasek and Theorell, 1990). These four job types are high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control), and active (high demand, high control). However, when the data were evaluated based on the proportion of job characteristics as reported by the nurses and the midwives, no significant difference was found over time (2009 to 2011) (χ(2)=5.203, p=.518). However, based on the results from the independent t-tests at time 1, a significant difference was found amongst the high strain job group regarding perceived support from administrators and colleagues among the nurses and midwives who had taken the ETI program compared to those who had not taken the program (χ(2)=2.218, p=.034). This indicates that the health care professionals who characterized their job to be of high demand but with low control evaluated the support from their administrators and colleagues to be significantly higher if they had taken the ETI program than did the nurses and midwives who did not take the ETI program. These findings are promising because they might, in the long run, increase the nurses' and midwives' autonomy and control over their own work. Copyright © 2015 Elsevier Ltd. All rights reserved.

  14. Experience with education and training on the job

    International Nuclear Information System (INIS)

    Laue, Hans-Juergen; Nentwich, Dieter

    1977-01-01

    With the aim of ultimate long-term self-sufficiency in energy supply, a growing number of countries on the threshold of industrialization turn toward nuclear energy as a competitive alternative to increasingly expensive and limited fossil fuels. Most of these countries see in the introduction of nuclear energy a means of raising the technological level of their industry to international standards. Training programs are becoming an essential part of commercial commitments. Close cooperation between the supplier firms and research institutions in the receiving countries is responsible for the degree of success of any commercial enterprise and for the transfer of technology as a whole

  15. Use of Job Task Analysis (JTA) in the development of craft training programs

    International Nuclear Information System (INIS)

    Gonyeau, J.A.; Long, R.E.

    1985-01-01

    Northern States Power Company is making a major effort to develop performance based training. It is finding the use of JTA data very helpful in the revision of its maintenance craft training programs. The technique being used involves a group of interns from the Training and Development Program of the University of Minnesota. These interns are largely graduate students, but with no nuclear and little mechanical/electrical experience. A Job Analysis for each discipline was used to: guide the following task analysis, determine program content, evaluate existing OJT check lists, and to define the four crafts used for mechanical maintenance. From the Job Analysis, a Training Task List was developed and correlated to training materials. The analysis of the tasks on the Training Task List is proceeding. Taxonomies of systems or subjects are compared to existing lesson plans. These taxonomies are useful when writing new lesson plans. The taxonomies are an excellent start for the development of enabling objectives. A Nine-Step Plan is being followed in the application of JTA data to the development and refinement of performance based training

  16. 26 CFR 1.188-1 - Amortization of certain expenditures for qualified on-the-job training and child care facilities.

    Science.gov (United States)

    2010-04-01

    ... qualified on-the-job training and child care facilities. 1.188-1 Section 1.188-1 Internal Revenue INTERNAL... qualified on-the-job training and child care facilities. (a) Allowance of deduction—(1) In general. Under... operation of a qualified on-the-job training or child care facility or are integrally related facilities...

  17. 38 CFR 21.299 - Use of Government facilities for on-job training or work experience at no or nominal pay.

    Science.gov (United States)

    2010-07-01

    ... facilities for on-job training or work experience at no or nominal pay. 21.299 Section 21.299 Pensions... Selection § 21.299 Use of Government facilities for on-job training or work experience at no or nominal pay.... L. 100-689) (b) Employment status of veterans. (1) While pursuing on-job training or work experience...

  18. 25 CFR 26.10 - When will I find out if I have been selected for Job Placement and Training assistance?

    Science.gov (United States)

    2010-04-01

    ... INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.10 When will I find out if I have been selected for Job Placement and Training assistance? (a) Your servicing office will notify you in writing within 30 calendar days once it receives a completed job training application...

  19. 25 CFR 26.22 - May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false May a tribe integrate Job Placement and Training funds... THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.22 May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan? Yes, Indian tribes...

  20. Learning a job: the workshop training with group of postgraduates

    Directory of Open Access Journals (Sweden)

    Corrado Pontalti

    2014-09-01

    Full Text Available In this work is faced the problem of the professional competence of the young students during their specialization in psychotherapy. Experience is described top work with them in small group, for three years, to fortnightly frequency. The clinical situations of the students are discusses with continuity, from the moment of the formulation of the project of care up to its conclusion. The sustained thesis is that the acquisition of competence stirs on two ways: a procedural competence (strategies and tactics of intervention and relational competence (co-transferal dynamics. Necessity is sustained that the teacher has a complete professional in comparison to the characteristics of the situation to transimit a work, almost artistic. The exploration of the relational dynamics it become important in once following, with objective to harmonize procedural competence and relational competence in a mature professional competence. Brief clinical illustrations are introduced.Keywords: training, procedural competence, relational competence, work group versus work community.

  1. Performance of Bachelor of Science in Information Technology (BSIT) Students in Their On-the-Job Training (OJT) for the Academic Year 2016-2017

    Science.gov (United States)

    Lerios, Jefferson L.; Sapin, Sherwin B.

    2017-01-01

    Students' performance in their respective On-the-Job Training (OJT) is one of the success stories that may provide significant contribution to the total effectiveness of the curriculum designed and participated by stakeholders from various industry representation. Students were deployed in different companies to gain knowledge, skills, attitudes,…

  2. FY16 Environmental Workforce Development and Job Training Grants

    Science.gov (United States)

    This notice announces the availability of funds and solicits proposals from eligible entities (including eligible non-profit organizations) to provide technical assistance to communities on environemental issues.

  3. The impact of health-management training programs in Latin America on job performance

    Directory of Open Access Journals (Sweden)

    Díaz-Monsalve Sonia Janeth

    2004-01-01

    Full Text Available A study was undertaken in Mexico, Colombia, and El Salvador to determine the impact of a management training program on health managers' job performance. A quasi-experimental design was used where in the baseline study an intervention group of 85 district health managers in the three countries was compared with a control group of 71 managers who did not receive the training program. After the implementation of an 18-month training program (which included 5-day training workshops and a series of tasks to be carried out between the workshops, the outcome in terms of improved job performance (i.e. use of predefined management techniques was measured through twelve management performance indicators. The data collection tools were two questionnaires, participant observation in managers' workplaces, focus group discussions, staff interviews, and document analysis. In Mexico, the control group showed 8.3 times weaker management performance compared to the intervention group; in Colombia the value was 3.6 and in El Salvador 2.4. Factors associated with a successful training outcome were: (a training techniques, (b strengthening of enabling factors, and (c reinforcement mechanisms.

  4. Evaluation of the effectiveness of training in the Spanish Public Administration: transfer to the job

    Directory of Open Access Journals (Sweden)

    Miguel Aurelio Alonso García

    2017-05-01

    Full Text Available This paper shows the results of the evaluation of training transfer in the Spanish Public Administration with the aim of identifying the factors that influence it.We analyzed 1475 answers and 69 courses organized by the Spanish Public Administration during the first semester of 2016. Direct transfer was evaluated through the Deferred Transfer Scale (CdE; Pineda, Quesada y Ciraso, 2011 while indirect transfer was evaluated through the Training Transfer Factors Scale (FET; Pineda, Quesada y Ciraso, 2013.The results show that trainee factors, organization factors, the orientation towards job requirements and the creation of a professional community all have a positive correlation with training transfer. However the duration of the training, the number of trainees and the number of instructors do not have a correlation with transfer.The time that laps until the trainees finally apply what they learnt in the training has an inverse correlation to transfer.The most important factor when it comes to predicting training transfer is the orientation towards job requirements.

  5. A new tool to evaluate postgraduate training posts: the Job Evaluation Survey Tool (JEST).

    Science.gov (United States)

    Wall, David; Goodyear, Helen; Singh, Baldev; Whitehouse, Andrew; Hughes, Elizabeth; Howes, Jonathan

    2014-10-02

    Three reports in 2013 about healthcare and patient safety in the UK, namely Berwick, Francis and Keogh have highlighted the need for junior doctors' views about their training experience to be heard. In the UK, the General Medical Council (GMC) quality assures medical training programmes and requires postgraduate deaneries to undertake quality management and monitoring of all training posts in their area. The aim of this study was to develop a simple trainee questionnaire for evaluation of postgraduate training posts based on the GMC, UK standards and to look at the reliability and validity including comparison with a well-established and internationally validated tool, the Postgraduate Hospital Educational Environment Measure (PHEEM). The Job Evaluation Survey Tool (JEST), a fifteen item job evaluation questionnaire was drawn up in 2006, piloted with Foundation doctors (2007), field tested with specialist paediatric registrars (2008) and used over a three year period (2008-11) by Foundation Doctors. Statistical analyses including descriptives, reliability, correlation and factor analysis were undertaken and JEST compared with PHEEM. The JEST had a reliability of 0.91 in the pilot study of 76 Foundation doctors, 0.88 in field testing of 173 Paediatric specialist registrars and 0.91 in three years of general use in foundation training with 3367 doctors completing JEST. Correlation of JEST with PHEEM was 0.80 (p training posts.

  6. Training Pediatric Residents to Provide Smoking Cessation Counseling to Parents

    Directory of Open Access Journals (Sweden)

    Rebecca L. Collins

    2005-01-01

    Full Text Available The objective was to assess the effectiveness of a smoking cessation educational program on pediatric residents' counseling. Residents were randomly selected to receive the intervention. Residents who were trained were compared to untrained residents. Self-reported surveys and patient chart reviews were used. Measures included changes in self-reported knowledge, attitudes and behaviors of residents, and differences in chart documentation and caretaker-reported physician counseling behaviors. The intervention was multidimensional including a didactic presentation, a problem-solving session, clinic reminders, and provision of patient education materials. Results showed that residents who were trained were more likely to ask about tobacco use in their patients' households. They were also more likely to advise caretakers to cut down on or to quit smoking, to help set a quit date, and to follow up on the advice given at a subsequent visit. Trained residents were more likely to record a history of passive tobacco exposure in the medical record. These residents also reported improved confidence in their counseling skills and documented that they had done such counseling more often than did untrained residents. Caretakers of pediatric patients who smoke seen by intervention residents were more likely to report that they had received tobacco counseling. Following this intervention, pediatric residents significantly improved their behaviors, attitudes, and confidence in providing smoking cessation counseling to parents of their pediatric patients.

  7. Training the trainers: beyond providing a well-received course.

    Science.gov (United States)

    Blitz, Julia; Edwards, Jill; Mash, Bob; Mowle, Steve

    2016-09-01

    The Royal College of General Practitioners in partnership with the South African Academy of Family Physicians obtained funding to run a series of 'Training the Trainers' courses for trainers of family medicine registrars, with a view to strengthening clinical supervision of postgraduate registrars. The authors wanted to establish whether it was worthwhile for the course to be provided on an ongoing basis after the funded project was completed. Development of a pilot tool for evaluation visits after a faculty development course. The authors developed a pre-visit pack and conducted five site visits to registrar trainers who had been on the course between 12 and 24 months earlier. Before the series of visits and after each visit we debriefed and modified our approach. Optimising the use of the pre-visit pack will require greater orientation of the trainer. Administrative support for the visits will be vital. The visits were experienced very positively. However, in a context in which these visits are not the norm, the trainers need support and encouragement to participate in an activity which made them feel quite vulnerable. The tool enabled course participants to show evidence of their behaviour change, enabled their colleagues to report on the impact on their own teaching practices, and enabled registrars to voice their opinions of their trainer's supervision skills. A post-course formative evaluation visit has the potential to catalyse the impact of the training course. It will be necessary to train the family physicians who conduct these visits.

  8. Promoting job safety for workers with intellectual disabilities: the staying safe at work training curriculum.

    Science.gov (United States)

    Dewey, Robin

    2011-01-01

    In the United States, approximately 125,000 people with disabilities are employed through Community Rehabilitation Programs in manufacturing, assembly, and service jobs. These jobs have significant hazards and, consequently, the workers are at risk of injury. Training that empowers workers to participate in prevention efforts can help reduce work-related injuries. In general this kind of health and safety training in the United States is limited. It is even more so for workers with intellectual disabilities, in part because there have not been programs for teaching individuals with cognitive challenges health and safety skills, adapted to their learning needs. This paper describes the development and promotion of the Staying Safe at Work curriculum of UC Berkeley's Labor Occupational Health Program, which is designed for use by support agencies and employers of workers with intellectual disabilities. The goal of this program is to teach these workers essential occupational safety and health skills in a manner they can understand.

  9. The causal relationship of business innovation training and development, and job satisfaction of SME manufacturing in Palembang

    Directory of Open Access Journals (Sweden)

    Afriyadi Cahyadi

    2015-06-01

    Full Text Available The aim of this research is to explore causal relationship among business innova-tion, training and development, and job satisfaction of micro and small manufactur-ing enterprises managers in Palembang city South Sumatera. An explanatory study uses path analysis to explain quantitative data. Data were collected from 335 sample managers of the enterprises by distributing self-developed questionnaires. The method of considering quantity of sample is random sampling. The results show that innovations have an effect on training and development, and training and de-velopment has a significant effect on job satisfaction. On the other side, innovations have no effect on job satisfaction. Innovations include raw materials, production processes and products offered. Job satisfaction include feelings of pleasure and enjoy, feeling calm and not be concerned about, do not ignore the feelings of the faithful, and the feeling of belonging and defend jobs.

  10. Development of Decision-making Support System to Determine the Feasibility of the Job Training Industry Using Simple Additive Weighting Method

    OpenAIRE

    Kaisah Riski Zubaeti; Aris Budianto; Dwi Maryono

    2017-01-01

    The activities of the job training is an activity that must be implemented at Vocational Secondary School. The lack of utilization of technology on such activities in Vocational Secondary School,  so the data management of the job training become less effective and efficient. Therefore, it is necessary the information system for manage the data on the job training and produces the decision support of the decent industry of the job training as a result of the evaluation of the job training. Th...

  11. Virtual Reality Job Interview Training in Adults with Autism Spectrum Disorder

    Science.gov (United States)

    Smith, Matthew J.; Ginger, Emily; Wright, Katherine; Wright, Michael; Taylor, Julie Lounds; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.; Fleming, Michael F.

    2014-01-01

    The feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) was assessed in a single-blinded randomized controlled trial. Adults with autism spectrum disorder were randomized to VR-JIT (n=16) or treatment as usual (TAU) (n=10) groups. VR-JIT consisted of simulated job interviews with a virtual character and didactic training. Participants attended 90% of lab-based training sessions and found VR-JIT easy-to-use, enjoyable, and they felt prepared for future interviews. VR-JIT participants had greater improvement during live standardized job interview role-play performances than TAU participants (p=0.046). A similar pattern was observed for self-reported self-confidence at a trend level (p=0.060). VR-JIT simulation performance scores increased over time (R-Squared=0.83). Results indicate preliminary support for the feasibility and efficacy of VR-JIT, which can be administered using computer software or via the internet. PMID:24803366

  12. Say 'trouble's gone': chronic illness and employability in job training programmes.

    Science.gov (United States)

    Tsui, Emma K

    2013-01-01

    The concept of biographical disruption has unique relevance for socioeconomically disadvantaged groups who participate in entry-level job training programmes. In these programmes trainees often suffer from various forms of chronic illness and must arrange these illnesses into a picture of employability. In this article I use ethnographic data and narrative analysis to examine closely two trainees' illness-related experiences, expressions and talk, and find that their ability to present their illnesses in ways that are consistent with programmatic goals is strongly influenced by family support, responsibilities and roles, as well as particular aspects of illness, like the interpretability of symptoms. I also find that the concept of biographical disruption has a curious traction in the world of job training, particularly among job training programme staff who would like to see trainees mobilise a variety of resources to help manage their illness. However, for trainees, many of whom have lived with chronic illness for years, the concept of biographical disruption may be more limited as a tool for understanding the experiences of illness. A more meaningful disruptive force in the lives of trainees appears to be the programme itself and the strategies for dealing with illness that programme staff may extend. © 2012 The Author. Sociology of Health & Illness © 2012 Foundation for the Sociology of Health & Illness/Blackwell Publishing Ltd.

  13. Technology Training for Older Job-Seeking Adults: The Efficacy of a Program Offered through a University-Community Collaboration

    Science.gov (United States)

    Taha, Jessica; Czaja, Sara J.; Sharit, Joseph

    2016-01-01

    Many older adults who lose their jobs face challenges in finding new employment due to fundamental limitations in their technology skills. While training could give them the skills they need, older workers often have less access to training programs than younger workers. This study examined the feasibility of using an e-learning training program…

  14. The effects of emotional intelligence training on the job performance of Australian aged care workers.

    Science.gov (United States)

    Karimi, Leila; Leggat, Sandra G; Bartram, Timothy; Rada, Jiri

    2018-05-09

    Emotional intelligence (EI) training is popular among human resource practitioners, but there is limited evidence of the impact of such training on health care workers. In the current article, we examine the effects of EI training on quality of resident care and worker well-being and psychological empowerment in an Australian aged care facility. We use Bar-On's (1997) conceptualization of EI. We used a quasiexperimental design in 2014-2015 with experimental (training) and control (nontraining) groups of 60 participants in each group in two geographically separate facilities. Our final poststudy sample size was 27 participants for the training group and 17 participants for the control group. Over a 6-month period, we examined whether staff improved their well-being, psychological empowerment, and job performance measured as enhanced quality of care (self-rated and client-rated) by applying skills in EI. The results showed significant improvement among workers in the training group for EI scores, quality of care, general well-being, and psychological empowerment. There were no significant differences for the control group. Through examining the impact of EI training on staff and residents of an aged care facility, we demonstrate the benefits of EI training for higher quality of care delivery. This study demonstrates the practical process through which EI training can improve the work experiences of aged care workers, as well as the quality of care for residents.

  15. Does psychosocial competency training for junior physicians working in pediatric medicine improve individual skills and perceived job stress.

    Science.gov (United States)

    Bernburg, Monika; Baresi, Lisa; Groneberg, David; Mache, Stefanie

    2016-12-01

    Pediatricians' job performance, work engagement, and job satisfaction are essential for both the individual physician and quality of care for their little patients and parents. Therefore, it is important to maintain or possibly augment pediatricians' individual and professional competencies. In this study, we developed and implemented a psychosocial competency training (PCT) teaching different psychosocial competencies and stress coping techniques. We investigated (1) the influence of the PCT on work-related characteristics: stress perception, work engagement, job satisfaction and (2) explored pediatricians' outcomes and satisfaction with PCT. Fifty-four junior physicians working in pediatric hospital departments participated in the training and were randomized in an intervention (n = 26) or a control group (n = 28). In the beginning, at follow-up 1 and 2, both groups answered a self-rated questionnaire on perceived training outcomes and work-related factors. The intervention group showed that their job satisfaction significantly increased while perceived stress scores decreased after taking part in the PCT. No substantial changes were observed with regard to pediatricians' work engagement. Participating physicians evaluated PCT with high scores for training design, content, received outcome, and overall satisfaction with the training. Professional psychosocial competency training could improve junior pediatricians' professional skills, reduce stress perception, increase their job satisfaction, and psychosocial skills. In addition, this study indicates that the PCT is beneficial to be implemented as a group training program for junior pediatricians at work. What is Known: • Junior pediatricians often report experiencing high levels of job strain and little supervisory support. • High levels of job demands make pediatricians vulnerable for mental health problems and decreased work ability. What is New: • Development, implementation, and evaluation of a

  16. Brief Report: Vocational Outcomes for Young Adults with Autism Spectrum Disorders at Six Months after Virtual Reality Job Interview Training

    Science.gov (United States)

    Smith, Matthew J.; Fleming, Michael F.; Wright, Michael A.; Losh, Molly; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.

    2015-01-01

    Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not…

  17. Effects of Workplace Parent Management Training on Marital and Job Satisfaction among Iranian Working Parents

    Directory of Open Access Journals (Sweden)

    Masoumeh Mousavi

    2017-11-01

    Full Text Available BackgroundShifting the focus of parent management training (PMT to parents and discussing implications for maximizing the outcomes of PMT for the entire family is new and promising.ObjectiveWe aimed to examine the efficacy of work place PMT on job and marital satisfaction among staff members of an academic center.MethodsWe held 8 PMT sessions (1.5 h each for 20 staff members who were parents to children in the age range of 2–12 years. Dyadic Adjustment Scale (DAS and Occupational Descriptive Index [Health and Safety Executive (HSE] were used for baseline and post-intervention data gathering. DAS higher scores indicate higher marital adjustment satisfaction and higher HSE scores indicate higher occupational stress. To analyze changes in HSE and DAS scores over time, paired t-test and Wilcoxon signed rank test were used, respectively.ResultsAll DAS subscales show significant increased from baseline to the final session except for affectional expression which was not significant. We found no significant changes in total or subscale HSE scores among participants.ConclusionFindings of this study underscore the role of psycho-education usage in work environment and provide evidence about the importance of designing interventions concerning working parents. Implications of PMT are discussed in the text.

  18. NHSC Jobs Center for Primary Care Medical, Dental and Mental Health Providers

    Data.gov (United States)

    U.S. Department of Health & Human Services — The National Health Service Corps (NHSC) Jobs Center helps doctors and nurses who are interested in working at areas where there is the highest need find out more...

  19. Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults.

    Science.gov (United States)

    Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth

    2013-01-01

    Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.

  20. [Influencing factors for job satisfaction in train drivers in a railway bureau: an analysis of 1413 cases].

    Science.gov (United States)

    Gu, G Z; Yu, S F; Zhou, W H; Wu, H; Kang, L; Chen, R

    2017-01-20

    Objective: To investigate the influencing factors for job satisfaction in train drivers. Methods: In March 2012, cluster sampling was used to conduct a cross-sectional survey in 1413 male train drivers (including 301 passenger train drivers, 683 freight train drivers, 350 passenger shunting train drivers, and 79 high-speed train drivers) from a locomotive depot of a railway bureau. The occupational stress instruments, job content questionnaire, and effort-reward imbalance questionnaire were used to analyze job satisfaction, occupational stress factors, stress reaction, individual characteristics, coping strategies, and social support. Results: There were significant differences in job satisfaction score between the drivers with different posts, working years, ages, smoking status, and drinking status ( P analysis revealed that job satisfaction score was positively correlated with reward, working stability, promotion opportunity, positive emotion, social support, self-esteem, and coping strategy scores ( P analysis of variance showed that compared with the moderate and low job satisfaction groups, the high job satisfaction group had significantly higher reward, positive emotion, promotion opportunity, and role ambiguity scores ( P job satisfaction groups the low job satisfaction group had significantly higher scores of psychological needs, effort, role conflict, sleep disorders, daily stress, depressive symptom, negative emotion, drug use, intragroup conflict, and social support ( P job satisfaction group had a significantly higher score of self-esteem than the other two groups ( P analysis showed that the risk of job dissatisfaction in the drivers with low so-cial support and high daily stress was more than 2 times that in those with high social support and low daily stress ( OR =2.176 and 2.171) , and sleep disorders, effort, depressive symptom, low self-esteem, and role conflict were risk factors for job dissatisfaction ( OR =1.48-1.625). Conclusion: Occupational

  1. Developing Partnerships with Businesses to Support Job Training for Youth with Disabilities in Singapore

    Science.gov (United States)

    Scheef, Andrew R.; Barrio, Brenda L.; Poppen, Marcus I.

    2017-01-01

    Under-employment for individuals with disabilities is a worldwide epidemic, which Singapore has addressed by significantly increasing employment rates for this population. Providing work experiences for youth with disabilities at community-based job sites has been shown to increase positive post-school employment outcomes. To provide these…

  2. On-the-Job Evidence-Based Medicine Training for Clinician-Scientists of the Next Generation.

    Science.gov (United States)

    Leung, Elaine Yl; Malick, Sadia M; Khan, Khalid S

    2013-08-01

    Clinical scientists are at the unique interface between laboratory science and frontline clinical practice for supporting clinical partnerships for evidence-based practice. In an era of molecular diagnostics and personalised medicine, evidence-based laboratory practice (EBLP) is also crucial in aiding clinical scientists to keep up-to-date with this expanding knowledge base. However, there are recognised barriers to the implementation of EBLP and its training. The aim of this review is to provide a practical summary of potential strategies for training clinician-scientists of the next generation. Current evidence suggests that clinically integrated evidence-based medicine (EBM) training is effective. Tailored e-learning EBM packages and evidence-based journal clubs have been shown to improve knowledge and skills of EBM. Moreover, e-learning is no longer restricted to computer-assisted learning packages. For example, social media platforms such as Twitter have been used to complement existing journal clubs and provide additional post-publication appraisal information for journals. In addition, the delivery of an EBLP curriculum has influence on its success. Although e-learning of EBM skills is effective, having EBM trained teachers available locally promotes the implementation of EBM training. Training courses, such as Training the Trainers, are now available to help trainers identify and make use of EBM training opportunities in clinical practice. On the other hand, peer-assisted learning and trainee-led support networks can strengthen self-directed learning of EBM and research participation among clinical scientists in training. Finally, we emphasise the need to evaluate any EBLP training programme using validated assessment tools to help identify the most crucial ingredients of effective EBLP training. In summary, we recommend on-the-job training of EBM with additional focus on overcoming barriers to its implementation. In addition, future studies evaluating the

  3. The impact of the on-the-job training on Russian worker’s salary: The effect of abilities approach

    OpenAIRE

    Travkin, Pavel

    2014-01-01

    The purpose of this paper is to determine the impact of on-the-job training on employee wages. The information base is RLMS HSE (2004–2011). The empirical methodology involves estimation using quantile regression and the method of double difference-in-differences. These results confirm the potential benefits of on-the-job training and allow you to see how much different level of influence among workers with high/low unobserved abilities.

  4. Do South African universities provide the required training platforms ...

    African Journals Online (AJOL)

    Background. Concern exists about the quality of specialist training platforms at South African universities and teaching hospitals. Method. We conducted an audit of the quality of training at South African otolaryngology (ENT) training institutions from the perspective of the registrars. Results. Some institutions were deficient in ...

  5. Impact of Providing Compassion on Job Performance and Mental Health: The Moderating Effect of Interpersonal Relationship Quality.

    Science.gov (United States)

    Chu, Li-Chuan

    2017-07-01

    To examine the relationships of providing compassion at work with job performance and mental health, as well as to identify the role of interpersonal relationship quality in moderating these relationships. This study adopted a two-stage survey completed by 235 registered nurses employed by hospitals in Taiwan. All hypotheses were tested using hierarchical regression analyses. The results show that providing compassion is an effective predictor of job performance and mental health, whereas interpersonal relationship quality can moderate the relationships of providing compassion with job performance and mental health. When nurses are frequently willing to listen, understand, and help their suffering colleagues, the enhancement engendered by providing compassion can improve the provider's job performance and mental health. Creating high-quality relationships in the workplace can strengthen the positive benefits of providing compassion. Motivating employees to spontaneously exhibit compassion is crucial to an organization. Hospitals can establish value systems, belief systems, and cultural systems that support a compassionate response to suffering. In addition, nurses can internalize altruistic belief systems into their own personal value systems through a long process of socialization in the workplace. © 2017 Sigma Theta Tau International.

  6. Utilizing job/task analysis to establish content validity in the design of training programs

    Energy Technology Data Exchange (ETDEWEB)

    Nay, W.E.

    1988-01-01

    The decade of the 1980's has been a turbulent time for the Department of Energy. With concern mounting about the terrorist threat, a wave of congressional inquiries and internal inspections crossed the nation and engulfed many of the nuclear laboratories and facilities operated by DOE contractors. A typical finding was the need to improve, and increase, the training of the protective force. The immediate reaction resulted in a wide variety of responses, with most contractors feeling safer with too much, rather than not enough training. As soon as the initial pressures to upgrade subsided, a task force was established to evaluate the overall training needs. Representatives from the contractor facilities worked together to conduct a job analysis of the protective force. A generic task inventory was established, and validated at the different sites. This list has been invaluable for determining the tasks, conditions, and standards needed to develop well stated learning objectives. The enhanced training programs are being refined to ensure job content validity based on the data collected.

  7. Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

    Science.gov (United States)

    Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

    2017-05-01

    Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

  8. Articulating training methods using Job Task Analysis (JTA) - determined proficiency levels

    International Nuclear Information System (INIS)

    McDonald, B.A.

    1985-01-01

    The INPO task analysis process, as well as that of many utilities, is based on the approach used by the US Navy. This is undoubtedly due to the Navy nuclear background of many of those involved in introducing the systems approach to training to the nuclear power industry. This report outlines an approach, used by a major North-Central utility, which includes a process developed by the Air Force. Air Force task analysis and instructional system development includes the use of a proficiency code. The code includes consideration of three types of learning - task performance, task knowledge, and subject knowledge - and four levels of competence for each. The use of this classification system facilitates the identification of desired competency levels at the completion of formal training in the classroom and lab, and of informal training on the job. By using the Air Force's proficiency code. The utility's program developers were able to develop generic training for its main training facility and site-specific training at its nuclear plants, using the most efficiency and cost-effective training methods

  9. Building utility executive strength. [Job rotation as part of management training

    Energy Technology Data Exchange (ETDEWEB)

    Esser, N.J.

    1977-02-17

    The selection and development of strong executive talent to manage the utility industry is essential if some of the controversy and confusion over the role and policies of utilities is to be resolved. The industry has traditionally trained and elevated executives within the organization, but new technical developments have changed the managerial skills required of executives. Today's manager needs an understanding of the total industry regardless of his initial training, the politics involved in advocating issues, and the need to keep costs down. To develop managerial continuity, utilities can institute job rotation as part of their management training program. The option to bring in executives from outside the company allows more stringent standards and introduces new ideas. Competitive salaries increase the opportunity to attract and retain talent. The Board of Directors can actively develop a flexible organizational structure that allows the executive group to adjust to changing demand. (DCK)

  10. Maternal and newborn healthcare providers in rural Tanzania: in-depth interviews exploring influences on motivation, performance and job satisfaction.

    Science.gov (United States)

    Prytherch, H; Kakoko, D C V; Leshabari, M T; Sauerborn, R; Marx, M

    2012-01-01

    Major improvements in maternal and neonatal health (MNH) remain elusive in Tanzania. The causes are closely related to the health system and overall human resource policy. Just 35% of the required workforce is actually in place and 43% of available staff consists of lower-level cadres such as auxiliaries. Staff motivation is also a challenge. In rural areas the problems of recruiting and retaining health staff are most pronounced. Yet, it is here that the majority of the population continues to reside. A detailed understanding of the influences on the motivation, performance and job satisfaction of providers at rural, primary level facilities was sought to inform a research project in its early stages. The providers approached were those found to be delivering MNH care on the ground, and thus include auxiliary staff. Much of the previous work on motivation has focused on defined professional groups such as physicians and nurses. While attention has recently broadened to also include mid-level providers, the views of auxiliary health workers have seldom been explored. In-depth interviews were the methodology of choice. An interview guideline was prepared with the involvement of Tanzanian psychologists, sociologists and health professionals to ensure the instrument was rooted in the socio-cultural setting of its application. Interviews were conducted with 25 MNH providers, 8 facility and district managers, and 2 policy-makers. Key sources of encouragement for all the types of respondents included community appreciation, perceived government and development partner support for MNH, and on-the-job learning. Discouragements were overwhelmingly financial in nature, but also included facility understaffing and the resulting workload, malfunction of the promotion system as well as health and safety, and security issues. Low-level cadres were found to be particularly discouraged. Difficulties and weaknesses in the management of rural facilities were revealed. Basic steps

  11. Training the next generation of providers in addiction medicine.

    Science.gov (United States)

    Rasyidi, Ernest; Wilkins, Jeffery N; Danovitch, Itai

    2012-06-01

    Within the United States there exists a profound discrepancy between the significant public health problem of substance abuse and the access to treatment for addicted individuals. Part of the insufficient access to treatment is a function of relatively low levels or professional experts in addiction medicine. Part of the low levels of professional addiction experts is the result of inadequate addiction medicine training of medical students and residents. This article outlines deficits in addiction medicine training among medical students and residents, yet real change in the addiction medicine training process will always be subject to the complexity of producing alterations across multiple credentialing institutions as well as the keen competition between educators for “more time” for their particular subject. Other hurdles include the broad-based issue of stigma regarding alcoholism and other substance abuse that likely impact all systems that regulate physician addiction medicine training. As noted in the discussion of psychiatry residency, even psychiatry residents manifest stigma regarding substance abusing patients. Five currently active processes may allow for fundamental change to the inertia in physician addiction medicine training while also potentially impacting stigma: 1. We appear to be at the beginning of the integration of addiction into traditional medicine through the formation of a legitimized addiction medicine subspecialty. 2. The training of primary care trainees and practitioners in the use of SBIRT is accelerating, thus creating another process of addiction integration into traditional medicine. 3. The PCMH is being established as a model for primary care 4. The Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) became effective for group health care plan years beginning on or after July 1, 2010; thereby, substance abuse benefits and cost are to be the same as general medical or surgical

  12. Do Preferences for Job Attributes Provide Evidence of "Hierarchy of Needs"?

    Science.gov (United States)

    Baslevent, Cem; Kirmanoglu, Hasan

    2013-01-01

    We examine whether employees' preferences for various job attributes are associated with their individual characteristics in ways that are in line with "hierarchy of needs" theories. Using data from the fifth round of the European Social Survey, we observe the influence of socio-demographic and dispositional characteristics as well as…

  13. Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue.

    Science.gov (United States)

    Varekamp, Inge; Verbeek, Jos H; de Boer, Angela; van Dijk, Frank J H

    2011-07-01

    Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance. Essential elements of the program are exploration of work-related problems, communication at the workplace, and the development and implementation of solutions. Participants with chronic physical diseases were randomly assigned to the intervention (N=64) or the control group (N=58). Participants were eligible for the study if they had a chronic physical disease, paid employment, experienced work-related problems, and were not on long-term 100% sick leave. Primary outcome measures were self-efficacy in solving work- and disease-related problems (14-70), job dissatisfaction (0-100), fatigue (20-140) and job maintenance measured at 4-, 8-, 12- and 24-month follow-up. We used GLM repeated measures for the analysis. After 24 months, loss to follow-up was 5.7% (7/122). Self-efficacy increased and fatigue decreased significantly more in the experimental than the control group [10 versus 4 points (P=0.000) and 19 versus 8 points (P=0.032), respectively]. Job satisfaction increased more in the experimental group but not significantly [6 versus 0 points (P=0.698)]. Job maintenance was 87% in the experimental and 91% in the control group, which was not a significant difference. Many participants in the control group also undertook actions to solve work-related problems. Empowerment training increases self-efficacy and helps to reduce fatigue complaints, which in the long term could lead to more job maintenance. Better understanding of ways to deal with work-related problems is needed to develop more efficient support for employees with a chronic disease.

  14. Practice patterns and job satisfaction in fellowship-trained endocrine surgeons.

    Science.gov (United States)

    Tsinberg, Michael; Duh, Quan-Yang; Cisco, Robin M; Gosnell, Jessica E; Scholten, Anouk; Clark, Orlo H; Shen, Wen T

    2012-12-01

    Debates about the difficult job market for young endocrine surgeons are ongoing. This study aimed to analyze the practice patterns and work-related satisfaction levels of recently trained endocrine surgeons. An anonymous survey was utilized. Participants were divided into 3 groups: "Young" (5 years). Fifty-six of 78 surgeons (72%) responded to the survey. Time in practice ranged from 1 to 9 years (mean, 3.9 ± 0.28). Forty-five (80%) described their practice as academic. Participants performed 244.1 ± 17.8 operations within the last year; 75.4 ± 3.3% were endocrine cases. More surgeons in the "young" group have academic practices (92%) and joined established endocrine surgery groups (54%) versus older surgeons (67% and 42%; P = .05). Of surgeons in the "young" group, 4% started their own practice versus 33% in the "older" group (P = .04). Level of satisfaction with financial compensation (3.2 on a 4-point scale versus 2.9) and lifestyle (3.6 vs 3.1) was also higher in the younger group (P = .009). Despite widespread speculation about scarcity of academic jobs after fellowship, recently trained endocrine surgeons are more likely to practice in academic settings and join established endocrine surgery practices when compared with older surgeons. Overall satisfaction level is higher among recently trained surgeons. Copyright © 2012 Mosby, Inc. All rights reserved.

  15. Safety first: oilfield jobs sometimes go begging, but smart recruits pause for some training

    Energy Technology Data Exchange (ETDEWEB)

    Mowers, J.

    2000-05-01

    Occupational health and safety training available to prospective oilfield workers through the Petroleum Industry Training Service is discussed. The pre-employment program at PITS has been developed by the Canadian Association of Oilwell Drilling Contractors; about 240 students go through the program in an ordinary year. Training is done at the Nisku Campus of PITS and a second rig is waiting on standby for training at the site of the Leduc discovery near Devon. With both rigs in action, PITS will have the capacity to train up to 1,000 new hands a year. The course is also offered in Calgary where PITS is headquartered. The training is rigorous and hands-on; when not on the rig floor, students learn about off-the-rig jobs, such as mixing mud, packing gel, greasing, and digging ditches, in addition to more traditional 'book learning' about hydrogen sulphide, workplace hazardous materials, standard first aid and CPR. In addition to the pre-employment health and safety course, PITS also offers pre-employment programs for operators of production sites, including hands-on experience with an oil battery and gas plant at the Nisku campus. The pre-employment programs are supplementary to some 120 specialized course offered by PITS at Calgary and at numerous colleges and field locations.

  16. Training Sessions Provide Working Knowledge of National Animal Identification System

    Science.gov (United States)

    Glaze, J. Benton, Jr.; Ahola, Jason K.

    2010-01-01

    One in-service and two train-the-trainer workshops were conducted by University of Idaho Extension faculty, Idaho State Department of Agriculture personnel, and allied industry representatives to increase Extension educators' knowledge and awareness of the National Animal Identification System (NAIS) and related topics. Training sessions included…

  17. It Comes With the Job: Work Organizational, Job Design, and Self-Regulatory Barriers to Improving the Health Status of Train Drivers.

    Science.gov (United States)

    Naweed, Anjum; Chapman, Janine; Allan, Matthew; Trigg, Joshua

    2017-03-01

    This study aimed to examine the impacts of key barriers to improving the occupational health status of Australian train drivers. From May to June, 2015, five semi-structured qualitative focus groups were conducted with 29 train drivers from South Australian, Victorian, and New South Wales-based rail organizations in Australia. Occupational health was impeded by multiple barriers regarding sleep (patterns/fatigue), diet (planning/context), mental health (occupational stress), rostering (low autonomy), sedentary time, low fitness motivation, and family/social life conflicts. Work organizational barriers included communication issues, low organizational support, and existing social norms. Job design barriers included rostering, fatigue, stimulant reliance, and family/social life imbalances. Self-regulatory barriers included dietary and exercise patterns habits and patterns. Occupational health interventions for Australian train drivers must address work organizational, job design, and self-regulatory barriers to healthier lifestyle behaviors.

  18. Providing Experiential Business and Management Training for Biomedical Research Trainees.

    Science.gov (United States)

    Petrie, Kimberly A; Carnahan, Robert H; Brown, Abigail M; Gould, Kathleen L

    2017-01-01

    Many biomedical PhD trainees lack exposure to business principles, which limits their competitiveness and effectiveness in academic and industry careers. To fill this training gap, we developed Business and Management Principles for Scientists, a semester-long program that combined didactic exposure to business fundamentals with practical team-based projects aimed at solving real business problems encountered by institutional shared--resource core facilities. The program also included a retreat featuring presentations by and networking with local life science entrepreneurs and final team presentations to expert judges. Quantitative and qualitative metrics were used to evaluate the program's impact on trainees. A pretest-posttest approach was used to assess trainees' baseline knowledge and mastery of module concepts, and each individual's pretest and posttest responses were compared. The mean score improved by more than 17 percentage points. Trainees also took an online survey to provide feedback about the module. Nearly all participants agreed or strongly agreed that the module was a valuable use of their time and will help guide their career decisions and that project work helped drive home module concepts. More than 75% of trainees reported discussing the module with their research advisors, and all of these participants reported supportive or neutral responses. Collectively, the trainee feedback about the module, improvement in test scores, and trainee perception of advisor support suggest that this short module is an effective method of providing scientists with efficient and meaningful exposure to business concepts. © 2017 K. A. Petrie et al. CBE—Life Sciences Education © 2017 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http

  19. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    OpenAIRE

    Shayesteh Khaleghi; Rezvan Homaei

    2017-01-01

    The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control).  The...

  20. UH-1 Helicopter Mechanic (MOS 67N20) Job Description Survey: Background, Training, and General Maintenance Activities.

    Science.gov (United States)

    Schulz, Russel E.; And Others

    The report, the first of two documents examining the relationship among job requirements, training, and manpower considerations for Army aviation maintenance Personnel, discusses the development of task data gathering techniques and procedures for incorporating this data into training programs for the UH-1 helicopter mechanic sPecialty (MOS…

  1. Endangered Species Employment Transition Assistance Act of 1992. Hearing To Amend the Job Training Partnership Act To Establish an Endangered Species Employment Transition Assistance Program, and for Other Purposes, before the Subcommittee on Employment and Productivity of the Committee on Labor and Human Resources. United States Senate, One Hundred Second Congress, Second Session.

    Science.gov (United States)

    Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

    This congressional hearing focuses on the Endangered Species Employment Transition Assistance Act of 1992, which would amend the Job Training Partnership Act to provide job training and supportive services to workers dislocated as a result of enforcement of the Endangered Species Act. Testimony includes statements, articles, publications,…

  2. Improvement of on-the-job training procedures through utilization of modeling, imitative and other learning techniques. Open file report 2 Jan 80-30 Jun 83

    Energy Technology Data Exchange (ETDEWEB)

    Loustaunau, P.E.; Wetherby, C.; Rosenblatt, R.

    1983-06-30

    This report describes a project in which three structured underground coal mine equipment operator training programs were developed. The project was carried out in two parts. In the first part, a study was conducted to determine how on-the-job training is currently conducted in industry, and to determine the overall effectiveness of current on-the-job training. In addition, the possible application of the principles of social learning theory to on-the-job training was investigated. In the second part, three prototype on-the-job training programs were developed for shuttle car, roof bolter, and continuous miner operations. These programs were carefully structured to eliminate the shortcomings of current industrial on-the-job training identified in the study and incorporated the application of relevant principles of social learning theory. The programs are prototypes that underground coal mine training personnel can use as models to develop their own customized equipment operator training programs.

  3. The Impact of Training and Development on Job Satisfaction: A Case Study of Private Banks in Erbil

    Directory of Open Access Journals (Sweden)

    Govand Anwar

    2015-09-01

    Full Text Available The purpose of this study is to find out the impact of training and development on job satisfaction in private banks in Erbil. Many businesses have found that investing employees through training and development in order to enhance employees‘ efficiency extremely important. The study was carried out in private banks in Erbil. A quantitative method was used to analyze the current study, 89 participants were involved in this study. The researcher set two separate research hypothesis, the first research hypothesis which states that the training will have positive impact on job satisfaction in private banks in Erbil and the second research hypothesis which states that the development will have positive impact on job satisfaction in private banks in Erbil. According to multiple regression analysis, the researcher found out that the B value for Training =. .367> 0.01, which means that training will have positive impact on job satisfaction; therefore the first research hypothesis was supported and the B value of development is = .251> 0.01, which means that the development will have positive impact on job satisfaction, therefore; the second research hypothesis was supported as well.

  4. Linking supervisor’s role in training programs to motivation to learn as an antecedent of job performance

    Directory of Open Access Journals (Sweden)

    Azman Bin Ismail

    2010-02-01

    Full Text Available According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to measure the effect of the supervisor’s role in training programs and the motivation to learn on job performance using 91 usable questionnaires gathered from employees who have worked in a state library in East Malaysia, Malaysia. The outcomes of stepwise regression analysis displayed that the inclusion of motivation to learn in the analysis had increased the effects of the two supervisor’s role elements of support and communication on job performance. This result demonstrates that the motivation to learn acts as a mediating variable in the training model of the organizational sample. The implications of this study to the theory and practice of training programs, methodological and conceptual limitations as well as future directions are elaborated.

  5. Editorial: Advances in healthcare provider and patient training to improve the quality and safety of patient care

    Directory of Open Access Journals (Sweden)

    Elizabeth M. Borycki

    2015-09-01

    Full Text Available This special issue of the Knowledge Management & E-Learning: An International Journal is dedicated to describing “Advances in Healthcare Provider and Patient Training to Improve the Quality and Safety of Patient Care.” Patient safety is an important and fundamental requirement of ensuring the quality of patient care. Training and education has been identified as a key to improving healthcare provider patient safety competencies especially when working with new technologies such as electronic health records and mobile health applications. Such technologies can be harnessed to improve patient safety; however, if not used properly they can negatively impact on patient safety. In this issue we focus on advances in training that can improve patient safety and the optimal use of new technologies in healthcare. For example, use of clinical simulations and online computer based training can be employed both to facilitate learning about new clinical discoveries as well as to integrate technology into day to day healthcare practices. In this issue we are publishing papers that describe advances in healthcare provider and patient training to improve patient safety as it relates to the use of educational technologies, health information technology and on-line health resources. In addition, in the special issue we describe new approaches to training and patient safety including, online communities, clinical simulations, on-the-job training, computer based training and health information systems that educate about and support safer patient care in real-time (i.e. when health professionals are providing care to patients. These educational and technological initiatives can be aimed at health professionals (i.e. students and those who are currently working in the field. The outcomes of this work are significant as they lead to safer care for patients and their family members. The issue has both theoretical and applied papers that describe advances in patient

  6. A Guide to Job Analysis.

    Science.gov (United States)

    Boydell, T. H.

    There is considerable evidence that a large number of recently appointed training specialists would welcome a straightforward account of job analysis. It is in the hope of providing such an account and of providing practical guidance that this booklet has been written. Major sections of this guide include: (1) Job Analysis--A Process, (2)…

  7. Reducing Spatial Inequality In Indonesia: Off-The-Job Training As A Special Treatment For Underdeveloped Regions

    Directory of Open Access Journals (Sweden)

    Emil Muhamad

    2018-02-01

    Full Text Available Education is one of Human Development Index (HDI components which plays a vital role. Both theoretically and evidently speaking, the level of education has a positive correlation with income level. However, Indonesia as an archipelago country still can’t be able to provide equitable education for the whole country. Spatial Inequality is thought as the result of this problem. Since outer Java regions are less developed compared to Java, the quality of education is lower as well. The ability of education as income leverage factor is different between regions. Through this study, I compared the rate of return to schooling of both regions and analyze the causes. Furthermore, I examined the differences in the effects of formal education and job training on people in both regions. The aim is to decide what kind of human resources treatment is more effective for each region. This research’s data is collected from the National Labor Force Survey (SAKERNAS 2014. I used modified Mincer earnings function to analyze the differences between regions. Cross-sectional regression analysis was done by using Ordinary Least Square (OLS method. I split the data based on groups of the region to compare both rates of return to schooling. The results showed that there are differences in the rate of return to schooling between the two regions for each education level. The effect of training on income level also differs for both regions. Education gives a promising return to income in Java while job training doing it well in outer regions.

  8. A management framework for training providers to improve skills ...

    African Journals Online (AJOL)

    Erna Kinsey

    The competence levels of employees and organisations must be audited to determine the organisation's skills bank and stra- tegic plans for the future. The cost of training is also a significant management-planning question. Current workplace skills development legislation and strategies are aimed at curbing ineffective ...

  9. Providing Experiential Business and Management Training for Biomedical Research Trainees

    Science.gov (United States)

    Petrie, Kimberly A.; Carnahan, Robert H.; Brown, Abigail M.; Gould, Kathleen L.

    2017-01-01

    Many biomedical PhD trainees lack exposure to business principles, which limits their competitiveness and effectiveness in academic and industry careers. To fill this training gap, we developed Business and Management Principles for Scientists, a semester-long program that combined didactic exposure to business fundamentals with practical…

  10. Should Master's Level Training To Provide Rural Services Survive?

    Science.gov (United States)

    Keller, Peter A.

    Despite recent efforts to encourage federal funding of psychological services for underserved populations such as the elderly and residents of rural areas, ample evidence suggests that rural areas are underserved by psychologists. Drawing on data from rural and urban areas in Pennsylvania, this paper argues that master's level training can provide…

  11. Randomized, Controlled Trial of CBT Training for PTSD Providers

    Science.gov (United States)

    2016-10-29

    clinician applicants occurred. b. SP baseline interviews with eligible clinicians occurred. c. Automated random assignment of participants with Completed SP...intervention without web-centered supervision and a wait-list control with regard to improvements in two CBT-based skill areas (behavioral task...Secondary Aim #1: To compare improvements in knowledge and attitudes following internet- based training with or without web-centered supervision and

  12. Job Search Education. Meeting the Challenge of Unemployment.

    Science.gov (United States)

    Kimeldorf, Martin; Tornow, Janice A.

    1984-01-01

    Provides background on the job club process and how it can be used for integrated training of special needs and regular education students in need of job search assistance. Includes field test project information. (JOW)

  13. Contributions of On-the-Job Training Program to the Skills, Personal Qualities and Competencies of Tourism Graduates

    Directory of Open Access Journals (Sweden)

    Elroy Joseph C. Valdez

    2015-11-01

    Full Text Available This study ascertains the contributions of on-the-job training (OJT program of a university to the development of skills, personal qualities and competencies of tourism students. The study is descriptive and uses survey questionnaire for data gathering. Respondents consist of 74 tourism graduates from 2009 to 2013, which is 75.5% of the total number of graduates. Results show that the OJT program of the university has significant contributions to the development of students’ basic skills, thinking skills, personal qualities and competencies on resources, interpersonal, information, systems and technology. Further, the similarities of OJT contributions for males and females imply that there is no gender bias in the training places while the differences on OJT contributions for self-employed, casual, contractual and permanent employees indicate that those with more skills and competencies are more inclined to entrepreneurial activities than to employment. The OJT program is also consistent throughout the years in providing skills and personal qualities as indicated by the non-difference on OJT contributions when grouped according to graduation year. Of immediate concern, however, is the decline of OJT contributions to the competencies of 2013 graduates. The study recommends that the university should tie-up with more tourism industry partners that can give excellent trainings for students and offer more international OJT for them to be more globally competitive. The training of students should also be regularly monitored by university training coordinators. Finally, the university may also consider and study ways on how to develop the entrepreneurial skills of tourism students.

  14. Evaluating the impact of healthcare provider training to improve tuberculosis management: a systematic review of methods and outcome indicators used.

    Science.gov (United States)

    Wu, Shishi; Roychowdhury, Imara; Khan, Mishal

    2017-03-01

    Developing human resources capacity is vital for tuberculosis (TB) control in low- and middle-income countries. Although investments in TB healthcare provider (HCP) training programmes have increased, it is unclear whether these are robustly evaluated. The objective of this systematic review was to synthesize the methods and outcome indicators used to assess TB HCP training programmes. A systematic scoping review of publications reporting on evaluations of training programmes for TB HCPs - including doctors, nurses, paramedics, and lay health workers - was conducted through a search in three electronic databases, Google Scholar, and five websites of non-profit organizations. Data on the study location, population trained, outcomes assessed, and evaluation approach were extracted. After screening 499 unique publications, 21 were eligible for inclusion in the analysis. The majority of evaluations were conducted in Africa. The most common evaluation methods were a review of patient records (n=8, 38%) and post-training interview with trainees (n=7, 33%). In terms of outcomes, more than half of the studies (n=12, 57%) evaluated knowledge acquisition of trainees, with only six (29%) assessing on-the-job behaviour change. Even though more funds have been invested in TB HCP training, publications from robust evaluations assessing the impact on quality of care and behaviour change are limited. Copyright © 2016. Published by Elsevier Ltd.

  15. 20 CFR 670.525 - What residential support services must Job Corps center operators provide?

    Science.gov (United States)

    2010-04-01

    ..., vending machines, disciplinary fines, and donations, and is run by an elected student government, with the... the Secretary: (a) A quality living and learning environment that supports the overall training... week, 24 hours a day; (b) An ongoing, structured counseling program for students; (c) Food service...

  16. The effect of intelligent physical exercise training on sickness absence and job performance among office workers

    DEFF Research Database (Denmark)

    Christensen, Jeanette Reffstrup; Sjøgaard, Gisela; Søgaard, Karen

    companies located across Denmark were allocated to a training group, TG, (N = 194) or a control group, CG, (N = 195). The TG received one-hour high intensity IPET every week within working hours, and was recommended to perform 30 minutes of moderate intensity physical activity six days a week during leisure...... at baseline mean 4,4 days in TG and 3,5 days in CG. Discussion One-hour high intensity IPET in working hours combined with recommendations of 30 minutes daily leisure time moderate intensity physical activity improved job performance and decreased sickness absence if adhering to the intervention protocol...... time. The principles of IPET have previously been described in details (Sjogaard, Justesen et al. 2014). Before and after the one-year intervention the office workers answered a questionnaire on work ability (ten-step ordinal scale), productivity (ten-step ordinal scale), and health (five–step ordinal...

  17. EXECUTIVE SECRETARY PROFESSIONALS: GRADUATION, TRAINING AND JOB MARKET IN THE STATE OF SERGIPE

    Directory of Open Access Journals (Sweden)

    Rosimeri Ferraz Sabino

    2011-10-01

    Full Text Available This study aimed to investigate the qualifications and the job market of secretaries to Sergipe, analyzing the history and evolution of the field before the formal preparation and market demands. After identifying the historical setting of the profession in Brazil, we attempted to verify the behavior of the class secretarial about your organization, qualification and market performance. The exploratory and descriptive research supported the case study, addressing the views of students of Executive Secretariat and managers in the market of Sergipe, besides the pioneering members in the constitution of the occupation in the state. The analysis points to the development of the profession, although later in the educational context. The labor market comes in irregular occupation of the vacancies for the Secretariat, a result that can be attributed to the scarcity of training and little effective dialogues of the class with employers.

  18. Chlamydia prevalence among women and men entering the National Job Training Program: United States, 2003-2007.

    Science.gov (United States)

    Satterwhite, Catherine Lindsey; Tian, Lin H; Braxton, Jimmy; Weinstock, Hillard

    2010-02-01

    To analyze 5-year prevalence trends in Chlamydia trachomatis infections among high-risk young men and women aged 16 to 24 years entering the National Job Training Program, where universal screening is required. Entrance exams conducted in over 100 National Job Training Program centers from 2003 to 2007 were considered. Women provided cervical specimens tested using either a DNA hybridization probe (PACE 2, Gen-Probe, San Diego, CA) or a strand displacement amplification test (SDA, BD ProbeTec ET, Becton-Dickinson, Sparks, MD). In the absence of a pelvic exam, urine specimens were tested using SDA. PACE 2 testing was performed predominately from 2002 to 2005; from 2005 to 2007, SDA was used. All male testing was conducted using SDA on urine specimens. Chlamydia prevalence trends were assessed for women and men, using logistic regression models. Adjusted odds ratios (AOR), 95% confidence intervals (CI), and P-values were calculated. Approximately 15,000 women and 30,000 men were screened annually for chlamydia. Among both sexes, adjusted prevalence declined significantly from 2003 to 2007. In 2003, crude prevalence among women was 9.9%; in 2007, prevalence was 13.7%. However, after controlling for covariates, including increasingly sensitive tests, the model indicated a significant declining prevalence trend (AOR: 0.95, CI: 0.93-0.97, 4.6% decrease in odds per year). Among men, crude prevalence in 2003 was 8.4%; in 2007, prevalence was 8.3%; after controlling for possible confounding, a significant decline in prevalence was also detected (AOR: 0.98, CI: 0.96-0.99, 1.9% decrease in odds per year). In a relatively stable, high-risk population of young women and men, adjusted chlamydia prevalence declined from 2003 to 2007. Test technology plays a critical role in interpreting rates and should be considered whenever chlamydia rates are examined.

  19. Improving community health worker use of malaria rapid diagnostic tests in Zambia: package instructions, job aid and job aid-plus-training.

    Science.gov (United States)

    Harvey, Steven A; Jennings, Larissa; Chinyama, Masela; Masaninga, Fred; Mulholland, Kurt; Bell, David R

    2008-08-22

    Introduction of artemisinin combination therapy (ACT) has boosted interest in parasite-based malaria diagnosis, leading to increased use of rapid diagnostic tests (RDTs), particularly in rural settings where microscopy is limited. With donor support, national malaria control programmes are now procuring large quantities of RDTs. The scarcity of health facilities and trained personnel in many sub-Saharan African countries means that limiting RDT use to such facilities would exclude a significant proportion of febrile cases. RDT use by volunteer community health workers (CHWs) is one alternative, but most sub-Saharan African countries prohibit CHWs from handling blood, and little is known about CHW ability to use RDTs safely and effectively. This Zambia-based study was designed to determine: (i) whether Zambian CHWs could prepare and interpret RDTs accurately and safely using manufacturer's instructions alone; (ii) whether simple, mostly pictorial instructions (a "job aid") could raise performance to adequate levels; and (iii) whether a brief training programme would produce further improvement. The job aid and training programme were based on formative research with 32 CHWs in Luangwa District. The study team then recruited three groups of CHWs in Chongwe and Chibombo districts. All had experience treating malaria based on clinical diagnosis, but only six had prior RDT experience. Trained observers used structured observation checklists to score each participant's preparation of three RDTs. Each also read 10 photographs showing different test results. The first group (n = 32) was guided only by manufacturer's instructions. The second (n = 21) used only the job aid. The last (n = 26) used the job aid after receiving a three-hour training. Mean scores, adjusted for education, age, gender and experience, were 57% of 16 RDT steps correctly completed for group 1, 80% for group 2, and 92% for group 3. Mean percentage of test results interpreted correctly were 54% (group 1

  20. The Impact of Training and Development on Job Satisfaction: A Case Study of Private Banks in Erbil

    OpenAIRE

    Govand Anwar; Inji Shukur

    2015-01-01

    The purpose of this study is to find out the impact of training and development on job satisfaction in private banks in Erbil. Many businesses have found that investing employees through training and development in order to enhance employees‘ efficiency extremely important. The study was carried out in private banks in Erbil. A quantitative method was used to analyze the current study, 89 participants were involved in this study. The researcher set two separate research hypothesis, the first ...

  1. Technical Training Skills Needs of Youth for Sustainable Job Security in Rice Production in Ebonyi State, Nigeria

    Science.gov (United States)

    Edu, Chukwuma Nwofe; Ogba, Ernest Ituma

    2016-01-01

    The study identifies technical training skills needs of youth for sustainable job security in rice production in Ebonyi State, Nigeria. This study was carried out in secondary schools in three educational zones in Ebonyi State, Nigeria. Ebonyi state is one of the states in the southeast geopolitical zone in Nigeria. Descriptive survey design was…

  2. A Job-Linked Literacy Program for SPC: Are We Talking about Worker Training, Work Reorganization, or More Equitable Workplaces?

    Science.gov (United States)

    Sarmiento, Tony; Schurman, Susan

    Unions and employers currently operate in an environment that does not support investment in skill development. However, competitiveness demands that both work and the way workers are educated and trained be radically restructured. In high-performance workplaces, participatory labor-management approaches to job-linked basic skills development are…

  3. Instructional Skills for On-the-Job Training and Experiential Learning: An Empirical Study of Japanese Firms

    Science.gov (United States)

    Matsuo, Makoto

    2014-01-01

    Despite the effectiveness of on-the-job training (OJT), few systematic empirical studies have been conducted on how OJT trainers instruct trainees in firms. The primary goal of this study was to investigate the characteristics of the trainer's instructional skills for OJT using survey data collected from 715 employees covering 22 firms. Results…

  4. Vocational Education, On-the-Job Training, and Labour Market Integration of Young Workers in Urban West Africa

    Science.gov (United States)

    Nordman, Christophe J.; Pasquier-Doumer, Laure

    2014-01-01

    Young people in Africa encounter many difficulties in entering the labour market and in searching for decent and productive jobs. Research on the links between formal education and vocational training and their economic returns are especially crucial in understanding the inadequate demand for their labour. This article presents evidence based on…

  5. An Employment Training and Job Placement Program for Foster Youth Making the Transition to Adulthood in Cook County, Illinois

    Science.gov (United States)

    Dworsky, Amy; Havlicek, Judy

    2010-01-01

    This report describes the results of a study that used administrative data to better understand the need for employment-related services and supports among youth in foster care and how one community-based employment training and job placement program in Chicago is trying to address those needs. Among other things, the report describes the…

  6. 38 CFR 21.382 - Training and staff development for personnel providing assistance under Chapter 31.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Training and staff....382 Training and staff development for personnel providing assistance under Chapter 31. (a) General. VA shall provide a program of ongoing professional training and development for staff of the VR&E...

  7. Aspects of Training and Remuneration in the Accommodation Industry: A Comparison between Australian and Singaporean Providers

    Science.gov (United States)

    Taylor, Ruth; Davies, Doug

    2004-01-01

    It has long been recognised that effective staff training and remuneration allows an organisation to provide a unique and differentiating standard of service in industry, resulting in increased profitability to service providers. The purpose of this research study is to investigate the training strategies, and hence the training profile, of…

  8. Highly Accurate Prediction of Jobs Runtime Classes

    OpenAIRE

    Reiner-Benaim, Anat; Grabarnick, Anna; Shmueli, Edi

    2016-01-01

    Separating the short jobs from the long is a known technique to improve scheduling performance. In this paper we describe a method we developed for accurately predicting the runtimes classes of the jobs to enable this separation. Our method uses the fact that the runtimes can be represented as a mixture of overlapping Gaussian distributions, in order to train a CART classifier to provide the prediction. The threshold that separates the short jobs from the long jobs is determined during the ev...

  9. Training and qualification of the auxiliaries of operation using the methodology On the Job Training (OJT) and Task Performance Evaluation (TPE)

    International Nuclear Information System (INIS)

    Martinez Casado, J.

    2015-01-01

    On the Job Training (OJT) and Task Performance Evaluation (TPE). This plan has been developed and put in practice entirely, by a group of experienced auxiliary operation that have distinguished themselves by their professionalism, knowledge of the work, technical expertise and commitment to nuclear safety. (Author)

  10. Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.

    Science.gov (United States)

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…

  11. Machine Shop Suggested Job and Task Sheets. Part I. 25 Elementary Jobs.

    Science.gov (United States)

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…

  12. Characteristics of workplace violence prevention training and violent events among home health and hospice care providers.

    Science.gov (United States)

    Vladutiu, Catherine J; Casteel, Carri; Nocera, Maryalice; Harrison, Robert; Peek-Asa, Corinne

    2016-01-01

    In the rapidly growing home health and hospice industry, little is known about workplace violence prevention (WVP) training and violent events. We examined the characteristics of WVP training and estimated violent event rates among 191 home health and hospice care providers from six agencies in California. Training characteristics were identified from the Occupational Safety and Health Administration guidelines. Rates were estimated as the number of violent events divided by the total number of home visit hours. Between 2008 and 2009, 66.5% (n = 127) of providers reported receiving WVP training when newly hired or as recurrent training. On average, providers rated the quality of their training as 5.7 (1 = poor to 10 = excellent). Among all providers, there was an overall rate of 17.1 violent events per 1,000 visit-hours. Efforts to increase the number of home health care workers who receive WVP training and to improve training quality are needed. © 2015 Wiley Periodicals, Inc.

  13. Job satisfaction and turnover intentions among health care staff providing services for prevention of mother-to-child transmission of HIV in Dar es Salaam, Tanzania.

    Science.gov (United States)

    Naburi, Helga; Mujinja, Phares; Kilewo, Charles; Orsini, Nicola; Bärnighausen, Till; Manji, Karim; Biberfeld, Gunnel; Sando, David; Geldsetzer, Pascal; Chalamila, Guerino; Ekström, Anna Mia

    2017-09-06

    Option B+ for the prevention of mother-to-child transmission (PMTCT) of HIV (i.e., lifelong antiretroviral treatment for all pregnant and breastfeeding mothers living with HIV) was initiated in Tanzania in 2013. While there is evidence that this policy has benefits for the health of the mother and the child, Option B+ may also increase the workload for health care providers in resource-constrained settings, possibly leading to job dissatisfaction and unwanted workforce turnover. From March to April 2014, a questionnaire asking about job satisfaction and turnover intentions was administered to all nurses at 36 public-sector health facilities offering antenatal and PMTCT services in Dar es Salaam, Tanzania. Multivariable logistic regression models were used to identify factors associated with job dissatisfaction and intention to quit one's job. Slightly over half (54%, 114/213) of the providers were dissatisfied with their current job, and 35% (74/213) intended to leave their job. Most of the providers were dissatisfied with low salaries and high workload, but satisfied with workplace harmony and being able to follow their moral values. The odds of reporting to be globally dissatisfied with one's job were high if the provider was dissatisfied with salary (adjusted odds ratio (aOR) 5.6, 95% CI 1.2-26.8), availability of protective gear (aOR 4.0, 95% CI 1.5-10.6), job description (aOR 4.3, 95% CI 1.2-14.7), and working hours (aOR 3.2, 95% CI 1.3-7.6). Perceiving clients to prefer PMTCT Option B+ reduced job dissatisfaction (aOR 0.2, 95% CI 0.1-0.8). The following factors were associated with providers' intention to leave their current job: job stability dissatisfaction (aOR 3.7, 95% CI 1.3-10.5), not being recognized by one's superior (aOR 3.6, 95% CI 1.7-7.6), and poor feedback on the overall unit performance (aOR 2.7, 95% CI 1.3-5.8). Job dissatisfaction and turnover intentions are comparatively high among nurses in Dar es Salaam's public-sector maternal care

  14. Conversion of Provider EMR Training from Instructor-Led Training to eLearning at an Academic Medical Center.

    Science.gov (United States)

    Sharp, Karen; Williams, Michele; Aldrich, Alison; Bogacz, Adrienne; Denier, Sighle; McAlearney, Ann S

    2017-07-26

    This case study overviews the conversion of provider training of the electronic medical record (EMR) from an instructor-led training (ILT) program to eLearning at an Academic Medical Center (AMC). This conversion provided us with both a useful training tool and the opportunity to maximize efficiency within both our training and optimization team and organization. eLearning Development Principles were created and served as a guide to assist us with designing an eLearning curriculum using a five step process. The result was a new training approach that allowed learners to complete training at their own pace, and even test out of sections based on demonstrated competency. The information we have leads us to believe that a substantial return on our investment can be obtained from the conversion with positive impacts that have served as the foundation for the future of end user EMR training at our AMC.

  15. Randomized, Controlled Trial of CBT Training for PTSD Providers

    Science.gov (United States)

    2013-10-01

    behavioral therapy (CBT) interventions have been shown to be effective in alleviating symptoms of Post - Traumatic Stress Disorder ( PTSD ) and related... traumatic stress disorder treatment providers: design and methods for a randomized, prospective intervention study. Implement Sci, 7, 43. doi: 10.1186...Friedman, M. J., Young-Xu, Y., & Stevens, S. P. (2006). Cognitive processing therapy for veterans with military-related posttraumatic stress disorder

  16. On-the-job training makes the difference: healthcare assistants' perceived competence and responsibility in the care of patients with home mechanical ventilation.

    Science.gov (United States)

    Swedberg, Lena; Michélsen, Hans; Chiriac, Eva Hammar; Hylander, Ingrid

    2015-06-01

    To describe and analyse perceived competence and perceived responsibility among healthcare assistants (HC assistants), caring for patients with home mechanical ventilation (HMV) and other advanced caring needs, adjusted for socio-demographic and workplace background factors. A cross-sectional study was conducted including 128 HC assistants employed in Stockholm County, Sweden. The HC assistants responded to a study-specific questionnaire on perceived competence and perceived responsibility, provided socio-demographic and workplace background data, as well as information on the patient characteristics for the understanding of their work situations. Descriptive statistics and logistic regression analyses were performed. Eighty per cent of the HC assistants rated their perceived competence as high, and fifty-nine per cent rated their perceived responsibility as high. Fifty-five per cent lacked formal healthcare training, and only one in five of the HC assistants had a formal training equivalent with a licensed practical nurse (LPN) examination. Males lacked formal training to a greater extent than females and rated their competence accordingly. On-the-job training was significantly associated with high ratings on both perceived competence and perceived responsibility, and clinical supervision was associated with high rating on perceived responsibility. HC assistants with limited formal training self-reported their competence as high, and on-the-job training was found to be important. Also, clinical supervision was found important for their perception of high responsibility. In Sweden, HC assistants have a 24-hour responsibility for the care and safety of their patient with HMV and other advanced caring needs. The study results point out important issues for further research regarding formal training requirements as well as the needs for standardised workplace training and supervision of HC assistants. The consequences of transfer of responsibility by delegation from

  17. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct...... a measure of “surplus job creation” defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002-7, which identify the start-ups and which cover almost the entire private sector......, these measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than previous studies. Our findings show that while start-ups are responsible for the entire overall net job creation, incumbents account for more than a third of net job creation within...

  18. Competencies and Training Guidelines for Behavioral Health Providers in Pediatric Primary Care.

    Science.gov (United States)

    Njoroge, Wanjiku F M; Williamson, Ariel A; Mautone, Jennifer A; Robins, Paul M; Benton, Tami D

    2017-10-01

    This article focuses on the cross-discipline training competencies needed for preparing behavioral health providers to implement integrated primary care services. After a review of current competencies in the disciplines of child and adolescent psychiatry, psychology, and social work, cross-cutting competencies for integrated training purposes are identified. These competencies are comprehensive and broad and can be modified for use in varied settings and training programs. An existing and successful integrated care training model, currently implemented at Children's Hospital of Philadelphia, is described. This model and the training competencies are discussed in the context of recommendations for future work and training. Copyright © 2017 Elsevier Inc. All rights reserved.

  19. 49 CFR 214.329 - Train approach warning provided by watchmen/lookouts.

    Science.gov (United States)

    2010-10-01

    ... Protection § 214.329 Train approach warning provided by watchmen/lookouts. Roadway workers in a roadway work group who foul any track outside of working limits shall be given warning of approaching trains by one... shall clearly signify to all recipients of the warning that a train or other on-track equipment is...

  20. Rapid training of a community job skill to nonvocal adults with autism: an extension of intensive teaching.

    Science.gov (United States)

    Lattimore, L Perry; Parsons, Marsha B; Reid, Dennis H

    2009-01-01

    We evaluated an intensive program in a simulated format for rapidly teaching a job skill to nonvocal adults with autism. Following baseline probes with a new work task of assembling mailing boxes at a publishing company, 3 supported workers individually received repeated teaching sessions at a simulated work site. All workers met criterion with 1 day of simulation teaching, with subsequent criterion level performance upon returning to the job (1 worker required booster trials). Intensive teaching did not occasion problem behavior nor unhappiness indices. Improved work performance also occurred with two generalization tasks involving different materials. Implications for practitioners focus on improving worker performance without interfering with work completion that often accompanies on-the-job training. Potential applications of intensive programs for rapidly teaching other skills are discussed.

  1. Job Embedded Teacher Leadership Training: A Study of Teacher Empowerment in an Elementary Public School District

    Science.gov (United States)

    Banker, Lauren Langer

    2017-01-01

    This mixed-methodology case study explored one district's attempt to provide teacher leadership training in an effort to increase feelings of empowerment. Empowerment is defined as the degree to which an individual feels capable of influencing his or her work role and context (Spreitzer, 1995) and in the field of education, empowering teachers is…

  2. Jobs, Jobs, Jobs!

    Science.gov (United States)

    Jacobson, Linda

    2011-01-01

    Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

  3. Determining Provider Needs for Respite Training, Results of an Alabama Survey

    Directory of Open Access Journals (Sweden)

    Brian F. Geiger

    2014-12-01

    Full Text Available The Alabama Lifespan Respite Resource Network™ enhances respite services for family caregivers. University evaluators conducted a statewide assessment of respite providers using multiple formats. The purpose was to determine met and unmet needs for respite training among providers serving family caregivers of individuals with disabilities and chronic illnesses. A total of 317 respite providers attempted and 191 completed survey items, revealing respite experience, disabilities and chronic illnesses, areas of difficulty, prior training and confidence, training needs and preferences. Results will be used by a state Network to match content and delivery of training to providers’ needs. Respite providers have important roles to play, sharing information about respite services and providers, advocating for caregiver eligibility to receive services, and participating in training paid and volunteer providers.

  4. "I Just Want a Job"--What Do We Really Know about Young People in Jobs without Training?

    Science.gov (United States)

    Maguire, Sue

    2010-01-01

    The policy commitment in England to raise the participation age (RPA) for continuing in learning for all 17-year olds from 2013 and for all 18-year olds from 2015, brings with it the responsibility of ensuring that education and training are available, accessible and relevant to the needs of all types of learners. In recent years, little policy…

  5. Experiences on implementation of on-the-job training programmes for maintenance personnel in Asco and Vandellos II NPP

    International Nuclear Information System (INIS)

    Gonzalez Anez, F.

    2002-01-01

    This paper presents a process and methodology for definition and implementation of On-Job-Training Programmes (OJTP) for new maintenance personnel in Asco and Vandellos II. The content of these OJTP has been defined for each maintenance job position. A simplified task analysis was carried out to specify common and specific training. Generally, the specific maintenance training programs includes training modules in classroom and workshop environment on (1) maintenance of components and (2) maintenance fundamentals of mechanical, electrical and instrumentation. This specific training has been finally completed with a OJT programme based on the execution, observation or/and discussion about the main maintenance activities under entitled worker supervision. Each lesson, task or activity is defined in a format where the training objective, milestones and deliverables are specified. The list of activities makes up the OJTP. It is based on applicable plant procedures and maintenance instruction to each job position. Several participants or actors have been defined to implement the OJTP: co-ordinator of the process, tutors for each OJT task, line maintenance manager and trainee. Co-ordinator is the link among all actors. He knows the OJTP scope and plans the training activities according to the line maintenance manager. Co-ordinator carries out a tracking process, informs to training and maintenance managers about the progress in the programme, elaborates the progress and final reports and keeps training records. Tutors, usually entitled workers in the job position, transfer the knowledge to the trainee and discuss, review and assess the trainee's performance. Trainee carries out the scheduled tasks, keeps records of work done, prepares deliverables and informs about his activities to the Co-ordinator. The OJT programme for each new maintenance worker starts with a launching meeting with all involved actors. The goals of this meeting are to explain the OJTP scope and

  6. Private Training Providers in Australia: Their Characteristics and Training Activities. A National Vocational Education and Training Research and Evaluation Program Report

    Science.gov (United States)

    Harris, Roger; Simons, Michele; McCarthy, Carmel

    2006-01-01

    This study examines the nature of the training activity of private registered training organisations (RTOs) offered to Australian students in 2003, based on data from a national sample of 330 RTOs. The study also provides estimates of the private sector's overall contribution to the total vocational education and training (VET) effort in Australia…

  7. The Effect of Spiritual Intelligence Training on Job Satisfaction of Psychiatric Nurses

    OpenAIRE

    Heydari, Abbas; Meshkinyazd, Ali; Soudmand, Parvaneh

    2017-01-01

    Objective: Nurses are the most important staff in the health care system, thus, their job satisfaction is important in nursing management. The present study aimed at determining the impact of teaching spiritual intelligence on the job satisfaction of psychiatric nurses.Methods: The participants were divided into 2 groups by random allocation. Data were collected in 3 stages of before intervention, 4 weeks, and 8 weeks post intervention using Brayfield & Rother Job Satisfaction Questionnai...

  8. A Distance Education Model for Training Substance Abuse Treatment Providers in Cognitive-Behavioral Therapy

    Science.gov (United States)

    Watson, Donnie W.; Rawson, Richard R.; Rataemane, Solomon; Shafer, Michael S.; Obert, Jeanne; Bisesi, Lorrie; Tanamly, Susie

    2003-01-01

    This paper presents a rationale for the use of a distance education approach in the clinical training of community substance abuse treatment providers. Developing and testing new approaches to the clinical training and supervision of providers is important in the substance abuse treatment field where new information is always available. A…

  9. Outcome Evaluation of a Policy-Mandated Lifestyle and Environmental Modification Program in a National Job Training Center.

    Science.gov (United States)

    Jimenez, Elizabeth Yakes; Harris, Amanda; Luna, Donald; Velasquez, Daniel; Slovik, Jonathan; Kong, Alberta

    2017-06-01

    Excess weight gain is common when adolescents become young adults, but there are no obesity prevention or weight management interventions that have been tested for emerging adults who follow non-traditional post-secondary paths, such as enrolling in job training programs. We evaluated Healthy Eating & Active Lifestyles (HEALs), a policy-mandated lifestyle education/environmental modification program, at a job training center for low-income 16-24 year olds. We examined average change in body mass index (BMI) z-score from baseline to 6 months for emerging adults (aged 16-24 years) in pre-HEALs implementation (n = 125) and post-HEALs implementation (n = 126) cohorts living at the job training center, by baseline weight status. In both cohorts, average BMI z-score significantly increased from baseline to 6 months for students with BMI < 25. Average BMI z-score significantly decreased for the overweight (BMI 25 to <30; -0.11, p = .03) and obese (BMI ≥ 30; -0.11, p = .001) students only within the post-HEALs cohort; changes within the pre-HEALs cohort and between cohorts were not significant. HEALs may promote positive weight-related trends for overweight/obese students, but prevention efforts for non-overweight/obese students need to be improved.

  10. Content and Methods used to Train Tobacco Cessation Treatment Providers: An International Survey.

    Science.gov (United States)

    Kruse, Gina R; Rigotti, Nancy A; Raw, Martin; McNeill, Ann; Murray, Rachael; Piné-Abata, Hembadoon; Bitton, Asaf; McEwen, Andy

    2017-12-01

    There are limited existing data describing the training methods used to educate tobacco cessation treatment providers around the world. To measure the prevalence of tobacco cessation treatment content, skills training and teaching methods reported by tobacco treatment training programs across the world. Web-based survey in May-September 2013 among tobacco cessation training experts across six geographic regions and four World Bank income levels. Response rate was 73% (84 of 115 countries contacted). Of 104 individual programs from 84 countries, most reported teaching brief advice (78%) and one-to-one counseling (74%); telephone counseling was uncommon (33%). Overall, teaching of knowledge topics was more commonly reported than skills training. Programs in lower income countries less often reported teaching about medications, behavioral treatments and biomarkers and less often reported skills-based training about interviewing clients, medication management, biomarker measurement, assessing client outcomes, and assisting clients with co-morbidities. Programs reported a median 15 hours of training. Face-to-face training was common (85%); online programs were rare (19%). Almost half (47%) included no learner assessment. Only 35% offered continuing education. Nearly all programs reported teaching evidence-based treatment modalities in a face-to-face format. Few programs delivered training online or offered continuing education. Skills-based training was less common among low- and middle-income countries (LMICs). There is a large unmet need for tobacco treatment training protocols which emphasize practical skills, and which are more rapidly scalable than face-to-face training in LMICs.

  11. Relationship between Training Programs being Offered in State and Federal Penal Institutions and the Unfilled Job Openings in the Major Occupations in the United States.

    Science.gov (United States)

    Torrence, John Thomas

    Excluding military installations, training programs in state and federal penal institutions were surveyed, through a mailed checklist, to test the hypotheses that (1) training programs in penal institutions were not related to the unfilled job openings by major occupations in the United States, and (2) that training programs reported would have a…

  12. Effects of Desktop Virtual Reality Environment Training on State Anxiety and Vocational Identity Scores among Persons with Disabilities during Job Placement

    Science.gov (United States)

    Washington, Andre Lamont

    2013-01-01

    This study examined how desktop virtual reality environment training (DVRET) affected state anxiety and vocational identity of vocational rehabilitation services consumers during job placement/job readiness activities. It utilized a quantitative research model with a quasi-experimental pretest-posttest design plus some qualitative descriptive…

  13. Towards successful Dissemination of Psychological First Aid: a study of provider training preferences.

    Science.gov (United States)

    Hambrick, Erin P; Rubens, Sonia L; Vernberg, Eric M; Jacobs, Anne K; Kanine, Rebecca M

    2014-04-01

    Dissemination of Psychological First Aid (PFA) is challenging considering the complex nature of disaster response and the various disaster mental health (DMH) trainings available. To understand challenges to dissemination in community mental health centers (CMHCs), interviews were conducted with nine DMH providers associated with CMHCs. Consensual qualitative analysis was used to analyze data. Interviews were targeted toward understanding organizational infrastructure, DMH training requirements, and training needs. Results clarified challenges to DMH training in CMHCs and factors that may promote buy-in for trainings. For example, resources are limited and thus allocated for state and federal training requirements. Therefore, including PFA in these requirements could promote adoption. Additionally, a variety of training approaches that differ in content, style, and length would be useful. To conclude, a conceptual model for ways to promote buy-in for the PFA Guide is proposed.

  14. Interprofessional SDM train-the-trainer program "Fit for SDM": provider satisfaction and impact on participation.

    Science.gov (United States)

    Körner, Mirjam; Ehrhardt, Heike; Steger, Anne-Kathrin; Bengel, Jürgen

    2012-10-01

    The aim of the study was to evaluate the interprofessional SDM training program "Fit for SDM" in medical rehabilitation, which was implemented in two steps: (1) university staff trained providers in executive positions as trainers and (2) the providers trained their staff. For the evaluation of the first step a questionnaire for shared decision-making (SDM) skills and satisfaction with the training was completed by the providers in executive positions. A staff survey was used in a cluster-randomized controlled study to determine the overall impact of the train-the-trainer program on internal and external participation in the team. The providers in the six clinics evaluated their SDM competences and satisfaction very positively after training (step 1). External participation was enhanced by application of the training content, with significant changes recorded for females and nurses in particular. However, it had no direct influence on internal participation. This is the first interprofessional SDM train-the-trainer program in Germany to bridge interprofessionalism (internal participation) and SDM (external participation); it was implemented successfully and evaluated positively. Establishing interprofessional SDM training programs should be encouraged for all health care professionals. Implementation in the interprofessional setting should consider interprofessional team factors. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

  15. Advanced training systems

    Science.gov (United States)

    Savely, Robert T.; Loftin, R. Bowen

    1990-01-01

    Training is a major endeavor in all modern societies. Common training methods include training manuals, formal classes, procedural computer programs, simulations, and on-the-job training. NASA's training approach has focussed primarily on on-the-job training in a simulation environment for both crew and ground based personnel. NASA must explore new approaches to training for the 1990's and beyond. Specific autonomous training systems are described which are based on artificial intelligence technology for use by NASA astronauts, flight controllers, and ground based support personnel that show an alternative to current training systems. In addition to these specific systems, the evolution of a general architecture for autonomous intelligent training systems that integrates many of the features of traditional training programs with artificial intelligence techniques is presented. These Intelligent Computer Aided Training (ICAT) systems would provide much of the same experience that could be gained from the best on-the-job training.

  16. The Main Investigative Discipline Integrative Job Training: The need to achieve coherent educational influences and demands of the actors involved in the training process

    Directory of Open Access Journals (Sweden)

    Abel Rojas-Marrero

    2016-07-01

    Full Text Available In this article an assessment about the achievements of the influences and educational requirements consistent achieved through the implementation of the Main Investigative Discipline Integrative occupational training in the municipality of Santiago de Cuba is done. Its history, the mission of the University of Pedagogical Sciences regarding the training of their graduates. This is achieved from the design, implementation and evaluation of the Main Discipline Integrative Investigativa Job Training, that the apparent contradiction between the general training of any teacher is resolved, the particulars of every race and specific for each year study, based on the progressive domination of the modes of professional activity. It is based as a key idea: professional functions (skills which constitute the realization of the essence of the teaching profession, manifested in their professional performance.

  17. Blood Pressure Directed Booster Trainings Improve Intensive Care Unit Provider Retention of Excellent Cardiopulmonary Resuscitation Skills.

    Science.gov (United States)

    Wolfe, Heather; Maltese, Matthew R; Niles, Dana E; Fischman, Elizabeth; Legkobitova, Veronika; Leffelman, Jessica; Berg, Robert A; Nadkarni, Vinay M; Sutton, Robert M

    2015-11-01

    Brief, intermittent cardiopulmonary resuscitation (CPR) training sessions, "Booster Trainings," improve CPR skill acquisition and short-term retention. The objective of this study was to incorporate arterial blood pressure (ABP) tracings into Booster Trainings to improve CPR skill retention. We hypothesized that ABP-directed CPR "Booster Trainings" would improve intensive care unit (ICU) provider 3-month retention of excellent CPR skills without need for interval retraining. A CPR manikin creating a realistic relationship between chest compression depth and ABP was used for training/testing. Thirty-six ICU providers were randomized to brief, bedside ABP-directed CPR manikin skill retrainings: (1) Booster Plus (ABP visible during training and testing) versus (2) Booster Alone (ABP visible only during training, not testing) versus (3) control (testing, no intervention). Subjects completed skill tests pretraining (baseline), immediately after training (acquisition), and then retention was assessed at 12 hours, 3 and 6 months. The primary outcome was retention of excellent CPR skills at 3 months. Excellent CPR was defined as systolic blood pressure of 100 mm Hg or higher and compression rate 100 to 120 per minute. Overall, 14 of 24 (58%) participants acquired excellent CPR skills after their initial training (Booster Plus 75% vs 50% Booster Alone, P = 0.21). Adjusted for age, ABP-trained providers were 5.2× more likely to perform excellent CPR after the initial training (95% confidence interval [95% CI], 1.3-21.2; P = 0.02), and to retain these skills at 12 hours (adjusted odds ratio, 4.4; 95% CI, 1.3-14.9; P = 0.018) and 3 months (adjusted odds ratio, 4.1; 95% CI, 1.2-13.9; P = 0.023) when compared to baseline performance. The ABP-directed CPR booster trainings improved ICU provider 3-month retention of excellent CPR skills without the need for interval retraining.

  18. 20 CFR 670.945 - Are Job Corps operators and service providers authorized to pay State or local taxes on gross...

    Science.gov (United States)

    2010-04-01

    ... provider to pay such taxes, the center operator or service provider may pay the taxes with Federal funds... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps operators and service providers authorized to pay State or local taxes on gross receipts? 670.945 Section 670.945 Employees' Benefits...

  19. Firm-Provided Training in Europe and the Limits of National Skills Strategies

    Science.gov (United States)

    Markowitsch, Jorg; Kapplinger, Bernd; Hefler, Gunter

    2013-01-01

    This article addresses cross-country and cross-period differences in average levels of training activity from an institutional perspective. Firm-provided training in Europe between 1999 and 2010 is scrutinized in order to explore whether diverse institutional arrangements that can be linked to welfare state regimes can yield discernible…

  20. Organising, Providing and Evaluating Technical Training for Early Career Researchers: A Case Study

    Science.gov (United States)

    van Besouw, Rachel M.; Rogers, Katrine S.; Powles, Christopher J.; Papadopoulos, Timos; Ku, Emery M.

    2013-01-01

    This paper considers the importance of providing technical training opportunities for Early Career Researchers (ECRs) worldwide through the case study of a MATLAB training programme, which was proposed, organised, managed and evaluated by a team of five ECRs at the University of Southampton. The effectiveness of the programme in terms of the…

  1. Outsourcing Relationships between Firms and Their Training Providers: The Role of Trust

    Science.gov (United States)

    Gainey, Thomas W.; Klaas, Brian S.

    2005-01-01

    Firms increasingly use external vendors to provide training for their employees. And because trust has been found to be essential in successful interfirm relationships, this study identified a number of factors thought to be associated with both self-interested trust and socially oriented trust between firms and their training suppliers. Using…

  2. Training providers on issues of race and racism improve health care equity.

    Science.gov (United States)

    Nelson, Stephen C; Prasad, Shailendra; Hackman, Heather W

    2015-05-01

    Race is an independent factor in health disparity. We developed a training module to address race, racism, and health care. A group of 19 physicians participated in our training module. Anonymous survey results before and after the training were compared using a two-sample t-test. The awareness of racism and its impact on care increased in all participants. White participants showed a decrease in self-efficacy in caring for patients of color when compared to white patients. This training was successful in deconstructing white providers' previously held beliefs about race and racism. © 2015 Wiley Periodicals, Inc.

  3. Olympic weightlifting and plyometric training with children provides similar or greater performance improvements than traditional resistance training.

    Science.gov (United States)

    Chaouachi, Anis; Hammami, Raouf; Kaabi, Sofiene; Chamari, Karim; Drinkwater, Eric J; Behm, David G

    2014-06-01

    A number of organizations recommend that advanced resistance training (RT) techniques can be implemented with children. The objective of this study was to evaluate the effectiveness of Olympic-style weightlifting (OWL), plyometrics, and traditional RT programs with children. Sixty-three children (10-12 years) were randomly allocated to a 12-week control OWL, plyometric, or traditional RT program. Pre- and post-training tests included body mass index (BMI), sum of skinfolds, countermovement jump (CMJ), horizontal jump, balance, 5- and 20-m sprint times, isokinetic force and power at 60 and 300° · s(-1). Magnitude-based inferences were used to analyze the likelihood of an effect having a standardized (Cohen's) effect size exceeding 0.20. All interventions were generally superior to the control group. Olympic weightlifting was >80% likely to provide substantially better improvements than plyometric training for CMJ, horizontal jump, and 5- and 20-m sprint times, whereas >75% likely to substantially exceed traditional RT for balance and isokinetic power at 300° · s(-1). Plyometric training was >78% likely to elicit substantially better training adaptations than traditional RT for balance, isokinetic force at 60 and 300° · s(-1), isokinetic power at 300° · s(-1), and 5- and 20-m sprints. Traditional RT only exceeded plyometric training for BMI and isokinetic power at 60° · s(-1). Hence, OWL and plyometrics can provide similar or greater performance adaptations for children. It is recommended that any of the 3 training modalities can be implemented under professional supervision with proper training progressions to enhance training adaptations in children.

  4. Effectiveness of behavioral skills training on staff performance in a job training setting for high-functioning adolescents with autism spectrum disorders

    NARCIS (Netherlands)

    Palmen, A.M.J.W.; Didden, H.C.M.; Korzilius, H.P.L.M.

    2010-01-01

    Few studies have focused on improving staff performance in naturalistic training settings for high-functioning adolescents with autism spectrum disorders. Behavioral skills training, consisting of group instruction and supervisory feedback, was used to improve staff performance on (a) providing

  5. Deficiencies in postgraduate training for healthcare professionals who provide diabetes education and support

    DEFF Research Database (Denmark)

    Byrne, J. L.; Davies, Melanie J; Willaing, I.

    2017-01-01

    : The present study shows that healthcare professionals report being insufficiently equipped to provide diabetes self-management education, including emotional and psychological aspects of diabetes, and many are not receiving postgraduate training in any part (including medical care) of the management......Aims: To consider the global provision of self-management diabetes education and training for healthcare professionals using data from the second Diabetes Attitudes, Wishes and Needs (DAWN2) study. Methods: A total of 4785 healthcare professionals caring for people with diabetes were surveyed in 17.......6–70.6% variation). Training in psychological management was low (19.1%), ranging from 3.6 to 36.5%, while 20.4% (a range of 3.6–36.4% across countries) had received no postgraduate training. Overall, the greatest training need was in the management of psychological aspects of diabetes (59.5%). For some, training...

  6. Financial management and job social skills training components in a summer business institute: a controlled evaluation in high achieving predominantly ethnic minority youth.

    Science.gov (United States)

    Donohue, Brad; Conway, Debbie; Beisecker, Monica; Murphy, Heather; Farley, Alisha; Waite, Melissa; Gugino, Kristin; Knatz, Danielle; Lopez-Frank, Carolina; Burns, Jack; Madison, Suzanne; Shorty, Carrie

    2005-07-01

    Ninety-two adolescents, predominantly ethnic minority high school students, participated in a structured Summer Business Institute (SBI). Participating youth were randomly assigned to receive either job social skills or financial management skills training components. Students who additionally received the job social skills training component were more likely to recommend their employment agency to others than were youth who received the financial management component, rated their overall on-the-job work experience more favorably, and demonstrated higher scores in areas that were relevant to the skills that were taught in the job social skills workshops. The financial management component also appeared to be relatively effective, as youth who received this intervention improved their knowledge of financial management issues more than youth who received job social skills, and rated their workshops as more helpful in financial management, as well as insurance management. Future directions are discussed in light of these results.

  7. "Do I stay or do I go?"--job change and labor market exit intentions of employees providing informal care to older adults.

    Science.gov (United States)

    Schneider, Ulrike; Trukeschitz, Birgit; Mühlmann, Richard; Ponocny, Ivo

    2013-10-01

    This article examines whether providing informal eldercare to an older dependent person predicts employees' intentions to change jobs or exit the labor market and, if so, which particular aspects of both caregiving (e.g. time demands, physical/cognitive care burden) and their current work environment shape these intentions. We used data from a sample of 471 caring and 431 noncaring employees in Austria and split the analyses by gender. We found different aspects of informal caregiving to be associated with the intention to change jobs and with the anticipated labor market withdrawal of male and female workers. A time-based conflict between informal eldercare and paid work was significantly and positively related to the intended job change of female workers but not of their male counterparts. Flexible work arrangements were found to facilitate the attachment of female workers to their jobs and the labor market. Intentions to exit the labor market of male workers appeared to be triggered by a physical care burden rather than time demands. We studied the effects of providing informal eldercare on the turnover intention of men and women in a group of workers who were also the main carers providing support to a dependent older person with substantial care needs. The intention of male and female workers to change jobs and exit the labor market is shaped by the different characteristics of informal caregiving. Time-based conflicts between informal care and paid work are associated with a higher relative risk of anticipating job changes for female workers. Flextime facilitates the job and labor market attachment of female workers with eldercare responsibilities. The intensity of personal care provided to an older relative is significantly positively related to male workers' relative risk of anticipated labor market exit. Care to an older person in need of supervision makes the labor market exit of female workers less likely, lending thus support to the idea of the respite

  8. Training hospital providers in basic CPR skills in Botswana: Acquisition, retention and impact of novel training techniques☆

    Science.gov (United States)

    Meaney, Peter A.; Sutton, Robert M.; Tsima, Billy; Steenhoff, Andrew P.; Shilkofski, Nicole; Boulet, John R.; Davis, Amanda; Kestler, Andrew M.; Church, Kasey K.; Niles, Dana E.; Irving, Sharon Y.; Mazhani, Loeto; Nadkarni, Vinay M.

    2013-01-01

    Objective Globally, one third of deaths each year are from cardiovascular diseases, yet no strong evidence supports any specific method of CPR instruction in a resource-limited setting. We hypothesized that both existing and novel CPR training programs significantly impact skills of hospital-based healthcare providers (HCP) in Botswana. Methods HCP were prospectively randomized to 3 training groups: instructor led, limited instructor with manikin feedback, or self-directed learning. Data was collected prior to training, immediately after and at 3 and 6 months. Excellent CPR was prospectively defined as having at least 4 of 5 characteristics: depth, rate, release, no flow fraction, and no excessive ventilation. GEE was performed to account for within subject correlation. Results Of 214 HCP trained, 40% resuscitate ≥1/month, 28% had previous formal CPR training, and 65% required additional skills remediation to pass using AHA criteria. Excellent CPR skill acquisition was significant (infant: 32% vs. 71%, p CPR skill retention was significant at 3 (39% vs. 70%, p CPR skills were retained to 3 months (34% vs. 51%, p = 0.02). On multivariable analysis, low cognitive score and need for skill remediation, but not instruction method, impacted CPR skill performance. Conclusions HCP in resource-limited settings resuscitate frequently, with little CPR training. Using existing training, HCP acquire and retain skills, yet often require remediation. Novel techniques with increased student: instructor ratio and feedback manikins were not different compared to traditional instruction. PMID:22561463

  9. Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach

    Science.gov (United States)

    2010-05-01

    This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

  10. THE EFFECT OF INTERPERSONAL COMMUNICATION AND JOB STRESS ON ORGANIZATIONAL COMMITMENT AT CUSTOMS TRAINING CENTER

    Directory of Open Access Journals (Sweden)

    Rita Dwi Lindawati

    2017-05-01

    Full Text Available The research aims to analyze the impact of leadership style and work environment to employee’s job satisfaction with organizational culture as moderating variable at balai kesehatan penerbangan Jakarta. the research used quantitative method. The data were analyzed using structural equation modeling-partial least square. 84 public services were used as samples, but 78 samples were given questionnaire back. The research revealed that: a leadership style has impact on work environment (0,549; b leadership style influences significantly to organizational culture (0,454; c work environment does not have impact on organizational culture (0,161; d organizational culture has strong relation to job satisfaction (0,840; e leadership style has not effect on job satisfaction (0,038; f work environment has not influence on job satisfaction (0,037; g through organizational culture, leadership style has significant effect on job satisfaction (0,660; and h through organizational culture, work environment has not significant effect on job satisfaction (0,129.

  11. Impact of Family Planning and Business Trainings on Private-Sector Health Care Providers in Nigeria.

    Science.gov (United States)

    Ugaz, Jorge; Leegwater, Anthony; Chatterji, Minki; Johnson, Doug; Baruwa, Sikiru; Toriola, Modupe; Kinnan, Cynthia

    2017-06-01

    Private health care providers are an important source of modern contraceptives in Sub-Saharan Africa, yet they face many challenges that might be addressed through targeted training. This study measures the impact of a package of trainings and supportive supervision activities targeted to private health care providers in Lagos State, Nigeria, on outcomes including range of contraceptive methods offered, providers' knowledge and quality of counseling, recordkeeping practices, access to credit and revenue. A total of 965 health care facilities were randomly assigned to treatment and control groups. Facilities in the treatment group-but not those in the control group-were offered a training package that included a contraceptive technology update and interventions to improve counseling and clinical skills and business practices. Multivariate regression analysis of data collected through facility and mystery client surveys was used to estimate effects. The training program had a positive effect on the range of contraceptive methods offered, with facilities in the treatment group providing more methods than facilities in the control group. The training program also had a positive impact on the quality of counseling services, especially on the range of contraceptive methods discussed by providers, their interpersonal skills and overall knowledge. Facilities in the treatment group were more likely than facilities in the control group to have good recordkeeping practices and to have obtained loans. No effect was found on revenue generation. Targeted training programs can be effective tools to improve the provision of family planning services through private providers.

  12. Performance Pay Improves Engagement, Progress, and Satisfaction in Computer-Based Job Skills Training of Low-Income Adults

    Science.gov (United States)

    Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Silverman, Kenneth

    2013-01-01

    Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training…

  13. Training Veterans to Provide Peer Support in a Weight-Management Program: MOVE!

    Science.gov (United States)

    Haynes-Maslow, Lindsey; Carr, Carol; Orr, Melinda; Kahwati, Leila C.; Weiner, Bryan J.; Kinsinger, Linda

    2013-01-01

    Introduction The Veterans Health Administration (VHA) has implemented MOVE!, a weight-management program for veterans designed to address the increasing proportion of overweight and obese veterans. The objective of our study was to determine whether peer support employing motivational interviewing (MI) could positively influence lifestyle changes, thus expanding the reach of the MOVE! program. We describe the initial evaluation of the peer training program. Methods We developed an MI peer counselor training program for volunteer veterans, the “Buddies” program, to provide one-on-one telephone support for veterans enrolled in MOVE!. Buddies were recruited at 5 VHA sites and trained to provide peer support for the 6-month MOVE! intervention. We used a DVD to teach MI skills and followed with 2 to 3 booster sessions. We observed training, conducted pre- and posttraining surveys, and debriefed focus groups to assess training feasibility. Results Fifty-six Buddies were trained. Results indicate positive receipt of the program (89% reported learning about peer counseling and 87% reported learning communication skills). Buddies showed a small improvement in MI self-efficacy on posttraining surveys. We also identified key challenges to learning MI and training implementation. Conclusions MI training is feasible to implement and acceptable to volunteer Buddies. Trainers must assess how effectively volunteers learn MI skills in order to enhance its effective use in health promotion. PMID:24199738

  14. Mental Health Care Providers' Views of Their Work with Consumers and Their Reports of Recovery-Orientation, Job Satisfaction, and Personal Growth.

    Science.gov (United States)

    Osborn, Lawrence A; Stein, Catherine H

    2016-10-01

    The research examined the role of mental health care providers' perceptions of their professional relationships with consumers in understanding their reports of agency recovery-oriented services and their own sense of job satisfaction and personal growth. Multidisciplinary community mental health care providers (N = 105) responded to an online self-report questionnaire. Providers' reports of higher levels of working alliance and greater provider directiveness in working with consumers was significantly related to providers' reports of higher levels of agency recovery-orientation and higher levels of personal growth. Providers' reports of working alliance accounted for the largest proportion of variance in providers' reports of job satisfaction. Mental health providers' perceptions of relationships with consumers are central to understanding providers' views of agency recovery-orientation and sense of professional and personal well-being.

  15. Job profile research for the purchasing profession

    NARCIS (Netherlands)

    Mulder, M.; Wesselink, R.; Bruijstens, H.Chr.J.

    2005-01-01

    The study reported in this article is based on theories about job and competence analysis and a project in which job profiles were developed that were aimed at providing a framework of reference for evaluating in-service training programmes for purchasing professionals (professional buyers of goods

  16. Health worker performance in the management of paediatric fevers following in-service training and exposure to job aids in Kenya

    Directory of Open Access Journals (Sweden)

    Bruce Jane

    2010-09-01

    Full Text Available Abstract Background Improving the way artemether-lumefantrine (AL is provided to patients attending clinics is critical to maximize the benefit of this new medicine. In 2007, a new initiative was launched in one part of Kenya to improve malaria case-management through enhanced in-service training and provision of job aids. Methods An evaluation of the intervention using pre- and post-intervention cross sectional health facility surveys was conducted in Bondo district. The surveys included: audit of government health facilities, health worker structured interviews and exit interviews with caretakers of sick children below five years of age. The outcome indicators were the proportions of febrile children who had AL prescribed, AL dispensed, and four different dispensing and counseling tasks performed. Results At baseline 33 government health facilities, 48 health workers and 386 febrile child consultations were evaluated. At follow-up the same health facilities were surveyed and 36 health workers and 390 febrile child consultations evaluated. The findings show: 1 no health facility or health worker was exposed to all components of the intervention; 2 the proportion of health workers who received the enhanced in-service training was 67%; 3 the proportion of febrile children with uncomplicated malaria treated with the first-line anti-malarial drug, artemether-lumefantrine (AL, at health facilities where AL was in stock increased from 76.9% (95%CI: 69.4, 83.1 to 87.6% (95% CI: 82.5, 91.5; 4 there were modest but non-significant improvements in dispensing and counseling practices; and 5 when the analyses were restricted to health workers who received the enhanced in-service training and/or had received new guidelines and job aids, no significant improvements in reported case-management tasks were observed compared to baseline. Conclusion In-service training and provision of job aids alone may not be adequate to improve the prescribing, dispensing and

  17. Health worker performance in the management of paediatric fevers following in-service training and exposure to job aids in Kenya.

    Science.gov (United States)

    Wasunna, Beatrice; Zurovac, Dejan; Bruce, Jane; Jones, Caroline; Webster, Jayne; Snow, Robert W

    2010-09-18

    Improving the way artemether-lumefantrine (AL) is provided to patients attending clinics is critical to maximize the benefit of this new medicine. In 2007, a new initiative was launched in one part of Kenya to improve malaria case-management through enhanced in-service training and provision of job aids. An evaluation of the intervention using pre- and post-intervention cross sectional health facility surveys was conducted in Bondo district. The surveys included: audit of government health facilities, health worker structured interviews and exit interviews with caretakers of sick children below five years of age. The outcome indicators were the proportions of febrile children who had AL prescribed, AL dispensed, and four different dispensing and counseling tasks performed. At baseline 33 government health facilities, 48 health workers and 386 febrile child consultations were evaluated. At follow-up the same health facilities were surveyed and 36 health workers and 390 febrile child consultations evaluated. The findings show: 1) no health facility or health worker was exposed to all components of the intervention; 2) the proportion of health workers who received the enhanced in-service training was 67%; 3) the proportion of febrile children with uncomplicated malaria treated with the first-line anti-malarial drug, artemether-lumefantrine (AL), at health facilities where AL was in stock increased from 76.9% (95%CI: 69.4, 83.1) to 87.6% (95% CI: 82.5, 91.5); 4) there were modest but non-significant improvements in dispensing and counseling practices; and 5) when the analyses were restricted to health workers who received the enhanced in-service training and/or had received new guidelines and job aids, no significant improvements in reported case-management tasks were observed compared to baseline. In-service training and provision of job aids alone may not be adequate to improve the prescribing, dispensing and counseling tasks necessary to change malaria case

  18. Chlamydia prevalence trends among women and men entering the National Job Training Program from 1990 through 2012.

    Science.gov (United States)

    Learner, Emily R; Torrone, Elizabeth A; Fine, Jason P; Pence, Brian W; Powers, Kimberly A; Miller, William C

    2018-01-26

    Evaluating chlamydia prevalence trends from sentinel surveillance is important for understanding population disease burden over time. However, prevalence trend estimates from surveillance data may be misleading if they do not account for changes in risk profiles of individuals who are screened (case mix) and changing performance of the screening tests used. We analyzed chlamydia screening data from a sentinel surveillance population of 389,555 young women (1990-2012) and 303,699 young men (2003-2012) entering the US National Job Training Program. This period follows the introduction of national chlamydia screening programs designed to prevent transmission and reduce population disease burden. After ruling out bias due to case mix, we used an expectation-maximization based maximum likelihood approach to account for measurement error from changing screening tests, and generated minimally-biased long-term chlamydia prevalence trend estimates among youth and young adults in this sentinel surveillance population. Adjusted chlamydia prevalence among women was high throughout the study period, but fell from 20% in 1990 to 12% in 2003, and remained between 12% and 14% through 2012. Adjusted prevalence among men was steady throughout the study period at approximately 7%. For both women and men, adjusted prevalence was highest among Black and American Indian youth and young adults, and in the Southern and Midwestern regions of the US throughout the study period. Our minimally-biased trend estimates provide support for an initial decrease in chlamydia prevalence among women soon after the introduction of national chlamydia screening programs. Constant chlamydia prevalence in more recent years suggests that screening may not be sufficient to further reduce chlamydia prevalence among high-risk youth and young adults.

  19. DAMPAK ON-THE-JOB TRAINING DI LUAR NEGERI PADA STRATEGI PEMBELAJARAN BAHASA INGGRIS DAN KEMAMPUAN SOFT SKILLS MAHASISWA

    Directory of Open Access Journals (Sweden)

    Kun Aniroh

    2011-11-01

    Full Text Available Globalization opens up the chances for students of hotel studies to have on-the-job training at hotels abroad with the duration of six months up to one year. At the first three months the students got difficulties in using their English and get less interaction and appropriate behavior because in a hotel abroad there are many staffs from many countries using English with different accents and different cultures. Such environment triggered students to learn English with a particular strategy that lead them to improve their English and their soft skills convincingly.

  20. Training needs assessment of service providers: targeted intervention for HIV/AIDS in Jharkhand, India.

    Science.gov (United States)

    Kumar, Anant; Kumar, Prakash

    2013-01-01

    Training needs assessments are pivotal for any capacity building program. Building capacity of service providers and staff involved in HIV/AIDS intervention programs is crucial because of the distinct nature of such programs. It requires specific knowledge, skills, and attitudes that are of utmost importance, influencing the reach of the program and its impact in halting and reversing the epidemic. This study was conducted to identify the training needs assessment of personnel involved in targeted intervention for high risk populations vulnerable to HIV infection in Jharkhand, India. Through the study the authors critically examine the existing training needs and gaps and suggest strategies to address them.

  1. A management framework for training providers to improve skills development in the workplace

    OpenAIRE

    2011-01-01

    D.Ed. A skills revolution was launched in the South African workplace by the Department of Labour in 1998. Various skills development legislation were introduced to meet international standards, redress skills imbalances, curb skills shortages and improve the general skills in the current workforce. Training providers were the drivers of workplace training, yet are now displaced by skills authorities, such as the SET As, the ETQAs and SAQA. While the custody of skills development is placed...

  2. Video Modeling Training Effects on Types of Attention Delivered by Educational Care-Providers.

    Science.gov (United States)

    Taber, Traci A; Lambright, Nathan; Luiselli, James K

    2017-06-01

    We evaluated the effects of abbreviated (i.e., one-session) video modeling on delivery of student-preferred attention by educational care-providers. The video depicted a novel care-provider interacting with and delivering attention to the student. Within a concurrent multiple baseline design, video modeling increased delivery of the targeted attention for all participants as well as their delivery of another type of attention that was not trained although these effects were variable within and between care-providers. We discuss the clinical and training implications from these findings.

  3. Job satisfaction and associated factors among health care providers at public health institutions in Harari region, eastern Ethiopia: a cross-sectional study.

    Science.gov (United States)

    Geleto, Ayele; Baraki, Negga; Atomsa, Gudina Egata; Dessie, Yadeta

    2015-09-01

    Human factor is the primary resource of health care system. For optimal performance of health care system, the workforce needs to be satisfied with the job he/she is doing. This research was aimed to assess the level of job satisfaction and associated factors among health care providers at public health institutions in Harari region, Eastern Ethiopia. Health facility based cross-sectional study was conducted among 405 randomly selected health care providers in Harari regional state, Eastern Ethiopia. Data were collected by self-administered structured questionnaires. Epidata Version 3.1 was used for data entry and analysis was made with SPSS version 17. Level of job satisfaction was measured with a multi item scales derived from Wellness Council of America and Best Companies Group. The average/mean value was used as the cutoff point to determine whether the respondents were satisfied with their job or not. Multivariable logistic regression was used to analyze data and odds ratio with 95% CI at P ≤ 0.05 was used to identify associated factors with level of job satisfaction. Less than half 179 (44.2%) of the respondents were satisfied with their job. Being midwifery in profession [AOR = 1.20; 95% CI (1.11-2.23)], age less than 35 years [AOR = 2.0; 95% CI (1.67-2.88)], having good attitude to stay in the same ward for longer period [AOR = 3.21; 95 % CI (1.33, 5.41)], and safe working environment [AOR = 4.61; 95% CI (3.33, 6.92)] were found were found to be associated with job satisfaction. Less than half (44.2%) of the respondents were satisfied with their current job. Organizational management system, salary and payment and working environment were among factors that affects level of job satisfaction. Thus, regional health bureau and health facility administrators need to pay special attention to improve management system through the application of a health sector reform strategy.

  4. "Great Job Cleaning Your Plate Today!" Determinants of Child-Care Providers' Use of Controlling Feeding Practices: An Exploratory Examination.

    Science.gov (United States)

    Dev, Dipti A; McBride, Brent A; Speirs, Katherine E; Blitch, Kimberly A; Williams, Natalie A

    2016-11-01

    foods. Training providers about negative child outcomes associated with CFP, children's ability to self-regulate energy intake, and differentiating between controlling and healthful feeding strategies may help providers to avoid CFP. Copyright © 2016 Academy of Nutrition and Dietetics. Published by Elsevier Inc. All rights reserved.

  5. Routine training is not enough: structured training in family planning and abortion improves residents' competency scores and intentions to provide abortion after graduation more than ad hoc training.

    Science.gov (United States)

    Macisaac, Laura; Vickery, Zevidah

    2012-03-01

    Abortion provision remains threatened by the paucity of physicians trained to provide them. Lack of training during residency has been cited by obstetrician and gynecologist (ob-gyn) physicians as a reason for not including abortion in their practice. We administered surveys on interest, competency and intention to provide abortions to two groups of ob-gyn residents: one experiencing a new comprehensive and structured family planning rotation, and another group at our affiliate hospital's residency program receiving "ad hoc" training during their routine gynecology rotations. Surveys were anonymous and blinded to investigator. The structured family planning rotation group compared to the ad hoc group reported significantly increased competency score using a Likert scale in manual vacuum aspiration (MVA) (4.5 vs. 1; p=.003) and had a higher proportion reporting intent to provide office MVA postresidency (100% vs. 39%; p=.01) and being trained to 22.5 weeks' vs. 12 weeks' gestation (p=.005). In bivariate analysis, competency in MVA was associated with higher intentions to provide MVA after residency (p=.007). A structured rotation in family planning and abortion for obstetrics/gynecology residents results in increases in competency and intentions to provide abortion, and an association between the two. In-hospital structured training proved to be superior to ad hoc training in our affiliate institution in improving competency and intention to provide abortion after residency. Copyright © 2012 Elsevier Inc. All rights reserved.

  6. Nonsuicidal Self-Injury among Adolescents: A Training Priority for Primary Care Providers

    Science.gov (United States)

    Taliaferro, Lindsay A.; Muehlenkamp, Jennifer J.; Hetler, Joel; Edwall, Glenace; Wright, Catherine; Edwards, Anne; Borowsky, Iris W.

    2013-01-01

    Primary care providers were surveyed to determine how prepared they feel to address nonsuicidal self-injury (NSSI) among adolescents, their interest in training on NSSI, and factors associated with routinely asking about NSSI when providing health supervision. Participants included family medicine physicians ("n" = 260), pediatricians…

  7. Providing Staff Training and Programming to Support People with Disabilities: An Academic Library Case Study

    Science.gov (United States)

    Brannen, Michelle H.; Milewski, Steven; Mack, Thura

    2017-01-01

    This case study explores services academic libraries provide to students with disabilities and the impact these can have on the success and experience of these students. The study focuses on staff training and outreach programming. The authors examine the academic library literature surrounding these topics, provide examples of programming…

  8. Building Capability in Vocational Education and Training Providers: The TAFE Cut. Occasional Paper

    Science.gov (United States)

    Guthrie, Hugh; Clayton, Berwyn

    2010-01-01

    This paper focuses on issues which affect the capability of technical and further education (TAFE) providers to meet their clients' and stakeholders' needs and draws extensively on the reports of the consortium research program which examined ways to help build vocational education and training (VET) provider and workforce capability. The paper…

  9. 75 FR 6208 - Proposed Collection; Comment Request; Web Based Training for Pain Management Providers

    Science.gov (United States)

    2010-02-08

    ... effectiveness of the Web Based Training for Pain Management Providers, via the Web site PainAndAddiction... their ability to treat pain and addiction co-occurring in the provider's patients. In order to evaluate..., mechanical, or other technological collection techniques or other forms of information technology. FOR...

  10. 75 FR 19978 - Proposed Collection; Comment Request; Web Based Training for Pain Management Providers

    Science.gov (United States)

    2010-04-16

    ... Based Training for Pain Management Providers, via the Web site PainAndAddictionTreatment.com , to... addiction co-occurring in the provider's patients. In order to evaluate the effectives of the program... technological collection techniques or other forms of information technology. Direct Comments to OMB: Written...

  11. 75 FR 21297 - Submission for OMB Review; Comment Request Web Based Training for Pain Management Providers

    Science.gov (United States)

    2010-04-23

    ... Based Training for Pain Management Providers, via the Web site PainAndAddictionTreatment.com , to... addiction co-occurring in the provider's patients. In order to evaluate the effectives of the program... technological collection techniques or other forms of information technology. Direct Comments to OMB: Written...

  12. The survey of the job satisfaction rate in the nurses working in the training hospitals of Zahedan University of Medical Sciences 2015

    Directory of Open Access Journals (Sweden)

    Ali Reza Salar

    2016-07-01

    Full Text Available The researchers have come to know the concept of the job satisfaction as a general satisfaction in the majority of the occupational conditions such as payment, promotion, security and so on. Job satisfaction is one of the main factors influencing the occupation’s favorable aspects including organizational commitment, improving the organizational citizenship behavior, elevating the customers’ satisfaction and reducing the frequent absences from work. Therefore, the current study aims at the survey of the job satisfaction rate in the nurses working in the training hospitals associated with Zahedan medical sciences university. The present study is a descriptive-analytical research which has been conducted on 264 nurses. The required information have been collected through the use of a two-part questionnaire the first part of which related to the demographic characteristics and the second part encompassed a researcher-made job satisfaction questionnaire. The data extracted were analyzed by the use of descriptive statistics methods, independent t-test and variance analysis in SPSS 19.0 software. In the present study the participants average age was 32.61 ± 6.95 and 185 individuals (7 0.1% were women. The nurses overall mean score for the job satisfaction was 65.41± 11.58. Three individuals showed a very low level of job satisfaction, 19 individuals indicated low satisfaction, 53 individuals were satisfied and 5 individuals were completely satisfied with their jobs. Generally speaking, 89 individuals were dissatisfied with their jobs and the rest were happy with their jobs. The relationship between job satisfaction and participants’ age and gender was found to be statistically significant. The results of the study indicated that the nurses’ job satisfaction was in an intermediate level and a considerable percent of the nurses were dissatisfied with their jobs.

  13. Problem-Solving Management Training Effects on Sales Productivity and Job Satisfaction.

    Science.gov (United States)

    Ross, Paul C.; And Others

    Research suggests that effective organizational change must be led by line personnel rather than by outside consultants. The Performance Management Program (PMP) implemented in two Bell Telephone companies is a line-led, self-help program in which managers participate in problem-solving activities within their own jobs. Marketing and sales…

  14. Work Scheduling by Use of Worker Model in Consideration of Learning by On-The-Job Training

    Science.gov (United States)

    Tateno, Toshitake; Shimizu, Keiko

    This paper deals with a method of scheduling manual work in consideration of learning by on-the-job training (OJT). In skilled work such as maintenance of trains and airplanes, workers must learn many tasks by OJT. While the work processing time of novice workers is longer than that of experts, the time will be reduced with repeated OJT. Therefore, OJT is important for maintaining the skill level and the long-term work efficiency of an organization. In order to devise a schedule considering OJT, the scheduler must incorporate a management function of workers to trace dynamically changing work experience. In this paper, after the relationship between scheduling problems and worker management problems is defined, a simulation method, in which a worker model and an agent-based mechanism are utilized, is proposed to derive the optimal OJT strategy toward high long-term performance. Finally, we present some case studies showing the effectiveness of OJT planning based on the simulation.

  15. [Application of problem-based learning in pre-job training of postgraduate students in department of endodontics].

    Science.gov (United States)

    Shao, Li-na; Wang, Xue-mei; Qiu, Li-hong; Zhan, Fu-liang; Xue, Ming

    2013-08-01

    To apply problem-based learning (PBL) in pre-job training of postgraduate students in department of endodontics. Thirty master degree postgraduate students of China Medical University were randomly divided into 2 groups, there were 15 students in each group. One group were taught with PBL method while the other group with lecture-based learning (LBL) method. The teaching effect was measured with examination and questionnaire survey. The data were analyzed by student's t-test using SPSS 11.5 software package. There was no significant difference in basic knowledge, medical records writing, oral examination between the two groups (P>0.05). There were significant differences in case analysis, dental operation, theory examination, practical examination and total scores between the two groups (Pjob training of postgraduate students.

  16. Job-Structure and Job-Related Information

    OpenAIRE

    川上, 善郎

    1981-01-01

    The requirements of job-related information in many domain, such as personnel selection, placement, training, personnel appraisal, job evaluation, job design etc, have developed many techniques of job analysis.In this paper, several approaches to analyze the job characteristics are reviewed; (a) conventional approach, (b) worker-oriented approach, and (c) perceived job characteristics approach.In addition, new direction of job-related information is discussed.

  17. An Educational Training on Cervical Cancer Screening Program for Rural Healthcare Providers in India

    Directory of Open Access Journals (Sweden)

    Rita Caroline Isaac

    2014-03-01

    Full Text Available Conventional, cytology based Cervical cancer screening programmes used in the developed world is often not practical in developing countries. Training of health care work force on a feasible, low-tech, screening methods is urgently needed in low resource settings. Twenty providers including doctors and nurses participated in a 2-days training workshop organized by a Community Health Center in rural South India. The pre-post-training assessment showed significant improvement in knowledge about cervical cancer, ‘low tech’ screening, treatment options and counseling among the participants.  Twenty volunteers screened at the workshop, 2 women (10% tested positive and one had CINIII lesion and the other had cervical cancer stage IIIB. After the training, the participants felt confident about their ability to counsel and screen women for cervical cancer.

  18. Partnering with education and job and training programs for sustainable tobacco control among Baltimore african american young adults.

    Science.gov (United States)

    Smith, Katherine Clegg; Bone, Lee; Clay, Eric A; Owings, Kerry; Thames, Sean; Stillman, Frances

    2009-01-01

    Young adults are generally overlooked in tobacco control initiatives, even though they are critical to sustained success. African American young adults who are not in higher education or working are particularly vulnerable to harmful tobacco use, given high smoking rates and limited access to cessation services. Guided by community-based participatory research (CBPR) principles, we sought to identify program and community-level strategies to reduce tobacco use among African American young adults in Baltimore. We describe the challenges and opportunities for integrating effective tobacco control into community-based education and job training programs for unemployed young adults. As part of a longstanding community-research partnership in Baltimore, we conducted fourteen semistructured key informant interviews with leaders from city government and education and job training programs for young adults. The research design, data collection, analysis, and dissemination all included dialogue between and active contribution by both research and community partners. Interview data were structured into opportunities (mindset for change and desire for bonds with a trusted adult), challenges (culture of fatalism, tobacco as a stress reliever, and culture of tobacco use among young adults), and possible tobacco control solutions (tobacco education designed with and for program staff and participants and integration of tobacco issues into holistic program goals and policies). The emergent themes enhance our understanding of how tobacco is situated in the lives of unemployed young adults and the potential for building sustainable, community-based public health solutions.

  19. A management framework for training providers to improve workplace skills development

    Directory of Open Access Journals (Sweden)

    C. Govender

    2007-12-01

    Full Text Available Purpose: Deputy President, Ms Phumzile Mlambo-Ngcuka, says a skills revolution is necessary for South Africa’s (SA skills crisis. The SA skills revolution began with the skills legislation of 1998-9 when the Departments of Labour (DOL and Education (DOE intended a seamless, integrated approach to rapid skills development. The National Skills Development Strategy (NSDS, the Sector Education and Training Providers (SETAs, the South African Qualifications Authorities (SAQA and the National Qualifications Framework (NQF were established to drive the human resource and skills development revolutionary strategy. The purpose of this paper is to present the findings of the 2001-3 research investigating an internal management framework for training providers, employers and managers to accelerate workplace skills development. Design/Methodology/Approach: An integrated, multi-method research model was employed to gather empirical evidence on skills practices. A robust quantitative survey was conducted within 600 organisations. Simultaneously, rich, descriptive data was gathered from managers and employees using a structured qualitative interview strategy. The integrated data pool was factor analysed. The research findings, conclusion and recommended framework were reported in a PhD thesis. Findings: The research findings reveal major gaps in the effectiveness of SA training providers to radically accelerate and improve workplace skills development as per national skills legislation, implementation and management criteria. Implications: If the skills revolution in SA is to succeed, training providers especially, must become less complacent, more assertive and fully equipped when participating in the skills development arena. Originality/Value: Via this research, training providers will gain critical, reflective insight into their management framework for meeting skills legislative criteria and for managing training interventions and skills projects.

  20. Providers' Experiences with Vaginal Dilator Training for Patients with Vaginal Agenesis.

    Science.gov (United States)

    Patel, Vrunda; Hakim, Julie; Gomez-Lobo, Veronica; Amies Oelschlager, Anne-Marie

    2018-02-01

    To examine providers' experiences with vaginal dilator training for patients with vaginal agenesis. Anonymous electronic survey. Members of the North American Society for Pediatric and Adolescent Gynecology. How providers learn about vaginal dilator training, common techniques, and methods used for patient training, assessment of patient readiness, common patient complaints, issues leading to early discontinuation. There were a total of 55 completed survey responses of which 31 respondents (56%) had been in practice for more than 10 years. Forty-nine were gynecologists (89%), 20 had completed a fellowship in pediatric and adolescent gynecology (36%), and 6 were reproductive endocrinologists (11%). Thirty-one respondents had first learned about vaginal dilator training through lectures (56%) whereas only 9 through mentorship and fellowship (16%). According to respondents, the most common issue leading to early discontinuation was lack of patient motivation and readiness (n = 42; 76%). The most common complication was pain or discomfort (n = 45; 82%). More than half of respondents determined dilator therapy was successful when patients reported comfortable sexual intercourse (n = 30; 55%) and 65% (n = 35) did not delineate any restrictions to initiation of sexual intercourse. Most respondents (87%) requested further vaginal dilator training at either a clinical meeting (n = 26; 47%) or with a training video (n = 22; 40%). Our study in an experienced cohort of pediatric gynecology providers highlights the need for further research and training on vaginal dilation education. Copyright © 2017 North American Society for Pediatric and Adolescent Gynecology. Published by Elsevier Inc. All rights reserved.

  1. Collaborative learning: A next step in the training of peer support providers.

    Science.gov (United States)

    Cronise, Rita

    2016-09-01

    This column explores how peer support provider training is enhanced through collaborative learning. Collaborative learning is an approach that draws upon the "real life" experiences of individual learners and encompasses opportunities to explore varying perspectives and collectively construct solutions that enrich the practice of all participants. This description draws upon published articles and examples of collaborative learning in training and communities of practice of peer support providers. Similar to person-centered practices that enhance the recovery experience of individuals receiving services, collaborative learning enhances the experience of peer support providers as they explore relevant "real world" issues, offer unique contributions, and work together toward improving practice. Three examples of collaborative learning approaches are provided that have resulted in successful collaborative learning opportunities for peer support providers. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  2. Development of a Standardized Job Description for Healthcare Managers of Metabolic Syndrome Management Programs in Korean Community Health Centers

    Directory of Open Access Journals (Sweden)

    Youngjin Lee, RN, PhD

    2014-03-01

    Conclusion: A job description for healthcare managers may provide basic data essential for the development of a job training program for healthcare managers working in community health promotion programs.

  3. Unique Methodologies for Nano/Micro Manufacturing Job Training Via Desktop Supercomputer Modeling and Simulation

    Energy Technology Data Exchange (ETDEWEB)

    Kimball, Clyde [Northern Illinois Univ., DeKalb, IL (United States); Karonis, Nicholas [Northern Illinois Univ., DeKalb, IL (United States); Lurio, Laurence [Northern Illinois Univ., DeKalb, IL (United States); Piot, Philippe [Northern Illinois Univ., DeKalb, IL (United States); Xiao, Zhili [Northern Illinois Univ., DeKalb, IL (United States); Glatz, Andreas [Northern Illinois Univ., DeKalb, IL (United States); Pohlman, Nicholas [Northern Illinois Univ., DeKalb, IL (United States); Hou, Minmei [Northern Illinois Univ., DeKalb, IL (United States); Demir, Veysel [Northern Illinois Univ., DeKalb, IL (United States); Song, Jie [Northern Illinois Univ., DeKalb, IL (United States); Duffin, Kirk [Northern Illinois Univ., DeKalb, IL (United States); Johns, Mitrick [Northern Illinois Univ., DeKalb, IL (United States); Sims, Thomas [Northern Illinois Univ., DeKalb, IL (United States); Yin, Yanbin [Northern Illinois Univ., DeKalb, IL (United States)

    2012-11-21

    This project establishes an initiative in high speed (Teraflop)/large-memory desktop supercomputing for modeling and simulation of dynamic processes important for energy and industrial applications. It provides a training ground for employment of current students in an emerging field with skills necessary to access the large supercomputing systems now present at DOE laboratories. It also provides a foundation for NIU faculty to quantum leap beyond their current small cluster facilities. The funding extends faculty and student capability to a new level of analytic skills with concomitant publication avenues. The components of the Hewlett Packard computer obtained by the DOE funds create a hybrid combination of a Graphics Processing System (12 GPU/Teraflops) and a Beowulf CPU system (144 CPU), the first expandable via the NIU GAEA system to ~60 Teraflops integrated with a 720 CPU Beowulf system. The software is based on access to the NVIDIA/CUDA library and the ability through MATLAB multiple licenses to create additional local programs. A number of existing programs are being transferred to the CPU Beowulf Cluster. Since the expertise necessary to create the parallel processing applications has recently been obtained at NIU, this effort for software development is in an early stage. The educational program has been initiated via formal tutorials and classroom curricula designed for the coming year. Specifically, the cost focus was on hardware acquisitions and appointment of graduate students for a wide range of applications in engineering, physics and computer science.

  4. Vertical integration of teaching in Australian general practice--a survey of regional training providers.

    Science.gov (United States)

    Stocks, Nigel P; Frank, Oliver; Linn, Andrew M; Anderson, Katrina; Meertens, Sarah

    2011-06-06

    To examine vertical integration of teaching and clinical training in general practice and describe practical examples being undertaken by Australian general practice regional training providers (RTPs). A qualitative study of all RTPs in Australia, mid 2010. All 17 RTPs in Australia responded. Eleven had developed some vertical integration initiatives. Several encouraged registrars to teach junior doctors and medical students, others encouraged general practitioner supervisors to run multilevel educational sessions, a few coordinated placements, linkages and support across their region. Three RTPs provided case studies of vertical integration. Many RTPs in Australia use vertical integration of teaching in their training programs. RTPs with close associations with universities and rural clinical schools seem to be leading these initiatives.

  5. [Part-time medical specialist training; experiences with job-sharing for trainee internists].

    Science.gov (United States)

    Bevers, K; Nauta, S; Stuyt, P M

    2004-02-14

    Due to various factors such as social changes, an increasing number of couples with two incomes, and a growing proportion of female doctors, there has been a growing demand for part-time work in recent years. This is also true for resident physicians. Objections such as a discontinuity in care and the decline in the quality of education frequently prevent resident physicians from working part-time. Over the past two years, the University Medical Centre Nijmegen, the Netherlands, has experimented with job-sharing on clinical wards for resident physicians in internal medicine. This approach works well in practice, as long as a number of conditions, including the proper transfer of medical information and good communication, are satisfied. Job-sharing is one means of satisfying the growing demand for part-time work among resident physicians and specialists.

  6. Risks for the development of outcomes related to occupational allergies: an application of the asthma-specific job exposure matrix compared with self-reports and investigator scores on job-training-related exposure.

    Science.gov (United States)

    Suarthana, E; Heederik, D; Ghezzo, H; Malo, J-L; Kennedy, S M; Gautrin, D

    2009-04-01

    Risks for development of occupational sensitisation, bronchial hyper-responsiveness, rhinoconjunctival and chest symptoms at work associated with continued exposure to high molecular weight (HMW) allergens were estimated with three exposure assessment methods. A Cox regression analysis with adjustment for atopy and smoking habit was carried out in 408 apprentices in animal health technology, pastry making, and dental hygiene technology with an 8-year follow-up after training. The risk of continued exposure after training, estimated by the asthma-specific job exposure matrix (JEM), was compared with self-reports and investigator scores on job-training-related exposure. Associations between outcomes and work duration in job(s) related to training were also evaluated. Exposure to animal-derived HMW allergens, subsequent to the apprenticeship period, as estimated by the JEM, was associated with a significantly increased risk for occupational sensitisation (hazard ratio (HR) 6.4; 95% CI 2.3 to 18.2) and rhinoconjunctival symptoms at work (HR 2.6; 95% CI 1.1 to 6.2). Exposure to low molecular weight (LMW) agents significantly increased the risk of developing bronchial hyper-responsiveness (HR 2.3; 95% CI 1.1 to 5.4). Exposure verification appeared to be important to optimise the sensitivity and the specificity, as well as HRs produced by the JEM. Self-reports and investigator scores also indicated that further exposure to HMW allergens increased the risk of developing occupational allergies. The agreement between self-reports, investigator scores, and the JEM were moderate to good. There was no significant association between respiratory outcomes and work duration in jobs related to training. The asthma-specific JEM could estimate the risk of various outcomes of occupational allergies associated with exposure to HMW and LMW allergens, but it is relatively labour intensive. Exposure verification is an important integrated step in the JEM that optimised the performance of

  7. Development of calibration training and procedures using job-task analysis

    Energy Technology Data Exchange (ETDEWEB)

    Smith, R.A.

    1993-12-01

    Efforts to handle an increased workload with dwindling manpower in the Physical and Electrical Standards Laboratory (Standards Lab) at the Oak Ridge Y-12 Plant are described. Empowerment of workers via Total Quality Management (TQM) is the basis for their efforts. A survey and follow-up team work was the course of action. The job-task analysis received honors by their peers at the Y-12 Plant.

  8. An Evaluation of Effective Factors in Learning Transfer of Nursing On-the-Job Training Courses in Work-Environment Based on Holton’s Transfer Model

    Directory of Open Access Journals (Sweden)

    mehdi mohammadi

    2017-06-01

    Full Text Available Background of Objective: Nursing is one of the health care jobs. In addition to health care, they need to continue education for individual development and be aware of the latest medical science achievements. The main purpose of this study was an evaluation of effective factors in learning transfer of nursing on the job training courses in work environment based on Holton’s transfer model. Materials and Methods: This was a descriptive, cross-sectional study in which the population was all of Jahrom University of Medical Sciences nurses. Passing on-the-job training courses in 2015 was inclusion criterion. Using random sampling method and Cocran formula, 95 nurses were selected. Research instrument was learning transfer system inventory that was distributed after its validity and reliability were calculated. Data was analyzed by inferential statistical methods and SPSS21. Results: The results showed that effective individual, organizational and educational factors in learning transfer of on-the-job training courses in work environment are important. Also, they showed that individual was the most dominant effective factor (P< 0.05. Conclusion: With special attention to the nurse's on- the -job training courses, it is possible to transfer learning to work environment.

  9. 40 CFR 60.1170 - What plant-specific training must I provide?

    Science.gov (United States)

    2010-07-01

    ...) December 6, 2001. (3) The date before an employee assumes responsibilities that affect operation of the... 40 Protection of Environment 6 2010-07-01 2010-07-01 false What plant-specific training must I provide? 60.1170 Section 60.1170 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR...

  10. [Training future nurses in providing care for patients who committed criminal acts].

    Science.gov (United States)

    Corvest, Karina; Royer, Gilles Ripaille-Le; Dugardin, Thierry

    2011-01-01

    Providing care for patients who have carried out criminal acts is a source of questioning for caregivers, who must position themselves in this specific care relationship. For three years, the nursing training institute (IFSI) in Orthez has offered students an optional module in criminology. Through discussions and critical reflection, its aim is to enable future nurses to be better prepared.

  11. The Assessment of Athletic Training Students' Knowledge and Behavior to Provide Culturally Competent Care

    Science.gov (United States)

    Nynas, Suzette Marie

    2015-01-01

    Context: Culturally competent knowledge and skills are critical for all healthcare professionals to possess in order to provide the most appropriate health care for their patients and clients. Objective: To investigate athletic training students' knowledge of culture and cultural differences, to assess the practice of culturally competent care,…

  12. Standardized Patients Provide a Reliable Assessment of Athletic Training Students' Clinical Skills

    Science.gov (United States)

    Armstrong, Kirk J.; Jarriel, Amanda J.

    2016-01-01

    Context: Providing students reliable objective feedback regarding their clinical performance is of great value for ongoing clinical skill assessment. Since a standardized patient (SP) is trained to consistently portray the case, students can be assessed and receive immediate feedback within the same clinical encounter; however, no research, to our…

  13. Provider training and experience for people living with HIV/AIDS.

    Science.gov (United States)

    Rackal, Julia M; Tynan, Anne-Marie; Handford, Curtis D; Rzeznikiewiz, Damian; Agha, Ayda; Glazier, Richard

    2011-06-15

    The complexity of HIV/AIDS raises challenges for the effective delivery of care. It is important to ensure that the expertise and experience of care providers is of high quality. Training and experience of HIV/AIDS providers may impact not only individual patient outcomes but increasingly on health care costs as well. The objective of this review is to assess the effects of provider training and experience on people living with HIV/AIDS on the following outcomes: immunological (ie. viral load, CD4 count), medical (ie. mortality, proportion on antiretrovirals), psychosocial (ie. quality of life measures) and economic outcomes (ie health care costs). We searched MEDLINE, EMBASE, Dissertation Abstracts International (DAI), CINAHL, HealthStar, PsycInfo, PsycLit, Social Sciences Abstracts, and Sociological Abstracts from January 1, 1980 through May 29, 2009.  Electronic searches were performed for abstracts from major international AIDS conferences. Reference lists from pertinent articles, books and review articles were retrieved and reviewed. Randomized controlled trials (RCTs), controlled clinical trials, cohort, case control, cross-sectional studies and controlled before and after designs that examined the qualifications/training and patient volume of HIV/AIDS care of providers caring for persons known to be infected with HIV/AIDS were included. At least two authors independently assessed trial quality and extracted data. Study authors were contacted for further information as required. Assessment of confounding factors was undertaken independently by two reviewers. A total of four studies (one randomized controlled trial, three non- randomized studies) involving 8488 people living with HIV/AIDS were included. The main findings of this review demonstrated a trend to improved outcomes when treated by a provider with more training/expertise in HIV/AIDS care in the outpatient (clinic) setting. Due to the heterogeneity of the included studies, we could not perform a

  14. Training and qualification of the auxiliaries of operation using the methodology On the Job Training (OJT) and Task Performance Evaluation (TPE); Formacion y culificacion de los auxiliares de operacion mediante la metodologia On the Job Training (OJT) y Task Performance Evaluation (TPE)

    Energy Technology Data Exchange (ETDEWEB)

    Martinez Casado, J.

    2015-07-01

    On the Job Training (OJT) and Task Performance Evaluation (TPE). This plan has been developed and put in practice entirely, by a group of experienced auxiliary operation that have distinguished themselves by their professionalism, knowledge of the work, technical expertise and commitment to nuclear safety. (Author)

  15. The Benefit-Cost Relationship in Entry Job Training in Water Distribution.

    Science.gov (United States)

    Reames, J. P. (Jim)

    The benefit-cost relationship analysis concerns the cost effectiveness of employment and training in the Water Distribution Division of the Dallas Water Utilities Department and deals specifically with 104 entry workers hired to become pipe fitters. Half of the entry workers were enrolled in the Public Service Careers (PSC) training program and…

  16. The Contribution of Vocational Training to Employment, Job-Related Skills and Productivity: Evidence from Madeira

    Science.gov (United States)

    Budria, Santiago; Telhado-Pereira, Pedro

    2009-01-01

    In this paper, we analyse the transition to the labor market of participants in vocational training in Madeira in Portugal. The analysis is in two stages. First, we investigate how the employment status at different dates (1 month, 1 year, and 2 years after the completion of the training program) depends on relevant variables, such as age, gender,…

  17. Associate Residency Training Directors in Psychiatry: Demographics, Professional Activities, and Job Satisfaction

    Science.gov (United States)

    Arbuckle, Melissa R.; DeGolia, Sallie G.; Esposito, Karin; Miller, Deborah A.; Weinberg, Michael; Brenner, Adam M.

    2012-01-01

    Objective: The purpose of this study was to characterize associate training director (ATD) positions in psychiatry. Method: An on-line survey was e-mailed in 2009 to all ATDs identified through the American Association of Directors of Psychiatric Residency Training (AADPRT). Survey questions elicited information regarding demographics,…

  18. Integrating Photovoltaic Systems into Low-Income Housing Developments: A Case Study on the Creation of a New Residential Financing Model and Low-Income Resident Job Training Program, September 2011 (Brochure)

    Energy Technology Data Exchange (ETDEWEB)

    Dean, J.; Smith-Dreier, C.; Mekonnen, G.; Hawthorne, W.

    2011-09-01

    This case study covers the process of successfully integrating photovoltaic (PV) systems into a low-income housing development in northeast Denver, Colorado, focusing specifically on a new financing model and job training. The Northeast Denver Housing Center (NDHC), working in cooperation with Del Norte Neighborhood Development Corporation, Groundwork Denver, and the National Renewable Energy Laboratory (NREL), was able to finance the PV system installations by blending private equity funding with utility rebates, federal tax credits, and public sector funding. A grant provided by the Governor's Energy Office allowed for the creation of the new financing model. In addition, the program incorporated an innovative low-income job training program and an energy conservation incentive program.

  19. NeuroRecovery Network provides standardization of locomotor training for persons with incomplete spinal cord injury.

    Science.gov (United States)

    Morrison, Sarah A; Forrest, Gail F; VanHiel, Leslie R; Davé, Michele; D'Urso, Denise

    2012-09-01

    To illustrate the continuity of care afforded by a standardized locomotor training program across a multisite network setting within the Christopher and Dana Reeve Foundation NeuroRecovery Network (NRN). Single patient case study. Two geographically different hospital-based outpatient facilities. This case highlights a 25-year-old man diagnosed with C4 motor incomplete spinal cord injury with American Spinal Injury Association Impairment Scale grade D. Standardized locomotor training program 5 sessions per week for 1.5 hours per session, for a total of 100 treatment sessions, with 40 sessions at 1 center and 60 at another. Ten-meter walk test and 6-minute walk test were assessed at admission and discharge across both facilities. For each of the 100 treatment sessions percent body weight support, average, and maximum treadmill speed were evaluated. Locomotor endurance, as measured by the 6-minute walk test, and overground gait speed showed consistent improvement from admission to discharge. Throughout training, the patient decreased the need for body weight support and was able to tolerate faster treadmill speeds. Data indicate that the patient continued to improve on both treatment parameters and walking function. Standardization across the NRN centers provided a mechanism for delivering consistent and reproducible locomotor training programs across 2 facilities without disrupting training or recovery progression. Copyright © 2012 American Congress of Rehabilitation Medicine. Published by Elsevier Inc. All rights reserved.

  20. Tablet based simulation provides a new solution to accessing laparoscopic skills training.

    Science.gov (United States)

    Bahsoun, Ali Nehme; Malik, Mohsan Munir; Ahmed, Kamran; El-Hage, Oussama; Jaye, Peter; Dasgupta, Prokar

    2013-01-01

    Access to facilities that allow trainees to develop their laparoscopic skills is very limited in the hospital environment and courses can be very expensive. We set out to build an inexpensive yet effective trainer to allow laparoscopic skill acquisition in the home or classroom environment based on using a tablet as a replacement for the laparoscopic stack and camera. The cavity in which to train was made from a cardboard box; we left the sides and back open to allow for natural light to fill the cavity. An iPad 2 (Apple Inc.) was placed over the box to act as our camera and monitor. We provided 10 experienced laparoscopic surgeons with the task of passing a suture needle through 3 hoops; then they filled in a questionnaire to assess Face (training capacity) and Content (performance) validity. On a 5-point Likert scale, the tablet-based laparoscopic trainer scored a mean 4.2 for training capacity (hand eye coordination, development, and maintenance of lap skills) and for performance (graphics, video, and lighting quality) it scored a mean 4.1. The iPad 2-based laparoscopic trainer was successfully validated for training. It allows students and trainees to practice at their own pace and for inexpensive training on the go. Future "app-"based skills are planned. Copyright © 2013 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

  1. E-learning on the job : training taking a more virtual approach

    Energy Technology Data Exchange (ETDEWEB)

    Macedo, R.

    2008-07-15

    A growing number of companies are using web-based e-learning systems to train employees. The activities of 3 E-learning companies were described in this article, notably dominKnow Learning Systems, NGRAIN Corporation and Blatant Media. One of the greatest challenges facing the oilsands industry is to build a skilled labour force to operate massive upgraders. The benefit of the e-learning approach is that consistent information can be delivered to learners, with no variation in information. The training takes on many forms, either through online simulations or simply placing a manual online. In addition to saving time, e-learning familiarizes workers with specific pieces of equipment that would be much too expensive to purchase. Three-dimensional equipment simulations are also made available for training purposes. This article presented an online e-learning approach that has been used effectively for safety training and corporate governance. E-learning simplified the process compared to actual classroom training. It allowed staff to combine training time with regular work schedules. The online e-learning approach was shown to save companies many of hours in training time. 2 figs.

  2. Training medical providers in evidence-based approaches to suicide prevention.

    Science.gov (United States)

    DeHay, Tamara; Ross, Sarah; McFaul, Mimi

    2015-01-01

    Suicide is a significant issue in the United States and worldwide, and its prevention is a public health imperative. Primary care practices are an important setting for suicide prevention, as primary care providers have more frequent contact with patients at risk for suicide than any other type of health-care provider. The Western Interstate Commission for Higher Education, in partnership with the Suicide Prevention Resource Center, has developed a Suicide Prevention Toolkit and an associated training curriculum. These resources support the education of primary care providers in evidence-based strategies for identifying and treating patients at risk for suicide. The application of this curriculum to post-graduate medical training is presented here. © The Author(s) 2015.

  3. Should trained lay providers perform HIV testing? A systematic review to inform World Health Organization guidelines.

    Science.gov (United States)

    Kennedy, C E; Yeh, P T; Johnson, C; Baggaley, R

    2017-12-01

    New strategies for HIV testing services (HTS) are needed to achieve UN 90-90-90 targets, including diagnosis of 90% of people living with HIV. Task-sharing HTS to trained lay providers may alleviate health worker shortages and better reach target groups. We conducted a systematic review of studies evaluating HTS by lay providers using rapid diagnostic tests (RDTs). Peer-reviewed articles were included if they compared HTS using RDTs performed by trained lay providers to HTS by health professionals, or to no intervention. We also reviewed data on end-users' values and preferences around lay providers preforming HTS. Searching was conducted through 10 online databases, reviewing reference lists, and contacting experts. Screening and data abstraction were conducted in duplicate using systematic methods. Of 6113 unique citations identified, 5 studies were included in the effectiveness review and 6 in the values and preferences review. One US-based randomized trial found patients' uptake of HTS doubled with lay providers (57% vs. 27%, percent difference: 30, 95% confidence interval: 27-32, p lay providers. Studies from Cambodia, Malawi, and South Africa comparing testing quality between lay providers and laboratory staff found little discordance and high sensitivity and specificity (≥98%). Values and preferences studies generally found support for lay providers conducting HTS, particularly in non-hypothetical scenarios. Based on evidence supporting using trained lay providers, a WHO expert panel recommended lay providers be allowed to conduct HTS using HIV RDTs. Uptake of this recommendation could expand HIV testing to more people globally.

  4. Assessing the effectiveness of interpersonal communication skills training on job satisfaction among nurses in Al-Zahra Hospital of Isfahan, Iran.

    Science.gov (United States)

    Dehaghani, Abdollah Rezaei; Akhormeh, Kobra Ahmadi; Mehrabi, Tayyebeh

    2012-05-01

    The worldwide nursing shortage is threatening the quality of healthcare. The two most common causes in maintaining nurses are job satisfaction, a positive working environment, and good relationships among staff. This study aimed to determine the effect of interpersonal communication skills training on job satisfaction among the nurses working in Al-Zahra Hospital affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in 2011. This study was a quasi-experimental research with two groups and two phases, and was carried out on 70 nurses from Al-Zahra University Hospital. Only nurses who had been employed for more than one year were accepted into the study. There were 35 nurses in the test group and 35 nurses in the control group. The study questionnaire included personal details and job satisfaction scale by Smith and Kendall. Sampling was done randomly and nurses were divided into test and control groups. In the test group, the communication skills training program was done in 6 sessions, twice a week and each session was held for 2 hours. The questionnaire was completed in two stages; before, and two months after the study. Data were analyzed by descriptive and inferential statistics through SPSS Software version 18. Findings showed that pre-intervention mean score of job satisfaction of nurses in both groups had no significant difference (p = 0.92). After the communication skills training program in the experimental group, mean score of job satisfaction increased and it was significant compared to the control group (p interpersonal communication skills training program increased the mean score of job satisfaction in the test group. Therefore, it seems necessary that nursing managers design training programs for them.

  5. New Approaches for Navy Technical Training and Job Performance Aiding Using Expanded IETM Technology

    National Research Council Canada - National Science Library

    Jorgensen, Eric L; Fuller, Joseph J

    1996-01-01

    ...) began to develop better ways to present Technical Information (TI) to Navy Fleet users needed for purposes of operating, maintaining, training, and logistically supporting the Navy's inventory of weapon systems...

  6. Community Building Services Training Program: A Model Training Program to Provide Technical Training for Minority Adults in Construction, Building Maintenance,and Property Management. Final Report.

    Science.gov (United States)

    Community Building Maintenance Corp., Chicago, IL.

    A demonstration program, administered by a community based building maintenance, management, and construction corporation, was developed to provide technical training for minority adults in construction, building maintenance, and property management in the Chicago area. The program was concerned with seeking solutions to the lack of housing, job…

  7. The Otolaryngologist's Role in Providing Gender-Affirming Care: An Opportunity for Improved Education and Training.

    Science.gov (United States)

    Chaiet, Scott R; Yoshikawa, Noriko; Sturm, Angela; Flanary, Valerie; Ishman, Stacey; Streed, Carl G

    2018-06-01

    Currently, there are limited resources and training available for otolaryngologists and otolaryngology practice personnel to provide gender-affirming care for transgender or gender nonconforming patients. This unique patient population may present to our offices for gender-specific care or with complaints of the ear, nose, and throat unrelated to gender identity. Our current practice has unintentional but direct consequences on our patients care, as transgender patients often report negative experiences in the healthcare setting related to their gender identity. The absence of resources and training is also seen in other specialties. Physicians who create an environment where patients of all gender identities feel welcome can better meet their patients' health care needs. In addition, otolaryngologists can play a role in easing the gender dysphoria experienced by transgender patients. We suggest educational content should be created for and made available to otolaryngologists and office staff to provide gender-affirming care.

  8. A first aid training course for primary health care providers in Nagorno Karabagh: assessing knowledge retention.

    Science.gov (United States)

    Thompson, Michael E; Harutyunyan, Tsovinar L; Dorian, Alina H

    2012-12-01

    Conflict in the South Caucasus' Nagorno Karabagh region has damaged health facilities and disrupted the delivery of services and supplies as well as led to depletion of human and fixed capital and weakened the de facto government's ability to provide training for health care providers. In response to documented medical training deficits, the American University of Armenia organized a first aid training course (FATC) for primary health care providers within the scope of the USAID-funded Humanitarian Assistance Project in Nagorno Karabagh. This paper reports the follow-up assessments conducted to inform policy makers regarding FATC knowledge and skill retention and the potential need for periodic refresher training. Follow-up assessments were conducted six months and 18 months following the FATC to assess the retention of knowledge, attitudes, and self-reported practices. Eighty-four providers participated in the first follow-up and 210 in the second. The assessment tool contained items addressing the use and quality of the first aid skills, trainee's evaluation of the course, and randomly selected test questions to assess knowledge retention. At both follow-up points, the participants' assessment of the course was positive. More than 85% of the trainees self-assessed their skills as "excellent" or "good" and noted that skills were frequently practiced. Scores of approximately 58% on knowledge tests at both the first and second follow-ups indicated no knowledge decay between the first and second survey waves, but substantial decline from the immediate post-test assessment in the classroom. The trainees assessed the FATC as effective, and the skills covered as important and well utilized. Knowledge retention was modest, but stable. Refresher courses are necessary to reverse the decay of technical knowledge and to ensure proper application in the field.

  9. Evaluation of a Workplace Basic Skills Program: An Impact Study of AVC Edmonton's 1990 Job Effectiveness Training Program at Stelco Steel. Report Summary.

    Science.gov (United States)

    Barker, Kathryn Chang

    The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…

  10. Impact of In-Service Training and Staff Development on Workers' Job Performance and Optimal Productivity in Public Secondary Schools in Osun State, Nigeria

    Science.gov (United States)

    Fejoh, Johnson; Faniran, Victoria Loveth

    2016-01-01

    This study investigated the impact of in-service training and staff development on workers' job performance and optimal productivity in public secondary schools in Osun State, Nigeria. The study used the ex-post-facto research design. Three research questions and three hypotheses were generated and tested using questionnaire items adapted from…

  11. Artificial Intelligence: An Analysis of Potential Applications to Training, Performance Measurement, and Job Performance Aiding. Interim Report for Period September 1982-July 1983.

    Science.gov (United States)

    Richardson, J. Jeffrey

    This paper is part of an Air Force planning effort to develop a research, development, and applications program for the use of artificial intelligence (AI) technology in three target areas: training, performance measurement, and job performance aiding. The paper is organized in five sections that (1) introduce the reader to AI and those subfields…

  12. Lifetime Learning and Job-Related Training: The Twin Pillars of Economic Development.

    Science.gov (United States)

    Payne, John

    1996-01-01

    Employee development programs that encourage learning that is not necessarily work related benefit employers through improved motivation, commitment, and morale, if work-related training is also offered. Less-skilled, less-educated employees have the most to gain. (SK)

  13. On-the-job training of clinical officers in Malawi | Jiskoot | Malawi ...

    African Journals Online (AJOL)

    Although Malawi started a Medical College in 1991 to train medical doctors, it continues to face a chronic shortage of medical staff. Malawi Medical Journal Vol. 20 (3) 2008: pp. 74-77. Full Text: EMAIL FREE FULL TEXT EMAIL FREE FULL TEXT · DOWNLOAD FULL TEXT DOWNLOAD FULL TEXT.

  14. Men in Childcare Services: From Enrolment in Training Programs to Job Retention

    Science.gov (United States)

    Pirard, Florence; Schoenmaeckers, Pauline; Camus, Pascale

    2015-01-01

    This article presents a study conducted in Federation Wallonia-Brussels (FWB) to identify factors that motivate men to enrol in training programmes and work in a field where women are the majority, in a context in which few proactive measures are taken to overcome gender stereotypes. Comprehensive interviews conducted with male childcare…

  15. Instructional Design in Job Skills Training for Welfare Recipients and Displaced Workers

    Science.gov (United States)

    Richardson, Arline; Storberg-Walker, Julia

    2006-01-01

    Scully-Russ (2005) described the low-wage labor market issue and the tendency in academic literature to view the problem as "fixing" the skills of low wageworkers. However, the article does not address instructional design issues surrounding low-wage employee training interventions. This manuscript attempts to discover the key factors surrounding…

  16. On-The-Job Training and the Prlvate Industry Council: A Technical Assistance Guide.

    Science.gov (United States)

    Norris, Claudia K.

    The 1978 reauthorization of the Comprehensive Employment and Training Act (CETA) introduced a new title, Title VII: the Private Sector Initiative Program (PSIP). This title instructs Prime Sponsors to form a new kind of intermediary organization, a Private Industry Council (PIC), which has the major objective of increasing the opportunities of…

  17. [Job status after the resident training period in Spain. Analysis of a national survey.

    Science.gov (United States)

    García Sanz, Miguel; Rodríguez Socarrás, Moises; Tortolero Blanco, Leonardo; Pesquera-Ortega, Laura; Colombo, Juan; Gómez Rivas, Juan

    2018-01-01

    Since the establishment of specialization of medicine through the residency system, Spanish health care has sought to maintain a balance between established needs and trained professionals, with the aim of avoiding the deficit or excess of health specialists with its consequences. The objective of the present review is to know the working conditions of urologist specialists at the end of the residency training period. The results of a survey for urologist who completed their residency contract from 2012 to 2016 are presented, assessing working status, academic and working data during the first months after the completion of specialized training. A total of 42 surveys were collected. All respondents had a working contract within 6 months of completing their training. 71% had a temporary contract, most with duration of less than one year. There are more contract numbers in the public health system, although they increase progressively in the private sector. More than half of the respondents were satisfied with their work situation. The work insertion of the recently specialized urologists is high, reaching 100% within 6 months of finishing their specialization. Labor quality issues are not so positive, observing great working instability associated to a high proportion of temporary contracts lower than 6 months.

  18. Effects of Provided Trainings Regarding Non-Invasive Mechanical Ventilation on the Knowledge Level of Nurses

    Directory of Open Access Journals (Sweden)

    Sonay Göktaş

    2017-04-01

    Full Text Available Objective: Having experienced members in the team for obtaining successful outcomes in non-invasive mechanical ventilation (NIMV is important. The aim of our study is to determine the effectiveness of training on nurse’s level of knowledge about NIMV Methods: This study was done with 70 nurses who were working at an university hospital. The data collection tools that were used were form for individual characteristics and knowledge test questions form consisting of multiple-choice for NIMV. Firstly, Pre-tests have been collected in the survey. Secondly, courses regarding NIMV indications, contraindications and patients management topics were given verbally by researchers. Finally, final tests were performed and data were collected. Analyzing for data were used frequency, percentage, wilcoxon and dependent samples Mc Nemar tests. Results: Mean age were 33.2±7.3, 87.1% were female, 68.6% had bachelor degrees. Of 47.1% were working in intensive care. 54.3% often provide care to NIMV applied patients. 94.7% mentioned that they don’t have any knowledge of NIMV applications. The differences between the pre-post training scores were higher statistically (p<0.001. It was determined that knowledge levels of nurses about NIMV indications and contraindications after training increased statistically significantly. (p<0.05. Conclusion: In our research it was understood that nurses’ knowledge has increased significantly after the training for non-invasive applications. By means of these trainings that will develop the affective, cognitive and psychomotor skills of nurses, it is expected to reveal the results of the extensive research and successful outcomes for NIMV applications will increase.

  19. Inpo/industry job and task analysis efforts

    International Nuclear Information System (INIS)

    Wigley, W.W.

    1985-01-01

    One of the goals of INPO is to develop and coordinate industrywide programs to improve the education, training and qualification of nuclear utility personnel. To accomplish this goal, INPO's Training and Education Division: conducts periodic evaluations of industry training programs; provides assistance to the industry in developing training programs; manages the accreditation of utility training programs. These efforts are aimed at satisfying the need for training programs for nuclear utility personnel to be performance-based. Performance-based means that training programs provide an incumbent with the skills and knowledge required to safely perform the job. One of the ways that INPO has provided assistance to the industry is through the industrywide job and task analysis effort. I will discuss the job analysis and task analysis processes, the current status of JTA efforts, JTA products and JTA lessons learned

  20. Are peer specialists happy on the job?

    Science.gov (United States)

    Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

    2018-03-01

    This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  1. ADVANCED VOCATIONAL TRAINING OF ENVIRONMENTAL PROFESSIONALS FOR PROVIDING SUSTAINABLE DEVELOPMENT OF RAILWAYS OF UKRAINE ON THE WAY TO EUROPEAN INTEGRATION

    Directory of Open Access Journals (Sweden)

    Zoriana Dvulit

    2017-12-01

    Full Text Available The subject of the research is to study the state of issue of advanced training of environmental professionals and specialists on six railways of Ukrzaliznytsia PJSC: Donetsk, Lviv, Odesa, Pivdenna (Southern, Pivdenno-Zakhidna (Southwestern and Pridniprovska Railways. The purpose of the article is to study the issue of providing the necessary qualification level of postgraduate education (advanced training of environmental professionals and specialists at six Ukrainian railways. The methodology of the research: In order to achieve the goal, the following methods are used in the article: 1 statistical methods and methods of comparative analysis; 2 questionnaires and expert surveys of environmental professionals and specialists; 3 taxonomic methods. The novelty of the research. The state of the issue of ensuring the necessary level of professional development of environmental professionals and specialists at six railways of Ukrzaliznytsia PJSC is investigated. Namely: 1. the state of the level of professional development of environmental professionals and specialists of 6 railways of Ukrzaliznytsia PJSC for the period from 2012 to 2016 is researched and evaluated; its structural and dynamic analysis is carried out; 2. calculations of taxonomic indicators of the level of development of career development system for environmental professionals and specialists as distribution of expenses for advanced training for 6 railways for 2012–2016 are made; 3. carried out a questionnaire of environmental professionals and specialists, whose list of functional responsibilities, in accordance with the job description (both staffed and part-time workers, includes issues of the use of natural resources and environmental protection – in order to clarify the availability of environmental education, the length of work in the railway, the length of work in positions associated with environmental activities, the level of satisfaction with the content of their work

  2. Perception of Job-Related Risk, Training, and Use of Personal Protective Equipment (PPE among Latino Immigrant Hog CAFO Workers in Missouri: A Pilot Study

    Directory of Open Access Journals (Sweden)

    Athena K. Ramos

    2016-11-01

    Full Text Available Hog production in the United States is a large industry that has seen dramatic changes over the last few decades. Concentrated animal feeding operations (CAFOs are growing in number throughout the country. This pilot study explores the perception of risk, receipt of work-related training, provision and usage of personal protective equipment (PPE, and prevention preferences of Latino immigrant hog CAFO workers in Missouri. Forty workers (M age = 36.08 years, SD = 10.04; 92.5% male; 70.0% Mexican were interviewed. Results indicate that most workers did not perceive their job as dangerous. Limited English proficient workers were significantly less likely to report receiving any work-related training. Although most workers had access to employer provided PPE, usage was inconsistent. As the demographic composition of the farmworker population in the Midwest becomes increasingly comprised of hired immigrant workers, it will be imperative to develop occupational safety and health educational and outreach efforts focused on the needs of these workers.

  3. Perception of Job-Related Risk, Training, and Use of Personal Protective Equipment (PPE) among Latino Immigrant Hog CAFO Workers in Missouri: A Pilot Study.

    Science.gov (United States)

    Ramos, Athena K; Fuentes, Axel; Trinidad, Natalia

    2016-01-01

    Hog production in the United States is a large industry that has seen dramatic changes over the last few decades. Concentrated animal feeding operations (CAFOs) are growing in number throughout the country. This pilot study explores the perception of risk, receipt of work-related training, provision and usage of personal protective equipment (PPE), and prevention preferences of Latino immigrant hog CAFO workers in Missouri. Forty workers (M age = 36.08 years, SD = 10.04; 92.5% male; 70.0% Mexican) were interviewed. Results indicate that most workers did not perceive their job as dangerous. Limited English proficient workers were significantly less likely to report receiving any work-related training. Although most workers had access to employer provided PPE, usage was inconsistent. As the demographic composition of the farmworker population in the Midwest becomes increasingly comprised of hired immigrant workers, it will be imperative to develop occupational safety and health educational and outreach efforts focused on the needs of these workers.

  4. Job stressors and job satisfaction in a major metropolitan public EMS service.

    Science.gov (United States)

    Bowron, J S; Todd, K H

    1999-01-01

    Behavioral and social science research suggests that job satisfaction and job performance are positively correlated. It is important that EMS managers identify predictors of job satisfaction in order to maximize job performance among prehospital personnel. Identify job stressors that predict the level of job satisfaction among prehospital personnel. The study was conducted within a large, urban Emergency Medical Services (EMS) service performing approximately 60,000 Advanced Life Support (ALS) responses annually. Using focus groups and informal interviews, potential predictors of global job satisfaction were identified. These factors included: interactions with hospital nurses and physicians; on-line communications; dispatching; training provided by the ambulance service; relationship with supervisors and; standing orders as presently employed by the ambulance service. These factors were incorporated into a 21 item questionnaire including one item measuring global job satisfaction, 14 items measuring potential predictors of satisfaction, and seven questions exploring demographic information such as age, gender, race, years of experience, and years with the company. The survey was administered to all paramedics and Emergency Medical Technicians (EMTs) Results of the survey were analyzed using univariate and multivariate techniques to identify predictors of global job satisfaction. Ninety paramedics and EMT participated in the study, a response rate of 57.3%. Job satisfaction was cited as extremely satisfying by 11%, very satisfying by 29%, satisfying by 45%, and not satisfying by 15% of respondents. On univariate analysis, only the quality of training, quality of physician interaction, and career choice were associated with global job satisfaction. On multivariate analysis, only career choice (p = 0.005) and quality of physician interaction (p = 0.05) were predictive of global job satisfaction. Quality of career choice and interactions with physicians are predictive

  5. 20 CFR 641.540 - What types of training may grantees/subgrantees provide to SCSEP participants?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What types of training may grantees/subgrantees provide to SCSEP participants? 641.540 Section 641.540 Employees' Benefits EMPLOYMENT AND TRAINING... prevents or limits participants from engaging in self-development training available through other sources...

  6. 34 CFR 366.11 - What financial assistance does the Secretary provide for training and technical assistance?

    Science.gov (United States)

    2010-07-01

    ... for training and technical assistance? 366.11 Section 366.11 Education Regulations of the Offices of..., DEPARTMENT OF EDUCATION CENTERS FOR INDEPENDENT LIVING Training and Technical Assistance § 366.11 What financial assistance does the Secretary provide for training and technical assistance? (a) From funds, if...

  7. 34 CFR 366.10 - What agencies are eligible for assistance to provide training and technical assistance?

    Science.gov (United States)

    2010-07-01

    ... training and technical assistance? 366.10 Section 366.10 Education Regulations of the Offices of the... EDUCATION CENTERS FOR INDEPENDENT LIVING Training and Technical Assistance § 366.10 What agencies are eligible for assistance to provide training and technical assistance? Entities that have experience in the...

  8. An Evaluation of Training for Lay Providers in the Use of Motivational Interviewing to Promote Academic Achievement among Urban Youth

    Science.gov (United States)

    Simon, Patricia; Ward, Nadia L.

    2014-01-01

    This study examined training outcomes for lay service providers who participated in a motivational interviewing (MI) training program designed to help increase intrinsic motivation and academic achievement among urban, low-income minority youth. Seventeen lay academic advisors received 16 hours of workshop training in MI. Additionally, two 2-hour…

  9. Multimedia Course on Nuclear Reactors Physics, Application to a Tailored On the Job Training Course

    International Nuclear Information System (INIS)

    Dies, Javier

    2014-01-01

    In order to improve education and training quality, a Multimedia on Nuclear Reactor Physics has been developed. In some institutions, this course is called Fundamentals of Nuclear Reactor Operation. Nowadays, this multimedia has about 800 slides and the text is in Spanish, English, French and Russian. Until now about 126 institutions from 53 countries have applied for the multimedia. The teacher uses the multimedia during his lectures. Students use it at home to study this course

  10. Training contraceptive providers to offer intrauterine devices and implants in contraceptive care: a cluster randomized trial.

    Science.gov (United States)

    Thompson, Kirsten M J; Rocca, Corinne H; Stern, Lisa; Morfesis, Johanna; Goodman, Suzan; Steinauer, Jody; Harper, Cynthia C

    2018-06-01

    US unintended pregnancy rates remain high, and contraceptive providers are not universally trained to offer intrauterine devices and implants to women who wish to use these methods. We sought to measure the impact of a provider training intervention on integration of intrauterine devices and implants into contraceptive care. We measured the impact of a continuing medical education-accredited provider training intervention on provider attitudes, knowledge, and practices in a cluster randomized trial in 40 US health centers from 2011 through 2013. Twenty clinics were randomly assigned to the intervention arm; 20 offered routine care. Clinic staff participated in baseline and 1-year surveys assessing intrauterine device and implant knowledge, attitudes, and practices. We used a difference-in-differences approach to compare changes that occurred in the intervention sites to changes in the control sites 1 year later. Prespecified outcome measures included: knowledge of patient eligibility for intrauterine devices and implants; attitudes about method safety; and counseling practices. We used multivariable regression with generalized estimating equations to account for clustering by clinic to examine intervention effects on provider outcomes 1 year later. Overall, we surveyed 576 clinic staff (314 intervention, 262 control) at baseline and/or 1-year follow-up. The change in proportion of providers who believed that the intrauterine device was safe was greater in intervention (60% at baseline to 76% at follow-up) than control sites (66% at both times) (adjusted odds ratio, 2.48; 95% confidence interval, 1.13-5.4). Likewise, for the implant, the proportion increased from 57-77% in intervention, compared to 61-65% in control sites (adjusted odds ratio, 2.57; 95% confidence interval, 1.44-4.59). The proportion of providers who believed they were experienced to counsel on intrauterine devices also increased in intervention (53-67%) and remained the same in control sites (60

  11. Dentists’ training in Chile and some iberoamerican countries. Considerations for education, health and job.

    Directory of Open Access Journals (Sweden)

    Anggelo Carrizo

    2014-06-01

    Full Text Available In the recent years many research focused on the training of dentists in Chile and other countries of Iberoamerica and its implications have been published. However, there is no analysis of all the evidence at a regional level. The aim of this article is to review the changes in the training of Dentists in Iberoamerica, the educational and/or sanitary policies associated to these changes and the impact that these have had in the future for the dentists in Chile and the region. In general terms it´s been observe a strong increase of the amount of available places for studying Dentistry in several countries of the area, without a clear sanitary or educational planning that justify it. This increment does not show and positive impact in the access to the dental treatment, especially in the poorest populations. Although the levels of dentist´s satisfaction are high, in the recent years have been observed a rise in the unemployment and a salary decrease, which could impact in the professional satisfaction. In Iberoamerica uncontrolled growth is observed in the training of dentists, which has no positive impact on the population´s oral health, but negatively to the workforce.

  12. Learning how to recover from job stress: effects of a recovery training program on recovery, recovery-related self-efficacy, and well-being.

    Science.gov (United States)

    Hahn, Verena C; Binnewies, Carmen; Sonnentag, Sabine; Mojza, Eva J

    2011-04-01

    This quasi-experimental study evaluated the effects of a recovery training program on recovery experiences (psychological detachment from work, relaxation, mastery experiences, and control during off-job time), recovery-related self-efficacy, and well-being outcomes. The training comprised two sessions held one week apart. Recovery experiences, recovery-related self-efficacy, and well-being outcomes were measured before the training (T1) and one week (T2) and three weeks (T3) after the training. A training group consisting of 48 individuals and a waitlist control group of 47 individuals were compared (N = 95). Analyses of covariance revealed an increase in recovery experiences at T2 and T3 (for mastery only at T2). Recovery-related self-efficacy and sleep quality increased at T2 and T3, perceived stress and state negative affect decreased at T3. No training effects were found for emotional exhaustion.

  13. Cultural Diversity Training: The Necessity of Cultural Competence for Health Care Providers and in Nursing Practice.

    Science.gov (United States)

    Young, Susan; Guo, Kristina L

    2016-01-01

    The purpose of this article is to discuss the need to provide culturally sensitive care to the growing number of diverse health care consumers. A literature review of national standards and research on cultural competency was conducted and specifically focused on the field of nursing. This study supports the theory that cultural competence is learned over time and is a process of inner reflection and awareness. The domains of awareness, skill, and knowledge are essential competencies that must be gained by health care providers and especially for nurses. Although barriers to providing culturally sensitive care exist, gaining a better understanding of cultural competence is essential to developing realistic education and training techniques, which will lead to quality professional nursing practice for increasingly diverse populations.

  14. Nurses' perceptions of e-portfolio use for on-the-job training in Taiwan.

    Science.gov (United States)

    Tsai, Pei-Rong; Lee, Ting-Ting; Lin, Hung-Ru; Lee-Hsieh, Jane; Mills, Mary Etta

    2015-01-01

    Electronic portfolios can be used to record user performance and achievements. Currently, clinical learning systems and in-service education systems lack integration of nurses' clinical performance records with their education or training outcomes. For nurses with less than 2 years' work experience (nursing postgraduate year), use of an electronic portfolio is essential. This study aimed to assess the requirements of using electronic portfolios in continuing nursing education for clinical practices. Fifteen nurses were recruited using a qualitative purposive sampling approach between April 2013 and May 2013. After obtaining participants' consent, data were collected in a conference room of the study hospital by one-on-one semistructured in-depth interviews. Through data analyses, the following five main themes related to electronic learning portfolios were identified: instant access to in-service education information, computerized nursing postgraduate year training manual, diversity of system functions and interface designs, need for sufficient computers, and protection of personal documents. Because electronic portfolios are beginning to be used in clinical settings, a well-designed education information system not only can meet the needs of nurses but also can facilitate their learning progress.

  15. Issues and Challenges of Providing Online Inservice Teacher Training: Korea's experience

    Directory of Open Access Journals (Sweden)

    Insung Jung

    2001-07-01

    Full Text Available To meet the need for flexible and interactive teacher training, the Korean government created a Cyber Teacher Training Center (CTTC in the summer of 1997. The CTTC project developed a software platform for managing online inservice teacher training, 11 general training courses, with plans to add more courses each year. This article examines the needs met through the introduction of online inservice teacher training and the strategies that have been employed in the process. This paper also analyzes the major impacts of online teacher training and looks at the challenges facing online inservice teacher training in the coming years.

  16. Strategy for OCRWM to provide training assistance to state, tribal, and local governments

    International Nuclear Information System (INIS)

    1992-11-01

    The US Department of Energy's (DOE) Office of Civilian Radioactive Waste Management (OCRWM) has prepared this strategy to outline the process OCRWM will follow to provide funding and technical assistance to States and Indian Tribes as required by Section 180(c) of the Nuclear Waste Policy Act of 1982, as amended (NWPA). A schedule for the various steps to be taken is included. The NWPA directs DOE to dispose of the spent nuclear fuel generated by commercial nuclear power facilities and high-level radioactive waste from defense facilities. OCRWM was established to carry out this mission. OCRWM is developing a transportation system to support shipping of spent nuclear fuel to a Monitored Retrievable Storage (MRS) facility, and spent nuclear fuel and high-level radioactive waste to a final disposal repository. A 1987 amendment to the NWPA added Section 180(c) which states that DOE:. . . shall provide technical assistance and funds to States for training for public safety officials of appropriate units of local government and Indian Tribes through whose jurisdiction the Secretary [of Energy] plans to transport spent nuclear fuel or high-level radioactive waste .... Training shall cover procedures required for safe routine transportation of these materials, as well as procedures for dealing with emergency response situations. This strategy represents a five-step process to meet the requirements of Section 180(c)

  17. Hyper-Realistic, Team-Centered Fleet Surgical Team Training Provides Sustained Improvements in Performance.

    Science.gov (United States)

    Hoang, Tuan N; Kang, Jeff; Siriratsivawong, Kris; LaPorta, Anthony; Heck, Amber; Ferraro, Jessica; Robinson, Douglas; Walsh, Jonathan

    2016-01-01

    The high-stress, fast-paced environment of combat casualty care relies on effective teamwork and communication which translates into quality patient care. A training course was developed for U.S. Navy Fleet Surgical Teams to address these aspects of patient care by emphasizing efficiency and appropriate patient care. An effective training course provides knowledge and skills to pass the course evaluation and sustain the knowledge and skills acquired over time. The course included classroom didactic hours, and hands-on simulation sessions. A pretest was administered before the course, a posttest upon completion, and a sustainment test 5 months following course completion. The evaluation process measured changes in patient time to disposition and critical errors made during patient care. Naval Base San Diego, with resuscitation and surgical simulations carried out within the shipboard medical spaces. United States Navy medical personnel including physicians of various specialties, corpsmen, nurses, and nurse anesthetists deploying aboard ships. Time to disposition improved significantly, 11 ± 3 minutes, from pretest to posttest, and critical errors improved by 4 ± 1 errors per encounter. From posttest to sustainment test, time to disposition increased by 3 ± 1, and critical errors decreased by 1 ± 1. This course showed value in improving teamwork and communication skills of participants, immediately upon completion of the course, and after 5 months had passed. Therefore, with ongoing sustainment activities within 6 months, this course can substantially improve trauma care provided by shipboard deployed Navy medical personnel to wounded service members. Published by Elsevier Inc.

  18. The impact of university provided nurse electronic medical record training on health care organizations: an exploratory simulation approach.

    Science.gov (United States)

    Abrahamson, Kathleen; Anderson, James G; Borycki, Elizabeth M; Kushniruk, Andre W; Malovec, Shannon; Espejo, Angela; Anderson, Marilyn

    2015-01-01

    Training providers appropriately, particularly early in their caregiving careers, is an important aspect of electronic medical record (EMR) implementation. Considerable time and resources are needed to bring the newly hired providers 'up to speed' with the actual use practices of the organization. Similarly, universities lose valuable clinical training hours when students are required to spend those hours learning organization-specific EMR systems in order to participate in care during clinical rotations. Although there are multiple real-world barriers to university/health care organization training partnerships, the investment these entities share in training care providers, specifically nurses, to use and understand EMR technology encourages a question: What would be the cumulative effect of integrating a mutually agreed upon EMR system training program in to nursing classroom training on downstream hospital costs in terms of hours of direct caregiving lost, and benefits in terms of number of overall EMR trained nurses hired? In order to inform the development of a large scale study, we employed a dynamic systems modeling approach to simulate the theoretical relationships between key model variables and determine the possible effect of integrating EMR training into nursing classrooms on hospital outcomes. The analysis indicated that integrating EMR training into the nursing classroom curriculum results in more available time for nurse bedside care. Also, the simulation suggests that efficiency of clinical training can be potentially improved by centralizing EMR training within the nursing curriculum.

  19. Are doctor of pharmacy curricula in developing countries adequate to train graduates to provide pharmaceutical care?

    Directory of Open Access Journals (Sweden)

    Ramalingam Peraman

    2017-01-01

    Full Text Available Doctor of Pharmacy (PharmD program is a new dimension of pharmacy education in developing countries. The PharmD graduates are expected to participate in patient health care by providing pharmaceutical care. The graduates should have enough necessary clinical knowledge, competitiveness and skills in community, hospital and clinical pharmacy related services. There is a need of curriculum that fit into the program outcome that helps to attain graduate competency. Programs in India, Pakistan, Iran and Nepal were reviewed based on the available literature. Even though it is evident that the PharmD curriculum in developing countries has made an attempt to provide patient-oriented approach for pharmacists, the existing curriculum, training and orientation have several pitfalls. It needs assessment, evaluation and improvement.

  20. Resource approach in providing health-saving process of future teachers training

    Directory of Open Access Journals (Sweden)

    Mykytiuk S.A.

    2012-12-01

    Full Text Available The mechanisms of realization of resource approach are exposed in organization of pedagogical education. There were defined the ways of providing health-saving teacher training, namely: assessment criteria of adjustment of social order and personal professional development needs, means of implementing the tasks of pedagogical education concept according to the resource approach. The methods of maintainance and strengthening of health of future teachers are specified in the process of professional preparation. It is marked that resource approach unites requirement to the competence of teacher, provides the account of age-dependent features of organism of student and periods of becoming of personality of student and teacher. Resource approach is given by possibility to take into account the specific of labour and level of knowledge, abilities and skills of every student. Resource approach harmonizes the actual aspects of complex of the modern scientific going near education of students and professional preparation of future teachers.

  1. Table-top job analysis

    Energy Technology Data Exchange (ETDEWEB)

    1994-12-01

    The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.

  2. Evaluating Impact Of Communication Skills Training On Level Of Job Stress Among Nursing Personnel Working At Rehabilitation Centers In Cities: Ray- Tehran- Shemiranat

    Directory of Open Access Journals (Sweden)

    Sh. Rhezaii

    2006-05-01

    Full Text Available Background and Aim: Today, work related stress has become a common and costly problem in work places that most of studies in the last 30 decades have engaged in this problem. Several reports indicate that the occupations such as nursing which have high psychological job demands and low decision latitude are very stressful. This stress can cause harmful physical and psychological effects on nurses’ health. On the other hand, job stress may result in high rates of injury, tardiness and absenteeism at work place and reduced productivity and organizational commitment leading to low quality of nursing care. Numerous studies suggested that learning new activities and skills such as communication skills is one of the best strategies against job stress .The purpose of this study was to test the effectiveness of communication Skills training in reducing work stress level among nursing personnel in rehabilitation centers. Materials and Methods: The quasi- experimental design was conducted. A sample of 48 nursing personnel participated in the study. Subjects were randomly assigned to one of two experimental or control groups. Subjects in experimental group participated in a 7- hour’s workshop, all subjects were pre and post tested (one month later for job stress and communication skills with the Karasek’s Job Content Questionnaire (JCQ and communication skills test. Results: Results revealed the following: (1 subjects in both groups after pretest were the middle level of stress and communication skills. (2 After training the experimental group scored higher on the rating of communication skills than control group and had successfully maintained their improvements for 4 weeks. (3 After training the experimental group showed lower level of stress than control group and had successfully maintained their improvements for 4 weeks. Conclusion: As a result of this research communication skills training could reduce level of stress among nursing personnel

  3. Shedding Light: Private "For Profit" Training Providers and Young Early School Leavers. NCVER Research Report

    Science.gov (United States)

    Myconos, George; Clarke, Kira; te Riele, Kitty

    2016-01-01

    This research investigates the oft-criticised segment of the vocational education and training (VET) sector in Australia--private, for-profit registered training organisations (RTOs)--with the aim of gaining a clearer understanding of the approaches they adopt in training 15 to 19-year-olds who have left school early. Through a nationwide survey…

  4. Training: Who Needs It? Research Report 1995. Key Issues for Providers.

    Science.gov (United States)

    Hotel and Catering Training Co., London (England).

    Aimed at all those involved in the supply of training and vocational education for the hospitality industry, this report summarizes findings of the research report, "Training Who Needs It?" It draws out and explores in more detail key issues relating to the provision of training, support, and related initiatives for the industry. Section…

  5. Combined residency training in emergency medicine and internal medicine: an update on career outcomes and job satisfaction.

    Science.gov (United States)

    Kessler, Chad S; Stallings, Leonard A; Gonzalez, Andrew A; Templeman, Todd A

    2009-09-01

    This study was designed to provide an update on the career outcomes and experiences of graduates of combined emergency medicine-internal medicine (EM-IM) residency programs. The graduates of the American Board of Emergency Medicine (ABEM) and American Board of Internal Medicine (ABIM)-accredited EM-IM residencies from 1998 to 2008 were contacted and asked to complete a survey concerning demographics, board certification, fellowships completed, practice setting, academic affiliation, and perceptions about EM-IM training and careers. There were 127 respondents of a possible 163 total graduates for a response rate of 78%. Seventy graduates (55%) practice EM only, 47 graduates (37%) practice both EM and IM, and nine graduates (7%) practice IM or an IM subspecialty only. Thirty-one graduates (24%) pursued formal fellowship training in either EM or IM. Graduates spend the majority of their time practicing clinical EM in an urban (72%) and academic (60%) environment. Eighty-seven graduates (69%) spend at least 10% of their time in an academic setting. Most graduates (64%) believe it practical to practice both EM and IM. A total of 112 graduates (88%) would complete EM-IM training again. Dual training in EM-IM affords a great deal of career opportunities, particularly in academics and clinical practice, in a number of environments. Graduates hold their training in high esteem and would do it again if given the opportunity.

  6. The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan

    OpenAIRE

    Faridi, Adnan; Baloch, Akhtar; Wajidi, Abuzar

    2017-01-01

    This paper examines the impact of modern and traditional training and development programs on the employees of banking sectors' organizational commitment and overall performance within Karachi, Pakistan. Furthermore, the paper explores the causal-effect relationship between organizational commitment's distinctive attributes and T&D program through mediating role of job satisfaction, by particularly looking at the contractual and permanent employees. By combining the strata, convenience, and p...

  7. The Literacy Requirements of an Account Clerk on the Job and in a Vocational Training Program.

    Science.gov (United States)

    Moe, Alden J.; And Others

    As part of a project that identified the specific literacy skills required in ten occupations, this report provides two levels of instructional information about account clerks. Factual data are presented in Parts I and II for use in decision making by program developers, administrators, teachers, and counselors. These sections note the specific…

  8. Federally Funded Education and Job Training Programs for Low-Income Youth

    Science.gov (United States)

    Dworsky, Amy

    2011-01-01

    With the growing demand for highly skilled workers and declining wages for those who are less skilled, low-income youth with limited education and no work experience have few opportunities for gainful employment. Since the Great Depression, the federal government has been funding programs that provide low-income, out-of-school, and unemployed…

  9. On-the-Job Training and Social Learning Theory. A Literature Review

    Science.gov (United States)

    1980-05-01

    and discussed by Albert Bandura (47). The principles of social learning theory and learning from models are first described. Then a series of rules...developed by Bandura and his students (47, 48, 49) to be the most useful theory to account for observational learning and to provide a basis for...Learning Theory and Its Application 47. Bandura , A. Principles of Behavior Modification, New York: Holt, Rinehart & Winston, 1969. 48. Bandura , A

  10. 77 FR 59984 - Comment Request for Information Collection for Placement Verification and Follow-Up of Job Corps...

    Science.gov (United States)

    2012-10-01

    ... to Lawrence Lyford, Office of Job Corps, Room N-4507, Employment and Training Administration, U.S... multiple barriers to employment faced by youth throughout the United States. Job Corps is authorized by.... Information about satisfaction with the services provided by Job Corps. Type of Review: Extension without...

  11. Innovative techniques in maintenance training

    International Nuclear Information System (INIS)

    Soileau, J.B.; Blackwell, C.; Rackos, N.; Elmer, L.B.

    1991-01-01

    Performance based training has its beginning with a Job and Task Analysis (JTA), and culminates with the presentation of the developed training material. For optimum training effectiveness, a post training feedback mechanism is utilized to update and/or upgrade material content. A Job Task Analysis uses subject matter experts and supporting documentation to define the skills and knowledge necessary to perform functions from total position responsibilities to the simplest tasks, depending on desired results. Once skills and knowledge are defined, decisions on needed curriculum can be made including objectives, exams, and training settings (classroom, lab, or job site). This focused curriculum and the determination of best training settings are innovations of the performanced based training system. Past training experience has illustrated that a baseline level of classroom training acts as a catalyst for optimum hands-on training. The trainee exits the training phase able to do the job proficiently. This provides the training customer with quality training with minimum investment. Maintenance Training at Comanche Peak Steam Electric Station (CPSES) integrates the knowledge and skill needs by providing the individual with focused classroom presentations followed by sufficient laboratory time to practice actual task activities. Labs are configured to represent plant equipment and work environment to the maximum extent possible and duplicate in-plant work orders and procedures are used. This allows actions to be analyzed and corrective feedback given as necessary. As an added benefit, any mistakes made during training has minimal, if any, impact on plant performance

  12. Job variation in advanced training in adult neurology in Australia and New Zealand: a follow-up study.

    Science.gov (United States)

    Burrell, J R; Parratt, K; Lueck, C J

    2014-06-01

    Six years ago, a survey of Australian trainees in neurology highlighted several differences in the training offered by the various positions. There has been a subsequent increase in trainee numbers. This survey aimed to re-examine the workload and exposure provided by individual positions and to compare training in Australia and New Zealand. A questionnaire was circulated in 2012 to all advanced trainees in core adult neurology positions in Australia and New Zealand, looking at ward work, outpatient clinics, neurophysiology exposure and on-call commitments. The response rate was 85.7%. There was a 48.7% increase in the number of core training positions in Australia, but an average increase in inpatient workload of 56%. General neurology clinic numbers were unchanged while specialist clinic exposure had risen from 1.0 to 1.8 clinics/week. In some cases, exposure to neurophysiology had fallen. The requirement for out-of-hours on-call had fallen. There were no major differences between positions in Australia and New Zealand. There have been significant improvements in advanced training in adult neurology in the 5 years between 2007 and 2012: numbers of trainees have increased, on-call commitments have fallen and exposure to specialist clinics has risen. However, inpatient workload has increased significantly, accompanied by a slight reduction in exposure to training in neurophysiology in some cases. Overall, the changes are encouraging, but more work is still needed to ensure that individual positions meet the training needs of trainees. © 2014 The Authors; Internal Medicine Journal © 2014 Royal Australasian College of Physicians.

  13. OMARC: An online multimedia application for training health care providers in the assessment of respiratory conditions.

    Science.gov (United States)

    Meruvia-Pastor, Oscar; Patra, Pranjal; Andres, Karen; Twomey, Creina; Peña-Castillo, Lourdes

    2016-05-01

    OMARC, a multimedia application designed to support the training of health care providers for the identification of common lung sounds heard in a patient's thorax as part of a health assessment, is described and its positive contribution to user learning is assessed. The main goal of OMARC is to effectively help health-care students become familiar with lung sounds as part of the assessment of respiratory conditions. In addition, the application must be easy to use and accessible to students and practitioners over the internet. OMARC was developed using an online platform to facilitate access to users in remote locations. OMARC's unique contribution as an educational software tool is that it presents a narrative about normal and abnormal lung sounds using interactive multimedia and sample case studies designed by professional health-care providers and educators. Its interface consists of two distinct components: a sounds glossary and a rich multimedia interface which presents clinical case studies and provides access to lung sounds placed on a model of a human torso. OMARC's contents can be extended through the addition of sounds and case studies designed by health-care educators and professionals. To validate OMARC and determine its efficacy in improving learning and capture user perceptions about it, we performed a pilot study with ten nursing students. Participants' performance was measured through an evaluation of their ability to identify several normal and adventitious/abnormal sounds prior and after exposure to OMARC. Results indicate that participants are able to better identify different lung sounds, going from an average of 63% (S.D. 18.3%) in the pre-test evaluation to an average of 90% (S.D. of 11.5%) after practising with OMARC. Furthermore, participants indicated in a user satisfaction questionnaire that they found the application helpful, easy to use and that they would recommend it to other persons in their field. OMARC is an online multimedia

  14. The effects of a learning-goal orientation training on self-regulation: A field experiment among unemployed job seekers

    NARCIS (Netherlands)

    Noordzij, G.; van Hooft, E.A.J.; van Mierlo, H.; van Dam, A.; Born, M.Ph.

    2013-01-01

    Finding reemployment after job loss is a complex and difficult task that requires extensive motivation and self-regulation. This study aimed to examine whether improving unemployed job seekers’ cognitive self-regulation can increase reemployment probabilities. Based on the goal orientation

  15. Exploring job embeddedness' antecedents

    Directory of Open Access Journals (Sweden)

    Ghadeer Mohamed Badr ElDin Aboul-Ela

    2018-04-01

    Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.

  16. The effect of providing resuscitation training to front- line staff on ...

    African Journals Online (AJOL)

    assistants (three years training) or clinical officers (four years training). ... run sixteen times since 2005 and a total of 391 health care workers have ... lecture topics are described in Table 3, and the small group discussion topics ... There were also some specific .... were presented by way of case studies in the case of each.

  17. Editorial: Advances in healthcare provider and patient training to improve the quality and safety of patient care

    OpenAIRE

    Elizabeth M. Borycki

    2015-01-01

    This special issue of the Knowledge Management & E-Learning: An International Journal is dedicated to describing “Advances in Healthcare Provider and Patient Training to Improve the Quality and Safety of Patient Care.” Patient safety is an important and fundamental requirement of ensuring the quality of patient care. Training and education has been identified as a key to improving healthcare provider patient safety competencies especially when working with new technologies such as electronic ...

  18. Strategies business of the unit providing services of virtual training – unipanamericana compensar.

    Directory of Open Access Journals (Sweden)

    Jenny Marcela Cardona Bedoya

    2015-03-01

    Full Text Available This article presents the results of processes thesis of "Master in Management and Marketing Management and Global New Markets" for the University Camilo José Cela. The data collection is done through an exploratory research and the study of business unit Unit Providing Services of Virtual Training Unipanamericana - Compensate. Considering secondary sources we identified: 1 The most important in the world and in Colombia at the level of new technologies, 2 The development trends of the array Mic Mac establishes the relationship between trends and portfolio of the business unit. And 3 Identify the growth of applications and the impact of E-learning. The collection and analysis of information on the qualitative method developed through interviews, aiming to identify trends that impact the marketing plan. In the analysis were found four trends that impact the line of business: The joint educational levels, The new educational experiences, Changes in learning models and Strengthening education systems. These trends were explored in an evaluative context, to identify new technologies that are necessary for professional development.   

  19. Preliminary framework for Familiar Auditory Sensory Training (FAST) provided during coma recovery.

    Science.gov (United States)

    Pape, Theresa Louise-Bender; Rosenow, Joshua M; Harton, Brett; Patil, Vijaya; Guernon, Ann; Parrish, Todd; Froehlich, Kathleen; Burress, Catherine; McNamee, Shane; Herrold, Amy A; Weiss, Bessie; Wang, Xue

    2012-01-01

    Since there remains a need to examine the nature of the neural effect and therapeutic efficacy/effectiveness of sensory stimulation provided to persons in states of seriously impaired consciousness, a passive sensory stimulation intervention, referred to as the Familiar Auditory Sensory Training (FAST) protocol, was developed for examination in an ongoing, double-blind, randomized clinical trial (RCT). The FAST protocol is described in this article according to the preliminary framework, which is a synthesis of knowledge regarding principles of plasticity and capabilities of the human brain to automatically and covertly process sensory input. Feasibility issues considered during the development of the intervention are also described. To enable replication of this intervention, we describe procedures to create the intervention and lessons learned regarding the creation process. The potential effect of the intervention is illustrated using functional brain imaging of nondisabled subjects. This illustration also demonstrates the relevance of the rationale for designing the FAST protocol. To put the intervention within the context of the scientific development process, the article culminates with a description of the study design for the ongoing RCT examining the efficacy of the FAST protocol.

  20. Site security personnel training manual

    International Nuclear Information System (INIS)

    1978-10-01

    As required by 10 CFR Part 73, this training manual provides guidance to assist licensees in the development of security personnel training and qualifications programs. The information contained in the manual typifies the level and scope of training for personnel assigned to perform security related tasks and job duties associated with the protection of nuclear fuel cycle facilities and nuclear power reactors