WorldWideScience

Sample records for sheet employee training

  1. 28 CFR 97.12 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...

  2. 40 CFR 273.16 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or have...

  3. 40 CFR 273.36 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees are...

  4. Why training older employees is less effective

    OpenAIRE

    Zwick, Thomas

    2011-01-01

    This paper shows that training of older employees is less effective. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Older employees also pursue less ambitious goals with their training participation. An important reason for these differences during the life cycle might be that firms do not offer the “right” training forms and contents. Older employees get higher returns from informal ...

  5. Outsourcing of Training and Development of Employees

    OpenAIRE

    Mihulková, Dana

    2008-01-01

    This work defines the concept, advantages and risks of outsourcing of training and development of employees. The practical part of this work is a case study which goal is to choose a supplier for long-term development of employees of Prague company in English language.

  6. General employee training: Initial needs assessment

    International Nuclear Information System (INIS)

    Jones, E.; Copenhaver, E.D.

    1987-01-01

    US Department of Energy Orders, including those for Emergency Preparedness, require that DOE facility employees receive a preparatory course on certain basic work practices and employee responsibilities before receiving any job-specific training. Most of this general information is required for employees to either prevent or to handle emergency situations that may arise in the workplace. While the categories are general, the information should be given at both Laboratory and individual-site levels, if possible. A simple checklist developed by Oak Ridge National Laboratory proved beneficial when assessing its general employee orientation compliance status. The checklist includes subject areas covered, organizational identities and responsibilities, and documentation needs

  7. Workplace Training: Employer and Employee Perspectives

    Science.gov (United States)

    National Centre for Vocational Education Research (NCVER), 2017

    2017-01-01

    According to the 2016 Organisation for Economic Co-operation and Development (OECD) report, Education at a glance, much of the learning at work takes place through employer-supported training. Both employers and employees recognise the benefits of such training because skilling the workforce can lead to better jobs, greater firm competitiveness,…

  8. General Employee Training Live, Course 15503

    Energy Technology Data Exchange (ETDEWEB)

    Gabel, Daniel Glen [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Hughes, Heather [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

    2016-08-25

    This training at Los Alamos National Laboratory contains the following sections: Introduction to the Laboratory, Institutional Quality Assurance, Facilities, Policies, Procedures, and Other Requirements, Safety Expectations, Worker Protection: Occupational Safety and Health, Industrial Hygiene and Safety, Lockout/Tagout, General Employee Radiological Training, Fire Protection, Security, Emergency Operations, Occupational Health, and Environment.

  9. 10 CFR 707.6 - Employee assistance, education, and training.

    Science.gov (United States)

    2010-01-01

    ....6 Employee assistance, education, and training. Contractor programs shall include the following or appropriate alternatives: (a) Employee assistance programs emphasizing preventive services, education, short... provided by the contractor's employee assistance program, except as provided for in the contractor's...

  10. The Role of Employees in Training Decisions in Canada

    OpenAIRE

    Kapsalis, Constantine

    1996-01-01

    The purpose of this article is not to question the need to provide more employee education and training or to encourage employers to invest more in employee development. Rather, it is to show that the decisions of employees themselves have as much to do with employee education and training as do those of employers. Consequently, the promotion of training requires addressing all workplace partners, not just employers, but also employees themselves, as well as governments, unions and educ...

  11. Improving retention of older employees through training and development.

    Science.gov (United States)

    Tourigny, Louise; Pulich, Marcia

    2006-01-01

    This article explores the needs and interests of older employees in training and development efforts which can result in higher retention rates. Managers may be reluctant to train workers close to retirement age for various reasons. Managers also use certain practices to avoid training older employees. When training is offered, accurate performance feedback is essential for desired training outcomes to occur. Finally, areas are proposed which are more appropriate to include in training and development endeavors for older employees versus younger ones.

  12. Facts on Employee Assistance Programs. Clearinghouse Fact Sheet.

    Science.gov (United States)

    Desmond, Thomas C.

    Employee Assistance Programs (EAPs) offer employees confidential, professional assistance for the kinds of personal problems that adversely affect their lives and their jobs. These programs started when acute worker shortages during World War II, coupled with the successes of Alcoholic Anonymous, prompted some companies in the 1940s to develop…

  13. Perceptions of Employees and Supervisors of a Skills Training Program

    Science.gov (United States)

    Calcavecchi, Lincoln Todd

    2018-01-01

    Organizational leaders know that training improves worker performance, but training is often initiated without considering employees' work task requirements. This instrumental case study was conducted to understand the perceptions of employees who completed a skills training program and those of supervisors. The conceptual framework was andragogy,…

  14. Hanford general employee training - A million dollar cost beneficial program

    International Nuclear Information System (INIS)

    Gardner, P.R.

    1991-02-01

    In January 1990, Westinghouse Hanford Company implemented an interactive videodisc training program entitled Hanford General Employee Training. Covering all Institute of Nuclear Power Operations general employee training objectives, training mandated by US Department of Energy orders, and training prescribed by internal Westinghouse Hanford Company policies, Hanford General Employee Training presents and manages engaging training programs individually tailored to each of the 9,000 employees. Development costs for a sophisticated program such as Hanford General Employee Training were high compared to similar costs for developing ''equivalent'' traditional training. Hardware ($500,000) and labor costs ($400,000) totaled $900,000. Annual maintenance costs, equipment plus labor, are totalling about $200,000. On the benefit side, by consolidating some 17 previous Westinghouse Hanford Company courses and more effectively managing the instructional process, Hanford General Employee Training reduced the average student training time from over 11 hours to just under 4 hours. For 9,000 employees, the computed net annual savings exceeds $1.3 million. 2 refs

  15. Aging and training and development willingness: employee and supervisor mindsets

    NARCIS (Netherlands)

    van Vianen, A.E.M.; Dalhoeven, B.A.G.W.; de Pater, I.E.

    2011-01-01

    In this study, we examined individual and situational factors that impact the relationship between age and employee training and development willingness. We proposed that the relationship between age and training and development willingness would be moderated by employees' entity self-theory and

  16. Inside the VA: How Workplace Training Evaluation Impacts Employee Performance

    Science.gov (United States)

    Emerson, Timica F.

    2017-01-01

    Employee performance and patient satisfaction are strong indicators of the current state of a healthcare organization. Workplace training programs are used to teach employees the knowledge and skills necessary to effectively perform on the job. Instructor-led, online, blended and independent learning events are produced to address learning needs…

  17. 30 CFR 75.1713-3 - First-Aid training; supervisory employees.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 75... First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses... employee and date on which the employee satisfactorily completed the first-aid training course. The...

  18. Evaluation of employee training in retail business

    Directory of Open Access Journals (Sweden)

    Jana Stehlíková

    2012-01-01

    Full Text Available Technological development and growing competition on the market asks for continuous improvement of knowledge and skills of employees, not only for securing their work places but also for increasing the companies’ competitiveness and economic development of the society. Company education is one of the main instruments, how the enterprises can improve their position in the market. The main criterion of success in business are in present especially employees’ skills. The main objective of this paper was to evaluate the most important topics, which are used for improving skills and working outcomes of employees in retail and wholesale branch. Their possibility for getting feedback was also commented and controllability was further checked. When we summarize all findings, the most important competencies of workers in retail and warehouse business are qualification (shopping skills and knowledge of products, behaviour (obliging attitude to customers, ability to compliment the customer of his/her choice, working reaction (ability to do daily tasks quickly, safety, precisely and punctually, neatness (well and clean dressed employees, different groups of workers are distinguishable from each other. Next step after the list of main competences in retail and warehouse business was creating questionnaire, which should serve for researching quality of company education and its possibility to improvement. This questionnaire can serve for all companies in this field, which want or need to evaluate their company education.

  19. Relationship between Employees' Beliefs regarding Training Benefits and Employees' Organizational Commitment in a Petroleum Company in the State of Qatar

    Science.gov (United States)

    Al-Emadi, Mohammed Asad Shareef; Marquardt, Michael J.

    2007-01-01

    The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees' organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative…

  20. Training Sessions and Materials Present Ways to Improve System Efficiency: OIT Technical Assistance Fact Sheet: Training

    International Nuclear Information System (INIS)

    Ericksen, E.

    1999-01-01

    Interested in learning about innovative ways to improve the efficiency of your plant's steam, electric motor, and compressed air systems? This US Department of Energy Office of Industrial Technologies fact sheet offers information regarding training sessions, teleconferences, and various training materials to teach you and your company ways to reduce energy use, save money, and reduce waste and pollution through system optimization

  1. General Employee Radiological Training: Study guide

    International Nuclear Information System (INIS)

    1992-10-01

    Upon completion of this class, the participant will be able to discuss his/her responsibilities for maintaining exposures to radiation and radioactive material As Low As Reasonably Achievable. The participant will be able to select the correct response from a group of responses which verifies his/her ability to: Identify natural background and man-made sources of radiation; state the whole body radiation exposure limit for non-radiological workers; state the potential biological effects from chronic radiation exposure; identify the ALARA concept and practices; state methods used to control radiological material; and state employee responsibilities for the ALARA Program

  2. Forms of Employee Trainings Concerning Aspects of Cold Knowledge

    Directory of Open Access Journals (Sweden)

    Komańda Marcin

    2017-06-01

    Full Text Available Research relevance: Cold knowledge is perceived as a key issue in terms of the composition of the company and the sense of the procedures being implemented. Thus, organisation of appropriate forms of employee trainings in this regard becomes essential. Aim of the paper: Distinguishing the existence of schemes of applied forms of employee trainings in the contexts of relation between two aspects of cold knowledge (internal documentation and data bases and the types of enterprises (their formal independence. Research methods applied: A survey based on the purposive sampling of respondents was conducted. A two-tiered clustering analysis and an analysis of correspondence were applied. Main findings: It was possible to distinguish four groups of particular forms of trainings. Three groups are represented by the same main forms of trainings in both cases (documentation/databases. The analysis of correspondence established that respondents from branches as well as head offices of multi-branch enterprises were, in case of trainings concerning internal documentation, more prone to point at two forms of trainings: blended and special, whereas, in case of training within the scope of databases, they were more willing to point at a special form of trainings. Theoretical and/or practical value of the study: Results allow to associate the forms of employee trainings in the chosen aspects of cold knowledge and show the differentiation of their use depending on the type of enterprise. These facts open up a new theoretical perspective for the description of organisation of employee trainings based on formal relations.`

  3. Radiation protection training for diverse general employee populations

    International Nuclear Information System (INIS)

    Copenhaver, E.D.; Houser, B.S.

    1986-01-01

    Radiation protection training for the general employee at the Oak Ridge National Laboratory has undergone a great deal of restructuring in the last two years. The number of personnel totally dedicated to nuclear facilities is less than a fifth of our employees and the percentage of contracted employees who are dedicated radiation workers is much smaller. However, the aging of our facilities and increasing emphasis on environmental control means that everyone needs to understand the basics of radiation protection. In accordance with changing DOE guidelines and internal ORNL policies, greater emphasis has been placed on keeping training focused on current issues, training the total workforce, and requiring some type of testing or feedback mechanism. This report describes efforts to instill respect, but not fear, of radiation in the work environment. Flexible tools are being developed to meet this objective for several diverse general employee populations. Continuing efforts include consideration of computer-based training for retraining, developing additional modules for specialized groups and jobs, and testing/documentation appropriate to each population segment. 6 refs

  4. General Employee Radiological Training and Radiological Worker Training: Program management manual

    International Nuclear Information System (INIS)

    1992-10-01

    This manual defines and describes the DOE General Employee Radiological Training (GERT) and Radiological Worker I and II (RW I and II) Training programs. It includes material development requirements, standards and policies, and program administration. This manual applies to General Employee Radiological Training and Radiological Worker Training at all DOE contractor sites. The training materials of both GERT and RW I and II training reflect the requirements identified in the DOE Radiological Control Manual and DOE Order 5480.11. The training programs represent the minimum requirement for the standardized core materials. Each contractor shall implement the program in its entirety and may augment the standardized core materials to increase the general employee and radiological worker level of competency

  5. The Effectiveness of Employee Assistance Program Supervisor Training: An Experimental Study.

    Science.gov (United States)

    Schneider, Robert J.; Colan, Neil B.

    1992-01-01

    A total of 291 supervisors were assigned to 3 groups (in-house training, external training, no training) for training in management of troubled employees. Both forms of training were effective in improving supervisors' knowledge of employee assistance programs. Supervisory training was best viewed as a process, not a single event. (SK)

  6. Hanford general employee training: Computer-based training instructor's manual

    Energy Technology Data Exchange (ETDEWEB)

    1990-10-01

    The Computer-Based Training portion of the Hanford General Employee Training course is designed to be used in a classroom setting with a live instructor. Future references to this course'' refer only to the computer-based portion of the whole. This course covers the basic Safety, Security, and Quality issues that pertain to all employees of Westinghouse Hanford Company. The topics that are covered were taken from the recommendations and requirements for General Employee Training as set forth by the Institute of Nuclear Power Operations (INPO) in INPO 87-004, Guidelines for General Employee Training, applicable US Department of Energy orders, and Westinghouse Hanford Company procedures and policy. Besides presenting fundamental concepts, this course also contains information on resources that are available to assist students. It does this using Interactive Videodisk technology, which combines computer-generated text and graphics with audio and video provided by a videodisk player.

  7. 30 CFR 77.1703 - First-Aid training; supervisory employees.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 77... UNDERGROUND COAL MINES Miscellaneous § 77.1703 First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses for selected supervisory employees at the mine. Within 60 days...

  8. 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...

  9. ANALYSIS OF TRAIN SHEET IN THE INFORMATION SYSTEM OF JSC «UKRZALIZNYTSIA»: PERSPECTIVE

    Directory of Open Access Journals (Sweden)

    S. M. Ovcharenko

    2016-04-01

    Full Text Available Purpose. The system of train sheet analysis (TSA in the information system of JSC «Ukrzaliznytsia» provides work with passenger and suburban trains and has considerable potential. Therefore it is necessary to establish the prospects of development of the system. Methodology. Departments’ setup and the train delay causes should be carried out at every station and span, where such delays took place. This requires the fixation of condition deviations of infrastructure from normal and other adverse factors. In the sector of freight transportations the train schedule analysis is insufficient, since this analysis does not account for deviations from the terms of delivery. Therefore it also is necessary to analyze the delivery graphs. The basis for monitoring the cargo delivery is the method of control time points (CTP of technological operations performed with cargo at railway stations. On the basis of CTP to assess the quality of the transport process one should calculate the values of the analysis of cargo delivery schedule (performance level of the cargo delivery schedule, the coefficient of ahead of schedule/delay delivery. Findings. The article proposes to develop the system TSA using the input and display of the train delay causes on-line by transportation service employees, expansion of statistical databases and processing of the input delay causes during its calculation train sheet analysis of freight trains and quality assessment of the delivery schedule fulfillment. It is also appropriate before the new operator companies had appeared to make changes in the instructions TSCHU-TSD-0002 on the list of departments, which include delayed trains, by adding «the department» «The fault of operator companies» and corresponding causes of delays. Originality. The scheme of automated TSA in the information system of JSC «Ukrzaliznytsia» was improved. The author proposes to determine the cargo delivery quality on the certain polygon using the

  10. 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.

  11. 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.

  12. 28 CFR 0.153 - Selection and assignment of employees for training.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Selection and assignment of employees for... Selection and assignment of employees for training. The Director of the Federal Bureau of Investigation, the....S.C. 4109, with respect to the selection and assignment of employees for training by, in, or through...

  13. 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...

  14. An Analysis of Training Focused on Improving SMART Goal Setting for Specific Employee Groups

    Science.gov (United States)

    Worden, Jeannie M.

    2014-01-01

    This quantitative study examined the proficiency of employee SMART goal setting following the intervention of employee SMART goal setting training. Current challenges in higher education substantiate the need for employees to align their performance with the mission, vision, and strategic directions of the organization. A performance management…

  15. 77 FR 6411 - Training, Qualification, and Oversight for Safety-Related Railroad Employees

    Science.gov (United States)

    2012-02-07

    ... Oversight for Safety-Related Railroad Employees AGENCY: Federal Railroad Administration (FRA), Department of... establishing minimum training standards for each category and subcategory of safety-related railroad employee... or contractor that employs one or more safety-related railroad employee to develop and submit a...

  16. A Lighthouse in the Desert? Evaluating the Effects of Creativity Training on Employee Innovation

    Science.gov (United States)

    Birdi, Kamal

    2007-01-01

    The contribution of three different creativity training programmes to employees' workplace idea generation and implementation was evaluated. The research was conducted within a government organization, where 191 employees (a mixture of participants and non-participants in creativity training) were surveyed. Analyses showed that creativity 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 AND DEVELOPMENT STANDARDS FOR FRONT OFFICE EMPLOYEES IN MODERN HOTEL INDUSTRY

    Directory of Open Access Journals (Sweden)

    Ivica Batinić

    2014-10-01

    Full Text Available Specific requirements of modern consumer-tourists, competition, new sciences and technology have led to the emergence of new products and services in a modern hotel business as well as prescription of training and development standards for employees and managers in the hotel groups and independent hotels of higher rank. Every serious hotel, in order to survive on the tourist market, must have a separate program (standard of training and development for employees and managers. General hotel management, particularly human resource management, is fully responsible for the development and implementation of the program (standard of training and development of employees and managers. In this paper, I will write about the basic features of modern hospitality and fundamental stages of training and development of hotel employees and managers. In a particular part, I will write about front office department and training and development standards of front office employees and managers.

  19. A Profile of Current Employee Training Practices in Selected Businesses and Industries in Southwest Virginia

    OpenAIRE

    Hundley, Katrina M.

    2003-01-01

    The purposes of this study were to (a) establish a profile of the current training practices of selected businesses and industries in Southwest Virginia; (b) identify the type of training methods these companies are choosing -- such as traditional classroom training or web-based training programs, and (c) identify how the training methods are selected. This profile established baseline data for current business and industry employee training programs. The population of this study include...

  20. The Effects of Human Resources Training on Employee Performance in Business

    Directory of Open Access Journals (Sweden)

    Kerem KAPTANGİL

    2012-12-01

    Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.

  1. Are Leaders born or made? Leadership Training Effects on Employee Perceptions of Leadership

    DEFF Research Database (Denmark)

    Andersen, Lotte Bøgh; Bøllingtoft, Anne; Jacobsen, Christian Bøtcher

    Scholars have discussed for many years whether leaders are born or made. A key question is whether leadership training can push leaders to a more active leadership behavior - also in the eyes of their employees. This article presents the results of a large-scale field experiment where public...... and private leaders were randomly assigned to a control group or one of three leadership training modules aimed at affecting employee-perceived transformational and/or transactional leadership. The participating leaders are from different Danish organizations: Tax agencies, primary and secondary schools......, daycare centers, and banks. All participating leaders and employees were surveyed before and after the training programs, providing us with panel data from 4,782 employees from 474 organizations. We find that the three leadership training programs significantly affected the level of employee...

  2. TO STUDY THE EFFECTIVENESS OF TRAINING & DEVELOPMENT IN BANK EMPLOYEES OF JABALPUR CITY

    OpenAIRE

    Anjana Rai; Dr. Abhinica Sahu

    2017-01-01

    Training & Development is the major function of the Human Resource Management .The main objective of the training and development is to improve the performance and productivity of the employees. Training & Development means increasing an employee’s ability to perform through learning through improving the employee’s attitude or increasing his or her skills and knowledge.” I have collected the data from 60 employees (Assistant Manager and clerical staff) working in public sector and private se...

  3. Mandatory communication training of all employees with patient contact.

    Science.gov (United States)

    Ammentorp, Jette; Graugaard, Lars Toke; Lau, Marianne Engelbrecht; Andersen, Troels Præst; Waidtløw, Karin; Kofoed, Poul-Erik

    2014-06-01

    In 2010 a communication program that included mandatory communication skills training for all employees with patient contact was developed and launched at a large regional hospital in Denmark. We describe the communication program, the implementation process, and the initial assessment of the process to date. The cornerstone of the program is a communication course based on the Calgary Cambridge Guide and on the experiences of several efficacy and effectiveness studies conducted at the same hospital. The specific elements of the program are described in steps and a preliminary assessment based on feedback from the departments will be presented. The elements of the communication program are as follows: (1) education of trainers; (2) courses for health professionals employed in clinical departments; (3) education of new staff; (4) courses for health professionals in service departments; and (5) maintenance of communication skills. Thus far, 70 of 86 staff have become certified trainers and 17 of 18 departments have been included in the program. Even though the communication program is resource-intensive and competes with several other development projects in the clinical departments, the experiences of the staff and the managers are positive and the program continues as planned. Copyright © 2014 The Authors. Published by Elsevier Ireland Ltd.. All rights reserved.

  4. Proposing a Research Methodology to Evaluate the Relation Between Training Needs Assessment and Employee Performance

    Science.gov (United States)

    2016-06-01

    FRAMEWORK The theoretical framework of the proposed study is rooted in employee motivation , perception on training effectiveness and the cause of positive...which can be explained as the motivating factors that do not encourage development or growth. For instance, many factors can motivate the employee ...of them offer any opportunities or chances for progress or development. The employee looking for development and growth will look for motivational

  5. The development and implementation of environmental training for management and employees

    International Nuclear Information System (INIS)

    Grant, R.O.; Whelan, M.

    1991-01-01

    This paper describes the design and implementation of an environmental training strategy in a major North Sea operating company. The training events were designed using in-house environmental and training advisers to include all levels of management, operational employees and contractors. As well as designing new courses, material was produced to introduce an environmental awareness component into some existing courses

  6. 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

  7. 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.

  8. Employee Relations. A Guide and Reference Book for Those Involved or Training to Be Involved in Employee Relations in the Hotel and Catering Industry. Seventh Edition.

    Science.gov (United States)

    Martin, Rodney; Hayter, Roy, Ed.

    This guide and reference book is designed to help those involved or training to be involved in employee relations in the hotel and catering industry. Chapter 1 attempts to define employee relations. Chapter 2 describes the institutions and parties involved in employee relations in the hotel and catering industry. The focus of chapter 3 is on…

  9. Employee Satisfaction with Training Opportunities and its Relation to Internal Marketing

    Directory of Open Access Journals (Sweden)

    Treľová Silvia

    2017-08-01

    Full Text Available The article aims to find a link between employee training and satisfaction with educational activities and marketing efforts of the organization. Qualification growth of employees is closely connected to the organization’s success. Since obstacles in education hinder achieving desirable results, they need to be identified and overcome.

  10. Employees' Perceptions of Barriers to Participation in Training and Development in Small Engineering Businesses

    Science.gov (United States)

    Susomrith, Pattanee; Coetzer, Alan

    2015-01-01

    Purpose: This paper aims to investigate barriers to employee participation in voluntary formal training and development opportunities from the perspective of employees in small engineering businesses. Design/methodology/approach: An exploratory qualitative methodology involving data collection via site visits and in-depth semi-structured…

  11. Impact of Training and Development on Employees Performance in Bosnia And Herzegovina

    Directory of Open Access Journals (Sweden)

    Serkan Bayraktaroglu

    2014-12-01

    Full Text Available Companies today are forced to compete and to act professionally in those harsh times, so it is very important to have right employees for better company`s rating. It is crucial that staff needs to have better knowledge, skills and competencies. More and more companies are acknowledging Human Resources (training and development as their main key for success and bigger focus is on employee – customer relation. Main objective of this study was to find out impact of training and development on employee’s performance and Bosnia and Herzegovina was taken as an example. This study was back grounded by the two different questionnaires one for the employees and one for the managers or owners of the companies. Results revealed that there is a huge impact on employee’s performance when it comes to the training programs and employees are fully aware that training programs give them better knowledge, improved skills and ideas for future career paths.

  12. TRAINING AND DEVELOPMENT STANDARDS FOR FRONT OFFICE EMPLOYEES IN MODERN HOTEL INDUSTRY

    OpenAIRE

    Ivica Batinić

    2014-01-01

    Specific requirements of modern consumer-tourists, competition, new sciences and technology have led to the emergence of new products and services in a modern hotel business as well as prescription of training and development standards for employees and managers in the hotel groups and independent hotels of higher rank. Every serious hotel, in order to survive on the tourist market, must have a separate program (standard) of training and development for employees...

  13. Training and Its Impact on the Performance of Employees at Jordanian Universities from the Perspective of Employees: The Case of Yarmouk University

    Science.gov (United States)

    Al-Mzary, Maaly Mefleh Mohammed; Al-rifai, Abedallah D. A.; Al-Momany, Mohammed Omer Eid

    2015-01-01

    The objective of this paper is to examine the attitudes of administrative leaders and administrative employees concerning the training courses provided, as well as the impact of training on employee job performance at Yarmouk University in Jordan. The study is carried at a Malaysian small and medium enterprise (SME). Findings indicated that…

  14. Effective e-Training: Using a Course Management System and e-Learning Tools to Train Library Employees

    Science.gov (United States)

    See, Andrew; Teetor, Travis Stephen

    2014-01-01

    In the summer of 2012, the University of Arizona Libraries implemented an online training program to effectively train Access Services staff and student employees at a large academic research library. This article discusses the program, which was built using a course management system (D2L) and various e-Learning software applications (Articulate…

  15. THE EFFECT OF TRAINING IN THE IMPROVEMENT OF EMPLOYEE EFFICIENCY IN PHARMACEUTICAL INDUSTRY AND AN APPLICATION

    Directory of Open Access Journals (Sweden)

    Sinem AYDOĞDU

    2013-01-01

    Full Text Available Businesses faces with important and rapid changes. This rapid change in the business environment forces the organizations to change their operations and structures. Adopting these changes fast and contionus renewal of both employees and organizations help organizations reach the set goals and survive in the competitive market. To be accomplished in competition, companies need well trained and well developed employees from front employees to the top level managers in the executive suite. Moreover, training process must gain continuity. Especially, in Pharmaceutical Industry, due to the fast and rapid changes and improvements concerning the regulations and procedures of Ministery of Health, guidelines such as GMP (Good Manufacturing Practises, GLP (Good Laboratory Practises, GDP (Good Documentation Practises etc. employees who are working should be trained and updated about the current knowledge to increase the efficiency in the organization. Vice versa, organizations can not raise their competition power in order to exist and develop themselves. To sum up, globalization, fast changes in regulations and procedures and also technological shifts lead to changes even in organizations. In order to cope with these changes, companies need to train their employees. The main purpose of this study is to investigate the effect of training on employee efficiency. Research is carried out with 74 employees from a pharmaceutical company in İstanbul, Turkey. The results of the study support the hypotheses. There’s a significant difference between white collar and blue collar employees on the idea of efficiency of training in the area of career development, area of productivity, professional growth and customer satisfaction.

  16. 76 FR 50359 - Hours of Service of Railroad Employees; Substantive Regulations for Train Employees Providing...

    Science.gov (United States)

    2011-08-12

    ..., with FAST requiring an effectiveness score greater than or equal to its threshold, and FAID requiring a... section 3 [49 U.S.C. 21105]) and hostlers.'' Other employees, such as food service providers or sleeping... evening that may affect one's fatigue and alertness. Because of natural circadian rhythms and...

  17. 76 FR 16199 - Hours of Service of Railroad Employees; Substantive Regulations for Train Employees Providing...

    Science.gov (United States)

    2011-03-22

    ... hostlers.'' Other employees, such as food service providers or sleeping car attendants, who may work on... day. Because of natural circadian rhythms and environmental and social factors, most people are able... Effectiveness (SAFTE) model and Fatigue Avoidance Scheduling Tool TM (FAST) that have been validated and...

  18. The effect of time-management training on employee attitudes and behavior: a field experiment.

    Science.gov (United States)

    Orpen, C

    1994-07-01

    This field experiment tested for the effect of time-management training on 56 employees at an Australian manufacturing company, half of whom attended a 3-day training program and half of whom did not. The training group subjects rated their management of time significantly higher after the program than did the group who did not attend the training program. The diary entries of the trained subjects over a 2-week period after the training program were also rated by three superiors as exhibiting significantly better time management than the diary entries of the untrained group. Given that subjects had been randomly assigned to the two conditions, these results suggest that appropriate training can cause employees to improve how they manage their time at work.

  19. Develop information and training aids to assist all employees to recognize frictional ignition hazards

    CSIR Research Space (South Africa)

    Oberholzer, JW

    1998-07-01

    Full Text Available This report describes the process followed in establishing training aids to make employees aware of the dangers of frictional hazards. The actual outputs of the project are training aids that will be used by trainers to transfer the knowledge...

  20. The Relationship between Perceived Training Opportunities, Work Motivation and Employee Outcomes

    Science.gov (United States)

    Dysvik, Anders; Kuvaas, Bard

    2008-01-01

    The purpose of this study was to explore alternative relationships between training opportunities and employee outcomes. A cross-sectional survey of 343 trainees from a broad range of Norwegian service organizations showed that the relationship between perceived training opportunities, and both task performance and citizenship behaviors were fully…

  1. A Conceptual Model for Employer Training to Manage Employee Counter-Productive Behaviors

    Science.gov (United States)

    Rock, Naomi Spickard

    2011-01-01

    The purpose of this study was to develop a model for employer training to manage employees who possess counter-productive behaviors. With the increasing encouragement for employers to hire without discriminating, the number of individuals with disabilities in the workforce will rise. There is limited training in universities and businesses to…

  2. Assessment of Native Languages for Food Safety Training Programs for Meat Industry Employees

    Science.gov (United States)

    Olsen, Sherrlyn S.; Cordray, Joseph C.; Sapp, Stephen; Sebranek, Joseph G.; Anderson, Barbara; Wenger, Matt

    2012-01-01

    Challenges arise when teaching food safety to culturally diverse employees working in meatpacking and food manufacturing industries. A food safety training program was developed in English, translated into Spanish, and administered to 1,265 adult learners. Assessments were conducted by comparing scores before and immediately following training.…

  3. The Effect of Soft Skills and Training Methodology on Employee Performance

    Science.gov (United States)

    Ibrahim, Rosli; Boerhannoeddin, Ali; Bakare, Kazeem Kayode

    2017-01-01

    Purpose: The purpose of this paper is to investigate the effect of soft skill acquisition and the training methodology adopted on employee work performance. In this study, the authors study the trends of research in training and work performance in organisations that focus on the acquisition of technical or "hard skills" for employee…

  4. Management commitment to safety vs. employee perceived safety training and association with future injury.

    Science.gov (United States)

    Huang, Yueng-Hsiang; Verma, Santosh K; Chang, Wen-Ruey; Courtney, Theodore K; Lombardi, David A; Brennan, Melanye J; Perry, Melissa J

    2012-07-01

    The purpose of this study is to explore and examine, specific to the restaurant industry, two important constructs emerging from the safety climate literature: employee perceptions of safety training and management commitment to safety. Are these two separate constructs? Are there both individual- and shared group-level safety perceptions for these two constructs? What are the relationships between these two constructs and future injury outcomes? A total of 419 employees from 34 limited-service restaurants participated in a prospective cohort study. Employees' perceptions of management commitment to safety and safety training and demographic variables were collected at the baseline. The survey questions were made available in three languages: English, Spanish, and Portuguese. For the following 12 weeks, participants reported their injury experience and weekly work hours. A multivariate negative binomial generalized estimating equation model with compound symmetry covariance structure was used to assess the association between the rate of self-reported injuries and measures of safety perceptions. Even though results showed that the correlation between employees'perceived safety training and management commitment to safety was high, confirmatory factor analysis of measurement models showed that two separate factors fit the model better than as two dimensions of a single factor. Homogeneity tests showed that there was a shared perception of the factor of management commitment to safety for the restaurant workers but there was no consistent perception among them for the factor of perceived safety training. Both individual employees'perceived management commitment to safety and perceptions of safety training can predict employees' subsequent injuries above and beyond demographic variables. However, there was no significant relationship between future injury and employees' shared perception of management commitment to safety. Further, our results suggest that the

  5. The Effect of Leadership Style, Organizational Culture, Employee Development and Training on Employee Performance (Study of PT. Pln (Persero) Suluttenggo Region)

    OpenAIRE

    Rumokoy, Farlane S.; Lumempow, Irta

    2015-01-01

    An organization or company€™s best asset is human resource or in this case is employee, because employee performance is related to organization or company€™s performance. So, to improve employee performance, company needs people who have expertise and unique capabilities that are in line with company€™s visions and missions. The purpose of this research is to find out the effect of leadership style, organizational culture, employee development and training on employee performance in PT. PLN (...

  6. Strategic Employee Training and Development in Chinese Luxury Hotels

    OpenAIRE

    Wang, Yu

    2005-01-01

    Training and development is increasingly important to the international hotel industry, especially in China. This paper examines some Chinese four- and five-star hotels’ training and development (T&D) practices from a Western human resource development (HRD) perspective and compares the results between the Chinese state ownership and Sino-foreign joint ventures using multiple case studies. Results seem to show that the western way of training and development may not necessarily lead to superi...

  7. [Training of health-care employees in crisis resource management].

    Science.gov (United States)

    Spanager, Lene; Østergaard, Doris; Lippert, Anne; Nielsen, Kurt; Dieckmann, Peter

    2013-03-25

    Studies show that human errors contribute to up to 70% of mistakes and mishaps in health care. Crisis resource management, CRM, is a conceptual framework for analysing and training individual and team skills in order to prevent and manage errors. Different CRM training methods, e.g. simulation, are in use and the literature emphasises the need of training the full team or organisation for maximal effect. CRM training has an effect on skill improvement, but few studies have shown an effect on patient outcome. However, these studies show great variability of quality.

  8. Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain.

    Science.gov (United States)

    Torrent-Sellens, Joan; Ficapal-Cusí, Pilar; Boada-Grau, Joan

    2016-01-01

    This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: "openness to changes at work," "career motivation and work resilience," "work and career proactivity," "optimism and engagement at work," and "work identity." Second, the research also found a double causality in the relationship analysis between dispositional employability and online training purchase. However, this causality is not direct. In explaining dispositional employability, certain motivations and types of behavior of employees participating in online training are significant. In particular, greater sensitivity toward career-related personal empowerment, a greater predisposition toward developing new experiences at work, and a greater awareness of the fact that positive job outcomes are related to preparation conscientiousness. In explaining online training purchase, employees who are more motivated and who better identify with their jobs are more likely to pay. Moreover, employees who spend more time on training and have less contact with new trends in their jobs, find it hard to keep calm in difficult situations, and have a greater predisposition toward effort, and preference for novelty, variety and challenges at work are more likely to purchase online training.

  9. Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain

    Science.gov (United States)

    Torrent-Sellens, Joan; Ficapal-Cusí, Pilar; Boada-Grau, Joan

    2016-01-01

    This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: “openness to changes at work,” “career motivation and work resilience,” “work and career proactivity,” “optimism and engagement at work,” and “work identity.” Second, the research also found a double causality in the relationship analysis between dispositional employability and online training purchase. However, this causality is not direct. In explaining dispositional employability, certain motivations and types of behavior of employees participating in online training are significant. In particular, greater sensitivity toward career-related personal empowerment, a greater predisposition toward developing new experiences at work, and a greater awareness of the fact that positive job outcomes are related to preparation conscientiousness. In explaining online training purchase, employees who are more motivated and who better identify with their jobs are more likely to pay. Moreover, employees who spend more time on training and have less contact with new trends in their jobs, find it hard to keep calm in difficult situations, and have a greater predisposition toward effort, and preference for novelty, variety and challenges at work are more likely to purchase online training. PMID:27313557

  10. A RESEARCH ON INTERNAL MARKETING AND MOTIVATION: EMPLOYEE EVALUTION OF TRAINING AND DEVELOPMENT PROGRAMMES IN BANKING SECTOR

    Directory of Open Access Journals (Sweden)

    Kenan GÜLLÜ

    2017-04-01

    Participation in training and development programs is quite important to employees as being internal customers for the increase of employee mativation in services sector. In this context, this study examines the employee evalutionof training and development programs in banking sectorwith the blend of secondary and primary data which was collected through an e-mail survey applied to the employees working in the branch of a Turkish bank in Kayseri, Turkey. Statistical analyses of data indicate that employee motivation differs in terms of employee participation in any training and development programs and the working experience in the sector. The study concludes that employee participation in training and development programs is important in enhancingemployee motivation in the services sector. The results are in line with the current literatüre.

  11. An Analysis of Training and Employee Performance: A Case Study in a Telecommunication Company in Erbil

    Directory of Open Access Journals (Sweden)

    Karwan Hushyar Sherwani

    2015-12-01

    Full Text Available The purpose of the research is to analyze the training program offered by a telecommunication company in Erbil city. This study applied quantitative study. 100 questionnaires had been distributed among the employees and managers and 93 of them were received. The questionnaire consisted of three parts, demographic, training questionnaire, and employee selection for training. The data collected was analyzed with SPSS V. 20, using descriptive, frequencies, and reliability test analysis. The reliability test is .757, the findings were analyzed and discussed based on the respondents perception. The results indicated the success of the training program to improve the employee‘s abilities to solve work obstacles, productivity, efficiency and specifically their performance. The results showed that respondents agree with the relevance of the training program with their tasks and duties.

  12. Impact of Training and Development on Employees Performance in Bosnia And Herzegovina

    OpenAIRE

    Serkan Bayraktaroglu; Emir Cickusic

    2014-01-01

    Companies today are forced to compete and to act professionally in those harsh times, so it is very important to have right employees for better company`s rating. It is crucial that staff needs to have better knowledge, skills and competencies. More and more companies are acknowledging Human Resources (training and development) as their main key for success and bigger focus is on employee – customer relation. Main objective of this study was to find out impact of training and development on e...

  13. An Examination of the Relationship between Training Comprehensiveness and Organizational Commitment: Further Exploration of Training Perceptions and Employee Attitudes

    Science.gov (United States)

    Ehrhardt, Kyle; Miller, Janice S.; Freeman, Sarah J.; Hom, Peter W.

    2011-01-01

    For organizations, the value of employing highly committed individuals is well documented. Accordingly, scholars have endeavored to identify factors that may influence employees' organizational commitment. One factor that has received growing attention in this regard is individuals' perceptions of training offered by an organization. However,…

  14. 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.

  15. Awareness Training Program on Responsible Gambling for Casino Employees

    Science.gov (United States)

    Giroux, Isabelle; Boutin, Claude; Ladouceur, Robert; Lachance, Stella; Dufour, Magali

    2008-01-01

    Over the last years, several comprehensive training programs for problem gambling have been developed and implemented in various casinos around the world. However, the efficacy of these programs has rarely been assessed and evaluated scientifically. A workshop called "Des gens qui font la difference" (People Making a Difference) was…

  16. The Influence of Ergonomics Training on Employee Behavior at Los Alamos National Laboratory

    Energy Technology Data Exchange (ETDEWEB)

    Puckett, Leslie Guthrie [Colorado State Univ., Fort Collins, CO (United States)

    2001-01-01

    A survey of employee behavior was conducted at Los Alamos National Laboratory (LANL). The objective of this study was to evaluate the prevalence of ergonomic behavior that decreased the chance of having a work-related musculoskeletal disorder (WMSD) among employees. The null hypothesis was tested to determine if there was a significant difference in ergonomic behavior between trained and untrained employees. The LANL employees were stratified by job series and then randomly selected to participate. The data were gathered using an electronic self-administered behavior questionnaire. The study population was composed of 6931 employees, and the response rate was 48%. The null hypothesis was rejected for twelve out of fifteen questions on the questionnaire. Logistic regression results indicate that the trained participants were more likely to report the risk-avoiding behavior, which supported the rejection of the null hypothesis for 60% of the questions. There was a higher frequency that the beneficial or risk-avoiding behavior was reported by the uninjured participants. Job series analysis revealed that ergonomics is an important issue among participants from all the job series. It also identified the occupational specialist classification (an administrative job), as the job series with the most occurrences of undesired ergonomic behaviors. In conclusion, there was a significant difference between the trained and untrained participants of the beneficial ergonomic behavior in the reported risk reducing behaviors.

  17. TRAINING EMPLOYEES TO WORK WITH HI-TECH EQUIPMENT

    Directory of Open Access Journals (Sweden)

    M. A. Dremina

    2016-01-01

    Full Text Available The aim of the study is to describe a research relying on the capabilities of networking, which improves the quality of vocational training of skilled workers that are intended to work with new hi-tech equipment.Methods. Methods of system and comparative analysis, modeling, synthesis and generalization are used. Specification of the model of workers training offered by authors is carried out on the basis of deep interviews to experts – the representatives of the large enterprises who are carrying out training of the personnel.Results. Social and pedagogical contradictions are revealed, on the one hand, in the growing need for highly professional personnel for hi-tech productions, and, on the other hand, in insufficiently effective countermeasures of the system of vocational education and training on closing actual requirements of productions. The discrepancies reducing the quality of preparation of skilled workers are revealed by comparative analysis of competences based on an ideal competence model of the trainer and teacher of VET with the competences presented in educational both professional standards and the discussed projects. Characteristics of the existing pedagogical process in the hi-tech production environment are described. For the purpose of quality improvement of the pedagogical process, the network format of interactions of the enterprise, educational and the business organizations is offered.Scientific novelty. The concept «pedagogical process» for the purpose of making it more instrumental is specified; it joins a technological process and the design of its ideal model for the hi-tech production environment. The unique network project including design and development of innovative manuals and teaching materials for the welding equipment of Fronius International GmbH.Practical significance. The research results can be useful to the management of staff development and career advancement of hi-tech productions, and VET

  18. Investigating the effect of training on employees' commitment: An empirical study of a discount house in Nigeria

    OpenAIRE

    Ajibade Oluwatosin Samuel; Ayinla Kayode Nurudeen

    2014-01-01

    There has been a turn around and the take up of training as one of the key factors in improving company competitiveness. Evidence derived from research showed that there is now a broad agreement amongst commentators that skills training improve employees' commitment to the organisation. Training from a company's perspective adds to human capital and also a means of securing workplace commitment. The theoretical proposition therefore is that training will get employees more committed to the or...

  19. The Effect of Training and Development on Employee Attitude as it Relates to Training and Work Proficiency

    Directory of Open Access Journals (Sweden)

    Debra L. Truitt

    2011-10-01

    Full Text Available It is incumbent on training and development professionals to design, implement, and evaluate the effectiveness of their programs in reducing disputes in workplace performance. This study explores the relationships between training experiences and attitudes and attitudes about perceived job proficiency. In a sample of 237 full-time salaried/exempt and hourly/nonexempt employees from one academic institution and three businesses in the states of Maryland, Delaware, and Arizona, the author finds a direct relationship between one’s positive training experiences and attitudes and one’s proficiency. In this study, 86.8% of those who had updated training had the most positive attitudes toward training (γ = .293, p < .05. Furthermore, 80% of those who had negative training attitudes also had negative views on their proficiency (γ = .465, p < .000.

  20. Digital Badges for Staff Training: Motivate Employees to Learn with Micro-Credentials

    Science.gov (United States)

    Copenhaver, Kimberly; Pritchard, Liz

    2017-01-01

    Integrating micro-credentialing into employee training programs offers libraries an innovative and individualized way to recognize and certify learning and achievement. Digital badges provide a low-cost initiative to support learning benefiting both the individual and institution, offering evidence of skill development that transcends the library…

  1. 78 FR 35945 - Request for Comments on Security Training Programs for Surface Mode Employees

    Science.gov (United States)

    2013-06-14

    ... million for training projects. Similarly, under the Intercity Bus Security Grant Program (IBSGP), which... related to the security elements in Table 1, per employee? (Please indicate whether this includes travel... on the size and scope of the exercise, including the phases of an exercise, travel expenses for...

  2. Returning the Favor: Positive Employee Responses to Supervisor and Peer Support for Training Transfer

    Science.gov (United States)

    Wei Tian, Amy; Cordery, John; Gamble, Jos

    2016-01-01

    Drawing on social exchange theory and associated notions of reciprocity, we argue that interpersonal support for training transfer in the workplace is associated with increased employee task performance and organizational citizenship behavior (OCB) and reduced turnover intention. We test our hypotheses using survey data from 786 Chinese retail…

  3. Work Organisation, Forms of Employee Learning and National Systems of Education and Training

    Science.gov (United States)

    Lorenz, Edward; Lundvall, Bengt-Åke; Kraemer-Mbula, Erika; Rasmussen, Palle

    2016-01-01

    This article uses a multi-level framework to investigate for 17 European nations the links between forms of work organisation and style of employee learning at the workplace on the one hand, and the characteristics of national educational and training systems on the other. The analysis shows that forms of work organisation characterised by…

  4. Public Incentives for Hiring and Training Employees: An Employer's Guide. Workforce Brief #8.

    Science.gov (United States)

    Bergman, Terri

    The six sections of this brief provide the following information: (1) the types of public incentives available to employers for hiring and training of employees, including increasing economic activity and increasing labor market supply; (2) federally operated incentive programs (Welfare-to-Work Tax Credit, Work Opportunity Tax Credit, Employee…

  5. Inservice trainings for Shiraz University of Medical Sciences employees: effectiveness assessment by using the CIPP model

    Directory of Open Access Journals (Sweden)

    MARYAM MOKHTARZADEGAN

    2015-04-01

    Full Text Available Introduction: Nowadays, the employees` inservice training has become one of the core components in survival and success of any organization. Unfortunately, despite the importance of training evaluation, a small portion of resources are allocated to this matter. Among many evaluation models, the CIPP model or Context, Input, Process, Product model is a very useful approach to educational evaluation. So far, the evaluation of the training courses mostly provided information for learners but this investigation aims at evaluating the effectiveness of the experts’ training programs and identifying its pros and cons based on the 4 stages of the CIPP model. Method: In this descriptive analytical study, done in 2013, 250 employees of Shiraz University Medical Sciences (SUMS participated in inservice training courses were randomly selected. The evaluated variables were designed using CIPP model and a researcher-made questionnaire was used for data collection; the questionnaire was validated using expert opinion and its reliability was confirmed by Cronbach’s alpha (0.89. Quantitative data were analyzed using SPSS 14 and statistical tests was done as needed. Results: In the context phase, the mean score was highest in solving work problems (4.07±0.88 and lowest in focusing on learners’ learning style training courses (2.68±0.91. There is a statistically significant difference between the employees` education level and the product phase evaluation (p0.001, in contrast with the process and product phase which showed a significant deference (p<0.001. Conclusion: Considering our results, although the inservice trainings given to sums employees has been effective in many ways, it has some weaknesses as well. Therefore improving these weaknesses and reinforcing strong points within the identified fields in this study should be taken into account by decision makers and administrators.

  6. Gaming industry employees' responses to responsible gambling training: a public health imperative.

    Science.gov (United States)

    LaPlante, Debi A; Gray, Heather M; LaBrie, Richard A; Kleschinsky, John H; Shaffer, Howard J

    2012-06-01

    Gaming industry employees work in settings that create personal health risks. They also have direct contact with customers who might engage in multiple risky activities (e.g., drinking, smoking, and gambling) and might need to facilitate help-seeking by patrons or co-workers who experience problems. Consequently, the empirical examination of the processes and procedures designed to prepare employees for such complex situations is a public health imperative. In the current study we describe an evaluation of the Casino, Inc. Play Responsibly responsible gaming program. We surveyed 217 employees prior to and 1 month after (n = 116) they completed a multimedia driven responsible gambling training program. We observed that employees improved their knowledge of responsible gambling concepts from baseline to follow-up. The Play Responsibly program was more successful in providing new knowledge than it was in correcting mistaken beliefs that existed prior to training. We conclude, generally, that Play Responsibly is associated with increases in employees' responsible gambling knowledge.

  7. Understanding and motivating health care employees: integrating Maslow's hierarchy of needs, training and technology.

    Science.gov (United States)

    Benson, Suzanne G; Dundis, Stephen P

    2003-09-01

    This paper applies Maslow's Hierarchy of Needs Model to the challenges of understanding and motivating employees in a rapidly changing health care industry. The perspective that Maslow's Model brings is an essential element that should be considered as the health care arena is faced with reorganization, re-engineering, mergers, acquisitions, increases in learning demands, and the escalating role of technology in training. This paper offers a new perspective related to how Maslow's Model, as used in business/organizational settings, can be directly related to current workforce concerns: the need for security and freedom from stress, social belongingness, self-esteem, self-actualization, altered work/social environments, and new opportunities for learning and self-definition. Changes in health care will continue at an accelerated pace and with these changes will come the need for more and more training. The use of technology in training has heightened access, faster distribution, innovation and increased collaboration. However, with this technology come attendant challenges including keeping up with the technology, the increased pace of training, depersonalization, and fear of the unknown. The Maslow model provides a means for understanding these challenges in terms of universal individual needs. How does one motivate employees in the face of increased demands, particularly when they are being asked to meet these demands with fewer resources? The answer is, in large part, to make the employee feel secure, needed, and appreciated. This is not at all easy, but if leaders take into consideration the needs of the individual, the new technology that provides challenges and opportunities for meeting those needs, and provides the training to meet both sets of needs, enhanced employee motivation and commitment is possible.

  8. Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain

    OpenAIRE

    Torrent-Sellens, Joan; Ficapal-Cus?, Pilar; Boada-Grau, Joan

    2016-01-01

    This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: “openness to changes at work,” “career motivation and work resilience,” “work and career proactivity,” “optimism an...

  9. Dispositional employability and online training purchase. Evidence from employees' behavior in Spain

    OpenAIRE

    BOADA GRAU, JOAN; Joan Torrent-Sellens; Pilar Ficapal-Cusí

    2016-01-01

    DOI: 10.3389/fpsyg.2016.00831 URL: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4887487/ Filiació URV: SI This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: ...

  10. Employee Post-Training Behaviour and Performance: Evaluating the Results of the Training Process

    Science.gov (United States)

    Diamantidis, Anastasios D.; Chatzoglou, Prodromos D.

    2014-01-01

    Despite the fact that firms invest in training, there is considerable evidence to show that training programmes often fail to achieve the intended result of improving worker and organization performance. The purpose of this paper is to examine the medium- to long-term effects of training programmes on firms by means of an integrated research model…

  11. Employees' Perceptions of the Status and Effectiveness of the Training and Development System and of the Value of Training and Development

    OpenAIRE

    Kunder, Linda Holder

    1998-01-01

    This study examines employees' perceptions of the training and development system in a large Federal government agency. Data come from a database built from a survey with over 3800 respondents. The survey is representative of five populations: executives, managers, supervisors, professional/ administrative and technical/clerical support staff. The survey instrument used to measure employee' perceptions of the training and development system consisted of 68 items in three sectio...

  12. 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).

  13. Resource Conservation and Recovery Act (RCRA) new-employee training manual for the Operations Division RCRA personnel

    Energy Technology Data Exchange (ETDEWEB)

    Barkenbus, B.D.

    1987-03-01

    This manual has been prepared for the training of new employees who will work with RCRA hazardous waste management in the Operations Division. It will be taught by a person who is trained in hazardous waste regulations/procedures. It consists of nine modules. The topics of these modules are: RCRA Training, Hazardous Waste Regulations, Transportation Regulations, Hazardous Waste Management at ORNL, Chemical Hazards and Safety, Hazardous Waste Operations Training, Sampling of Hazardous Waste, Hazardous Waste Identification/Classification, and RCRA Contingency Plans and Emergency Procedures. The on-the-job training areas are identified in the modules. They are an integral part of training.

  14. Improving Student Employee Training: A Study of Web 2.0 Social Media Tools as a Delivery Model

    Science.gov (United States)

    Smith, Sharon D.

    2012-01-01

    Training student employees in Educational Outreach and Student Services (EOSS) at Arizona State University's West campus is important to maintaining a knowledgeable and productive workforce. This dissertation describes the results of an action research study in which social media tools were utilized as a delivery mechanism for training student…

  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. Planning and assessing a cross-training initiative with multi-skilled employees.

    Science.gov (United States)

    Wermers, M A; Dagnillo, R; Glenn, R; Macfarlane, R; St Clair, V; Scott, D

    1996-06-01

    An improvement initiative begun by nurses at Parkview Episcopal Medical Center (Pueblo, Colo) to develop patient-focused care delivered by multiskilled workers followed a quality improvement methodology. Implementation of the new care delivery system on a model unit--2 South--provided the opportunity to plan, analyze data, and make changes as appropriate. Parkview's indoctrination of the teachings of W. Edwards Deming has helped leaders and staff realize the integral role of training in improvement activities. In his 14 points, Deming emphasizes the importance of employee education and of the employee having a clear understanding of his or her job. The time and money put into up-front education should help ensure the long-term success of this initiative. DEFINING THE CAREPARTNER: Three new multi-skilled positions were developed on 2 South--a Personal CarePartner, a Business CarePartner, and a Clinical CarePartner. By cross-training each of these roles to perform duties formerly done by centralized departments, 2 South was able to cut costs and time while ensuring quality care. TRAINING THE CAREPARTNER: An internally developed training program provided the new CarePartners with up-front education to prepare them to deliver patient-centered care. 2 South has experienced drops in patient falls and medication errors--areas that are often negatively affected when multi-skilled programs are instituted. Patient and physician surveys have shown increased satisfaction with care provided on the unit. The increased efficiency of the model unit has produced these outcomes while cutting costs substantially. The interdisciplinary team coordinating the improvement project learned many lessons in the process, including the importance of communication, education, and a sense of humor.

  17. Qualifying of Employees for Communica­tion of Knowledge - Internal Training and Training of Educators

    Directory of Open Access Journals (Sweden)

    Nevenka Bevk

    2001-12-01

    Full Text Available In the period of privatisation of NLB d.d. and accession and integration in the European Union, we here at NLB d.d. are more than ever before aware that we will only be able to retain our competitive advantage or even further increase it with a well qualified personnel. Above all, we see our key opportunity to reach this goal in training end educating internal educators, who will be capa­ ble of communicating the acquired knowledge to others, too, either directly at their job posts, via seminars, workshops or in any other form. Therefore we will pay much attention to continuous search for new internal educators as well as to further training and educating of the existing ones and we'll encourage gathering knowl edge in various new forms and methods.

  18. Determining EmployeeAND#8217;s Work Place Satisfaction and Training Needs

    Directory of Open Access Journals (Sweden)

    Gulendam Karadag

    2012-12-01

    Full Text Available Introduction and Objective: Employment is indispensible for humans. There is a two-way interaction between the employee’s health and his working environment. Health affects working life and working life, too, affects health. Our study has been carried out in a descriptive manner, in order to determine the workplace conditions, satisfaction rates and training needs of workers at a textile factory in the Southeastern Region of Turkey, Material and Method: This study was carried out at a textile factory in the Southeastern Region of Turkey, on 200 workers who were willing to fill out a questionnaire form, between 1st March 2009 and 30th April 2009. Data were gathered by vis-a-vis meeting with workers, using a questionnaire form devised by researchers rewieving related literature. A special permission from the management of the factory and worker’s consent was obtained before initiating the study. Data were analyzed on computer using percentage, arithmetic mean and Chi-Square features of SPSS13.0 programme. Findings: The average age of the workers participating in this study was 26,8 (Min 17-Max50. 72,5% were men, 63,0% were married, 61,0% were primary school graduates. It was found that: 95,0% of the workers underwent a through medical examination when they were first recruited. 88,0% easily reached the medical doctor at the factory whenever they needed.out of them, 17,0% did not receive training of any kind from the workplace and 91,5% stated that they needed training. As for the adequecy of the facilities offered at work place, 92,2% stated that lighting, 78,0% stated that social security and 70,0% stated that transportation was satisfactory. Conclusion: The majority of the workers stated that they needed training and found the facilities offered by their workplace as satisfactory and adequate. It was found that there was a significant difference between the sex and training needs of the employees (p<0.05. In the light of these findings, it

  19. Employees development

    OpenAIRE

    Kilijánová, Radka

    2010-01-01

    Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

  20. [First-aid training at work on interpersonal development: exploratory study on employees in integration into the workplace centres].

    Science.gov (United States)

    Lafitte, Pascale; Bridot, Michel; Semedo, Luis; Gagnayre, Rémi

    2016-01-01

    The National Institute of Research and Security and the “CHANTIER Ecole” network have developed first-aid training for employees of integration into the workplace centres. Specifically geared towards workplace safety, but similar in its content to home first-aid and rescue training, this training is also designed to enhance individual and collective responsibility and citizenship. The purpose of this study was to evaluate the personal and interpersonal effects of first-aid training of these employees by considering their social and professional difficulties in terms of psychosocial skills, such as empowerment, stress and emotions management, and decision-making capacity. A descriptive-inductive study was conducted over 18 months based on the grounded theory approach. Five integration into the work-place centres participated in the study and 34 interviews were conducted. These results raise several questions concerning: a) the characteristics of this public targeted by this training and their perception of integration into the workplace; b) the suitability of this training to working conditions and the link with other types of training such as family health education; c) the relationship between citizenship training and first-aid training at work, as it is more applicable to family training than workplace training. A quantitative study is considered to confirm these observations in other integration into the workplace centres.

  1. The STS-95 crew addresses KSC employees in the Training Auditorium

    Science.gov (United States)

    1998-01-01

    In the Kennedy Space Center (KSC) Training Auditorium, STS-95 Commander Curtis L. Brown Jr. (at podium) addresses KSC employees who were invited to hear the STS-95 crew describe their experiences during their successful mission dedicated to microgravity research and to view a videotape of the highlights of the mission. The other STS-95 crew members are (seated, from left to right) Pilot Steven W. Lindsey; Mission Specialist and Payload Commander Stephen K. Robinson; Mission Specialists Scott E. Parazynski and Pedro Duque, with the European Space Agency (ESA); and Payload Specialists Chiaki Mukai, with the National Space Development Agency of Japan (NASDA), and John H. Glenn Jr., a senator from Ohio and one of the original seven Project Mercury astronauts. Later in the afternoon, the crew will participate in a parade down State Road A1A in nearby Cocoa Beach, reminiscent of those held after missions during the Mercury Program.

  2. Hanford general employee training: A million dollar cost-beneficial program

    International Nuclear Information System (INIS)

    Gardner, P.R.

    1991-01-01

    In January, 1990, Westinghouse Hanford Company (WHC) implemented an interactive videodisc training program entitled Hanford General Employee Training (HGET). Following an introduction by the course instructor, students begin the interactive video segment of the course by taking a tour of an office building. In fact, this tour is simply a setting in which to give the student a checkout on safety, security, and quality issues. For example, at one point the guide leaves the room and the phone suddenly begins a steady ring. This is a particular alarm at WHC, and the student is challenged to respond correctly. Missed questions flag corresponding tutorials to be delivered either immediately or on completion of the tour. Instructors receive notification of weakoesses left unremedied. Development costs for a sophisticated program such as HGET were high compared to similar costs for developing equivalent traditional training. Hardware and labor totaled $900K. Annual maintenance costs, equipment plus labor, appear to be running about $200K. On the benefit side, by consolidating some seventeen previous WHC courses and more effectively managing the instructional process, HGET reduced the average student training time from over eleven hours to just under four hours. In the development and implementation of HGET a number of issues were resolved, some more successfully than others: (1) what about job security for former instructors? (2) how should the course be run on a daily basis? (we envisioned a combination of instructor and videodisc); (3) how high will the maintenance costs be? (higher than projected); etc. Many obstacles arise, most in connection with the large number of groups and personnel whose efforts had to be coordinated

  3. An Examination on the Effect of Prior Knowledge, Personal Goals, and Incentive in an Online Employee Training Program

    Science.gov (United States)

    Zha, Shenghua; Adams, Andrea Harpine; Calcagno-Roach, Jamie Marie; Stringham, David A.

    2017-01-01

    This study explored factors that predicted learners' transformative learning in an online employee training program in a higher education institution in the U.S. A multivariate multiple regression analysis was conducted with a sample of 74 adult learners on their learning of a new learning management system. Four types of participants' behaviors…

  4. Opportunities to Improve Skills and to Teach and Train Others: Employee Outcomes in the United States and Japan

    Science.gov (United States)

    Lee, HaeNim; McNamara, Tay K.; Pitt-Catsouphes, Marcie; Lee, Jungui

    2014-01-01

    Opportunities to improve skills and opportunities to teach or train others may be associated with job satisfaction, work engagement and organizational commitment. The analysis reported in this paper used a subsample of 823 employees within two Japanese and three American worksites. We tested not only the direct relationships of each type of…

  5. Start time variability and predictability in railroad train and engine freight and passenger service employees.

    Science.gov (United States)

    2014-04-01

    Start time variability in work schedules is often hypothesized to be a cause of railroad employee fatigue because unpredictable work start times prevent employees from planning sleep and personal activities. This report examines work start time diffe...

  6. A web-based training program using cognitive behavioral therapy to alleviate psychological distress among employees: randomized controlled pilot trial.

    Science.gov (United States)

    Mori, Makiko; Tajima, Miyuki; Kimura, Risa; Sasaki, Norio; Somemura, Hironori; Ito, Yukio; Okanoya, June; Yamamoto, Megumi; Nakamura, Saki; Tanaka, Katsutoshi

    2014-12-02

    A number of psychoeducational programs based on cognitive behavioral therapy (CBT) to alleviate psychological distress have been developed for implementation in clinical settings. However, while these programs are considered critical components of stress management education in a workplace setting, they are required to be brief and simple to implement, which can hinder development. The intent of the study was to examine the effects of a brief training program based on CBT in alleviating psychological distress among employees and facilitating self-evaluation of stress management skills, including improving the ability to recognize dysfunctional thinking patterns, transform dysfunctional thoughts to functional ones, cope with stress, and solve problems. Of the 187 employees at an information technology company in Tokyo, Japan, 168 consented to participate in our non-blinded randomized controlled study. The training group received CBT group education by a qualified CBT expert and 1 month of follow-up Web-based CBT homework. The effects of this educational program on the psychological distress and stress management skills of employees were examined immediately after completion of training and then again after 6 months. Although the training group did exhibit lower mean scores on the Kessler-6 (K6) scale for psychological distress after 6 months, the difference from the control group was not significant. However, the ability of training group participants to recognize dysfunctional thinking was significantly improved both immediately after training completion and after 6 months. While the ability of participants to cope with stress was not significantly improved immediately after training, improvement was noted after 6 months in the training group. No notable improvements were observed in the ability of participants to transform thoughts from dysfunctional to functional or in problem-solving skills. A sub-analysis of participants who initially exhibited clinically

  7. Employee Satisfaction in Hospitals with Afilasyo; Sample of Training and Research Hospital of University of Mugla Sitki Kocman

    Directory of Open Access Journals (Sweden)

    Nazli Ülger

    2016-01-01

    Full Text Available Aim: To determine the factors of which affect the employee satisfaction and has a an important role in giving qualified and efficient servise in Mugla Sitki Koçman University Training and Research Hospital where affiliation is applied. Material and Method: Questionnaire form was made to Mugla Sitki Koçman University Training and Research Hospital employees. The data in the research taken from the questionnaires were transferred to SPSS for analysis. As statistical analysis; reliability analysis and comparative analysis of the average one way analysis of variance (ANOVA analysis was performed. Results: According to results, verbal, mobbing and physical every kind of effect on burn out dimensions and unsatisfied, emotional exhaustion and depersonalization. Additionally, these conditions, has directly effect on job satisfaction and working cooperation. Discussion: There is burn out syndrome between health employees’ different dimensions and levels. As a result, contribute directly to beter patient services will be, it is suggested pay attenion to improve working conditions and welfare of health employees, highlight the importance the employees in terms of institutions and community and development of social status of employees.

  8. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.

    Science.gov (United States)

    Sung, Sun Young; Choi, Jin Nam

    2014-04-01

    The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time-lagged, multi-source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal and organizational learning practices, which, in turn, increase innovative performance. The data also revealed that the positive relationship between interpersonal and organizational learning practices and innovative performance is stronger within organizations that have stronger innovative climates. By contrast, investment in employee development through financial support for education outside an organization poses a significant negative effect on its innovative performance and no significant effect on learning practices. The present study provides a plausible explanation for a mechanism through which the investment of an organization in employees enhances its innovative performance. Copyright © 2013 The Authors.

  9. Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial.

    Science.gov (United States)

    Milligan-Saville, Josie S; Tan, Leona; Gayed, Aimée; Barnes, Caryl; Madan, Ira; Dobson, Mark; Bryant, Richard A; Christensen, Helen; Mykletun, Arnstein; Harvey, Samuel B

    2017-11-01

    Mental illness is one of the most rapidly increasing causes of long-term sickness absence, despite improved rates of detection and development of more effective interventions. However, mental health training for managers might help improve occupational outcomes for people with mental health problems. We aimed to investigate the effect of mental health training on managers' knowledge, attitudes, confidence, and behaviour towards employees with mental health problems, and its effect on employee sickness absence. We did a cluster randomised controlled trial of manager mental health training within a large Australian fire and rescue service, with a 6-month follow-up. Managers (clusters) at the level of duty commander or equivalent were randomly assigned (1:1) using an online random sequence generator to either a 4-h face-to-face RESPECT mental health training programme or a deferred training control group. Researchers, managers, and employees were not masked to the outcome of randomisation. Firefighters and station officers supervised by each manager were included in the study via their anonymised sickness absence records. The primary outcome measure was change in sickness absence among those supervised by each of the managers. We analysed rates of work-related sick leave and standard sick leave seperately, with rate being defined as sickness absence hours divided by the sum of hours of sickness absence and hours of attendance. This trial was registered with the Australian New Zealand Clinical Trials Registry (ACTRN12613001156774). 128 managers were recruited between Feb 18, 2014, and May 17, 2014. 46 (71%) of 65 managers allocated to the intervention group received the intervention, and 42 (67%) of 63 managers allocated to the control group were entered in the deferred training group. Managers and their employees were followed up and reassessed at 6 months after randomisation. 25 managers (1233 employees) in the intervention group and 19 managers (733 employees) in

  10. The Impact of a Direct Care Training Program on the Self-Efficacy of Newly Hired Direct Care Employees at State Mental Health Facilities

    Science.gov (United States)

    Lewis, Marcus Wayne

    2012-01-01

    Self-efficacy has been shown to be an important element in the success of individuals in a variety of different settings. This research examined the impact of a two week new employee orientation training program on the general and social self-efficacy of newly hired direct care employees at state mental health facilities. The research showed that…

  11. Mechanical massage and mental training programmes affect employees' anxiety, stress susceptibility and detachment-a randomised explorative pilot study.

    Science.gov (United States)

    Muller, Jasmin; Handlin, Linda; Harlén, Mikael; Lindmark, Ulrika; Ekström, Anette

    2015-09-02

    Working people's reduced ability to recover has been proposed as a key factor behind the increase in stress-related health problems. One not yet evidence-based preventive method designed to help employees keep healthy and be less stressed is an armchair with built-in mechanical massage and mental training programmes, This study aimed to evaluate possible effects on employees' experience of levels of "Anxiety", "Stress Susceptibility", "Detachment" and "Social Desirability" when using mechanical massage and mental training programmes, both separately and in combination, during working hours. Employees from four different workplaces were randomly assigned to one of the following groups: i) Massage and mental training (sitting in the armchair and receiving mechanical massage while listening to the mental training programmes, n=19), ii) Massage (sitting in the armchair and receiving mechanical massage only, n=19), iii) Mental training (sitting in the armchair and listening to the mental training programmes only, n=19), iv) Pause (sitting in the armchair but not receiving mechanical massage or listening to the mental training programmes, n=19), v) Control (not sitting in the armchair at all, n=17). In order to discover how the employees felt about their own health they were asked to respond to statements from the "Swedish Scale of Personality" (SSP), immediately before the randomisation, after four weeks and after eight weeks (end-of-study). There were no significant differences between the five study groups for any of the traits studied ("Somatic Trait Anxiety", "Psychic Trait Anxiety", "Stress Susceptibility", "Detachment" and "Social Desirability") at any of the occasions. However, the massage group showed a significant decrease in the subscale "Somatic Trait Anxiety" (p=0.032), during the entire study period. Significant decreases in the same subscale were also observed in the pause group between start and week eight (p=0.040) as well as between week four and week

  12. Beyond Silence: A Randomized, Parallel-Group Trial Exploring the Impact of Workplace Mental Health Literacy Training with Healthcare Employees.

    Science.gov (United States)

    Moll, Sandra E; Patten, Scott; Stuart, Heather; MacDermid, Joy C; Kirsh, Bonnie

    2018-01-01

    This study sought to evaluate whether a contact-based workplace education program was more effective than standard mental health literacy training in promoting early intervention and support for healthcare employees with mental health issues. A parallel-group, randomised trial was conducted with employees in 2 multi-site Ontario hospitals with the evaluators blinded to the groups. Participants were randomly assigned to 1 of 2 group-based education programs: Beyond Silence (comprising 6 in-person, 2-h sessions plus 5 online sessions co-led by employees who personally experienced mental health issues) or Mental Health First Aid (a standardised 2-day training program led by a trained facilitator). Participants completed baseline, post-group, and 3-mo follow-up surveys to explore perceived changes in mental health knowledge, stigmatized beliefs, and help-seeking/help-outreach behaviours. An intent-to-treat analysis was completed with 192 participants. Differences were assessed using multi-level mixed models accounting for site, group, and repeated measurement. Neither program led to significant increases in help-seeking or help-outreach behaviours. Both programs increased mental health literacy, improved attitudes towards seeking treatment, and decreased stigmatized beliefs, with sustained changes in stigmatized beliefs more prominent in the Beyond Silence group. Beyond Silence, a new contact-based education program customised for healthcare workers was not superior to standard mental health literacy training in improving mental health help-seeking or help-outreach behaviours in the workplace. The only difference was a reduction in stigmatized beliefs over time. Additional research is needed to explore the factors that lead to behaviour change.

  13. Effects of communication skills training and a Question Prompt Sheet to improve communication with older cancer patients: a randomized controlled trial

    NARCIS (Netherlands)

    van Weert, J.C.M.; Jansen, J.; Spreeuwenberg, P.M.M.; van Dulmen, S.; Bensing, J.M.

    2011-01-01

    A randomized pre- and post-test control group design was conducted in 12 oncology wards to investigate the effectiveness of an intervention, existing of a communication skills training with web-enabled video feedback and a Question Prompt Sheet (QPS), which aimed to improve patient education to

  14. Effects of communication skills training and a Question Prompt Sheet to improve communication with older cancer patients: a randomized controlled trial.

    NARCIS (Netherlands)

    Weert, J.C.M. van; Jansen, J.; Spreeuwenberg, P.M.M.; Dulmen, S. van; Bensing, J.M.

    2011-01-01

    A randomized pre- and post-test control group design was conducted in 12 oncology wards to investigate the effectiveness of an intervention, existing of a communication skills training with web-enabled video feedback and a Question Prompt Sheet (QPS), which aimed to improve patient education to

  15. Effectiveness of training workplace managers to understand and support the mental health needs of employees: a systematic review and meta-analysis.

    Science.gov (United States)

    Gayed, Aimée; Milligan-Saville, Josie S; Nicholas, Jennifer; Bryan, Bridget T; LaMontagne, Anthony D; Milner, Allison; Madan, Ira; Calvo, Rafael A; Christensen, Helen; Mykletun, Arnstein; Glozier, Nicholas; Harvey, Samuel B

    2018-06-01

    Managers are in an influential position to make decisions that can impact on the mental health and well-being of their employees. As a result, there is an increasing trend for organisations to provide managers with training in how to reduce work-based mental health risk factors for their employees. A systematic search of the literature was conducted to identify workplace interventions for managers with an emphasis on the mental health of employees reporting directing to them. A meta-analysis was performed to calculate pooled effect sizes using the random effects model for both manager and employee outcomes. Ten controlled trials were identified as relevant for this review. Outcomes evaluating managers' mental health knowledge (standardised mean difference (SMD)=0.73; 95% CI 0.43 to 1.03; pmental health (SMD=0.36; 95% CI 0.18 to 0.53; pemployees experiencing mental health problems (SMD=0.59; 95% CI 0.14 to 1.03; p=0.01) were found to have significant pooled effect sizes favouring the intervention. A significant pooled effect was not found for the small number of studies evaluating psychological symptoms in employees (p=0.28). Our meta-analysis indicates that training managers in workplace mental health can improve their knowledge, attitudes and self-reported behaviour in supporting employees experiencing mental health problems. At present, any findings regarding the impact of manager training on levels of psychological distress among employees remain preliminary as only a very limited amount of research evaluating employee outcomes is available. Our review suggests that in order to understand the effectiveness of manager training on employees, an increase in collection of employee level data is required. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  16. A conceptual model for worksite intelligent physical exercise training - IPET - intervention for decreasing life style health risk indicators among employees

    DEFF Research Database (Denmark)

    Sjøgaard, Gisela; Justesen, Just Bendix; Murray, Mike

    2014-01-01

    BACKGROUND: Health promotion at the work site in terms of physical activity has proven positive effects but optimization of relevant exercise training protocols and implementation for high adherence are still scanty.Methods/design: The aim of this paper is to present a study protocol with a conce......BACKGROUND: Health promotion at the work site in terms of physical activity has proven positive effects but optimization of relevant exercise training protocols and implementation for high adherence are still scanty.Methods/design: The aim of this paper is to present a study protocol...... parts, and functional training including balance training. The hypotheses of this research are that individually tailored worksite-based intelligent physical exercise training, IPET, among workers with inactive job categories will: 1) Improve cardiorespiratory fitness and/or individual health risk...... indicators, 2) Improve muscle strength and decrease musculoskeletal disorders, 3) Succeed in regular adherence to worksite and leisure physical activity training, and 3) Reduce sickness absence and productivity losses (presenteeism) in office workers. The present RCT study enrolled almost 400 employees...

  17. Conditions that influence the elimination of postural constraints after office employees working with VDU have received ergonomics training.

    Science.gov (United States)

    Montreuil, Sylvie; Laflamme, Lucie; Brisson, Chantal; Teiger, Catherine

    2006-01-01

    The goal of this article is to better understand how preventive measures are undertaken after training. It examines how certain variables, such as musculoskeletal pain, participant age and workstation and work content characteristics influence the reduction of postural constraints after office employees working with a computer have received ergonomics training. A pre-test/post-test design was used. The 207 female office workers were given 6 hours of ergonomics training. The variables were determined using a self-administered questionnaire and an observation grid filled out 2 weeks before and 6 months after the training session. The FAC and HAC were used in the data processing. The presence or absence of musculoskeletal pain had no statistically significant influence on whether or not postural constraints were eliminated. The age of the participants and the possibility of adjusting the workstation characteristics and work content produced differentiated results with regard to postural constraint reduction. We concluded that trained people succeed in taking relevant and effective measures to reduce the postural constraints found in VDUs. However other measures than work station adjustments lead to this prevention and such training must be strongly supported by the various hierarchical levels of an enterprise or an institution.

  18. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations

    Science.gov (United States)

    Sung, Sun Young; Choi, Jin Nam

    2014-01-01

    The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time-lagged, multi-source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal and organizational learning practices, which, in turn, increase innovative performance. The data also revealed that the positive relationship between interpersonal and organizational learning practices and innovative performance is stronger within organizations that have stronger innovative climates. By contrast, investment in employee development through financial support for education outside an organization poses a significant negative effect on its innovative performance and no significant effect on learning practices. The present study provides a plausible explanation for a mechanism through which the investment of an organization in employees enhances its innovative performance. Copyright © 2013 The Authors. PMID:25598576

  19. Effects of surface finish and mechanical training on Ni-Ti sheets for elastocaloric cooling

    Directory of Open Access Journals (Sweden)

    Kurt Engelbrecht

    2016-06-01

    Full Text Available Elastocaloric cooling has emerged as a promising alternative to vapor compression in recent years. Although the technology has the potential to be more efficient than current technologies, there are many technical challenges that must be overcome to realize devices with high performance and acceptable durability. We study the effects of surface finish and training techniques on dog bone shaped polycrystalline samples of NiTi. The fatigue life of several samples with four different surface finishes was measured and it was shown that a smooth surface, especially at the edges, greatly improved fatigue life. The effects of training both on the structure of the materials and the thermal response to an applied strain was studied. The load profile for the first few cycles was shown to change the thermal response to strain, the structure of the material at failure while the final structure of the material was weakly influenced by the surface finish.

  20. The effectiveness of stress inoculation group training (SIT on reducing job stress of employees of RAZAK pharmaceutical company in Tehran

    Directory of Open Access Journals (Sweden)

    M. Soudani

    2011-01-01

    Full Text Available Background and aims Despite the fact that work is the major part of human life and the source of satisfying the sense of idealism, innovation and the feeling of consent in the individual, but it is one of the most important factors of creating stress in today's societies. One of the most efficient methods of interfering in stress inoculation group training (SIT. The aim of the present research is the investigation of the efficacy of the stress inoculation group training (SIT on reducing career stress of employees of Razak Co.'s employees.     Methodsthis study is an intermediary study and the research method is experimental of pretest and posttest type with control group. 46 of subjects whose score in career stress test was above the average score were selected as sample, and were replaced in simple random way in two groups of test and control. 8-session test group of 1.5 hours each received team immunity training against stress. Both groups were tested and evaluated three times at the same time (pretest, posttest and follow up.   Resultsafter adjusting the posttest scores based on pretest scores, the results of one-way covariance pretest showed that stress inoculation group training (SIT had a meaningful influence on reduction of career stress on employees. Also the results of multivariable covariance analysis (Mankoa showed that this effect existed in every component of career stress, i.e. exceeding accountability, responsibility of others, very high working pressure, decision making that influences the others, and understanding of self as an individual not quite competent and qualified. In follow up studies after one month, the results showed that stress inoculation group training (SIT has a stable influence on reduction of career stress and it components.   Conclusion on the base of the obtained findings from research and effectiveness from the stress inoculation group training (SIT , it is recommended to apply this therapeutic

  1. Log in and breathe out: internet-based recovery training for sleepless employees with work-related strain - results of a randomized controlled trial

    NARCIS (Netherlands)

    Thiart, H.; Lehr, D.; Ebert, D.D.; Berking, M.; Riper, H.

    2015-01-01

    Objectives The primary purpose of this randomized controlled trial (RCT) was to evaluate the efficacy of a guided internet-based recovery training for employees who suffer from both work-related strain and sleep problems (GET.ON Recovery). The recovery training consisted of six lessons, employing

  2. Assembling a solid staff. Job rotation, job shaping and cross-training help employee retention.

    Science.gov (United States)

    Redling, Robert

    2003-03-01

    Qualified workers for medical practices are in short supply, and you want to keep the good staff you have. Here are strategies to match employees with the right positions, ease workplace stress, heighten morale and ensure coverage of duties when you're down a position or two.

  3. A Modular Approach for Training Employees in the Automotive Service Sector: A Case Study in Turkey

    Science.gov (United States)

    Arslan, Ridvan; Kus, Abdil

    2012-01-01

    Certified education aimed at developing and documenting professional growth is an important issue for lifelong learning in developing countries. Some firms and educational institutions have applied different educational models to keep up with technological innovations. This study examines a Turkish programme for employees in the automotive sector…

  4. Effects of surface finish and mechanical training on Ni-Ti sheets for elastocaloric cooling

    DEFF Research Database (Denmark)

    Engelbrecht, Kurt; Tusek, Jaka; Sanna, Simone

    2016-01-01

    Elastocaloric cooling has emerged as a promising alternative to vapor compression in recent years. Although the technology has the potential to be more efficient than current technologies, there are many technical challenges that must be overcome to realize devices with high performance...... and acceptable durability. We study the effects of surface finish and training techniques on dog bone shaped polycrystalline samples of NiTi. The fatigue life of several samples with four different surface finishes was measured and it was shown that a smooth surface, especially at the edges, greatly improved...

  5. Whole-body vibration training as a workplace-based sports activity for employees with chronic low-back pain.

    Science.gov (United States)

    Kaeding, T S; Karch, A; Schwarz, R; Flor, T; Wittke, T-C; Kück, M; Böselt, G; Tegtbur, U; Stein, L

    2017-12-01

    The goal of this randomized and controlled study was to examine whether whole-body vibration (WBV) training is able to reduce back pain and physical disability in seated working office employees with chronic low-back pain in a real-world setting. A total of 41 subjects (68.3% female/mean age 45.5±9.1 years/mean BMI 26.6±5.2) were randomly allocated to an intervention group (INT [n=21]) or a control group (CON [n=20]). The INT participated in WBV training 2.5 times per week for 3 months. The primary outcome was the change in the Roland and Morris disability questionnaire (RMQ) score over the study period. In addition, secondary outcomes included changes in the Oswestry Disability Index (ODI), the Work Ability Index Questionnaire, the quality of life questionnaire SF-36, the Freiburger activity questionnaire, and an isokinetic test of the musculature of the trunk. Compliance with the intervention in the INT reached a mean of 81.1%±31.2% with no long-lasting unwanted side effects. We found significant positive effects of 3 months of WBV training in the INT compared to the CON regarding the RMQ (P=.027), the ODI (P=.002), the SF-36 (P=.013), the Freiburger activity questionnaire (P=.022), the post-interventional sick-leave in the INT (P=.008), and trends regarding a positive effect of the intervention on the muscular capacity of the muscles of the trunk in flexion. WBV training seems to be an effective, safe, and suitable intervention for seated working employees with chronic low-back pain. © 2017 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  6. Training and post-disaster interventions for the psychological impacts on disaster-exposed employees: a systematic review.

    Science.gov (United States)

    Brooks, Samantha K; Dunn, Rebecca; Amlôt, Richard; Greenberg, Neil; Rubin, G James

    2018-02-15

    When organisations are exposed to traumatic situations, such as disasters, often staff are not prepared for the potential psychological impact which can negatively affect their wellbeing. To conduct a systematic review of the literature on psychological interventions aimed at improving staff wellbeing during or after disasters. Four electronic literature databases were searched. Reference lists of relevant articles were hand-searched. Fifteen articles were included. Five studies suggested that pre-disaster skills training and disaster education can improve employee confidence. Ten studies on post-disaster interventions revealed mixed findings on the effectiveness of psychological debriefing and limited evidence for cognitive behavioural therapy, psychoeducation and meditation. Pre-disaster training and education can improve employees' confidence in their ability to cope with disasters. The routine use of post-disaster psychological debriefings is not supported; further research is needed to determine if debriefing interventions could be useful in some circumstances. Further research is needed to provide more evidence on the potential positive effects of cognitive behavioural therapy, psychoeducation and meditation. More experimental studies on psychological disaster interventions are needed.

  7. Effectiveness of an Energy Management Training Course on Employee Well-Being: A Randomized Controlled Trial.

    Science.gov (United States)

    Das, Sai Krupa; Mason, Shawn T; Vail, Taylor A; Rogers, Gail V; Livingston, Kara A; Whelan, Jillian G; Chin, Meghan K; Blanchard, Caroline M; Turgiss, Jennifer L; Roberts, Susan B

    2018-01-01

    Programs focused on employee well-being have gained momentum in recent years, but few have been rigorously evaluated. This study evaluates the effectiveness of an intervention designed to enhance vitality and purpose in life by assessing changes in employee quality of life (QoL) and health-related behaviors. A worksite-based randomized controlled trial. Twelve eligible worksites (8 randomized to the intervention group [IG] and 4 to the wait-listed control group [CG]). Employees (n = 240) at the randomized worksites. A 2.5-day group-based behavioral intervention. Rand Medical Outcomes Survey (MOS) 36-item Short-Form (SF-36) vitality and QoL measures, Ryff Purpose in Life Scale, Center for Epidemiologic Studies questionnaire for depression, MOS sleep, body weight, physical activity, diet quality, and blood measures for glucose and lipids (which were used to calculate a cardiometabolic risk score) obtained at baseline and 6 months. General linear mixed models were used to compare least squares means or prevalence differences in outcomes between IG and CG participants. As compared to CG, IG had a significantly higher mean 6-month change on the SF-36 vitality scale ( P = .003) and scored in the highest categories for 5 of the remaining 7 SF-36 domains: general health ( P = .014), mental health ( P = .027), absence of role limitations due to physical problems ( P = .026), and social functioning ( P = .007). The IG also had greater improvements in purpose in life ( P employee QoL and well-being over 6 months.

  8. Training Opportunities and Employee Exhaustion in Call Centres: Mediation by Psychological Contract Fulfilment

    Science.gov (United States)

    Chambel, Maria Jose; Castanheira, Filipa

    2012-01-01

    The aim of this study is to analyse psychological contract fulfilment as a mechanism through which training affects stress in call centres. The hypotheses were tested on a sample of 412 call centre operators, using structural equation modelling to analyse their survey responses. Our results demonstrated that training is negatively related to…

  9. Impact of Competency-Based and Target-Oriented Training on Employee Performance: A Case Study

    Science.gov (United States)

    Arslan, Ridvan; Uzaslan, N. Tufan

    2017-01-01

    Some firms have applied different in-house training models to keep up with new technological innovations in their specific fields. This study investigated how a target-oriented in-house training programme should be developed and how it should be evaluated for effectiveness. The aim of the study was to develop, implement and evaluate a…

  10. 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...

  11. [Current status on management and needs related to education and training programs set for new employees at the provincial Centers for Disease Control and Prevention, in China].

    Science.gov (United States)

    Ma, J; Meng, X D; Luo, H M; Zhou, H C; Qu, S L; Liu, X T; Dai, Z

    2016-06-01

    In order to understand the current management status on education/training and needs for training among new employees working at the provincial CDC in China during 2012-2014, so as to provide basis for setting up related programs at the CDC levels. Based on data gathered through questionnaire surveys run by CDCs from 32 provincial and 5 specifically-designated cities, microsoft excel was used to analyze the current status on management of education and training, for new employees. There were 156 management staff members working on education and training programs in 36 CDCs, with 70% of them having received intermediate or higher levels of education. Large differences were seen on equipment of training hardware in different regions. There were 1 214 teaching staff with 66 percent in the fields or related professional areas on public health, in 2014. 5084 new employees conducted pre/post training programs, from 2012 to 2014 with funding as 750 thousand RMB Yuan. 99.5% of the new employees expressed the needs for further training while. 74% of the new staff members expecting a 2-5 day training program to be implemented. 79% of the new staff members claimed that practice as the most appropriate method for training. Institutional programs set for education and training at the CDCs need to be clarified, with management team organized. It is important to provide more financial support on both hardware, software and human resources related to training programs which are set for new stuff members at all levels of CDCs.

  12. Does the Reality of Workplace Training Match the Theory?: An Analysis of Public Sector Employees' Training Decisions

    Science.gov (United States)

    O'Keefe, Sue; Crase, Lin; Dollery, Brian

    2007-01-01

    The provision of, and participation in, workplace training and development has received significant recent attention in Australia in the face of rapid technological change, an ageing labour force and a growing skill shortage. Accordingly, many organisations have put in place policies and practices that ostensibly aim to encourage and support…

  13. Training Employees of a Public Iranian Bank on Emotional Intelligence Competencies

    Science.gov (United States)

    Dadehbeigi, Mina; Shirmohammadi, Melika

    2010-01-01

    Purpose: The purpose of this paper is to examine the possibility of developing emotional intelligence (EI) as conceptualized in Boyatzis et al.'s competency model. Design/methodology/approach: Designing a context-based EI training program, the study utilized a sample of 68 fully-employed members of five branches of a public bank in Iran; each…

  14. Use of Point-of-Service Systems in School Nutrition Programs: Types, Challenges, and Employee Training

    Science.gov (United States)

    Lee, Yee Ming; Kwon, Junehee; Park, Eunhye; Wang, Yujia; Rushing, Keith

    2017-01-01

    Purpose/Objectives: This study investigated the use of electronic and paper-based point-of-service (POS) systems in school nutrition programs (SNPs), including associated challenges and the desired skills and existing training practices for personnel handling such systems. Methods: A questionnaire was developed based on interviews with 25 SNP…

  15. Developing a Marketing Mind-Set: Training and Mentoring for County Extension Employees

    Science.gov (United States)

    Sneed, Christopher T.; Elizer, Amy Hastings; Hastings, Shirley; Barry, Michael

    2016-01-01

    Marketing the county Extension program is a critical responsibility of the entire county staff. This article describes a unique peer-to-peer training and mentoring program developed to assist county Extension staff in improving marketing skills and successfully developing and implementing a county Extension marketing plan. Data demonstrating…

  16. Barriers to Employee Training in Small and Medium Sized Enterprises: Insights and Evidences from Mauritius

    Science.gov (United States)

    Padachi, Kesseven; Bhiwajee, Soolakshna Lukea

    2016-01-01

    Purpose: Training is an important component of successful business concerns. However, although there is growing acceptance amongst scholars that small- and medium-sized enterprises (SMEs) are engines that drive economies across nations, through their contribution in terms of job creation and poverty reduction; extant research portray that these…

  17. 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.

  18. Decontamination sheet

    International Nuclear Information System (INIS)

    Hirose, Emiko; Kanesaki, Ken.

    1995-01-01

    The decontamination sheet of the present invention is formed by applying an adhesive on one surface of a polymer sheet and releasably appending a plurality of curing sheets. In addition, perforated lines are formed on the sheet, and a decontaminating agent is incorporated in the adhesive. This can reduce the number of curing operation steps when a plurality steps of operations for radiation decontamination equipments are performed, and further, the amount of wastes of the cured sheets, and operator's exposure are reduced, as well as an efficiency of the curing operation can be improved, and propagation of contamination can be prevented. (T.M.)

  19. Innovative Model of Practice-Oriented Training of Employees of the Town-Forming Enterprise in the Mining Region (by the Example of JSC "SUEK-Kuzbass")

    Science.gov (United States)

    Kulay, Svetlana; Kayachev, Gennady

    2017-11-01

    The article proposes to improve the system of training of employees of joint-stock company SUEK-Kuzbass in the educational institutions of the Kemerovo region according to the requirements of the company using practice-oriented training technology. The aim of the work is to substantiate the effectiveness of implementing practice-oriented training, identify priority directions and ways of its development. The main objectives of the study are: to identify the main advantages for the company and students; determine the criteria for the success and practical value of applying practice-oriented training for the company; conduct a comparative analysis of the target and practice-oriented model of training for the company. The real needs of the employer through the dual form of training were taking into account. The expansion of positive experience in training engineering personnel in higher education in technology-based training with the involvement of specialists from other regions of the company and expanding training in mining was also included.

  20. A conceptual model for worksite intelligent physical exercise training - IPET - intervention for decreasing life style health risk indicators among employees: a randomized controlled trial

    Science.gov (United States)

    2014-01-01

    Background Health promotion at the work site in terms of physical activity has proven positive effects but optimization of relevant exercise training protocols and implementation for high adherence are still scanty. Methods/Design The aim of this paper is to present a study protocol with a conceptual model for planning the optimal individually tailored physical exercise training for each worker based on individual health check, existing guidelines and state of the art sports science training recommendations in the broad categories of cardiorespiratory fitness, muscle strength in specific body parts, and functional training including balance training. The hypotheses of this research are that individually tailored worksite-based intelligent physical exercise training, IPET, among workers with inactive job categories will: 1) Improve cardiorespiratory fitness and/or individual health risk indicators, 2) Improve muscle strength and decrease musculoskeletal disorders, 3) Succeed in regular adherence to worksite and leisure physical activity training, and 3) Reduce sickness absence and productivity losses (presenteeism) in office workers. The present RCT study enrolled almost 400 employees with sedentary jobs in the private as well as public sectors. The training interventions last 2 years with measures at baseline as well as one and two years follow-up. Discussion If proven effective, the intelligent physical exercise training scheduled as well as the information for its practical implementation can provide meaningful scientifically based information for public health policy. Trial Registration ClinicalTrials.gov, number: NCT01366950. PMID:24964869

  1. A conceptual model for worksite intelligent physical exercise training--IPET--intervention for decreasing life style health risk indicators among employees: a randomized controlled trial.

    Science.gov (United States)

    Sjøgaard, Gisela; Justesen, Just Bendix; Murray, Mike; Dalager, Tina; Søgaard, Karen

    2014-06-26

    Health promotion at the work site in terms of physical activity has proven positive effects but optimization of relevant exercise training protocols and implementation for high adherence are still scanty. The aim of this paper is to present a study protocol with a conceptual model for planning the optimal individually tailored physical exercise training for each worker based on individual health check, existing guidelines and state of the art sports science training recommendations in the broad categories of cardiorespiratory fitness, muscle strength in specific body parts, and functional training including balance training. The hypotheses of this research are that individually tailored worksite-based intelligent physical exercise training, IPET, among workers with inactive job categories will: 1) Improve cardiorespiratory fitness and/or individual health risk indicators, 2) Improve muscle strength and decrease musculoskeletal disorders, 3) Succeed in regular adherence to worksite and leisure physical activity training, and 3) Reduce sickness absence and productivity losses (presenteeism) in office workers. The present RCT study enrolled almost 400 employees with sedentary jobs in the private as well as public sectors. The training interventions last 2 years with measures at baseline as well as one and two years follow-up. If proven effective, the intelligent physical exercise training scheduled as well as the information for its practical implementation can provide meaningful scientifically based information for public health policy. ClinicalTrials.gov, number: NCT01366950.

  2. Log in and breathe out: internet-based recovery training for sleepless employees with work-related strain - results of a randomized controlled trial.

    Science.gov (United States)

    Thiart, Hanne; Lehr, Dirk; Ebert, David Daniel; Berking, Matthias; Riper, Heleen

    2015-03-01

    The primary purpose of this randomized controlled trial (RCT) was to evaluate the efficacy of a guided internet-based recovery training for employees who suffer from both work-related strain and sleep problems (GET.ON Recovery). The recovery training consisted of six lessons, employing well-established methods from cognitive behavioral therapy for insomnia (CBT-I) such as sleep restriction, stimulus control, and hygiene interventions as well as techniques targeted at reducing rumination and promoting recreational activities. In a two-arm RCT (N=128), the effects of GET.ON Recovery were compared to a waitlist-control condition (WLC) on the basis of intention-to-treat analyses. German teachers with clinical insomnia complaints (Insomnia Severity Index ≥15) and work-related rumination (Irritation Scale, cognitive irritation subscale ≥15) were included. The primary outcome measure was insomnia severity. Analyses of covariance (ANCOVA) revealed that, compared to the WLC, insomnia severity of the intervention group decreased significantly stronger (F=74.11, Ptraining significantly reduces sleep problems and fosters mental detachment from work and recreational behavior among adult stressed employees at post-test and 6-months follow up. Given the low threshold access this training could reach out to a large group of stressed employees when results are replicated in other studies.

  3. 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.

  4. INFLUENCE OF TRAINING SPIRITUAL LEADERSHIP AND CLIMATE OF WORKING ON THE EMPLOYEES PERFORMANCE IN OFFICE EDUCATION PROVINCE OF LAMPUNG

    Directory of Open Access Journals (Sweden)

    Siti Patimah

    2016-03-01

    Full Text Available The leadership and the atmosphere in the working environment within the organization as a manager and leader of an organization have a very big role in creating a conducive and innovative working environment. Therefore, this study investigates leadership and working climate influencing on employee performance of Lampung Provincial Education Office. It uses a quantitative approach and descriptive survey method. Based on data analysis, the results are as follows: first, in general the results of data analysis showed that the leadership, the climate of employee and employee performance Education Office of Lampung Province is categorised as middle/enough, it means that the leadership, work climate and employee performance still need to be improved. Based on the results it can be argued that in order to improve the performance of employees can be done through visionary leadership, hard work, perseverance, steel service and discipline as well as to create a conducive working environment.

  5. Spatially Dispersed Employee Recovery

    DEFF Research Database (Denmark)

    Hvass, Kristian Anders; Torfadóttir, Embla

    2014-01-01

    Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...

  6. Employee Assistance Programs.

    Science.gov (United States)

    Levine, Hermine Zagat

    1985-01-01

    The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

  7. When do employees identify? An analysis of cross-sectional and longitudinal predictors of training group and organizational identification

    NARCIS (Netherlands)

    Eisenbeiss, Kerstin K.; Ottenz, Sabine

    Organizational research has shown the impact of organizational identification on employees' attitudes and behavior, and its relevance for economic success (Haslam, 2004). Furthermore, the necessity to differentiate levels of identification within organizations has been emphasized (van Knippenberg &

  8. Employee, State of Alaska

    Science.gov (United States)

    Business Resources Division of Corporations, Business & Professional Licensing Dept. of Commerce Benefits Resources State Employee Directory State Calendar State Training: LearnAlaska State Travel Manager) Web Mail (Outlook) Login Who to Call Health Insurance Insurance Benefits Health and Optional

  9. Employee Care

    OpenAIRE

    Zavadilová, Eva

    2014-01-01

    The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

  10. Constraints to connecting children with nature--Survey of U.S. Fish and Wildlife Service employees sponsored by the National Conservation Training Center, Division of Education Outreach

    Science.gov (United States)

    Ratz, Joan M.; Schuster, Rudy M.

    2011-01-01

    The U.S. Fish and Wildlife Service (FWS) names "connecting people with nature" as one of its top six priorities in the online Service Employee Pocket Guide. The National Conservation Training Center (NCTC) took the initiative to identify issues that impede greater progress in addressing constraints to connecting children with nature. The Division of Education Outreach at NCTC formed a working relation with the Policy Analysis and Science Assistance branch of the U.S. Geological Survey to conduct a study on these issues. To meet the objectives of the study, a survey of a sample of FWS employees was conducted. This report includes the description of how the survey was developed and administered, how the data were analyzed, and a discussion of the survey results. The survey was developed based on published literature and incorporated input from two working groups of professionals focused on the issue of connecting children with nature. Although the objective as stated by the FWS is to connect people with nature, the survey primarily focused on connecting children, rather than all people, with nature. The four primary concepts included on the survey were interpretation of how the FWS defined "connection" as part of its mission, perceived success with outreach, constraints to connecting children with nature, and importance of connecting children with nature. The survey was conducted online using KeySurvey© software. The survey was sent to 604 FWS employees. Responses were received from 320 employees. The respondents represented diversity in regions, tenure, wage/grade level, job series, supervisory status, and involvement with education and outreach activities. The key findings of the survey are as follows: * FWS employees believe they as individuals and the agency are successful now and will be more successful in the future in connecting children with nature. * FWS employees believe that there are many outcomes that are relevant to the FWS objective to connect people

  11. Training Corporate Managers to Adopt a More Autonomy-Supportive Motivating Style toward Employees: An Intervention Study

    Science.gov (United States)

    Hardre, Patricia L.; Reeve, Johnmarshall

    2009-01-01

    Management style is treated in a variety of ways across the training and development literature. Yet few studies have tested the training-based malleability of management style in a for-profit, authentic work context. The present research tested whether or not training intervention would help managers adopt a more autonomy-supportive motivating…

  12. 30 CFR 75.1713-5 - First-aid training program; retraining of supervisory employees; availability to all miners.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-aid training program; retraining of...-UNDERGROUND COAL MINES Miscellaneous § 75.1713-5 First-aid training program; retraining of supervisory... shall conduct refresher first-aid training courses each calendar year for all selected supervisory...

  13. 30 CFR 77.1705 - First aid training program; retraining of supervisory employees; availability to all miners.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First aid training program; retraining of..., SURFACE COAL MINES AND SURFACE WORK AREAS OF UNDERGROUND COAL MINES Miscellaneous § 77.1705 First aid..., 1972, each operator of a surface coal mine shall conduct refresher first aid training programs each...

  14. Promoting Early, Safe Return to Work in Injured Employees: A Randomized Trial of a Supervisor Training Intervention in a Healthcare Setting.

    Science.gov (United States)

    Spector, June T; Reul, Nicholas K

    2017-03-01

    Purpose Supervisors in the healthcare sector have the potential to contribute to disability prevention in injured employees. Published data on the evaluation of return to work (RTW) interventions aimed at direct supervisors are scarce. We sought to determine the effect of a brief audiovisual supervisor training module on supervisor RTW attitudes and knowledge. Methods A parallel-group study, using equal randomization, comparing the training module intervention to usual practice in healthcare supervisors at a quaternary care hospital was conducted. Differences between groups in changes in RTW attitude and knowledge survey question scores between baseline and 3 months were assessed using the Mann-Whitney U test. The Benjamini-Hochberg-Yekutieli procedure was used to control for false discovery rate and generate adjusted p values. Results Forty supervisors were allocated to the intervention group and 41 to the usual practice group. Attitude and knowledge scores for most questions improved between baseline and immediately after intervention administration. Comparing intervention (n = 33) and usual practice groups (n = 37), there was a trend toward greater increase between baseline and 3 months follow-up in agreement that the supervisor can manage the RTW process (U = 515, adjusted p value = 0.074) and in confidence that the supervisor can answer employees' questions (U = 514, adjusted p value = 0.074) in the intervention group, although these findings were not statistically significant. Conclusions The training intervention may have provided the initial tools for supervisors to navigate the RTW process in collaboration with others in the RTW community of practice. A larger study with longer follow-up is needed to confirm results.

  15. Superfund fact sheet: The remedial program. Fact sheet

    International Nuclear Information System (INIS)

    1992-09-01

    The fact sheet describes what various actions the EPA can take to clean up hazardous wastes sites. Explanations of how the criteria for environmental and public health risk assessment are determined and the role of state and local governments in site remediation are given. The fact sheet is one in a series providing reference information about Superfund issues and is intended for readers with no formal scientific training

  16. 5 CFR 410.303 - Employee responsibilities.

    Science.gov (United States)

    2010-01-01

    ... Establishing and Implementing Training Programs § 410.303 Employee responsibilities. Employees are responsible... training needed to improve individual and organizational performance and identify methods to meet those... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee responsibilities. 410.303...

  17. Employee resistance and injury during commercial robberies.

    Science.gov (United States)

    Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

    2015-05-01

    To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

  18. Employees Training Evaluation related to the Competency Standards in the Steel and Metalworking Industry in Boyacá, Colombia

    Directory of Open Access Journals (Sweden)

    Carlos Guillermo Carreno-Bodensiek

    2016-12-01

    Full Text Available This work presents the results of a research process applied to a sample of companies in the steel and metalworking sector in Boyacá, Colombia. The active workers are evaluated over the Occupational Competency Standards related to their daily activities. It also aims to highlight the formation priority of human talent for business, according to build up a level of competitiveness. Also, seeks to meet the need to train and develop skills and competencies in the workforce, taking into account the concepts of experts about training and developing proposals for management. This research is consistent with global trends in education and the requirements of standardization of training, why diagnoses and designs are focused on the functions of the companies related to the Standards of Competency.

  19. 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.

  20. Employee Capital:Resource or Reoccurring Nightmare

    OpenAIRE

    Murphy, James Peter

    2005-01-01

    Employee capital need not be a reoccurring nightmare for bar owners if they create a system for managing their employee capital which deals with recruitment, placement, training and development for all hospitality staff members.

  1. An Evaluation of the Employee Training and Development Process for Nicolet Area Technical College's Basic Education Program.

    Science.gov (United States)

    Karl, Luis C.

    The adult basic education (ABE) program at Nicolet Area Technical College (NATC) evaluated its training and development (T&D) process for new basic education instructors. The study gathered monitoring and screening criteria that addressed valuable components for use in an instrument for validating effectiveness of the ABE program (T&D)…

  2. Effects of computer-based stress management training on psychological well-being and work performance in japanese employees: a cluster randomized controlled trial.

    Science.gov (United States)

    Umanodan, Rino; Shimazu, Akihito; Minami, Masahide; Kawakami, Norito

    2014-01-01

    This study evaluated the effectiveness of a computer-based stress management training (SMT) program in improving employees' psychological well-being and work performance. A total of 12 work units (N=263) were randomly assigned to either an intervention group (8 work units, n=142) or to a wait-list control group (4 work units, n=121). All participants were requested to answer online questionnaires assessing psychological well-being as a primary outcome, and coping style, social support, and knowledge about stress management as secondary outcomes at baseline (T0), immediately after the intervention (T1), and 2 months after the intervention (T2). The group × time interaction was tested using a mixed-model repeated measures ANOVA. Results showed a group × time interaction for "knowledge about stress management" in the entire sample. Among participants who had more than 3 d of training, a significant group × time interaction was observed for "problem-solving" and "avoidance and suppression" as well as "knowledge about stress management." Our computer-based stress management program was effective for improving knowledge about stress management. It was also effective for improving coping skills in instances where participants had enough time (at least 3 d) to complete all sessions.

  3. Costs of employee turnover

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2013-01-01

    Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

  4. Analysis of the effect of conflict-management and resolution training on employee stress at a healthcare organization.

    Science.gov (United States)

    Haraway, Dana L; Haraway, William M

    2005-01-01

    Conflict is inevitable and can be both positive and negative. Although it is impossible, and probably not wise, to eliminate conflict, it is prudent for healthcare organizations to provide direct instruction in conflict-management training. In this study, 23 supervisors and managers in a local healthcare organization participated in two 3-hour sessions designed to teach practical conflict-management strategies immediately applicable to their workplace duties and responsibilities. A comparison of pretest and posttest measures indicates statistically significant differences in four areas and suggests a positive influence of the brief intervention.

  5. Employee Resistance to Computer Technology.

    Science.gov (United States)

    Ewert, Alan

    1984-01-01

    The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

  6. Employee recruitment: using behavioral assessments as an employee selection tool.

    Science.gov (United States)

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

  7. Self-certification and employee training of mail-order distributors of scheduled listed chemical products. Interim final rule with request for comment.

    Science.gov (United States)

    2011-04-13

    On October 12, 2010, the President signed the Combat Methamphetamine Enhancement Act of 2010 (MEA). It establishes new requirements for mail-order distributors of scheduled listed chemical products. Mail-order distributors must now self-certify to DEA in order to sell scheduled listed chemical products at retail. Sales at retail are those sales intended for personal use; mail-order distributors that sell scheduled listed chemical products not intended for personal use, e.g., sale to a university, are not affected by the new law. This self-certification must include a statement that the mail-order distributor understands each of the requirements that apply under part 1314 and agrees to comply with these requirements. Additionally, mail-order distributors are now required to train their employees prior to self certification. DEA is promulgating this rule to incorporate the statutory provisions and make its regulations consistent with the new requirements and other existing regulations related to self-certification.

  8. 49 CFR 199.115 - Contractor employees.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.115 Section 199.115... § 199.115 Contractor employees. With respect to those employees who are contractors or employed by a contractor, an operator may provide by contract that the drug testing, education, and training required by...

  9. Chlamydia - CDC Fact Sheet

    Science.gov (United States)

    ... Archive STDs Home Page Bacterial Vaginosis (BV) Chlamydia Gonorrhea Genital Herpes Hepatitis HIV/AIDS & STDs Human Papillomavirus ( ... sheet Pelvic Inflammatory Disease (PID) – CDC fact sheet Gonorrhea – CDC fact sheet STDs Home Page Bacterial Vaginosis ( ...

  10. [To what extent do reviewers of multiple-choice questions need to be trained? A comparison between handing out information sheets and brief workshop sessions].

    Science.gov (United States)

    Öchsner, Wolfgang; Böckers, Anja

    2016-01-01

    A competent review process is crucial to ensure the quality of multiple-choice (MC) questions. However, the acquisition of reviewing skills should not cause any unnecessary additional burden for a medical staff that is already facing heavy workloads. 100 MC questions, for which an expert review existed, were presented to 12 novices. In advance, six participants received a specific information sheet covering critical information for high-calibre review; the other six participants attended a 2.5-hour workshop covering the same information. The review results of both groups were analysed with a licensed version of the IBM software SPSS 19.0 (SPSS Inc., Chicago, IL). The results of the workshop group were distinctly closer to the experts' results (gold standard) than those of the information sheet group. For the quantitatively important category of medium quality MC questions, the results of the workshop group did not significantly differ from the experts' results. In the information sheet group the results were significantly poorer than the experts', regardless of the quality of the questions. Distributing specific information sheets to MC question reviewers is not sufficient for ensuring the quality of the review so that - regardless of the increased effort involved - a recommendation to conduct specific workshops must be made. Copyright © 2014. Published by Elsevier GmbH.

  11. Does employee involvement work? Yes, sometimes.

    Science.gov (United States)

    Cotton, J L

    1997-12-01

    Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

  12. Employee health.

    Science.gov (United States)

    2015-09-01

    The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers.

  13. GASN sheets

    International Nuclear Information System (INIS)

    2013-12-01

    This document gathers around 50 detailed sheets which describe and present various aspects, data and information related to the nuclear sector or, more generally to energy. The following items are addressed: natural and artificial radioactive environment, evolution of energy needs in the world, radioactive wastes, which energy for France tomorrow, the consequences in France of the Chernobyl accident, ammunitions containing depleted uranium, processing and recycling of used nuclear fuel, transport of radioactive materials, seismic risk for the basic nuclear installations, radon, the precautionary principle, the issue of low doses, the EPR, the greenhouse effect, the Oklo nuclear reactors, ITER on the way towards fusion reactors, simulation and nuclear deterrence, crisis management in the nuclear field, does nuclear research put a break on the development of renewable energies by monopolizing funding, nuclear safety and security, the plutonium, generation IV reactors, comparison of different modes of electricity production, medical exposure to ionizing radiations, the control of nuclear activities, food preservation by ionization, photovoltaic solar collectors, the Polonium 210, the dismantling of nuclear installations, wind energy, desalination and nuclear reactors, from non-communication to transparency about nuclear safety, the Jules Horowitz reactor, CO 2 capture and storage, hydrogen, solar energy, the radium, the subcontractors of maintenance of the nuclear fleet, biomass, internal radio-contamination, epidemiological studies, submarine nuclear propulsion, sea energy, the Three Mile Island accident, the Chernobyl accident, the Fukushima accident, the nuclear after Fukushima

  14. Catalyzing Employee Change with Transformative Learning

    Science.gov (United States)

    Franz, Nancy

    2010-01-01

    Businesses, organizations, and government agencies have invested heavily in employee training. The American Society for Training and Development (ASTD) reports these costs as 2.15% of payroll (ASTD, 2008). A large amount of this investment is directed at improving employee knowledge and skills. Although most organizations are good at this, often a…

  15. Training and Development, Division of Personnel and Labor Relations,

    Science.gov (United States)

    supervisory, management, leadership, EEO compliance, and interpersonal skills training for State Employees Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets Office Classification EPIC EEO Program Labor Relations Payroll Services Recruitment Services Training and

  16. What Motivates Low-Qualified Employees to Participate in Training and Development? A Mixed-Method Study on their Learning Intentions

    Science.gov (United States)

    Kyndt, Eva; Govaerts, Natalie; Claes, Trees; De La Marche, Jens; Dochy, Filip

    2013-01-01

    The current research starts from the observation that low-qualified employees hold a vulnerable position on the labour market. It has been argued that learning and development can decrease this vulnerability; unfortunately research has shown that low-qualified employees participate considerably less in learning activities in comparison with…

  17. Education of employees

    OpenAIRE

    Malachová, Jana

    2011-01-01

    The thesis aims to assess the functioning of educational methods that is being used by LEGO Group and propose appropriate measures or recommendations for future development. The conclusion of this work is evaluating the results of the investigation and provides recommendations counter measures to improve the current situation. The theoretical part describes principles of systematic employee training, forms and methods of education, also it further defines the learning organization. Part of th...

  18. Development and Evaluation of Digital Game-Based Training for Managers to Promote Employee Mental Health and Reduce Mental Illness Stigma at Work: Quasi-Experimental Study of Program Effectiveness

    Science.gov (United States)

    Birner, Ulrich Walter; Oberhauser, Cornelia; Nowak, Dennis; Sabariego, Carla

    2017-01-01

    Background To counteract the negative impact of mental health problems on business, organizations are increasingly investing in mental health intervention measures. However, those services are often underused, which, to a great extent, can be attributed to fear of stigmatization. Nevertheless, so far only a few workplace interventions have specifically targeted stigma, and evidence on their effectiveness is limited. Objective The objective of this study was to develop and evaluate a digital game-based training program for managers to promote employee mental health and reduce mental illness stigma at work. Methods We describe the empirical development of Leadership Training in Mental Health Promotion (LMHP), a digital game-based training program for leaders. A 1-group pre-post design and a 3-month follow-up were used for training evaluation. We applied multilevel growth models to investigate change over time in the dependent variables knowledge, attitudes, self-efficacy, and intentions to promote employee mental health in 48 managers of a global enterprise in the United Kingdom. Participants were mainly male (44/48, 92%) and ranged in age from 32 to 58 (mean 46.0, SD 7.2) years. Results We found a positive impact of the Web-based training program on managers’ knowledge of mental health and mental illness (Pemployee mental health, which was initially high. Conclusions Results provide first evidence of the effectiveness of LMHP to positively affect managers’ skills to promote employee mental health at work. Furthermore, the high rate of participation in LMHP (48/54, 89%) supports the use of digital game-based interventions to increase user engagement and user experience in mental health programs at work. PMID:28778839

  19. Development and Evaluation of Digital Game-Based Training for Managers to Promote Employee Mental Health and Reduce Mental Illness Stigma at Work: Quasi-Experimental Study of Program Effectiveness.

    Science.gov (United States)

    Hanisch, Sabine Elisabeth; Birner, Ulrich Walter; Oberhauser, Cornelia; Nowak, Dennis; Sabariego, Carla

    2017-08-04

    To counteract the negative impact of mental health problems on business, organizations are increasingly investing in mental health intervention measures. However, those services are often underused, which, to a great extent, can be attributed to fear of stigmatization. Nevertheless, so far only a few workplace interventions have specifically targeted stigma, and evidence on their effectiveness is limited. The objective of this study was to develop and evaluate a digital game-based training program for managers to promote employee mental health and reduce mental illness stigma at work. We describe the empirical development of Leadership Training in Mental Health Promotion (LMHP), a digital game-based training program for leaders. A 1-group pre-post design and a 3-month follow-up were used for training evaluation. We applied multilevel growth models to investigate change over time in the dependent variables knowledge, attitudes, self-efficacy, and intentions to promote employee mental health in 48 managers of a global enterprise in the United Kingdom. Participants were mainly male (44/48, 92%) and ranged in age from 32 to 58 (mean 46.0, SD 7.2) years. We found a positive impact of the Web-based training program on managers' knowledge of mental health and mental illness (Pemployee mental health, which was initially high. Results provide first evidence of the effectiveness of LMHP to positively affect managers' skills to promote employee mental health at work. Furthermore, the high rate of participation in LMHP (48/54, 89%) supports the use of digital game-based interventions to increase user engagement and user experience in mental health programs at work. ©Sabine Elisabeth Hanisch, Ulrich Walter Birner, Cornelia Oberhauser, Dennis Nowak, Carla Sabariego. Originally published in JMIR Mental Health (http://mental.jmir.org), 04.08.2017.

  20. Does an employee assistance programme benefit employers and employees alike?

    Science.gov (United States)

    MacAlister, E

    1999-09-01

    EAPs are not a psychological sticking plaster. They are a clinically and corporately balanced service which benefits the employee, via the direct services and the employer, via the feedback in the form of usage statistics derived from the continuous tracking of the account through which organizational and employment issues are identified. Well positioned EAPs offer employees confidential counselling, and information services including legal, financial and child-based issues and are able to offer employers tailored training and consultancy.

  1. Employee Handbook

    Energy Technology Data Exchange (ETDEWEB)

    Bello, Madelyn

    2008-09-05

    Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the

  2. Delivering ideal employee experiences.

    Science.gov (United States)

    Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

    2009-05-01

    Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

  3. A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

    OpenAIRE

    Harvid, Albertus; Gustomo, Aurik

    2013-01-01

    PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

  4. 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…

  5. 49 CFR 172.704 - Training requirements.

    Science.gov (United States)

    2010-10-01

    ... recurrent training after March 25, 2003, and in no case later than March 24, 2006, each hazmat employee must... by each employee in the event of a security breach. (b) OSHA, EPA, and other training. Training...

  6. Motivation of employees and employee benefits

    OpenAIRE

    Haninger, David

    2011-01-01

    This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

  7. Employee recruitment.

    Science.gov (United States)

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

  8. Personnel Training

    International Nuclear Information System (INIS)

    Tokar, M.

    2012-01-01

    The professional training of employees for Units 3 and 4 of the Mochovce Power Plant is approaching finals. At the beginning, in particular the main control room operators were trained, later all the other employees needed for power plant commissioning and operation. In June, the second phase of the project will start; it will be focused on the new equipment of the Units under commissioning. (author)

  9. Employee motivation and employee benefits

    OpenAIRE

    Limburská, Martina

    2009-01-01

    The goal of this thesis is to get acquainted with the issue of employee motivation from a theoretical perspective, and then analyze the incentive system in a selected company - Sellier & Bellot. In conclusion, I would like to evaluate the lessons learned and propose some changes and recommendations for improving motivation in the analyzed company. The work is divided into four parts. The first three are rather theoretical. The first part deals with the explanation of the concept of motivation...

  10. Job stress among Iranian prison employees.

    Science.gov (United States)

    Akbari, J; Akbari, R; Farasati, F; Mahaki, B

    2014-10-01

    Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  11. Job Stress among Iranian Prison Employees

    Directory of Open Access Journals (Sweden)

    J Akbari

    2014-09-01

    Full Text Available Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Results: Job stress was highest among employees of “correction and rehabilitation center” of Ilam province followed by “Dalab vocational training center.” There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Conclusion: Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  12. Chapter 5: Training

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2018-04-01

    The chapter 5 presents the 1) initial training; 2) periodic training, which includes: a) periodic training for employees at lower levels of the hierarchy than that of the operator; b) period training for operators; 3) operator training; 4) record of training; 5) safety culture.

  13. 当前企业职工教育的培训模式及发展策略探讨%Training Mode Current Corporate Employee Education and Development Strategy

    Institute of Scientific and Technical Information of China (English)

    席川

    2014-01-01

    在当前的知识经济背景下,人才可以说是企业核心竞争力的关键。对于企业而言,要想在日益激烈的市场竞争中占据更加有利的地位,就必须充分重视职工的教育培训工作,不断提高企业自身的人力资源水平。对此,从企业职工教育的重要性出发,对目前企业职工教育的培训模式和发展策略进行了分析和探讨。%In the current knowledge economy, talent can be said that the key to the enterprise’s core competitiveness. For businesses, in order to occupy a more favorable position in the increasingly fierce market competition, we must pay full attention to the education and training of workers, and constantly improve their own level of human resources. In this regard, the importance of education for enterprise employees from starting the current business model employee education training and development strategies are analyzed and discussed.

  14. Employee Participation--A Practical Guide.

    Science.gov (United States)

    Wooden, Mark

    1990-01-01

    Despite the benefits of employee participation in decision making, it is not widespread. Making it work requires commitment, job security, training, access to information, communication channels, goal setting, flat organizational structures, and financial reinforcement. (SK)

  15. A conceptual model for worksite intelligent physical exercise training - IPET - intervention for decreasing life style health risk indicators among employees: a randomized controlled trial

    OpenAIRE

    Sjøgaard, Gisela; Justesen, Just Bendix; Murray, Mike; Dalager, Tina; Søgaard, Karen

    2014-01-01

    Background Health promotion at the work site in terms of physical activity has proven positive effects but optimization of relevant exercise training protocols and implementation for high adherence are still scanty. Methods/Design The aim of this paper is to present a study protocol with a conceptual model for planning the optimal individually tailored physical exercise training for each worker based on individual health check, existing guidelines and state of the art sports science training ...

  16. Employee Rights

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2016-01-01

    -for-performance systems) perceived as fair and when are they not? When can differences in contribution (equity) overrule the social norm of equality? Which contingent reward structure should be applied for teamwork members, if any? Which reward structure should be utilized to motivate employees to a continuous search......This article investigates the factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay...... for smarter working procedures and solutions? These are central concerns of motivation theory, where rational choice decisions are counterbalanced by endowment effects or other fairness concerns. Management is placed in a dilemma between what is, e.g., an economically rational structure of incentives...

  17. A Model for an Open and Flexible E-Training Platform To Encourage Companies' Learning Culture and Meet Employees' Learning Needs.

    Science.gov (United States)

    Bagnasco, Andrea; Chirico, Marco; Parodi, Giancarlo; Scapolla, A. Marina

    2003-01-01

    Distance education is an answer to the demand for flexibility in training. The aim is to build a virtual learning community on the basis of a knowledge model that meets different learning needs. This article analyzes possible innovations in corporate training, and proposes a framework that integrates all information sources and offers practice…

  18. Field training

    International Nuclear Information System (INIS)

    Mumford, G.E.; Hadaway, E.H.

    1991-01-01

    Individualized, personal training can be used to increase an employee's awareness of the HSE program. Such training can stimulate personal commitment and provide personal skills that can be utilized for the benefit of the overall HSE effort. But, providing such training within our industry can be a difficult task due to the scheduling, travel arrangements, and cost associated with bringing employees from isolated, remote locations to centrally located training facilities. One method of overcoming these obstacles involves the use of field instructors to provide the training at the many, and varied number of individuals can be reached with minimal disruption to their work scheduling or to their time off. In fact, this type of on-site training is already used by some oil companies and drilling contractors with encouraging results. This paper describes one drilling contractor's experiences with such a training program. The results after eight years how that this program not only can provide and efficient, economical means of employee training, but also can have a direct application to employee motivation regarding a company's HSE effort

  19. Orientation and Integration of New Employees in an Organization Hotel

    Directory of Open Access Journals (Sweden)

    Daniel Dăneci-Pătrău

    2016-01-01

    The aim of this study is to highlight the role and importance of the integration process,orientation and training of new employees within an organization hotel. To achieve was analyzedprofessional orientation program for new employees in the department reception at Hotel DaliConstanta, offering a guide to best practices be reflected in the behavior of employees to hotelguests in the future.

  20. implications of decision making process on agricultural employees

    African Journals Online (AJOL)

    employees' turnover in Institute of Agricultural Research and Training Ibadan, Oyo State, Nigeria. ... Furthermore, work life imbalance ( = 3.32), cost of training and recruitment ( = 3.18) and ..... Factors affecting job satisfaction of front-line.

  1. Ice sheet in peril

    DEFF Research Database (Denmark)

    Hvidberg, Christine Schøtt

    2016-01-01

    Earth's large ice sheets in Greenland and Antarctica are major contributors to sea level change. At present, the Greenland Ice Sheet (see the photo) is losing mass in response to climate warming in Greenland (1), but the present changes also include a long-term response to past climate transitions...

  2. Mobility Balance Sheet 2009

    International Nuclear Information System (INIS)

    Jorritsma, P.; Derriks, H.; Francke, J.; Gordijn, H.; Groot, W.; Harms, L.; Van der Loop, H.; Peer, S.; Savelberg, F.; Wouters, P.

    2009-06-01

    The Mobility Balance Sheet provides an overview of the state of the art of mobility in the Netherlands. In addition to describing the development of mobility this report also provides explanations for the growth of passenger and freight transport. Moreover, the Mobility Balance Sheet also focuses on a topical theme: the effects of economic crises on mobility. [nl

  3. 20 CFR 1002.265 - If the employee is reemployed with his or her pre-service employer, is the employee's pension...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false If the employee is reemployed with his or her pre-service employer, is the employee's pension benefit the same as if he or she had remained continuously employed? 1002.265 Section 1002.265 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE,...

  4. Training on a Shoestring.

    Science.gov (United States)

    Callahan, Madelyn R.

    1995-01-01

    Describes ways to train employees on a tight budget and cut training costs. Offers ideas such as using local colleges, negotiating outsourcing costs, using computers, making good use of experts, and sharing resources with other companies. (JOW)

  5. Implementation of an Initial Training Program for New Employees in a Profoundly Mentally and Physically Handicapped Children and Adult Residential Facility.

    Science.gov (United States)

    Hoeft, Linda A.

    A project was designed to reduce the turnover of direct care staff in a community-based residential facility that provides a home and educational or adult day training services for 54 severely or profoundly mentally and physically handicapped children and adults. The project sought to reduce total staff turnover by 40%, reduce employee…

  6. 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…

  7. Training for Productivity.

    Science.gov (United States)

    Maglen, Leo; Hopkins, Sonnie; Burke, Gerald

    An exploratory study was conducted to evaluate the utility of a method to demonstrate that Australian enterprises that invest in the training of their employees gain a return from that investment through an increase in employee productivity. The method, which compares enterprise expenditure on training of personnel with labor productivity across a…

  8. 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…

  9. Carbon sheet pumping

    International Nuclear Information System (INIS)

    Ohyabu, N.; Sagara, A.; Kawamura, T.; Motojima, O.; Ono, T.

    1993-07-01

    A new hydrogen pumping scheme has been proposed which controls recycling of the particles for significant improvement of the energy confinement in toroidal magnetic fusion devices. In this scheme, a part of the vacuum vessel surface near the divertor is covered with carbon sheets of a large surface area. Before discharge initiation, the sheets are baked up to 700 ∼ 1000degC to remove the previously trapped hydrogen atoms. After being cooled down to below ∼ 200degC, the unsaturated carbon sheets trap high energy charge exchange hydrogen atoms effectively during a discharge and overall pumping efficiency can be as high as ∼ 50 %. (author)

  10. Employee retention: a customer service approach.

    Science.gov (United States)

    Gerson, Richard F

    2002-01-01

    Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

  11. Employees in Total Quality Management

    Directory of Open Access Journals (Sweden)

    M. G. Matlhape

    2002-12-01

    • affirmative action and divers ity management • skills shortages, training and development • low levels of employee well-being. Working with people requires fundamental understanding of the uniqueness of each individual with their own identity and set of preferences. It also requires an understanding of teams and the mechanisms of making a group of individuals work well or poorly together. This will assist managers to realise active participation, quality output from their workers through individualised, and team based motivational processes.

  12. Employee motivation and benefits

    OpenAIRE

    Březíková, Tereza

    2009-01-01

    The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

  13. Determinants of employee punctuality.

    Science.gov (United States)

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

  14. Analysis of Employee Benefits

    OpenAIRE

    Burešová, Lenka

    2013-01-01

    The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...

  15. Anesthesia Fact Sheet

    Science.gov (United States)

    ... Education About NIGMS NIGMS Home > Science Education > Anesthesia Anesthesia Tagline (Optional) Middle/Main Content Area En español ... Version (464 KB) Other Fact Sheets What is anesthesia? Anesthesia is a medical treatment that prevents patients ...

  16. Structural Biology Fact Sheet

    Science.gov (United States)

    ... NIGMS NIGMS Home > Science Education > Structural Biology Structural Biology Tagline (Optional) Middle/Main Content Area PDF Version (688 KB) Other Fact Sheets What is structural biology? Structural biology is the study of how biological ...

  17. Radiation protecting sheet

    International Nuclear Information System (INIS)

    Makiguchi, Hiroshi.

    1989-01-01

    As protection sheets used in radioactivity administration areas, a thermoplastic polyurethane composition sheet with a thickness of less 0.5 mm, solid content (ash) of less than 5% and a shore D hardness of less than 60 is used. A composite sheet with thickness of less than 0.5 mm laminated or coated with such a thermoplastic polyurethane composition as a surface layer and the thermoplastic polyurethane composition sheet applied with secondary fabrication are used. This can satisfy all of the required properties, such as draping property, abrasion resistance, high breaking strength, necking resistance, endurance strength, as well as chemical resistance and easy burnability in burning furnace. Further, by forming uneveness on the surface by means of embossing, etc. safety problems such as slippage during operation and walking can be overcome. (T.M.)

  18. Global ice sheet modeling

    International Nuclear Information System (INIS)

    Hughes, T.J.; Fastook, J.L.

    1994-05-01

    The University of Maine conducted this study for Pacific Northwest Laboratory (PNL) as part of a global climate modeling task for site characterization of the potential nuclear waste respository site at Yucca Mountain, NV. The purpose of the study was to develop a global ice sheet dynamics model that will forecast the three-dimensional configuration of global ice sheets for specific climate change scenarios. The objective of the third (final) year of the work was to produce ice sheet data for glaciation scenarios covering the next 100,000 years. This was accomplished using both the map-plane and flowband solutions of our time-dependent, finite-element gridpoint model. The theory and equations used to develop the ice sheet models are presented. Three future scenarios were simulated by the model and results are discussed

  19. Energy information sheets

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-07-01

    The National Energy Information Center (NEIC), as part of its mission, provides energy information and referral assistance to Federal, State, and local governments, the academic community, business and industrial organizations, and the public. The Energy Information Sheets was developed to provide general information on various aspects of fuel production, prices, consumption, and capability. Additional information on related subject matter can be found in other Energy Information Administration (EIA) publications as referenced at the end of each sheet.

  20. GDOT employee survey.

    Science.gov (United States)

    2017-07-04

    The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

  1. Employee wellness program evaluation.

    Science.gov (United States)

    2008-12-01

    Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

  2. Employees with Sleep Disorders

    Science.gov (United States)

    ... syndrome was often 10-15 minutes late for work every day due to amount and quality of sleep. The employer provided this employee with a half an hour flexible start time. Depending on when the employee arrived, ...

  3. Employees with Epilepsy

    Science.gov (United States)

    ... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...

  4. Family employees and absenteeism

    OpenAIRE

    Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

    2014-01-01

    Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...

  5. Disintegration of liquid sheets

    Science.gov (United States)

    Mansour, Adel; Chigier, Norman

    1990-01-01

    The development, stability, and disintegration of liquid sheets issuing from a two-dimensional air-assisted nozzle is studied. Detailed measurements of mean drop size and velocity are made using a phase Doppler particle analyzer. Without air flow the liquid sheet converges toward the axis as a result of surface tension forces. With airflow a quasi-two-dimensional expanding spray is formed. The air flow causes small variations in sheet thickness to develop into major disturbances with the result that disruption starts before the formation of the main break-up region. In the two-dimensional variable geometry air-blast atomizer, it is shown that the air flow is responsible for the formation of large, ordered, and small chaotic 'cell' structures.

  6. Safety advice sheets

    CERN Multimedia

    HSE Unit

    2013-01-01

    You never know when you might be faced with questions such as: when/how should I dispose of a gas canister? Where can I find an inspection report? How should I handle/store/dispose of a chemical substance…?   The SI section of the DGS/SEE Group is primarily responsible for safety inspections, evaluating the safety conditions of equipment items, premises and facilities. On top of this core task, it also regularly issues “Safety Advice Sheets” on various topics, designed to be of assistance to users but also to recall and reinforce safety rules and procedures. These clear and concise sheets, complete with illustrations, are easy to display in the appropriate areas. The following safety advice sheets have been issued so far: Other sheets will be published shortly. Suggestions are welcome and should be sent to the SI section of the DGS/SEE Group. Please send enquiries to general-safety-visits.service@cern.ch.

  7. 76 FR 60707 - Supplemental Standards for Ethical Conduct for Employees of the Department of the Treasury

    Science.gov (United States)

    2011-09-30

    ... liabilities held on the balance sheet of a financial company, where positions are created or changed by the... nature and importance of the employee's position and the degree to which the employee had access to non... DEPARTMENT OF THE TREASURY Office of Financial Research 12 CFR Chapter XVI RIN 1505-AC38...

  8. Documenting Employee Conduct

    Science.gov (United States)

    Dalton, Jason

    2009-01-01

    One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

  9. Ice Sheets & Ice Cores

    DEFF Research Database (Denmark)

    Mikkelsen, Troels Bøgeholm

    Since the discovery of the Ice Ages it has been evident that Earth’s climate is liable to undergo dramatic changes. The previous climatic period known as the Last Glacial saw large oscillations in the extent of ice sheets covering the Northern hemisphere. Understanding these oscillations known....... The first part concerns time series analysis of ice core data obtained from the Greenland Ice Sheet. We analyze parts of the time series where DO-events occur using the so-called transfer operator and compare the results with time series from a simple model capable of switching by either undergoing...

  10. Energy information sheets

    Energy Technology Data Exchange (ETDEWEB)

    1993-12-02

    The National Energy Information Center (NEIC), as part of its mission, provides energy information and referral assistance to Federal, State, and local governments, the academic community, business and industrial organizations, and the general public. Written for the general public, the EIA publication Energy Information Sheets was developed to provide information on various aspects of fuel production, prices, consumption and capability. The information contained herein pertains to energy data as of December 1991. Additional information on related subject matter can be found in other EIA publications as referenced at the end of each sheet.

  11. 20 CFR 638.801 - Staff training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff training. 638.801 Section 638.801 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.801 Staff training. The...

  12. Collisionless current sheet equilibria

    Science.gov (United States)

    Neukirch, T.; Wilson, F.; Allanson, O.

    2018-01-01

    Current sheets are important for the structure and dynamics of many plasma systems. In space and astrophysical plasmas they play a crucial role in activity processes, for example by facilitating the release of magnetic energy via processes such as magnetic reconnection. In this contribution we will focus on collisionless plasma systems. A sensible first step in any investigation of physical processes involving current sheets is to find appropriate equilibrium solutions. The theory of collisionless plasma equilibria is well established, but over the past few years there has been a renewed interest in finding equilibrium distribution functions for collisionless current sheets with particular properties, for example for cases where the current density is parallel to the magnetic field (force-free current sheets). This interest is due to a combination of scientific curiosity and potential applications to space and astrophysical plasmas. In this paper we will give an overview of some of the recent developments, discuss their potential applications and address a number of open questions.

  13. Cholera Fact Sheet

    Science.gov (United States)

    ... news-room/fact-sheets/detail/cholera","@context":"http://schema.org","@type":"Article"}; العربية 中文 français русский español ... that includes feedback at the local level and information-sharing at the global level. Cholera cases are ...

  14. Pseudomonas - Fact Sheet

    OpenAIRE

    Public Health Agency

    2012-01-01

    Fact sheet on Pseudomonas, including:What is Pseudomonas?What infections does it cause?Who is susceptible to pseudomonas infection?How will I know if I have pseudomonas infection?How can Pseudomonas be prevented from spreading?How can I protect myself from Pseudomonas?How is Pseudomonas infection treated?

  15. NTPR Fact Sheets

    Science.gov (United States)

    History Documents US Underground Nuclear Test History Reports NTPR Radiation Exposure Reports Enewetak Atoll Cleanup Documents TRAC About Who We Are Our Values History Locations Our Leadership Director Support Center Contact Us FAQ Sheet Links Success Stories Contracts Business Opportunities Current

  16. Production (information sheets)

    NARCIS (Netherlands)

    2007-01-01

    Documentation sheets: Geo energy 2 Integrated System Approach Petroleum Production (ISAPP) The value of smartness 4 Reservoir permeability estimation from production data 6 Coupled modeling for reservoir application 8 Toward an integrated near-wellbore model 10 TNO conceptual framework for "E&P

  17. Hibernia fact sheet

    International Nuclear Information System (INIS)

    Anon.

    1994-01-01

    This fact sheet gives details of the Hibernia oil field including its location, discovery date, oil company's interests in the project, the recoverable reserves of the two reservoirs, the production system used, capital costs of the project, and overall targets for Canadian benefit. Significant dates for the Hibernia project are listed. (UK)

  18. Ethanol Basics (Fact Sheet)

    Energy Technology Data Exchange (ETDEWEB)

    2015-01-01

    Ethanol is a widely-used, domestically-produced renewable fuel made from corn and other plant materials. More than 96% of gasoline sold in the United States contains ethanol. Learn more about this alternative fuel in the Ethanol Basics Fact Sheet, produced by the U.S. Department of Energy's Clean Cities program.

  19. Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

    Science.gov (United States)

    Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

    2005-02-01

    Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

  20. Radiation protection data sheet. Radiation protection data sheets for the use of radionuclides in unsealed sources

    International Nuclear Information System (INIS)

    Anon.

    1999-01-01

    These radiation protection data sheet are devoted to responsible persons and employees of various laboratories or medical, pharmaceutical, university and industrial departments where radionuclides are handled as well as all the persons who attend to satisfy in this field. They contain the essential radiation protection data for the use of unsealed sources: physical characteristics, risk assessment, administrative procedures, recommendations, regulations and bibliography. This new series includes the following radionuclides: californium 252, curium 244, gallium 67, indium 113m, plutonium 238, plutonium 239, polonium 210, potassium 42, radium 226, thorium 232, uranium 238 and zinc 65. (O.M.)

  1. Rubella - Fact Sheet for Parents

    Science.gov (United States)

    ... and 4 through 6 years Fact Sheet for Parents Color [2 pages] Español: Rubéola The best way ... according to the recommended schedule. Fact Sheets for Parents Diseases and the Vaccines that Prevent Them Chickenpox ...

  2. HR PRACTICES, EMPLOYEE BEHAVIOR, CUSTOMER SATISFACTION, AND RESTAURANT PERFORMANCE

    OpenAIRE

    Smela, Stephen J.

    2002-01-01

    This paper looks at performance at the individual restaurant level from the perspective of management, customers and employees. The results are based on surveys of each of these three groups conducted between June and September 2001 at a sit-down, casual restaurant chain. There are several key findings. Service-related employee training and giving staff a say in making decisions improves customer satisfaction and loyalty. How employees perceive the service climate in their restaurant is a bet...

  3. Workplace Bullying and Employee Outcomes: A Moderated Mediated Model

    OpenAIRE

    Sheehan, M.; McCabe, T J.; Garavan, Thomas.

    2018-01-01

    This paper investigates the relationship between workplace bullying and employee outcomes in a healthcare setting. Drawing on HR process theory, we investigate the mediating role of the perceived effectiveness of implementation of anti-bullying practices on employee outcomes and whether targeted line manager training was a moderator of that relationship. Our multi-level analysis (utilising responses from 1,507 employees within forty-seven hospitals with matched HR Director interviews), finds ...

  4. Internal communications : transforming employees into brand ambassadors

    Energy Technology Data Exchange (ETDEWEB)

    Williams, C [Bruce Power Inc., Toronto, ON (Canada)

    2004-07-01

    Bruce Power Inc.'s internal communications policy was outlined in this presentation. The policy is intended to develop and align employee communication strategies and tactics with overall corporate communication strategies. The importance of all employees contributing to the company business plan was emphasized, as well as the importance of involving senior managers to support and lead initiatives. The company's use of different media to communicate with a variety of audiences include intranet; newsletters; employee information boards; meetings; voice messages; videos; electronic signage; billboards; and training. The importance of safety days and safety meetings was emphasized, as well as ensuring that employees understand current issues and are able to contribute positively to change. In addition, it was suggested that there are significant benefits in informing and educating staff on the potential impact of government regulations as well as the policies, objectives and culture of the organization. Issues concerning the evaluation procedures of internal communications were also discussed. refs., tabs., figs.

  5. Employee assistance program treats personal problems.

    Science.gov (United States)

    Bednarek, R J; Featherston, H J

    1984-03-01

    Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved.

  6. Risk perception among nuclear power plant employees

    International Nuclear Information System (INIS)

    Fields, C.D.

    1989-01-01

    Radiation protection training and general employee training within the nuclear industry are designed to reduce workers' concerns about radiation and to develop skills that will protect against unwarranted exposures. Inaccurate perceptions about radiation by workers can cause a lack of adequate concern or exaggerated fears, which in turn can result in unnecessary radiation exposure to the worker or co-workers. The purpose of the study is threefold: (a) to identify health and safety concerns among nuclear power plant employees, (b) to discover variables that influence the perception of risk among employees, and (c) to ascertain if attitudes of the family, community, and the media affect workers' perception of risk. Workers identified five areas of concern: shift work, radiation, industrial safety, stress, and sabotage

  7. New Employee Orientation, Division of Personnel and Labor Relations,

    Science.gov (United States)

    understanding work rules and procedures, provide you with the resources you need, as well as guide you through Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets Personnel Memoranda Personnel Rules Policies and Procedures Recruitment Services Reports Sections Director's

  8. Improving Employees' Interpersonal Communication Competencies: A Qualitative Study

    Science.gov (United States)

    Hynes, Geraldine E.

    2012-01-01

    Companies that recognize the relationship between employee engagement and business success will seek ways to foster and facilitate workers' emotional well-being. One way to encourage employee engagement is to provide training in interpersonal communication. This research analyzes what one U.S.-based company is doing to achieve that goal. The…

  9. 5 CFR 410.203 - Options for developing employees.

    Science.gov (United States)

    2010-01-01

    ...-development activities, coaching, mentoring, career development counseling, details, rotational assignments... Planning and Evaluating Training § 410.203 Options for developing employees. Agencies may use a full range of options to meet their mission-related organizational and employee development needs, such as...

  10. 77 FR 60435 - Employee Thrift Advisory Council

    Science.gov (United States)

    2012-10-03

    ... FEDERAL RETIREMENT THRIFT INVESTMENT BOARD Employee Thrift Advisory Council TIME AND DATE: 10 a.m. (EST), October 9, 2012. PLACE: 10th Floor Training Room, 77 K Street NE., Washington, DC 20002. STATUS: Open. MATTERS TO BE CONSIDERED: 1. Approval of the April 30, 2012 Minutes 2. Report of the Executive...

  11. Employee Retention: A Challenge of the Nineties.

    Science.gov (United States)

    Zeiss, Tony

    1990-01-01

    Considers ways in which community colleges can help employers implement programs to improve the work environment and retain trained workers. Presents a model for employee retention that has worked effectively in Pueblo, Colorado. Describes Pueblo Community College's cooperative program with the Wats Marketing Group to help reduce employee…

  12. Professional Preparation in Employee Health Education.

    Science.gov (United States)

    Pigg, R. Morgan, Jr.; Bailey, William J.

    1983-01-01

    The need for college courses to train personnel to conduct employee health programs in private industry is discussed. A description of a sample graduate-level course is provided, as is a listing of pertinent organizations, programs, books, and articles. (PP)

  13. ANTESEDEN EMPLOYEE TURNOVER

    Directory of Open Access Journals (Sweden)

    Heryadi Fardilah

    2018-03-01

    Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

  14. Film sheet cassette

    International Nuclear Information System (INIS)

    1981-01-01

    A novel film sheet cassette is described for handling CAT photographic films under daylight conditions and facilitating their imaging. A detailed description of the design and operation of the cassette is given together with appropriate illustrations. The resulting cassette is a low-cost unit which is easily constructed and yet provides a sure light-tight seal for the interior contents of the cassette. The individual resilient fingers on the light-trap permit the ready removal of the slide plate for taking pictures. The stippled, non-electrostatic surface of the pressure plate ensures an air layer and free slidability of the film for removal and withdrawal of the film sheet. The advantage of the daylight system is that a darkroom need not be used for inserting and removing the film in and out of the cassette resulting in a considerable time saving. (U.K.)

  15. Lithuanian Publisher’s Needs for Training

    Directory of Open Access Journals (Sweden)

    Arūnas Gudinavičius

    2016-12-01

    Full Text Available The survey on the training and professional development needs of Lithuanian publishers was designed and conducted. The pilot research showed that publishers in Lithuania have an interest in professional training. According to the results, the need for training among the employees of Lithuanian publishing houses depends on the previous training experience: the more training courses the employee had before, the greater need for training he/she expresses. 82% of publishing house employees from four different fields agreed and strongly agreed on the need for training. Very few employees would like to pay for training by themselves. The identified need for training appears to reflect the nature of the problems encountered in the publishing field in Lithuania: Copyright, Law & Rights is the most wanted training topic among managing directors. The list of preferred topics for training can be used as the grounds for creating a supply of publishing training courses.

  16. Emerging Organisational Trends in Training & Development in India

    OpenAIRE

    Khosla, Shelley

    2015-01-01

    Training and Development is a continuous process for improving the caliber and competence of the employees to meet the current and future performances. Training and development is vital to any business. Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. A structured training and development program ensures that employees have a consistent experience and background knowledge. All employees need ...

  17. Clean Cities Fact Sheet

    Energy Technology Data Exchange (ETDEWEB)

    2004-01-01

    This fact sheet explains the Clean Cities Program and provides contact information for all coalitions and regional offices. It answers key questions such as: What is the Clean Cities Program? What are alternative fuels? How does the Clean Cities Program work? What sort of assistance does Clean Cities offer? What has Clean Cities accomplished? What is Clean Cities International? and Where can I find more information?

  18. Information sheets on energy

    International Nuclear Information System (INIS)

    2004-01-01

    These sheets, presented by the Cea, bring some information, in the energy domain, on the following topics: the world energy demand and the energy policy in France and in Europe, the part of the nuclear power in the energy of the future, the greenhouse gases emissions and the fight against the greenhouse effect, the carbon dioxide storage cost and the hydrogen economy. (A.L.B.)

  19. Biomolecular Science (Fact Sheet)

    Energy Technology Data Exchange (ETDEWEB)

    2012-04-01

    A brief fact sheet about NREL Photobiology and Biomolecular Science. The research goal of NREL's Biomolecular Science is to enable cost-competitive advanced lignocellulosic biofuels production by understanding the science critical for overcoming biomass recalcitrance and developing new product and product intermediate pathways. NREL's Photobiology focuses on understanding the capture of solar energy in photosynthetic systems and its use in converting carbon dioxide and water directly into hydrogen and advanced biofuels.

  20. Sheet pinch devices

    International Nuclear Information System (INIS)

    Anderson, O.A.; Baker, W.R.; Ise, J. Jr.; Kunkel, W.B.; Pyle, R.V.; Stone, J.M.

    1958-01-01

    Three types of sheet-like discharges are being studied at Berkeley. The first of these, which has been given the name 'Triax', consists of a cylindrical plasma sleeve contained between two coaxial conducting cylinders A theoretical analysis of the stability of the cylindrical sheet plasma predicts the existence of a 'sausage-mode' instability which is, however, expected to grow more slowly than in the case of the unstabilized linear pinch (by the ratio of the radial dimensions). The second pinch device employs a disk shaped discharge with radial current guided between flat metal plates, this configuration being identical to that of the flat hydromagnetic capacitor without external magnetic field. A significant feature of these configurations is the absence of a plasma edge, i.e., there are no regions of sharply curved magnetic field lines anywhere in these discharges. The importance of this fact for stability is not yet fully investigated theoretically. As a third configuration a rectangular, flat pinch tube has been constructed, and the behaviour of a flat plasma sheet with edges is being studied experimentally

  1. Employee Assistance Program Issues

    Science.gov (United States)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  2. Training the Knowledge Worker: A Descriptive Study of Training Practices in Irish Software Companies.

    Science.gov (United States)

    Acton, Thomas; Golden, Willie

    2003-01-01

    Employees (n=200) of 39 Irish software companies indicated the following about training practices: organizational commitment to and provision for training was positively associated with employee expectations; well-designed training increased job satisfaction and helped retain organizational knowledge. One-third believed training has not helped…

  3. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    Science.gov (United States)

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  4. The Effects of Organizational Training on Organizational Commitment

    Science.gov (United States)

    Bulut, Cagri; Culha, Osman

    2010-01-01

    This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

  5. Managing problem employees: a model program and practical guide.

    Science.gov (United States)

    Miller, Laurence

    2010-01-01

    This article presents a model program for managing problem employees that includes a description ofthe basic types of problem employees and employee problems, as well as practical recommendations for. (1) selection and screening, (2) education and training, (3) coaching and counseling, (4) discipline, (5) psychological fitness-for-duty evaluations, (6) mental health services, (7) termination, and (8) leadership and administrative strategies. Throughout, the emphasis on balancing the need for order and productivity in the workplace with fairness and concern for employee health and well-being.

  6. Dense sheet Z-pinches

    International Nuclear Information System (INIS)

    Tetsu, Miyamoto

    1999-01-01

    The steady state and quasi-steady processes of infinite- and finite-width sheet z-pinches are studied. The relations corresponding to the Bennett relation and Pease-Braginskii current of cylindrical fiber z-pinches depend on a geometrical factor in the sheet z-pinches. The finite-width sheet z-pinch is approximated by a segment of infinite-width sheet z-pinch, if it is wide enough, and corresponds to a number of (width/thickness) times fiber z-pinch plasmas of the diameter that equals the sheet thickness. If the sheet current equals this number times the fiber current, the plasma created in the sheet z-pinches is as dense as in the fiber z-pinches. The total energy of plasma and magnetic field per unit mass is approximately equal in both pinches. Quasi-static transient processes are different in several aspects from the fiber z-pinch. No radiation collapse occurs in the sheet z-pinch. The stability is improved in the sheet z-pinches. The fusion criterions and the experimental arrangements to produce the sheet z-pinches are also discussed. (author)

  7. Employees as social intrapreneurs

    DEFF Research Database (Denmark)

    Kristensen, Catharina Juul

    2016-01-01

    Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....

  8. DEVELOP CREATIVE EMPLOYEES

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2016-01-01

    THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....

  9. Perforation of metal sheets

    DEFF Research Database (Denmark)

    Steenstrup, Jens Erik

    simulation is focused on the sheet deformation. However, the effect on the tool and press is included. The process model is based on the upper bound analysis in order to predict the force progress and hole characteristics etc. Parameter analyses are divided into two groups, simulation and experimental tests......The main purposes of this project are:1. Development of a dynamic model for the piercing and performation process2. Analyses of the main parameters3. Establishing demands for process improvements4. Expansion of the existing parameter limitsThe literature survey describes the process influence...

  10. Scientific Library Offers New Training Options | Poster

    Science.gov (United States)

    The Scientific Library is expanding its current training opportunities by offering webinars, allowing employees to take advantage of trainings from the comfort of their own offices. Due to the nature of their work, some employees find it inconvenient to attend in-person training classes; others simply prefer to use their own computers. The Scientific Library has been

  11. Experiments on sheet metal shearing

    OpenAIRE

    Gustafsson, Emil

    2013-01-01

    Within the sheet metal industry, different shear cutting technologies are commonly used in several processing steps, e.g. in cut to length lines, slitting lines, end cropping etc. Shearing has speed and cost advantages over competing cutting methods like laser and plasma cutting, but involves large forces on the equipment and large strains in the sheet material.Numerical models to predict forces and sheared edge geometry for different sheet metal grades and different shear parameter set-ups a...

  12. The challenge of funding hospital employee retirement benefits.

    Science.gov (United States)

    Román, Christina

    2012-12-01

    Hospitals face a difficult challenge in meeting existing benefits obligations to employees while maintaining financial reserves to invest in electronic health records, quality improvement, and more effective integration of care. Although they may no longer be able to afford offering employees defined-benefit plans, many forward-looking healthcare organizations are finding ways to keep their commitments without sacrificing the balance sheet. One such organization is Scripps Health in San Diego, whose innovative benefits packages have contributed to its being ranked 56th in Fortune's "100 Best Companies to Work For" list in 2012.

  13. Essays on Employee Ownership

    DEFF Research Database (Denmark)

    Faigen, Benjamin

    This thesis examines ownership of the firm by its employees, of varying stakes. It begins by identifying the existence of employee ownership in a Chinese context, presented in the form of a general analytical discussion which is informed by a review of the available evidence on the subject...... of this phenomenon. Employee ownership is found to have played a role in Chinese economic transition as a transitory phase before non-state enterprises were afforded official recognition in a context of publicly-owned enterprise privatisation. Senior managers became the key beneficiaries in firm sales and most...

  14. 45 CFR 235.64 - FFP rates, and activities and costs matchable as training expenditures.

    Science.gov (United States)

    2010-10-01

    ... training functions and; (2) Staff development personnel assigned part time to training functions to the...: (1) Salaries, fringe benefits, travel and per diem for employees in initial in-service training of at least one week; (2) Travel and per diem for employees in agency training sessions away from the employee...

  15. 30 CFR 250.1503 - What are my general responsibilities for training?

    Science.gov (United States)

    2010-07-01

    ... plan that specifies the type, method(s), length, frequency, and content of the training for your employees. Your training plan must specify the method(s) of verifying employee understanding and performance... establish and implement a training program so that all of your employees are trained to competently perform...

  16. Clean Energy Solutions Center Services (Arabic Translation) (Fact Sheet)

    Energy Technology Data Exchange (ETDEWEB)

    2014-06-01

    This is the Arabic translation of the Clean Energy Solutions Center Services fact sheet. The Clean Energy Solutions Center (Solutions Center) helps governments, advisors and analysts create policies and programs that advance the deployment of clean energy technologies. The Solutions Center partners with international organizations to provide online training, expert assistance, and technical resources on clean energy policy.

  17. Clean Energy Solutions Center Services (Vietnamese Translation) (Fact Sheet)

    Energy Technology Data Exchange (ETDEWEB)

    2014-11-01

    This is the Vietnamese language translation of the Clean Energy Solutions Center (Solutions Center) fact sheet. The Solutions Center helps governments, advisors and analysts create policies and programs that advance the deployment of clean energy technologies. The Solutions Center partners with international organizations to provide online training, expert assistance, and technical resources on clean energy policy.

  18. Perceived effectiveness of training and development: a case study in stc technologies pvt ltd., chennai

    OpenAIRE

    Swaminathan, j; Gowri shankar, u

    2011-01-01

    Training is the act of increasing the knowledge and skill of an employee for doing particular job .The training is to acquire new skill, technical knowledge, problemsolving, etc. Training improves the performance of employees on present jobs and prepares them for taking up new assignments in the future. Training also helps in the development of the employees. The main objective of the study is to measure the effectiveness of the training in the organization and its impact on employee job perf...

  19. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  20. Allegheny County Employee Salaries

    Data.gov (United States)

    Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...

  1. Employees with Cerebral Palsy

    Science.gov (United States)

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...

  2. Hiring the right employees.

    Science.gov (United States)

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  3. Ombuds’ corner: Employee silence

    CERN Multimedia

    Vincent Vuillemin

    2013-01-01

    Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct.   For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...

  4. The gift of employee dissatisfaction.

    Science.gov (United States)

    Edge, Roberta M

    2002-01-01

    Through an employee survey administered at Kaweah Delta Health Care District (KDHCD) in Visalia, Calif., several sources of dissatisfaction were noted, including communication, equipment, staffing and rapid growth. Perceiving no real movement toward resolving these issues, employees vented their frustrations to administration. As director of imaging services, I enlisted the help of two inside consultants, KDHCD's director of education and the director of the Employee Assistance Program (EAP). We initiated a process that is ongoing, to move the department toward working together as a team to solve problems within their control. We three directors decided to work with a leadership group to: assess the history of the department clarify the current reality create a vision of the future learn the Covey Habit 4, "Think Win-Win" capture agreements that lead staff and managers to work in self-motivated, self-directed work teams have the director of education present the work to the staff at large, and encourage the leadership team to continue to learn tools that would help the group to improve. The two inside consultants held a series of training meetings with the leadership group of 15, which included a staff member from each modality, site and support service. Participation was optional, and all who were asked agreed to participate. The meetings were held weekly for four weeks for two hours before regular work hours. At the conclusion of the training, the group agreed to continue to meet weekly. After the first four meetings, a summary of the training was presented at a meeting of the full imaging staff plus the vice president of professional services at KDHCD. Through this program, imaging services staff members at KDHCD have achieved an increased sense of cohesion in the group, learned that we have control over some things and not others, and are learning to hold each other accountable with kindness. We are giving each other the benefit of the doubt. We have not

  5. Soft Costs Fact Sheet

    Energy Technology Data Exchange (ETDEWEB)

    None

    2016-05-01

    This fact sheet is an overview of the systems integration subprogram at the U.S. Department of Energy SunShot Initiative. Soft costs can vary significantly as a result of a fragmented energy marketplace. In the U.S., there are 18,000 jurisdictions and 3,000 utilities with different rules and regulations for how to go solar. The same solar equipment may vary widely in its final installation price due to process and market variations across jurisdictions, creating barriers to rapid industry growth. SunShot supports the development of innovative solutions that enable communities to build their local economies and establish clean energy initiatives that meet their needs, while at the same time creating sustainable solar market conditions.

  6. Photovoltaics Fact Sheet

    Energy Technology Data Exchange (ETDEWEB)

    None

    2016-02-01

    This fact sheet is an overview of the Photovoltaics (PV) subprogram at the U.S. Department of Energy SunShot Initiative. The U.S. Department of Energy (DOE)’s Solar Energy Technologies Office works with industry, academia, national laboratories, and other government agencies to advance solar PV, which is the direct conversion of sunlight into electricity by a semiconductor, in support of the goals of the SunShot Initiative. SunShot supports research and development to aggressively advance PV technology by improving efficiency and reliability and lowering manufacturing costs. SunShot’s PV portfolio spans work from early-stage solar cell research through technology commercialization, including work on materials, processes, and device structure and characterization techniques.

  7. Systems Integration Fact Sheet

    Energy Technology Data Exchange (ETDEWEB)

    None

    2016-06-01

    This fact sheet is an overview of the Systems Integration subprogram at the U.S. Department of Energy SunShot Initiative. The Systems Integration subprogram enables the widespread deployment of safe, reliable, and cost-effective solar energy technologies by addressing the associated technical and non-technical challenges. These include timely and cost-effective interconnection procedures, optimal system planning, accurate prediction of solar resources, monitoring and control of solar power, maintaining grid reliability and stability, and many more. To address the challenges associated with interconnecting and integrating hundreds of gigawatts of solar power onto the electricity grid, the Systems Integration program funds research, development, and demonstration projects in four broad, interrelated focus areas: grid performance and reliability, dispatchability, power electronics, and communications.

  8. Hyperspectral light sheet microscopy

    Science.gov (United States)

    Jahr, Wiebke; Schmid, Benjamin; Schmied, Christopher; Fahrbach, Florian O.; Huisken, Jan

    2015-09-01

    To study the development and interactions of cells and tissues, multiple fluorescent markers need to be imaged efficiently in a single living organism. Instead of acquiring individual colours sequentially with filters, we created a platform based on line-scanning light sheet microscopy to record the entire spectrum for each pixel in a three-dimensional volume. We evaluated data sets with varying spectral sampling and determined the optimal channel width to be around 5 nm. With the help of these data sets, we show that our setup outperforms filter-based approaches with regard to image quality and discrimination of fluorophores. By spectral unmixing we resolved overlapping fluorophores with up to nanometre resolution and removed autofluorescence in zebrafish and fruit fly embryos.

  9. INDOT Technical Training Plan : [Technical Summary

    Science.gov (United States)

    2012-01-01

    A wide range of job classifications, increasing technical : performance expectations, licensing and certification requirements, : budget restrictions and frequent department : reorganization has made technical training of employees : more difficult, ...

  10. Employers meet employees

    OpenAIRE

    Scheuer, Christian

    2009-01-01

    "Leaping into the future of labor economics: the research potential of linking employer and employee data" is the title of a paper by Daniel S Hammermesh published in Labour Economics in 1999. I quote it here, since it captures much of my motivation for the work included in this thesis. Considering applied micro econometrics and labor economics my main elds of interest, the development of linked employer-employee data that took place in Denmark around the time of the new mille...

  11. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    Science.gov (United States)

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

  12. Employee Benefit Status from E-Employee Service

    Science.gov (United States)

    Gündüz, Semseddin; Çoklar, Ahmet Naci

    2017-01-01

    The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

  13. Settlement during vibratory sheet piling

    NARCIS (Netherlands)

    Meijers, P.

    2007-01-01

    During vibratory sheet piling quite often the soil near the sheet pile wall will settle. In many cases this is not a problem. For situations with houses, pipelines, roads or railroads at relative short distance these settlements may not be acceptable. The purpose of the research described in this

  14. Plasma dynamics in current sheets

    International Nuclear Information System (INIS)

    Bogdanov, S.Yu.; Drejden, G.V.; Kirij, N.P.; AN SSSR, Leningrad

    1992-01-01

    Plasma dynamics in successive stages of current sheet evolution is investigated on the base of analysis of time-spatial variations of electron density and electrodynamic force fields. Current sheet formation is realized in a two-dimensional magnetic field with zero line under the action of relatively small initial disturbances (linear regimes). It is established that in the limits of the formed sheet is concentrated dense (N e ∼= 10 16 cm -3 ) (T i ≥ 100 eV, bar-Z i ≥ 2) hot pressure of which is balanced by the magnetic action of electrodynamic forces is carried out both plasma compression in the sheet limits and the acceleration along the sheet surface from a middle to narrow side edges

  15. Somatic disorders and ergonomic considerations in computer use among the employees of a University

    Directory of Open Access Journals (Sweden)

    Aram Tirgar

    2015-12-01

    Full Text Available Introduction & Purpose: Musculoskeletal disorders (MSDs and computer work are common in majority of the society and both show an increasing trend. This study was conducted to survey on Somatic disorders, MSDs frequency and ergonomic considerations awareness regarding computer use among the employees of Babol University of Medical Sciences (North of Iran. Methods: This cross-sectional study was conducted on 128 administrative staff of medical, dental and paramedical faculties in 2012. The samples were collected by simple method the data were gathered by means of a tailor-made data collection sheet that consisted of 5 open and 13 closed-ended questions. The data were analyzed with descriptive and analytical statistical indexes. Results: According to our data, the mean age of employees was 38.16±7.78 years, 55.5% were females and 63.3% were in bachelor’s degree. More than fifty percent of the samples spend 2 hours or more on their computer a day. Seventy two percent of the staff reported experiencing one or more MSDs symptoms and less than 10% of them were aware of ergonomic considerations in this regard. Chi-square test result showed that a significant statistical difference between MSDs with duration of using computer. (p<0.05 Conclusion: Our results indicated that more than fifty percent of the administrative staff complains of MSDs, most of them were unaware of ergonomics considerations, and many of the employees were eager to learn about the related subject. So, ergonomic interventions and training courses to prevent MSDs are recommended.

  16. Defense Acquisition University: A Study of Employee Perceptions on Web Based Learning Transfer

    Science.gov (United States)

    Oglesby, Carolyn W.

    2012-01-01

    Organizations invest heavily in training to ensure employees have the skills they need to be successful. One of the goals in business is to maximize the skills of the employees in the workplace, which creates a competitive advantage for the business. Traditional classroom training is still used in the workplace; however, technology-driven training…

  17. The impact of organisational antecedents on employee job The impact of organisational antecedents on employee job satisfaction: An empirical evaluation of public sector employees in Pakistan

    OpenAIRE

    Halepota, JA; Irani, Z

    2010-01-01

    Human resource development is one of the important issues in the field of organisational behaviour. It affects employee performance in the organisation. Job satisfaction is one of the important issues in the developing country particularly for Pakistan. This study focuses on the employee perception towards job satisfaction. In this regard procedural justices, on job training, esprit de corps and job clarity variables have been examined. This study is a cross sectional study which ...

  18. Employee motivation development opportunities seeking to reduce employee turnover

    OpenAIRE

    Pilukienė, Laura; Kšivickaitė, Gertūda

    2014-01-01

    In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

  19. Does employee resistance during a robbery increase the risk of customer injury?

    Science.gov (United States)

    Yau, Rebecca K; Casteel, Carri; Nocera, Maryalice; Bishop, Stephanie F; Peek-Asa, Corinne

    2015-04-01

    Retail business robberies can lead to employee and customer injury. Previous work demonstrates that employee resistance increases employee injury risk; limited research has investigated customer injuries. This study examines associations between employee resistance against perpetrators and the risk of customer injury. Retail and service robbery reports were obtained from a metropolitan police department. Generalized estimating equations estimated risk ratios and 95% confidence intervals (CIs). Customers were injured in 75 out of 697 robberies. Employees resisted the perpetrator in 32 out of 697 robberies. Customers had higher injury risk when employees resisted the perpetrator, compared with robberies where employees did not resist (adjusted risk ratio [95% CI], 2.6 [1.5 to 4.5]). Employee resistance against a perpetrator during a robbery increased customer injury risk. Businesses can train employees to not resist during a robbery, providing benefits for both customers and the business itself.

  20. Vitamin and Mineral Supplement Fact Sheets

    Science.gov (United States)

    ... website Submit Search NIH Office of Dietary Supplements Vitamin and Mineral Supplement Fact Sheets Search the list ... Supplements: Background Information Botanical Dietary Supplements: Background Information Vitamin and Mineral Fact Sheets Botanical Supplement Fact Sheets ...

  1. CASA Fact Sheet.

    Science.gov (United States)

    National Court Appointed Special Advocate Association, Seattle WA.

    Each year nearly 400,000 children in the United States are thrust into court through no fault of their own. Often these children also become victims of the United States' overburdened child welfare system. A Court Appointed Special Advocate (CASA) volunteer is a trained citizen who is appointed by a judge to represent the best interests of a child…

  2. The employee motivation and benefits

    OpenAIRE

    Fuhrmannová, Petra

    2013-01-01

    The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

  3. 5 CFR 724.203 - Training obligations.

    Science.gov (United States)

    2010-01-01

    ...) Each agency must develop a written plan to train all of its employees (including supervisors and... materials and method of its training plan. Each agency training plan shall describe: (1) The instructional materials and method of the training, (2) The training schedule, and (3) The means of documenting completion...

  4. Selectively reflective transparent sheets

    Science.gov (United States)

    Waché, Rémi; Florescu, Marian; Sweeney, Stephen J.; Clowes, Steven K.

    2015-08-01

    We investigate the possibility to selectively reflect certain wavelengths while maintaining the optical properties on other spectral ranges. This is of particular interest for transparent materials, which for specific applications may require high reflectivity at pre-determined frequencies. Although there exist currently techniques such as coatings to produce selective reflection, this work focuses on new approaches for mass production of polyethylene sheets which incorporate either additives or surface patterning for selective reflection between 8 to 13 μ m. Typical additives used to produce a greenhouse effect in plastics include particles such as clays, silica or hydroxide materials. However, the absorption of thermal radiation is less efficient than the decrease of emissivity as it can be compared with the inclusion of Lambertian materials. Photonic band gap engineering by the periodic structuring of metamaterials is known in nature for producing the vivid bright colors in certain organisms via strong wavelength-selective reflection. Research to artificially engineer such structures has mainly focused on wavelengths in the visible and near infrared. However few studies to date have been carried out to investigate the properties of metastructures in the mid infrared range even though the patterning of microstructure is easier to achieve. We present preliminary results on the diffuse reflectivity using FDTD simulations and analyze the technical feasibility of these approaches.

  5. Employee-driven innovation

    DEFF Research Database (Denmark)

    Kesting, Peter; Ulhøi, John Parm

    2015-01-01

    Purpose – The purpose of this paper is to outline the “grand structure” of the phenomenon in order to identify both the underlying processes and core drivers of employee-driven innovation (EDI). Design/methodology/approach – This is a conceptual paper. It particularly applies the insights...... of contemporary research on routine and organizational decision making to the specific case of EDI. Findings – The main result of the paper is that, from a theoretical point of view, it makes perfect sense to involve ordinary employees in innovation decisions. However, it is also outlined that naıve or ungoverned...... participation is counterproductive, and that it is quite difficult to realize the hidden potential in a supportive way. Research limitations/implications – The main implication is that basic mechanisms for employee participation also apply to innovation decisions, although often in a different way. However...

  6. How to Motivate Employees?

    Directory of Open Access Journals (Sweden)

    Andreja Kušar

    2014-02-01

    Full Text Available Research Question (RQ: How to motivate employees and keep them motivated? Purpose: The purpose of this study is to find out what motivates employees and what motivates employees for work. Method: The results of the questionnaire are graphically presented and described. Random sampling was utilized that included participants from various professional areas and demographic characteristics. The results showed a relationship between individual motivational factors related to education, age and type of employment. All of the questions were closed - type questions except for the last question, which was an open question, in which the respondents answered in their own words. Questions were analyzed using frequency analysis of individual responses. Pearson's Chi - squared test, Spearman's rank correlation and Fisher’s Exact test was made using R Commander. Results: The research findings showed which motivational factors motivate employees the most. These are especially non - material motivational factors, such as good relationships, jobs with challenges, advancement opportunities, clear instructions, good work conditions, company reputation, etc. Organization: The study will help managers understand their role in motivating employees as well as the types of motivational factors. Society: The research shows how individuals are motivated. Originality: Certain motivators in the study are ranked differently than was found in previous literature. Most probably the reason is that the respondents in this study favored intangible motivators (good relations with leadership and their colleagues, good working conditions, etc.. Limitations/Future Research: The limitation of this study was that the sample included employees of different ages, gender and years of service in various organizations. To enhance the study and to find similar results as in previous literature, more questions should have been asked as well as increasing the sample size.

  7. Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

    Science.gov (United States)

    Moore, T

    1989-12-01

    Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

  8. 107 the abuse of training as an agent of change in organizations

    African Journals Online (AJOL)

    structure of organizations so that employees can better adopt to new ... equipment, the target employee to receive the training, the length of training programme and ... Based on the identified problems stated above, this study seeks to: 1.

  9. Radar Training Facility Local Area Network -

    Data.gov (United States)

    Department of Transportation — The RTF LAN system provides a progressive training environment for initial and refresher radar training qualification for new and re-hired FAA employees. Its purpose...

  10. Konaklama İşletmelerinde Kat Hizmetleri Çalışanlarının Hizmet İçi Eğitim Kalite Algısı ile Motivasyon Düzeyleri Arasındaki İlişki: İstanbul Bölgesinde Bir Araştırma(Relationship Between In-Service Training Quality Perception and Motivation Factors of Hospitality Businesses Housekeeping Employees: A Research In Istanbul Area

    Directory of Open Access Journals (Sweden)

    Haluk TANRIVERDİ

    2014-12-01

    Full Text Available Hospitality businesses that establish innovative initiatives in order to create a value against competitive conditions that occur today, started implementing in-service training techniques by concluding the fact that an increase in motivations of employees result in a linear improvement in productivity and quality in services. In our survey, we examined the relationship and its power between in-service training and intrinsic job motivational factors and also between in-service training and extrinsic job motivational factors in hospitality businesses that apply in-service training programs in Istanbul area. Surveys were conducted on 110 housekeeping employees of two hospitality businesses’; scales of in-service training quality perception, intrinsic job motivational factors and extrinsic job motivational factors are being used. Data that was collected by this sample are analyzed by factor, correlation and regression analysis. Within the framework of the research it is concluded that there is a linear relationship between in-service training and intrinsic job motivational factors and also between in-service training and extrinsic job motivational factors.

  11. 2012 Swimming Season Fact Sheets

    Science.gov (United States)

    To help beachgoers make informed decisions about swimming at U.S. beaches, EPA annually publishes state-by-state data about beach closings and advisories for the previous year's swimming season. These fact sheets summarize that information by state.

  12. State Fact Sheets on COPD

    Science.gov (United States)

    ... Submit Search The CDC Chronic Obstructive Pulmonary Disease (COPD) Note: Javascript is disabled or is not supported ... message, please visit this page: About CDC.gov . COPD Homepage Data and Statistics Fact Sheets Publications Publications ...

  13. Australian Government Balance Sheet Management

    OpenAIRE

    Wilson Au-Yeung; Jason McDonald; Amanda Sayegh

    2006-01-01

    Since almost eliminating net debt, the Australian Government%u2019s attention has turned to the financing of broader balance sheet liabilities, such as public sector superannuation. Australia will be developing a significant financial asset portfolio in the %u2018Future Fund%u2019 to smooth the financing of expenses through time. This raises the significant policy question of how best to manage the government balance sheet to reduce risk. This paper provides a framework for optimal balance sh...

  14. Energy information sheets, July 1998

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1998-07-01

    The National Energy Information Center (NEIC), as part of its mission, provides energy information and referral assistance to Federal, State, and local governments, the academic community, business and industrial organizations, and the public. The Energy Information Sheets was developed to provide general information on various aspects of fuel production, prices, consumption, and capability. Additional information on related subject matter can be found in other Energy Information Administration (EIA) publications as referenced at the end of each sheet.

  15. Energy information sheets, September 1996

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-09-01

    The National Energy Information Center (NEIC), as part of its mission, provides energy information and referral assistance to Federal, State, and local governments, the academic community, business and industrial organizations, and the public. The Energy Information Sheets was developed to provide general information on various aspects of fuel production, prices, consumption, and capability. Additional information on related subject matter can be found in other Energy Information Administration (EIA) publications as referenced at the end of each sheet.

  16. Employees on the Move!

    Science.gov (United States)

    Levin, Sarah

    This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…

  17. Managing Employee Assistance Programmes.

    Science.gov (United States)

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

    Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

  18. 20 CFR 439.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  19. Mobbing, threats to employees

    Directory of Open Access Journals (Sweden)

    Tatjana Vene

    2012-02-01

    Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between

  20. FDTD modeling of thin impedance sheets

    Science.gov (United States)

    Luebbers, Raymond J.; Kunz, Karl S.

    1991-01-01

    Thin sheets of resistive or dielectric material are commonly encountered in radar cross section calculations. Analysis of such sheets is simplified by using sheet impedances. In this paper it is shown that sheet impedances can be modeled easily and accurately using Finite Difference Time Domain (FDTD) methods.

  1. Analysis Of Employee Engagement And Company Performance

    OpenAIRE

    Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

    2014-01-01

    Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

  2. Employee Attitudes toward an Internal Employee Assistance Program.

    Science.gov (United States)

    Harlow, Kirk C.

    1998-01-01

    Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

  3. 2003 Employee Attitude Survey: Analysis of Employee Comments

    Science.gov (United States)

    2005-06-01

    171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

  4. Employee Assistance Programs: Effective Tools for Counseling Employees.

    Science.gov (United States)

    Kraft, Ed

    1991-01-01

    College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

  5. Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

    Science.gov (United States)

    Gerstein, Lawrence; And Others

    1993-01-01

    Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

  6. 29 CFR 1915.508 - Training.

    Science.gov (United States)

    2010-07-01

    ... evacuation routes that employees must use in the event of a fire in the workplace. While all vessels and... systems that the employer expects employees to use in the workplace. (d) Additional training requirements... believe that the fire watch's knowledge, skills, or understanding of the training previously provided is...

  7. Information Technology: DoD FY 2004 Implementation of the Federal Information Security Management Act for Information Technology Training and Awareness

    National Research Council Canada - National Science Library

    Davis, Sarah; Mitchell, James; Palmer, Kevin A; Riggins, Liyang; Truex, Kathryn; Williams, Zac

    2004-01-01

    ...). Specifically, we evaluated whether all agency employees, including contractors, received IT security training and awareness and whether employees with significant IT security responsibilities...

  8. Covariance of engineering management characteristics with engineering employee performance

    Science.gov (United States)

    Hesketh, Andrew Arthur

    1998-12-01

    As business in the 1990's grapples with the impact of continuous improvement and quality to meet market demands, there is an increased need to improve the leadership capabilities of our managers. Engineers have indicated desire for certain managerial characteristics in their leadership but there have been no studies completed that approached the problem of determining what managerial characteristics were best at improving employee performance. This study addressed the idea of identifying certain managerial characteristics that enhance employee performance. In the early 1990's, McDonnell Douglas Aerospace in St. Louis used a forced distribution system and allocated 35% of its employees into a "exceeds expectations" category and 60% into a "meets expectations" category. A twenty-question 5 point Likert scale survey on managerial capabilities was administered to a sample engineering population that also obtained their "expectations" category. A single factor ANOVA on the survey results determined a statistical difference between the "exceeds" and "meets" employees with four of the managerial capability questions. The "exceeds expectations" employee indicated that supervision did a better job of supporting subordinate development, clearly communicating performance expectations, and providing timely performance feedback when compared to the "meets expectations" employee. The "meets expectations" employee felt that their opinions, when different from their supervisor's, were more often ignored when compared to the "exceeds expectations" employee. These four questions relate to two specific managerial characteristics, "gaining (informal) authority and support" or "control" characteristic and "providing assistance and guidance" or "command" characteristic, that can be emphasized in managerial training programs.

  9. Employee Information Management System (EIMS)

    Data.gov (United States)

    US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...

  10. Bereaved Employee: Returning to Work

    Science.gov (United States)

    ... Work Working Through Grief About Us The Bereaved Employee: Returning to Work By Helen Fitzgerald, CT After ... One employer called a grief therapist to help employees after a co-worker reported the death of ...

  11. Broadening Your Employee Benefit Portfolio.

    Science.gov (United States)

    Blaski, Nancy J.; And Others

    1989-01-01

    Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)

  12. Employee guide to respiratory protection

    International Nuclear Information System (INIS)

    Wright, E.M.

    1982-01-01

    This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities

  13. On Jovian plasma sheet structure

    International Nuclear Information System (INIS)

    Khurana, K.K.; Kivelson, M.G.

    1989-01-01

    The authors evaluate several models of Jovian plasma sheet structure by determining how well they organize several aspects of the observed Voyager 2 magnetic field characteristics as a function of Jovicentric radial distance. It is shown that in the local time sector of the Voyager 2 outbound pass (near 0300 LT) the published hinged-magnetodisc models with wave (i.e., models corrected for finite wave velocity effects) are more successful than the published magnetic anomaly model in predicting locations of current sheet crossings. They also consider the boundary between the plasma sheet and the magnetotail lobe which is expected to vary slowly with radial distance. They use this boundary location as a further test of the models of the magnetotail. They show that the compressional MHD waves have much smaller amplitude in the lobes than in the plasma sheet and use this criterion to refine the identification of the plasma-sheet-lobe boundary. When the locations of crossings into and out of the lobes are examined, it becomes evident that the magnetic-anomaly model yields a flaring plasma sheet with a halfwidth of ∼ 3 R J at a radial distance of 20 R J and ∼ 12 R J at a radial distance of 100 R J . The hinged-magnetodisc models with wave, on the other hand, predict a halfwidth of ∼ 3.5 R J independent of distance beyond 20 R J . New optimized versions of the two models locate both the current sheet crossings and lobe encounters equally successfully. The optimized hinged-magnetodisc model suggests that the wave velocity decreases with increasing radial distance. The optimized magnetic anomaly model yields lower velocity contrast than the model of Vasyliunas and Dessler (1981)

  14. 20 CFR 1002.267 - How is compensation during the period of service calculated in order to determine the employee's...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is compensation during the period of service calculated in order to determine the employee's pension benefits, if benefits are based on compensation? 1002.267 Section 1002.267 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF...

  15. Employees' motivation and emloyees' benefits

    OpenAIRE

    Nedzelská, Eva

    2014-01-01

    The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...

  16. Employee Engagement: A Literature Review

    OpenAIRE

    Dharmendra MEHTA; Naveen K. MEHTA

    2013-01-01

    Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and...

  17. Automobile sheet metal part production with incremental sheet forming

    Directory of Open Access Journals (Sweden)

    İsmail DURGUN

    2016-02-01

    Full Text Available Nowadays, effect of global warming is increasing drastically so it leads to increased interest on energy efficiency and sustainable production methods. As a result of adverse conditions, national and international project platforms, OEMs (Original Equipment Manufacturers, SMEs (Small and Mid-size Manufacturers perform many studies or improve existing methodologies in scope of advanced manufacturing techniques. In this study, advanced manufacturing and sustainable production method "Incremental Sheet Metal Forming (ISF" was used for sheet metal forming process. A vehicle fender was manufactured with or without die by using different toolpath strategies and die sets. At the end of the study, Results have been investigated under the influence of method and parameters used.Keywords: Template incremental sheet metal, Metal forming

  18. Employee motivation in health care

    Directory of Open Access Journals (Sweden)

    Joanna Rosak-Szyrocka

    2015-03-01

    Full Text Available Employees of any organization are the most central part so they need to be influenced and persuaded towards task fulfillment. Examinations connected with medical services were carried out using the Servqual method. It was stated that care of employees and their motivation to work is a very important factor regarding employee engagement but also about the overall success of an organization.

  19. Professional Employees Turn to Unions

    Science.gov (United States)

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  20. A Survey of the Status of Listening Training in Some Fortune 500 Corporations.

    Science.gov (United States)

    Wolvin, Andrew D.; Coakley, Carolyn Gwynn

    1991-01-01

    Surveys training directors of Fortune 500 corporations to determine the content and nature of listening training offered to employees. Discusses types of listening instruction, personnel receiving listening training, length of listening training, and backgrounds of listening trainers. (KEH)

  1. Uranium mining sites - Thematic sheets

    International Nuclear Information System (INIS)

    2009-01-01

    A first sheet proposes comments, data and key numbers about uranium extraction in France: general overview of uranium mining sites, status of waste rock and tailings after exploitation, site rehabilitation. The second sheet addresses the sources of exposure to ionizing radiations due to ancient uranium mining sites: discussion on the identification of these sources associated with these sites, properly due to mining activities or to tailings, or due to the transfer of radioactive substances towards water and to the contamination of sediments, description of the practice and assessment of radiological control of mining sites. A third sheet addresses the radiological exposure of public to waste rocks, and the dose assessment according to exposure scenarios: main exposure ways to be considered, studied exposure scenarios (passage on backfilled path and grounds, stay in buildings built on waste rocks, keeping mineralogical samples at home). The fourth sheet addresses research programmes of the IRSN on uranium and radon: epidemiological studies (performed on mine workers; on French and on European cohorts, French and European studies on the risk of lung cancer associated with radon in housing), study of the biological effects of chronic exposures. The last sheet addresses studies and expertises performed by the IRSN on ancient uranium mining sites in France: studies commissioned by public authorities, radioactivity control studies performed by the IRSN about mining sites, participation of the IRSN to actions to promote openness to civil society

  2. Multiplex network analysis of employee performance and employee social relationships

    Science.gov (United States)

    Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

    2018-01-01

    In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

  3. Training effectiveness feedback

    International Nuclear Information System (INIS)

    Wiggin, N.A.

    1987-01-01

    A formal method of getting feedback about the job performance of employees is a necessary part of all the authors training programs. The formal process may prove to be inadequate if it is the only process in use. There are many ways and many opportunities to get good feedback about employee performance. It is important to document these methods and specific instances to supplement the more formalized process. The key is to identify them, encourage them, use them, and document the training actions that result from them. This paper describes one plant's method of getting feedback about performance of technicians in the field

  4. ABSENTEEISM AT WORK IN HOTEL EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Jordi Tous-Pallarès Pallarès

    2014-01-01

    Full Text Available Registered absenteeism has a psychosocial basis in which there are problems between the individual, the job and the quality of service requirements of the company. This paper analyzes the research studies that evaluate absentee behavior in the hotel and catering industry. The studies consulted usually use registered temporary sick leave (TSL as an indicator of employee absentee behavior. The results show that the impact of absenteeism can be minimized using different strategies: improving the processes of recruitment, selection and training of employees as much as possible and assessing individual differences and their contextual variables that are related to a better quality of service. The information obtained describes a situation similar to the one prior to the economic crisis

  5. Employers' experience of employees with cancer: trajectories of complex communication.

    Science.gov (United States)

    Tiedtke, C M; Dierckx de Casterlé, B; Frings-Dresen, M H W; De Boer, A G E M; Greidanus, M A; Tamminga, S J; De Rijk, A E

    2017-10-01

    Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers' experiences with RTW of employees with cancer and (2) the employers' needs for support regarding this process. Thirty employer representatives of medium and large for-profit and non-profit organizations were interviewed to investigate their experiences and needs in relation to employees with cancer. A Grounded Theory approach was used. We revealed a trajectory of complex communication and decision-making during different stages, from the moment the employee disclosed that they had been diagnosed to the period after RTW, permanent disability, or the employee's passing away. Employers found this process demanding due to various dilemmas. Dealing with an unfavorable diagnosis and balancing both the employer's and the employee's interests were found to be challenging. Two types of approach to support RTW of employees with cancer were distinguished: (1) a business-oriented approach and (2) a care-oriented approach. Differences in approach were related to differences in organizational structure and employer and employee characteristics. Employers expressed a need for communication skills, information, and decision-making skills to support employees with cancer. The employers interviewed stated that dealing with an employee with cancer is demanding and that the extensive Dutch legislation on RTW did not offer all the support needed. We recommend providing them with easily accessible information on communication and leadership training to better support employees with cancer. • Supporting employers by training communication and decision-making skills and providing information on cancer will contribute to improving RTW support for employees with cancer. • Knowing that the employer will usually be empathic when an employee reveals that they have

  6. Root-growth-inhibiting sheet

    Science.gov (United States)

    Burton, F.G.; Cataldo, D.A.; Cline, J.F.; Skiens, W.E.; Van Voris, P.

    1993-01-26

    In accordance with this invention, a porous sheet material is provided at intervals with bodies of a polymer which contain a 2,6-dinitroaniline. The sheet material is made porous to permit free passage of water. It may be either a perforated sheet or a woven or non-woven textile material. A particularly desirable embodiment is a non-woven fabric of non-biodegradable material. This type of material is known as a geotextile'' and is used for weed control, prevention of erosion on slopes, and other landscaping purposes. In order to obtain a root repelling property, a dinitroaniline is blended with a polymer which is attached to the geotextile or other porous material.

  7. Optimal swimming of a sheet.

    Science.gov (United States)

    Montenegro-Johnson, Thomas D; Lauga, Eric

    2014-06-01

    Propulsion at microscopic scales is often achieved through propagating traveling waves along hairlike organelles called flagella. Taylor's two-dimensional swimming sheet model is frequently used to provide insight into problems of flagellar propulsion. We derive numerically the large-amplitude wave form of the two-dimensional swimming sheet that yields optimum hydrodynamic efficiency: the ratio of the squared swimming speed to the rate-of-working of the sheet against the fluid. Using the boundary element method, we show that the optimal wave form is a front-back symmetric regularized cusp that is 25% more efficient than the optimal sine wave. This optimal two-dimensional shape is smooth, qualitatively different from the kinked form of Lighthill's optimal three-dimensional flagellum, not predicted by small-amplitude theory, and different from the smooth circular-arc-like shape of active elastic filaments.

  8. Root-growth-inhibiting sheet

    Science.gov (United States)

    Burton, Frederick G.; Cataldo, Dominic A.; Cline, John F.; Skiens, W. Eugene; Van Voris, Peter

    1993-01-01

    In accordance with this invention, a porous sheet material is provided at intervals with bodies of a polymer which contain a 2,6-dinitroaniline. The sheet material is made porous to permit free passage of water. It may be either a perforated sheet or a woven or non-woven textile material. A particularly desirable embodiment is a non-woven fabric of non-biodegradable material. This type of material is known as a "geotextile" and is used for weed control, prevention of erosion on slopes, and other landscaping purposes. In order to obtain a root repelling property, a dinitroaniline is blended with a polymer which is attached to the geotextile or other porous material.

  9. Employee Engagement: A Literature Review

    Directory of Open Access Journals (Sweden)

    Dharmendra MEHTA

    2013-12-01

    Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

  10. A Research on Employee Ethnocentrism

    Directory of Open Access Journals (Sweden)

    Alptekin Sökmen

    2010-09-01

    Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.

  11. Accurately fitting advanced training. Flexible simulator training by modular training course concepts

    International Nuclear Information System (INIS)

    Sickora, Katrin; Cremer, Hans-Peter

    2010-01-01

    Every employee of a power plant contributes with his individual expertise to the success of the enterprise. Certainly personal skills of employees differ from each other as well as power plants are different. With respect to effective simulator training this means that no two simulator training courses can be identical. To exactly meet the requirements of our customers KWS has developed modules for simulation training courses. Each module represents either a technical subject or addresses a topic in the field of soft skills. An accurately fitting combination of several of these modules to the needs of our customers allows for most efficient simulator training courses. (orig.)

  12. Training for Skill in Fault Diagnosis

    Science.gov (United States)

    Turner, J. D.

    1974-01-01

    The Knitting, Lace and Net Industry Training Board has developed a training innovation called fault diagnosis training. The entire training process concentrates on teaching based on the experiences of troubleshooters or any other employees whose main tasks involve fault diagnosis and rectification. (Author/DS)

  13. 20 CFR 633.302 - Training activities and services.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Training activities and services. 633.302 Section 633.302 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR MIGRANT...) Job search assistance, including job clubs; (2) Job development; (3) Training, such as classroom, on...

  14. 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...

  15. Ice sheet hydrology - a review

    Energy Technology Data Exchange (ETDEWEB)

    Jansson, Peter; Naeslund, Jens-Ove [Dept. of Physical Geography and Quaternary Geology, Stockholm Univ., Stockholm (Sweden); Rodhe, Lars [Geological Survey of Sweden, Uppsala (Sweden)

    2007-03-15

    This report summarizes the theoretical knowledge on water flow in and beneath glaciers and ice sheets and how these theories are applied in models to simulate the hydrology of ice sheets. The purpose is to present the state of knowledge and, perhaps more importantly, identify the gaps in our understanding of ice sheet hydrology. Many general concepts in hydrology and hydraulics are applicable to water flow in glaciers. However, the unique situation of having the liquid phase flowing in conduits of the solid phase of the same material, water, is not a commonly occurring phenomena. This situation means that the heat exchange between the phases and the resulting phase changes also have to be accounted for in the analysis. The fact that the solidus in the pressure-temperature dependent phase diagram of water has a negative slope provides further complications. Ice can thus melt or freeze from both temperature and pressure variations or variations in both. In order to provide details of the current understanding of water flow in conjunction with deforming ice and to provide understanding for the development of ideas and models, emphasis has been put on the mathematical treatments, which are reproduced in detail. Qualitative results corroborating theory or, perhaps more often, questioning the simplifications made in theory, are also given. The overarching problem with our knowledge of glacier hydrology is the gap between the local theories of processes and the general flow of water in glaciers and ice sheets. Water is often channelized in non-stationary conduits through the ice, features which due to their minute size relative to the size of glaciers and ice sheets are difficult to incorporate in spatially larger models. Since the dynamic response of ice sheets to global warming is becoming a key issue in, e.g. sea-level change studies, the problems of the coupling between the hydrology of an ice sheet and its dynamics is steadily gaining interest. New work is emerging

  16. Modelling the Antarctic Ice Sheet

    DEFF Research Database (Denmark)

    Pedersen, Jens Olaf Pepke; Holm, A.

    2015-01-01

    to sea level high stands during past interglacial periods. A number of AIS models have been developed and applied to try to understand the workings of the AIS and to form a robust basis for future projections of the AIS contribution to sea level change. The recent DCESS (Danish Center for Earth System......The Antarctic ice sheet is a major player in the Earth’s climate system and is by far the largest depository of fresh water on the planet. Ice stored in the Antarctic ice sheet (AIS) contains enough water to raise sea level by about 58 m, and ice loss from Antarctica contributed significantly...

  17. Ice sheet hydrology - a review

    International Nuclear Information System (INIS)

    Jansson, Peter; Naeslund, Jens-Ove; Rodhe, Lars

    2007-03-01

    This report summarizes the theoretical knowledge on water flow in and beneath glaciers and ice sheets and how these theories are applied in models to simulate the hydrology of ice sheets. The purpose is to present the state of knowledge and, perhaps more importantly, identify the gaps in our understanding of ice sheet hydrology. Many general concepts in hydrology and hydraulics are applicable to water flow in glaciers. However, the unique situation of having the liquid phase flowing in conduits of the solid phase of the same material, water, is not a commonly occurring phenomena. This situation means that the heat exchange between the phases and the resulting phase changes also have to be accounted for in the analysis. The fact that the solidus in the pressure-temperature dependent phase diagram of water has a negative slope provides further complications. Ice can thus melt or freeze from both temperature and pressure variations or variations in both. In order to provide details of the current understanding of water flow in conjunction with deforming ice and to provide understanding for the development of ideas and models, emphasis has been put on the mathematical treatments, which are reproduced in detail. Qualitative results corroborating theory or, perhaps more often, questioning the simplifications made in theory, are also given. The overarching problem with our knowledge of glacier hydrology is the gap between the local theories of processes and the general flow of water in glaciers and ice sheets. Water is often channelized in non-stationary conduits through the ice, features which due to their minute size relative to the size of glaciers and ice sheets are difficult to incorporate in spatially larger models. Since the dynamic response of ice sheets to global warming is becoming a key issue in, e.g. sea-level change studies, the problems of the coupling between the hydrology of an ice sheet and its dynamics is steadily gaining interest. New work is emerging

  18. Sheet Beam Klystron Instability Analysis

    International Nuclear Information System (INIS)

    Bane, K.

    2009-01-01

    Using the principle of energy balance we develop a 2D theory for calculating growth rates of instability in a two-cavity model of a sheet beam klystron. An important ingredient is a TE-like mode in the gap that also gives a longitudinal kick to the beam. When compared with a self-consistent particle-in-cell calculation, with sheet beam klystron-type parameters, agreement is quite good up to half the design current, 65 A; at full current, however, other, current-dependent effects come in and the results deviate significantly

  19. The social balance sheet 2004

    OpenAIRE

    Ph. Delhez; P. Heuse

    2005-01-01

    Each year, in the 4th quarter’s Economic Review, the National Bank examines the provisional results of the social balance sheets. As all the social balance sheets are not yet available for 2004, the study is based on a limited population of enterprises, compiled according to the principle of a constant sample. This population is made up of 38,530 enterprises employing around 1,331,000 workers in 2004. The main results of the analysis, in terms of employment, working hours, labour cost and tra...

  20. Methodologies for analysis of patterning in the mouse RPE sheet

    Science.gov (United States)

    Boatright, Jeffrey H.; Dalal, Nupur; Chrenek, Micah A.; Gardner, Christopher; Ziesel, Alison; Jiang, Yi; Grossniklaus, Hans E.

    2015-01-01

    -analyzed results were compared. Whether tallied manually or automatically with software, the resulting cell measurements were in close agreement. We compared normal with diseased RPE cells during aging with quantitative cell size and shape metrics. Subtle differences between the RPE sheet characteristics of young and old mice were identified. The IRBP−/− mouse RPE sheet did not differ from C57BL/6J (wild type, WT), suggesting that IRBP does not play a direct role in maintaining the health of the RPE cell, while the slow loss of photoreceptor (PhR) cells previously established in this knockout does support a role in the maintenance of PhR cells. Rd8 mice exhibited several measurable changes in patterns of RPE cells compared to WT, suggesting a slow degeneration of the RPE sheet that had not been previously noticed in rd8. Conclusions An optimized dissection method and a series of programs were used to establish a rapid and hands-off analysis. The software-aided, high-sampling-size approach performed as well as trained human scorers, but was considerably faster and easier. This method allows tens to hundreds of thousands of cells to be analyzed, each with 23 metrics. With this combination of dissection and image analysis of the RPE sheet, we can now analyze cell-to-cell interactions of immediate neighbors. In the future, we may be able to observe interactions of second, third, or higher ring neighbors and analyze tension in sheets, which might be expected to deviate from normal near large bumps in the RPE sheet caused by druse or when large frank holes in the RPE sheet are observed in geographic atrophy. This method and software can be readily applied to other aspects of vision science, neuroscience, and epithelial biology where patterns may exist in a sheet or surface of cells. PMID:25593512

  1. Professional Development of Older Employees in Small and Medium Enterprises

    Directory of Open Access Journals (Sweden)

    Renata Trochimiuk

    2015-03-01

    Full Text Available Purpose: The aim of the paper is to present and assess professional development opportunities for older employees in SME. Methodology: In the process of desk research, the author has discerned a number of characteristics of training activities conducted by SMEs. The management of older employees’ professional development is discussed on the basis of selected research findings, i.a. CATI and CAPI surveys conducted in the framework of the “Comprehensive program of activation of people aged 50+” project carried out by the Department of Human Resource Management at Kozminski University in 2010–2012. Findings: The first part of the paper discusses the specificity of training measures undertaken in SMEs. According to a large body research results available, these include: informality, reactivity, short-term perspective, focus on solving current problems, “learning by doing”, focus on the development of specific skills and organizational knowledge, lack of professional organization of trainings. The core part of the paper focuses on the management of professional development of older employees in SMEs. The majority of surveyed firms have declared providing their older and younger employees with the same access to training. However, it does not always mean training is organised, or that employees aged 50+ participate in it. Moreover, the survey has proven the existence of significant differences in assessments and opinions among entrepreneurs and employees. Originality/value: This paper discusses professional development of older SME employees, which is a relatively new problem; it is based on an extensive body of research. Managing professional development of older workers is one of the most important challenges faced by SMEs in the twentyfirst century and it shall require extensive and thorough research in the future.

  2. An investigation of factors affecting employee satisfaction and loyalty in the Fire Fighting and Prevention Police of Ho Chi Minh City Vietnam

    OpenAIRE

    Hang, Nguyen Thi Le

    2016-01-01

    Satisfaction and loyalty of employee had been confirmed to be important factors to organisation's survival and development. An organization has employees who are satisfied with job and loyal with their oganization, it will has more advantages during operation. An organization has employees who are satisfied with job and loyal with their organization, it will have more advantages during operation. This study aims to examine the effects of employee training, employee empowerment, management lea...

  3. Restaurant supervisor safety training: evaluating a small business training intervention.

    Science.gov (United States)

    Bush, Diane; Paleo, Lyn; Baker, Robin; Dewey, Robin; Toktogonova, Nurgul; Cornelio, Deogracia

    2009-01-01

    We developed and assessed a program designed to help small business owners/managers conduct short training sessions with their employees, involve employees in identifying and addressing workplace hazards, and make workplace changes (including physical and work practice changes) to improve workplace safety. During 2006, in partnership with a major workers' compensation insurance carrier and a restaurant trade association, university-based trainers conducted workshops for more than 200 restaurant and food service owners/managers. Workshop participants completed posttests to assess their knowledge, attitudes, and intentions to implement health and safety changes. On-site follow-up interviews with 10 participants were conducted three to six months after the training to assess the extent to which program components were used and worksite changes were made. Post-training assessments demonstrated that attendees increased their understanding and commitment to health and safety, and felt prepared to provide health and safety training to their employees. Follow-up interviews indicated that participants incorporated core program concepts into their training and supervision practices. Participants conducted training, discussed workplace hazards and solutions with employees, and made changes in the workplace and work practices to improve workers' health and safety. This program demonstrated that owners of small businesses can adopt a philosophy of employee involvement in their health and safety programs if provided with simple, easy-to-use materials and a training demonstration. Attending a workshop where they can interact with other owners/ managers of small restaurants was also a key to the program's success.

  4. Relationship Between Employee Job Satisfaction and Turnover Intention in Microfinance Banks in Pakistan

    Directory of Open Access Journals (Sweden)

    Saghir Ahmed

    2015-12-01

    Full Text Available This study is conducted to analyse the factors, which significantly affect employee job satisfaction in Microfinance Banks of Pakistan. Furthermore, the impact of employee job satisfaction is evaluated on employee turnover intentions. Reward system and training opportunities are taken as independent variables. Primary data is used for this research, which was collected through questionnaire and the reliability of instrument is checked using Cronbach’s alpha. Statistical Package for Social Sciences (SPSS is used to process the collected data. Descriptive statistics are determined and correlation among variables is also calculated. OLS method is applied to find out the impact of independent variables and the results show that there is a significant positive correlation among training, reward system and employee job satisfaction, while a negative relationship is found between employee job satisfaction and employee turnover intention.

  5. 31 CFR 20.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...

  6. 43 CFR 43.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  7. 7 CFR 3021.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

  8. 14 CFR 1267.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  9. 15 CFR 29.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  10. Training for hazardous waste workers

    Energy Technology Data Exchange (ETDEWEB)

    Favel, K.

    1990-10-26

    This implementation plan describes the system and provides the information and schedules that are necessary to comply with the Department of Energy (DOE) Albuquerque Operations Office (AL) Memorandum, Reference EPD dated September 11, 1990, Training for Hazardous Waste Workers. The memo establishes the need for identifying employees requiring environmental training, ensuring that the training is received, and meeting documentation and recordkeeping requirements for the training.

  11. Training 1983 and beyond

    International Nuclear Information System (INIS)

    Hickey, J.M.

    1983-01-01

    Quality training is necessary to assure competent, safe, efficient, and economical operation of a Nuclear Power Plant thereby providing the best insurance for our investors, customers and employees. By providing quality training programs to meet our needs, we can also meet the requirements of the Nuclear Regulatory Commission. Programs designed and administered to meet the utility needs will assure the rapid integration of new employees into the Nuclear Mission staff and operating units. The task of providing quality training for such diverse groups of employees, each with differing needs, is a challenge to the utility both financially and in manpower availability to perform training. A review of current training needs and resources is discussed. A new approach to training is presented to identify possible resources available and cooperative units which could be developed to increase the manpower available for operations, utilize the manpower available for training more effectively, provide more efficient use of classroom facilities, and to be more cost effective providing the funds that will be necessary to support the new needs of the total Nuclear organization

  12. HUMAN RESOURCE MANAGEMENT AND EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE NIGERIAN BANKING INDUSTRY

    OpenAIRE

    Omotayo Adewale OSIBANJO; Oladele Joseph KEHIDE; Abolaji Joachim ABIODUN

    2011-01-01

    The paper examines the effect of human resources management (factors) on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction; and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was t...

  13. Web-Based and Mobile Stress Management Intervention for Employees: A Randomized Controlled Trial

    OpenAIRE

    Heber, Elena; Lehr, Dirk; Ebert, David Daniel; Berking, Matthias; Riper, Heleen

    2016-01-01

    Background: Work-related stress is highly prevalent among employees and is associated with adverse mental health consequences. Web-based interventions offer the opportunity to deliver effective solutions on a large scale; however, the evidence is limited and the results conflicting. Objective: This randomized controlled trial evaluated the efficacy of guided Web-and mobile-based stress management training for employees. Methods: A total of 264 employees with elevated symptoms of stress (Perce...

  14. Employee assistance programs: a primer for buyer and seller.

    Science.gov (United States)

    Dixon, K

    1988-06-01

    A growing number of firms in private industry now sponsor or contract with groups of mental health professionals to provide employee assistance programs (EAPs). Factors that have influenced the increasing demand for EAPs include corporations' humanitarian concern for employees with mental health problems, a desire to contain rising health costs and reduce corporate losses, and the need for effective supervisory systems for managing troubled employees. To assist corporate consumers in judging the quality of EAP services and to guide mental health practitioners who wish to enter the EAP field, criteria are provided for evaluating the following aspects of EAP programs: policy development, employee orientation, supervisor training, availability during nonbusiness hours, assessment and diagnostic services, crisis counseling, referral, quality assurance, program evaluation, and cost.

  15. Learning from Balance Sheet Visualization

    Science.gov (United States)

    Tanlamai, Uthai; Soongswang, Oranuj

    2011-01-01

    This exploratory study examines alternative visuals and their effect on the level of learning of balance sheet users. Executive and regular classes of graduate students majoring in information technology in business were asked to evaluate the extent of acceptance and enhanced capability of these alternative visuals toward their learning…

  16. Off-Balance Sheet Financing.

    Science.gov (United States)

    Adams, Matthew C.

    1998-01-01

    Examines off-balance sheet financing, the facilities use of outsourcing for selected needs, as a means of saving operational costs and using facility assets efficiently. Examples of using outside sources for energy supply and food services, as well as partnering with business for facility expansion are provided. Concluding comments address tax…

  17. Diversity management: the treatment of HIV-positive employees.

    Science.gov (United States)

    Yap, Matthew H T; Ineson, Elizabeth M

    2012-01-01

    Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.

  18. Measuring Virtual Simulations Value in Training Exercises - USMC Use Case

    Science.gov (United States)

    2015-12-04

    performance capability, (2) training realism capability, (3) affective reaction level , and (4) training efficiencies. The first three elements combined...included 18 unclassified events and 11 classified events from air combat element (ACE), ground combat element ( GCE ), and logistics combat element...affective reaction data sheets (measurement for affective reaction level element). Discrepancies in data sheet collection totals resulted from fluid

  19. License agreement, employee work

    OpenAIRE

    Poncová, Veronika

    2012-01-01

    The rigorous thesis is focused on license agreement and employee work. The aim of the thesis is not only an analysis of the use of a copyrighted work by a person different from the author of the work, but also an analysis of the performance of copyright by a person different from the author of the work. The thesis consists of five chapters. The opening chapter provides a summary of the notion of copyright, its sources at the national and international levels, but also the European Union legis...

  20. Re-thinking employee recognition: understanding employee experiences of recognition

    OpenAIRE

    Smith, Charlotte

    2013-01-01

    Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...

  1. Loyal Employees. A Key Factor in the Success of a Company

    Directory of Open Access Journals (Sweden)

    Alexandra VINEREAN

    2015-10-01

    Full Text Available The most important asset of any business is its employees. Given this fact, normally, every business should have a solid plan to make sure that its employees are satisfied professionally and are loyal to the company. Unfortunately, this is usually not the case. Many companies believe that if they have an excellent product or service that generates high incomes and employees should be content. Generally, employers try to guarantee that its employees will not leave by offering them different benefits, trainings and great compensation. But is that enough to ensure loyalty among staff members? According to different statistics: each year the average company loses 20-50% of its employee base, replacing a lost employee costs 150% of that person’s annual salary. These numbers highlight how important the retention and engagement of the employees are for the profitability of a company.

  2. HRM Practices and it Impact on Employee Satisfaction: A Case of Pharmaceutical Companies in Bangladesh

    Directory of Open Access Journals (Sweden)

    Mostafizur Rahman

    2013-07-01

    Full Text Available This paper aims to investigate the impact of HRMpractices on employee satisfaction in the pharmaceutical companies ofBangladesh. A structured questionnaire was developed and distributed amoung 108employees of four pharmaceuticals companies, whereas 96 employees answeredrightly. Statistical tools like z test, mean and proportion analysis was usedto assess the impact of HRM practices on employee satisfaction. The study revealsthat employees in pharmaceutical companies are satisfied with the recruitment andselection, and training and development policy and practices of pharmaceutical companies.On the other hand, employees are dissatisfied with the human resource planning,working environment, compensation policy, performance appraisal, and industrialrelations. The study suggests that the pharmaceutical companies should developproper human resource policy and given emphasis on proper human resourcepractices to enhance the satisfaction of their employees and build them effectivehuman resources.

  3. Employee satisfaction and employee retention: catalysts to patient satisfaction.

    Science.gov (United States)

    Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

    2008-01-01

    Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

  4. Whooping Cough (Pertussis) - Fact Sheet for Parents

    Science.gov (United States)

    ... months 4 through 6 years Fact Sheet for Parents Color [2 pages] Español: Tosferina (pertussis) The best ... according to the recommended schedule. Fact Sheets for Parents Diseases and the Vaccines that Prevent Them Chickenpox ...

  5. U.S. DOE’s Energy Treasure Hunt Exchange In-Plant Trainings – DOE Resources, Early Results and Lessons Learned

    Energy Technology Data Exchange (ETDEWEB)

    Nimbalkar, Sachin U. [ORNL; Brockway, Walter F. [ORNL; Lung, Bruce [U.S. Department of Energy (DOE); Thirumaran, Kiran [ORNL; Wenning, Thomas J. [ORNL

    2017-06-01

    The primary objective of the Department of Energy’s (DOE) Energy Treasure Hunt In-Plant Training (INPLT) is to train Better Plants partner employees to lead and conduct future energy efficiency Treasure Hunts within their facilities without DOE assistance. By taking a “learning-by-doing” approach, this INPLT, like other DOE INPLT trainings, has the added benefit of uncovering real energy and cost-saving opportunities. This INPLT leverages DOE and Better Plants technical staff, resources and tools and the EPA “Energy Treasure Hunt Guide: Simple Steps to Finding Energy Savings” process. While Treasure Hunts are a relatively well-known approach to identifying energy-savings in manufacturing plants, DOE is adding several additional elements in its Treasure Hunt Exchanges. The first element is technical assistance and methodology. DOE provides high-quality technical resources, such as energy efficiency calculators, fact sheets, source books etc., to facilitate the Treasure Hunt process and teaches four fundamentals: 1) how to profile equipment, 2) how to collect data, and 3), data & ROI calculation methodologies. Another element is the “train the trainer” approach wherein the training facilitator will train at least one partner employee to facilitate future treasure hunts. Another element is that DOE provides energy diagnostic equipment and teaches the participants how to use them. Finally, DOE also offers partners the opportunity to exchange teams of employees either within a partners’ enterprise or with other partners to conduct the treasure hunt in each other’s facilities. This exchange of teams is important because each team can bring different insights and uncover energy-saving opportunities that would otherwise be missed. This paper will discuss DOE methodology and the early results and lessons learned from DOE’S Energy Treasure Hunt In-Plant Trainings at Better Plants Partner facilities.

  6. How Multiple Interventions Influenced Employee Turnover: A Case Study.

    Science.gov (United States)

    Hatcher, Timothy

    1999-01-01

    A 3-year study of 46 textile industry workers identified causes of employee turnover (supervision, training, organizational communication) using performance analysis. A study of multiple interventions based on the analysis resulted in changes in orientation procedures, organizational leadership, and climate, reducing turnover by 24%. (SK)

  7. A Composite Model for Employees' Performance Appraisal and Improvement

    Science.gov (United States)

    Manoharan, T. R.; Muralidharan, C.; Deshmukh, S. G.

    2012-01-01

    Purpose: The purpose of this paper is to develop an innovative method of performance appraisal that will be useful for designing a structured training programme. Design/methodology/approach: Employees' performance appraisals are conducted using new approaches, namely data envelopment analysis and an integrated fuzzy model. Interpretive structural…

  8. Understanding the Process by Which New Employees Enter Work Groups

    Science.gov (United States)

    Summers, Donald B.

    1977-01-01

    The Group Integration Process, described in this article, serves as a broad and guiding set of steps (invitation, induction, orientation, training, relationship, and integration) that helps the supervisor better understand what is to be done in managing a new employee's entrance into a work group. (TA)

  9. Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

    OpenAIRE

    Upma Goel

    2014-01-01

    Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

  10. Work environments for employee creativity

    OpenAIRE

    Dul, Jan; Ceylan, Canan

    2010-01-01

    textabstractInnovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework an instrument to analyse the extent to which the work environment enhances creativity is developed. We apply this instrument to a sample of 409 employees and find support for the hypothesis that a creative work envir...

  11. Employee Motivation at IKEA Espoo

    OpenAIRE

    Thapa, Kumar; Adhikari, Devendra

    2013-01-01

    How to motivate employees and the factors affecting motivation have been subjects of concern for many researchers and practitioners for decades. Until recently employees were primarily regarded as a factor of production (i.e. labor), and not, as in the current view, as an integral part of all businesses. Therefore, motivating employees has become essential in order to achieve the strategic goals of any company. However, due to the current state of competition in the job markets it has increas...

  12. Employee Screening : Theory and Evidence

    OpenAIRE

    Fali Huang; Peter Cappelli

    2007-01-01

    Arguably the fundamental problem faced by employers is how to elicit effort from employees. Most models suggest that employers meet this challenge by monitoring employees carefully to prevent shirking. But there is another option that relies on heterogeneity across employees, and that is to screen job candidates to find workers with a stronger work ethic who require less monitoring. This should be especially useful in work systems where monitoring by supervisors is more difficult, such as tea...

  13. Employee Referrals and Efficiency Wages

    OpenAIRE

    Kugler, Adriana D.

    2002-01-01

    Many workers believe that personal contacts are crucial for obtaining jobs in high-wage sectors. On the other hand, firms in high-wage sectors report using employee referrals because they help provide screening and monitoring of new employees. This Paper develops a matching model that can explain the link between inter-industry wage differentials and the use of employee referrals. Referrals lower monitoring costs because high-effort referees can exert peer pressure on co-workers, allowing fir...

  14. Recruitment and selection of employees

    OpenAIRE

    Čermochová, Barbora

    2017-01-01

    The Bachelor's thesis focuses on the process of recruitment and selection of employees. The thesis is divided into theoretical and practical part. The theoretical part includes concepts that are important for understanding of issues of the process of recruitment and selection of employees. The practical part is divided into three chapters. The first chapter briefly describes the company xxx. Next two chapters deal with the process of recruitment and selection of employees in the company. The ...

  15. 21 CFR 880.5180 - Burn sheet.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 8 2010-04-01 2010-04-01 false Burn sheet. 880.5180 Section 880.5180 Food and... Burn sheet. (a) Identification. A burn sheet is a device made of a porous material that is wrapped aroung a burn victim to retain body heat, to absorb wound exudate, and to serve as a barrier against...

  16. Manifold free multiple sheet superplastic forming

    Science.gov (United States)

    Elmer, John W.; Bridges, Robert L.

    2004-01-13

    Fluid-forming compositions in a container attached to enclosed adjacent sheets are heated to relatively high temperatures to generate fluids (gases) that effect inflation of the sheets. Fluid rates to the enclosed space between the sheets can be regulated by the canal from the container. Inflated articles can be produced by a continuous, rather than batch-type, process.

  17. On the possible eigenoscillations of neutral sheets

    International Nuclear Information System (INIS)

    Almeida, W.A.; Costa, J.M. da; Aruquipa, E.G.; Sudano, J.P.

    1974-12-01

    A neutral sheet model with hyperbolic tangent equilibrium magnetic field and hyperbolic square secant density profiles is considered. It is shown that the equation for small oscillations takes the form of an eigenvalue oscillation problem. Computed eigenfrequencies of the geomagnetic neutral sheet were found to be in the range of the resonant frequencies of the geomagnetic plasma sheet computed by other authors

  18. Preserving Employee Privacy in Wellness.

    Science.gov (United States)

    Terry, Paul E

    2017-07-01

    The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

  19. All Employee Census Survey (AES)

    Data.gov (United States)

    Department of Veterans Affairs — The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational...

  20. CAREER DEVELOPMENT OF TEXTILE INDUSTRY EMPLOYEES

    Directory of Open Access Journals (Sweden)

    UROŠEVIĆ Snežana

    2017-05-01

    Full Text Available Textile industry is a very important industrial branch because it produces clothes for nearly seven billion people and textile materials for technical usage. It employs a huge number of competitive and qualified, mostly female work force. It is also technologically and technically challenging. Thus, it is vital to employ qualified and well trained employees with certain competences, knowledge and skills in order to respond to rapid technological and market changes. Here, we will consider the influence of the career development on doing business in the textile industry while acquiring the competitive advantage. Career development is a lifelong process and it is includes knowledge management. The term career has several meanings while nowadays it can mean advancement. The career usually reflects the professional development path of an individual during his or her working career. The career is that concept which connects and unifies most strongly and explicitly individual and organizational interests and needs. The theoretical part explains terms such as career development, importance and improvement of employees for an organization, the possibility for career development within the textile industry. The second part of the paper deals with research conducted among the employees of the textile sector in Leskovac, the town in Serbia with a long-lasting textile tradition.

  1. Training at Kodak

    Science.gov (United States)

    Training in Business and Industry, 1971

    1971-01-01

    Article discusses the vast number of educational programs which the Kodak company offers to employees, supervisors, workers in related fields and to the community by way of educational training programs for inner city and underprivileged youth. Discussed are the ways in which Kodak enhances its own position in the industry by keeping its employees…

  2. Energy Fact Sheets - Sandia Energy

    Science.gov (United States)

    Energy Energy Secure & Sustainable Energy Future Search Icon Sandia Home Locations Contact Us Employee Locator Menu Stationary Power solar Energy Conversion Efficiency Increasing the amount of electricity produced from a given thermal energy input. Solar Energy Wind Energy Water Power Supercritical CO2

  3. Geometry of thin liquid sheet flows

    Science.gov (United States)

    Chubb, Donald L.; Calfo, Frederick D.; Mcconley, Marc W.; Mcmaster, Matthew S.; Afjeh, Abdollah A.

    1994-01-01

    Incompresible, thin sheet flows have been of research interest for many years. Those studies were mainly concerned with the stability of the flow in a surrounding gas. Squire was the first to carry out a linear, invicid stability analysis of sheet flow in air and compare the results with experiment. Dombrowski and Fraser did an experimental study of the disintegration of sheet flows using several viscous liquids. They also detected the formulation of holes in their sheet flows. Hagerty and Shea carried out an inviscid stability analysis and calculated growth rates with experimental values. They compared their calculated growth rates with experimental values. Taylor studied extensively the stability of thin liquid sheets both theoretically and experimentally. He showed that thin sheets in a vacuum are stable. Brown experimentally investigated thin liquid sheet flows as a method of application of thin films. Clark and Dumbrowski carried out second-order stability analysis for invicid sheet flows. Lin introduced viscosity into the linear stability analysis of thin sheet flows in a vacuum. Mansour and Chigier conducted an experimental study of the breakup of a sheet flow surrounded by high-speed air. Lin et al. did a linear stability analysis that included viscosity and a surrounding gas. Rangel and Sirignano carried out both a linear and nonlinear invisid stability analysis that applies for any density ratio between the sheet liquid and the surrounding gas. Now there is renewed interest in sheet flows because of their possible application as low mass radiating surfaces. The objective of this study is to investigate the fluid dynamics of sheet flows that are of interest for a space radiator system. Analytical expressions that govern the sheet geometry are compared with experimental results. Since a space radiator will operate in a vacuum, the analysis does not include any drag force on the sheet flow.

  4. Ice sheet hydrology from observations

    Energy Technology Data Exchange (ETDEWEB)

    Jansson, Peter [Dept. of Physical Geography and Quaternary Geology, Stockholm Univ-, Stockholm (Sweden)

    2010-11-15

    The hydrological systems of ice sheets are complex. Our view of the system is split, largely due to the complexity of observing the systems. Our basic knowledge of processes have been obtained from smaller glaciers and although applicable in general to the larger scales of the ice sheets, ice sheets contain features not observable on smaller glaciers due to their size. The generation of water on the ice sheet surface is well understood and can be satisfactorily modeled. The routing of water from the surface down through the ice is not complicated in terms of procat has been problematic is the way in which the couplings between surface and bed has been accomplished through a kilometer of cold ice, but with the studies on crack propagation and lake drainage on Greenland we are beginning to understand also this process and we know water can be routed through thick cold ice. Water generation at the bed is also well understood but the main problem preventing realistic estimates of water generation is lack of detailed information about geothermal heat fluxes and their geographical distribution beneath the ice. Although some average value for geothermal heat flux may suffice, for many purposes it is important that such values are not applied to sub-regions of significantly higher fluxes. Water generated by geothermal heat constitutes a constant supply and will likely maintain a steady system beneath the ice sheet. Such a system may include subglacial lakes as steady features and reconfiguration of the system is tied to time scales on which the ice sheet geometry changes so as to change pressure gradients in the basal system itself. Large scale re-organization of subglacial drainage systems have been observed beneath ice streams. The stability of an entirely subglacially fed drainage system may hence be perturbed by rapid ice flow. In the case of Antarctic ice streams where such behavior has been observed, the ice streams are underlain by deformable sediments. It is

  5. Periodic folding of viscous sheets

    Science.gov (United States)

    Ribe, Neil M.

    2003-09-01

    The periodic folding of a sheet of viscous fluid falling upon a rigid surface is a common fluid mechanical instability that occurs in contexts ranging from food processing to geophysics. Asymptotic thin-layer equations for the combined stretching-bending deformation of a two-dimensional sheet are solved numerically to determine the folding frequency as a function of the sheet’s initial thickness, the pouring speed, the height of fall, and the fluid properties. As the buoyancy increases, the system bifurcates from “forced” folding driven kinematically by fluid extrusion to “free” folding in which viscous resistance to bending is balanced by buoyancy. The systematics of the numerically predicted folding frequency are in good agreement with laboratory experiments.

  6. Ice sheet hydrology from observations

    International Nuclear Information System (INIS)

    Jansson, Peter

    2010-11-01

    The hydrological systems of ice sheets are complex. Our view of the system is split, largely due to the complexity of observing the systems. Our basic knowledge of processes have been obtained from smaller glaciers and although applicable in general to the larger scales of the ice sheets, ice sheets contain features not observable on smaller glaciers due to their size. The generation of water on the ice sheet surface is well understood and can be satisfactorily modeled. The routing of water from the surface down through the ice is not complicated in terms of procat has been problematic is the way in which the couplings between surface and bed has been accomplished through a kilometer of cold ice, but with the studies on crack propagation and lake drainage on Greenland we are beginning to understand also this process and we know water can be routed through thick cold ice. Water generation at the bed is also well understood but the main problem preventing realistic estimates of water generation is lack of detailed information about geothermal heat fluxes and their geographical distribution beneath the ice. Although some average value for geothermal heat flux may suffice, for many purposes it is important that such values are not applied to sub-regions of significantly higher fluxes. Water generated by geothermal heat constitutes a constant supply and will likely maintain a steady system beneath the ice sheet. Such a system may include subglacial lakes as steady features and reconfiguration of the system is tied to time scales on which the ice sheet geometry changes so as to change pressure gradients in the basal system itself. Large scale re-organization of subglacial drainage systems have been observed beneath ice streams. The stability of an entirely subglacially fed drainage system may hence be perturbed by rapid ice flow. In the case of Antarctic ice streams where such behavior has been observed, the ice streams are underlain by deformable sediments. It is

  7. Employee benefits or wage increase?

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2011-01-01

    Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

  8. Motivating pharmacy employees.

    Science.gov (United States)

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

  9. Load Test in Sheet Pile

    OpenAIRE

    Luis Orlando Ibanez

    2016-01-01

    In this work, are discussed experiences in the use of mathematical modeling and testing in hydraulic engineering structures. For this purpose the results of load tests in sheet pile, evaluating horizontal and vertical deformations that occur in the same exposed. Comparisons between theoretical methods for calculating deformations and mathematical models based on the Finite Element Method are established. Finally, the coincidence between the numerical model and the results of the load test ful...

  10. [Employee assistance program].

    Science.gov (United States)

    Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo

    2002-03-01

    Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed.

  11. Ohm's law for a current sheet

    Science.gov (United States)

    Lyons, L. R.; Speiser, T. W.

    1985-01-01

    The paper derives an Ohm's law for single-particle motion in a current sheet, where the magnetic field reverses in direction across the sheet. The result is considerably different from the resistive Ohm's law often used in MHD studies of the geomagnetic tail. Single-particle analysis is extended to obtain a self-consistency relation for a current sheet which agrees with previous results. The results are applicable to the concept of reconnection in that the electric field parallel to the current is obtained for a one-dimensional current sheet with constant normal magnetic field. Dissipated energy goes directly into accelerating particles within the current sheet.

  12. Evaluating the effect of tax deductions on training

    NARCIS (Netherlands)

    Oosterbeek, H.; Leuven, E.

    2004-01-01

    Dutch employers can claim an extra tax deduction when they train employees older than age 40. This discontinuity in a firm's training cost is exploited to identify the tax deduction's effects on training participation and of training participation on wages. The results show that the training rate of

  13. EAP Referrals: From Supervisor Training to Client Assessment.

    Science.gov (United States)

    Schneider, Rob; Colan, Neil

    For several decades Employee Assistance Programs (EAPs) have been a resource in the workplace to handle troubled employees. The areas of supervisor training and employee motivation provide opportunities for involvement of psychologists in the EAP field. Surveys conducted with EAP directors revealed that many programs are planning to do supervisor…

  14. Accreditation of Employee Development.

    Science.gov (United States)

    Geale, John

    A British project was conducted to improve understanding of the advantages and disadvantages of certification for work-based training and to analyze factors that influence the demand for accreditation. Three studies investigated what was happening in three employment sectors: tourism (service/commercial), social services (public administration),…

  15. Experimental formability analysis of bondal sandwich sheet

    Science.gov (United States)

    Kami, Abdolvahed; Banabic, Dorel

    2018-05-01

    Metal/polymer/metal sandwich sheets have recently attracted the interests of industries like automotive industry. These sandwich sheets have superior properties over single-layer metallic sheets including good sound and vibration damping and light weight. However, the formability of these sandwich sheets should be enhanced which requires more research. In this paper, the formability of Bondal sheet (DC06/viscoelastic polymer/DC06 sandwich sheet) was studied through different types of experiments. The mechanical properties of Bondal were determined by uniaxial tensile tests. Hemispherical punch stretching and hydraulic bulge tests were carried out to determine the forming limit diagram (FLD) of Bondal. Furthermore, cylindrical and square cup drawing tests were performed in dry and oil lubricated conditions. These tests were conducted at different blank holding forces (BHFs). An interesting observation about Bondal sheet deep drawing was obtaining of higher drawing depths at dry condition in comparison with oil-lubricated condition.

  16. Buckling and stretching of thin viscous sheets

    Science.gov (United States)

    O'Kiely, Doireann; Breward, Chris; Griffiths, Ian; Howell, Peter; Lange, Ulrich

    2016-11-01

    Thin glass sheets are used in smartphone, battery and semiconductor technology, and may be manufactured by producing a relatively thick glass slab and subsequently redrawing it to a required thickness. The resulting sheets commonly possess undesired centerline ripples and thick edges. We present a mathematical model in which a viscous sheet undergoes redraw in the direction of gravity, and show that, in a sufficiently strong gravitational field, buckling is driven by compression in a region near the bottom of the sheet, and limited by viscous resistance to stretching of the sheet. We use asymptotic analysis in the thin-sheet, low-Reynolds-number limit to determine the centerline profile and growth rate of such a viscous sheet.

  17. Employee Ownership, Motivation and Productivity.

    Science.gov (United States)

    Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

    The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…

  18. Employee turnover: measuring the malady.

    Science.gov (United States)

    O'Connor, Stephen

    2002-01-01

    One measure of an organization's value to its employees is turnover. But how do you know if your employees are wondering if the grass is greener elsewhere? Scott Badler in his book What's So Funny about Looking for a Job? suggests a quick quiz to find out.

  19. Assessing New Employee Orientation Programs

    Science.gov (United States)

    Acevedo, Jose M.; Yancey, George B.

    2011-01-01

    Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

  20. Community College Employee Wellness Programs

    Science.gov (United States)

    Thornton, L. Jay; Johnson, Sharon

    2010-01-01

    This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

  1. ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

    OpenAIRE

    Milica Jakšiæ, Miloš Jakšiæ

    2014-01-01

    Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.

  2. Work environments for employee creativity

    NARCIS (Netherlands)

    J. Dul (Jan); C. Ceylan (Canan)

    2010-01-01

    textabstractInnovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework an instrument to

  3. Counseling Employees: A Multifaceted Approach.

    Science.gov (United States)

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  4. Public Sector Employee Assistance Programs.

    Science.gov (United States)

    Kemp, Donna R.; Verlinde, Beverly

    This document discusses employee assistance programs (EAPs), programs which have been developed to help employees deal with personal problems that seriously affect job performance. It reviews literature which specifically addresses EAPs in the public sector, noting that there are no exact figures on how many public entities have EAPs. Previous…

  5. 25 CFR 700.549 - Employee organizations.

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...

  6. 13 CFR 147.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

  7. 45 CFR 1173.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  8. 28 CFR 83.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  9. 21 CFR 1405.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  10. 22 CFR 210.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

  11. 29 CFR 94.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  12. 34 CFR 84.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  13. 49 CFR 32.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

  14. 10 CFR 607.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  15. 22 CFR 312.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  16. 22 CFR 1509.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  17. 22 CFR 133.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  18. 45 CFR 1155.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  19. 29 CFR 1917.122 - Employee exits.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

  20. 22 CFR 1008.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  1. Using Readership Research to Study Employee Views.

    Science.gov (United States)

    Pavlik, John; And Others

    1990-01-01

    Surveys employees of the Hershey Medical Center in Pennsylvania to examine why they read "Vital Signs," the employee newsletter. Finds that employees with a higher level of organizational integration often place more emphasis on reading the employee newsletter to survey system functions and the employee social network. (MM)

  2. Deterring and remedying employee theft.

    Science.gov (United States)

    Buzogany, Bill; Mueller, Michael J

    2010-01-01

    Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

  3. Procrastination at work and time management training.

    Science.gov (United States)

    Van Eerde, Wendelien

    2003-09-01

    The author examined the impact of time management training on self-reported procrastination. In an intervention study, 37 employees attended a 1 1/2-day time management training seminar. A control group of employees (n = 14) who were awaiting training also participated in the study to control for expectancy effects. One month after undergoing time management training, trainees reported a significant decrease in avoidance behavior and worry and an increase in their ability to manage time. The results suggest that time management training is helpful in lessening worry and procrastination at work.

  4. Employee Turnover and Knowledge Management in the Czech Republic

    Directory of Open Access Journals (Sweden)

    Lucie Vnoučková

    2015-01-01

    Full Text Available Knowledge economy regards employee knowledge as a most important asset. It is a priority task to ensure systematic knowledge continuity of those employees who are the holders of critical knowledge. The aim of the article is to analyse the causes of mobility of knowledge workers and categorise types of employees and mobility according to the future development of an employee’s career. The research areas, i.e. ensuring knowledge continuity and employee turnover were analysed based on the premise of significant relation between those two areas. The data were collected in organizations in the Czech Republic. Surveys were drawn across sectors to ensure representativeness of the outcomes. The outputs revealed two basic approaches to maintaining knowledge inside organizations. Employees can be divided into knowledge workers and remainder, who seek only security. A knowledge worker who decides to transfer is not motivated by the amount of salary (they do not mind a lower level of remuneration; on the contrary they suffer due to an unclear vision on the part of the organization, where they used to work; they cannot stay in conditions where there is no possibility to participate on personal growth. Future research in this area should focus on the return of investments in the knowledge and employee learning, training and retention.

  5. Successful Employee Empowerment: Major Determinants in the Jordanian Context

    Directory of Open Access Journals (Sweden)

    Khadra DAHOU

    2018-05-01

    Full Text Available Being the most important asset, the human resource represents today the source of the organizations’ sustainable competitive advantage. This focus on the employee as the organizations’ core of human capital management drives the current interest in empowerment. This paper explores the concept of employee empowerment and the main influential factors in implementing an empowerment initiative: job design, transformational leadership, decision-making authority, continuous training and development, sharing information, and self-managed teams. Using a hypotheses testing approach, this correlational cross-sectional field study investigates the influence of the six factors on the adoption of employee empowerment. Using a questionnaire method, data was collected from Jordanian commercial banks. The results of a multiple linear regression analysis revealed that sharing information, job design, transformational leadership and decision making authority have a positive effect on employee empowerment. Sharing information and adopting the appropriate job design inside the organization have the strongest influence in that fostering these initiatives would certainly make banks’ employees’ empowerment successful. The research provides insights into the perception of employee empowerment in the Jordanian context, specifically in the banking industry, a high service- oriented sector where empowering employees become a must for a better customer service

  6. Analysis of Employee's Survey for Preventing Human-Errors

    International Nuclear Information System (INIS)

    Sung, Chanho; Kim, Younggab; Joung, Sanghoun

    2013-01-01

    Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses

  7. CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

    Directory of Open Access Journals (Sweden)

    Patrizia Gazzola

    2016-07-01

    Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

  8. Determination of the Number of Fixture Locating Points for Sheet Metal By Grey Model

    Directory of Open Access Journals (Sweden)

    Yang Bo

    2017-01-01

    Full Text Available In the process of the traditional fixture design for sheet metal part based on the "N-2-1" locating principle, the number of fixture locating points is determined by trial and error or the experience of the designer. To that end, a new design method based on grey theory is proposed to determine the number of sheet metal fixture locating points in this paper. Firstly, the training sample set is generated by Latin hypercube sampling (LHS and finite element analysis (FEA. Secondly, the GM(1, 1 grey model is constructed based on the established training sample set to approximate the mapping relationship between the number of fixture locating points and the concerned sheet metal maximum deformation. Thirdly, the final number of fixture locating points for sheet metal can be inversely calculated under the allowable maximum deformation. Finally, a sheet metal case is conducted and the results indicate that the proposed approach is effective and efficient in determining the number of fixture locating points for sheet metal.

  9. 20 CFR 1002.262 - When is the employer required to make the plan contribution that is attributable to the employee...

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false When is the employer required to make the plan contribution that is attributable to the employee's period of uniformed service? 1002.262 Section 1002.262 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER...

  10. 20 CFR 1002.263 - Does the employee pay interest when he or she makes up missed contributions or elective deferrals?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Does the employee pay interest when he or she makes up missed contributions or elective deferrals? 1002.263 Section 1002.263 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER THE UNIFORMED SERVICES...

  11. 76 FR 2142 - Employee Benefits Security Administration

    Science.gov (United States)

    2011-01-12

    ... DEPARTMENT OF LABOR Employee Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security Administration, Labor. ACTION: Notice of hearing and extension of comment period. SUMMARY: Notice is hereby given that the Employee Benefits Security Administration will...

  12. 24 CFR 115.306 - Training funds.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Training funds. 115.306 Section 115.306 Housing and Urban Development Regulations Relating to Housing and Urban Development OFFICE OF... receive training funds. Training funds are fixed amounts based on the number of agency employees to be...

  13. Fostering employee involvement.

    Science.gov (United States)

    Beecher, G P

    1997-11-01

    Every year, the ODA's Economics of Practice Committee, with the help of an independent consulting firm, carries out the Cost of Practice Monitor which tracks the various costs of running a dental practice in Ontario. This article is the result of a joint ODA-Arthur Andersen initiative to provide members with detailed information from the Monitor. Over the next year, there will be a series of articles published under the heading "Best practises for Ontario's Dental Practices." The article featured in this issue focuses on wage expenses in dental practices and how to foster employee involvement as a means of addressing cost-productivity issues. Furthermore, information relating to wage expenses may be used by practitioners to benchmark their practice against the average Ontario dental practice. Appendix C was developed for this purpose. Through benchmarking, the practitioner may gain insight into ways of evaluating their practice and in addressing issues that could improve the management of the practice. For a long time, concepts of best business practises were applied only to manufacturing organizations or large multi-national corporations but experience has demonstrated that these activities are universal to all organizations, including service companies, schools, government and not-for-profit organizations.

  14. Every employee an owner. Really.

    Science.gov (United States)

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

    Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

  15. Strontium-90 fluoride data sheet

    Energy Technology Data Exchange (ETDEWEB)

    Fullam, H.T.

    1981-06-01

    This report is a compilation of available data and appropriate literature references on the properties of strontium-90 fluoride and nonradioactive strontium fluoride. The objective of the document is to compile in a single source pertinent data to assist potential users in the development, licensing, and use of /sup 90/SrF/sub 2/-fueled radioisotope heat sources for terrestrial power conversion and thermal applications. The report is an update of the Strontium-90 Fluoride Data Sheet (BNWL-2284) originally issued in April 1977.

  16. Vietnamese Hurricane Response Fact Sheets

    Science.gov (United States)

    Các tờ dữ kiện được cung cấp nơi đây mô tả vai trò của EPA trong việc đáp ứng với bão và cách các chương trình cụ thể cung cấp sự hỗ trợ. The Vietnamese fact sheets provided here describe EPA's role in a hurricane response.

  17. 40 CFR 265.16 - Personnel training.

    Science.gov (United States)

    2010-07-01

    ... hazardous waste man-age-ment procedures (including con-tin-gen-cy plan implementation) rel-e-vant to the... facility employees that receive emergency response training pursuant to Occupational Safety and Health... hazardous waste management, and the name of the employee filling each job; (2) A written job description for...

  18. Training access, reciprocity, and expected retirement age

    NARCIS (Netherlands)

    Montizaan, R.M.; de Grip, A.; Fouarge, D.

    2015-01-01

    This paper investigates whether employers can induce employees to postpone retirement by offering access to training courses that maintain job proficiency. We use unique, matched employer-employee surveys for the Dutch public sector, which include detailed information on a wide range of HR practices

  19. Addressing problems of employee performance.

    Science.gov (United States)

    McConnell, Charles R

    2011-01-01

    Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

  20. Employee Reward Systems in Organizations

    Directory of Open Access Journals (Sweden)

    Došenović Dragana

    2016-06-01

    Full Text Available Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation.

  1. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

  2. Online Workplace Training in Libraries

    Directory of Open Access Journals (Sweden)

    Connie K. Haley

    2008-03-01

    Full Text Available This study was designed to explore and describe the relationships between preference for online training and traditional face-to-face training. Included were variables of race, gender, age, education, experience of library employees, training providers, training locations, and institutional professional development policies, etc. in the library context. The author used a bivariate test, KruskalWallis test and Mann-Whitney U test to examine the relationship between preference for online training and related variables.

  3. AI applications in sheet metal forming

    CERN Document Server

    Hussein, Hussein

    2017-01-01

    This book comprises chapters on research work done around the globe in the area of artificial intelligence (AI) applications in sheet metal forming. The first chapter offers an introduction to various AI techniques and sheet metal forming, while subsequent chapters describe traditional procedures/methods used in various sheet metal forming processes, and focus on the automation of those processes by means of AI techniques, such as KBS, ANN, GA, CBR, etc. Feature recognition and the manufacturability assessment of sheet metal parts, process planning, strip-layout design, selecting the type and size of die components, die modeling, and predicting die life are some of the most important aspects of sheet metal work. Traditionally, these activities are highly experience-based, tedious and time consuming. In response, researchers in several countries have applied various AI techniques to automate these activities, which are covered in this book. This book will be useful for engineers working in sheet metal industri...

  4. Dynamics of Radially Expanding Liquid Sheets

    Science.gov (United States)

    Majumdar, Nayanika; Tirumkudulu, Mahesh S.

    2018-04-01

    The process of atomization often involves ejecting thin liquid sheets at high speeds from a nozzle that causes the sheet to flap violently and break up into fine droplets. The flapping of the liquid sheet has long been attributed to the sheet's interaction with the surrounding gas phase. Here, we present experimental evidence to the contrary and show that the flapping is caused by the thinning of the liquid sheet as it spreads out from the nozzle exit. The measured growth rates of the waves agree remarkably well with the predictions of a recent theory that accounts for the sheet's thinning but ignores aerodynamic interactions. We anticipate these results to not only lead to more accurate predictions of the final drop-size distribution but also enable more efficient designs of atomizers.

  5. Civilian Education and Training in the Department of Defense. How Can We Gauge Its Value

    National Research Council Canada - National Science Library

    2001-01-01

    The Department of Defense (DoD) prides itself on providing "world class" training and continuing education to its military employees and would like to expand that reputation to its civilian employees...

  6. No Idea? Evaluating the Effectiveness of Creativity Training

    Science.gov (United States)

    Birdi, Kamal S.

    2005-01-01

    Purpose: To evaluate the long-term impact of three types of creativity training workshops conducted within an organization and contrast the influence of training compared with work environment factors in influencing employee innovation. Design/methodology/approach: A follow-up questionnaire was returned by 71 employees who had taken part in the…

  7. Rights and Wrongs of Ethics Training.

    Science.gov (United States)

    Rice, Dan; Dreilinger, Craig

    1990-01-01

    Ethics initiatives should provide employees with the tools they need to identify, clarify, and resolve ethical issues. Training efforts should focus on defining desired outcomes and considering the company's values and guidelines in working toward solutions to ethical problems. (SK)

  8. Shape Optimization of Swimming Sheets

    Energy Technology Data Exchange (ETDEWEB)

    Wilkening, J.; Hosoi, A.E.

    2005-03-01

    The swimming behavior of a flexible sheet which moves by propagating deformation waves along its body was first studied by G. I. Taylor in 1951. In addition to being of theoretical interest, this problem serves as a useful model of the locomotion of gastropods and various micro-organisms. Although the mechanics of swimming via wave propagation has been studied extensively, relatively little work has been done to define or describe optimal swimming by this mechanism.We carry out this objective for a sheet that is separated from a rigid substrate by a thin film of viscous Newtonian fluid. Using a lubrication approximation to model the dynamics, we derive the relevant Euler-Lagrange equations to optimize swimming speed and efficiency. The optimization equations are solved numerically using two different schemes: a limited memory BFGS method that uses cubic splines to represent the wave profile, and a multi-shooting Runge-Kutta approach that uses the Levenberg-Marquardt method to vary the parameters of the equations until the constraints are satisfied. The former approach is less efficient but generalizes nicely to the non-lubrication setting. For each optimization problem we obtain a one parameter family of solutions that becomes singular in a self-similar fashion as the parameter approaches a critical value. We explore the validity of the lubrication approximation near this singular limit by monitoring higher order corrections to the zeroth order theory and by comparing the results with finite element solutions of the full Stokes equations.

  9. Magnetic properties of sheet silicates

    International Nuclear Information System (INIS)

    Ballet, O.; Coey, J.M.D.

    1982-01-01

    Susceptibility, magnetisation and Moessbauer measurements are reported for a representative selection of 2:1 layer phyllosilicates. Eight samples from the mica, vermiculite and smectite groups include examples diluted in iron which are paramagnetic at all temperatures, as well as iron-rich silicates which order magnetically below 10 K. Anisotropic susceptibility of crystals of muscovite, biotite and vermiculite is quantitatively explained with a model where the Fe 2+ ions lie in sites of effective trigonal symmetry, the trigonal axis lying normal to the sheets. The ferrous ground state is an orbital singlet. Ferric iron gives an isotropic contribution to the susceptibility. Fe 2+ -Fe 2+ exchange interactions are ferromagnetic with Gapprox. equal to2 K, whereas Fe 3+ -Fe 3+ coupling is antiferromagnetic in the purely ferric minerals. A positive paramagnetic Curie temperature for glauconite may be attributable to Fe 2+ → Fe 3+ charge transfer. Magnetic order was found to set in inhomogeneously for glauconite at 1-7 K. One biotite sample showed an antiferromagnetic transition at Tsub(N) = 7 K marked by a well-defined susceptibility maximum. Its magnetic structure, consisting of ferromagnetic sheets with moments in their planes coupled antiferromagnetically by other, weak interactions, resembles that found earlier for the 1:1 mineral greenalite. (orig.)

  10. Web-Based and Mobile Stress Management Intervention for Employees

    DEFF Research Database (Denmark)

    Heber, E.; Lehr, D.; Ebert, D. D.

    2016-01-01

    Background: Work-related stress is highly prevalent among employees and is associated with adverse mental health consequences. Web-based interventions offer the opportunity to deliver effective solutions on a large scale; however, the evidence is limited and the results conflicting. Objective......: This randomized controlled trial evaluated the efficacy of guided Web-and mobile-based stress management training for employees. Methods: A total of 264 employees with elevated symptoms of stress (Perceived Stress Scale-10, PSS-10 >= 22) were recruited from the general working population and randomly assigned...... to an Internet-based stress management intervention (iSMI) or waitlist control group. The intervention (GET. ON Stress) was based on Lazarus's transactional model of stress, consisted of seven sessions, and applied both well-established problem solving and more recently developed emotion regulation strategies...

  11. Employee share ownership in Germany

    DEFF Research Database (Denmark)

    Ortlieb, Renate; Matiaske, Wenzel; Fietze, Simon

    2016-01-01

    Politicians and scholars alike praise the significant benefits associated with employee share ownership (ESO). However, little is known about the concrete motives of firms to provide ESO to their employees. In particular, it is unknown how these motives correlate with firms’ contexts. Drawing...... on an institutional theoretical framework, this article examines what aims firms pursue through the provision of ESO. The data originate from a survey of firms in Germany. The cluster analytic findings indicate distinctive patterns of relationships between aims and firm characteristics. Aims related to employee...... performance are most important to foreign-owned firms, financial aims are most important to non-public small and medium-sized firms and aims related to corporate image are most important to big firms and to firms that do not provide profit sharing. Aims related to employee attraction and retention are almost...

  12. Employee Benefit Reporting After ERISA

    Science.gov (United States)

    Steen, Wesley W.

    1976-01-01

    The statutory reporting requirements of ERISA and some of the regulations recently promulgated are discussed. All type of employee benefit plans are covered. For journal availability see HE 508 741. (LBH)

  13. Employees' Perceptions of Their Leaders

    Directory of Open Access Journals (Sweden)

    Golubović-Stojanović Aleksandra

    2016-06-01

    Full Text Available This paper presents the research about employees and the leaders who are included in leading the organization, as an important segment of the modern business. The aim of this research is to show the real picture about presence new strategies of leaders in the organizations, as well as the analysis of the perception of employees about their leaders. The research in business organizations conducted on the sample of leaders and employees. The construction of high-quality questionnaire represents the important segment of modern statistical and business researches. The issues in questionnaire construction are very complex and they are in the focus of all statistical and research methodologies. It was conducted on the sample of at least 250 examinees (employees in bigger companies in Serbia. Research results showed that understanding communication satisfaction, with its link to job satisfaction, should provide an ability to better target resources to improve communication satisfaction issues.

  14. Work environments for employee creativity.

    Science.gov (United States)

    Dul, Jan; Ceylan, Canan

    2011-01-01

    Innovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework, an instrument to analyse the extent to which the work environment enhances creativity is developed. This instrument was applied to a sample of 409 employees and support was found for the hypothesis that a creative work environment enhances creative performance. This paper illustrates how the instrument can be used in companies to select and implement improvements. STATEMENT OF RELEVANCE: The ergonomics discipline addresses the work environment mainly for improving health and safety and sometimes productivity and quality. This paper opens a new area for ergonomics: designing work environments for enhancing employee creativity in order to strengthen an organisation's capability for product and process innovation and, consequently, its competitiveness.

  15. Implementing an Employee Assistance Program.

    Science.gov (United States)

    Gam, John; And Others

    1983-01-01

    Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)

  16. Strategy Innovation with Employee Involvement

    DEFF Research Database (Denmark)

    Friis, Ole Uhrskov; Koch, Christian

    2015-01-01

    The purpose of this article is to investigate how employees can be involved in strategy innovation processes and how new strategy practices (new tools and procedures) are used to change strategy praxis in order to sustain value creation. In the strategizing actions, we found that even...... if the managers still dominate, some processes of direct involvement of employees occur, in particular when employees are asked to supplement overall strategic goals and when they directly shape several sub-strategies. Strategy practices found include strategy planning, an open space workshop and organised...... strategy projects. Especially the latter two are important in facilitating the employee involvement. The case, however, also exhibits enterprise-situated praxises related to unplanned events, like the mitigation of taboos....

  17. (Mis)managing employee motivation?

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh

    Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...

  18. Weld Repair of Thin Aluminum Sheet

    Science.gov (United States)

    Beuyukian, C. S.; Mitchell, M. J.

    1986-01-01

    Weld repairing of thin aluminum sheets now possible, using niobium shield and copper heat sinks. Refractory niobium shield protects aluminum adjacent to hole, while copper heat sinks help conduct heat away from repair site. Technique limits tungsten/inert-gas (TIG) welding bombardment zone to melt area, leaving surrounding areas around weld unaffected. Used successfully to repair aluminum cold plates on Space Shuttle, Commercial applications, especially in sealing fractures, dents, and holes in thin aluminum face sheets or clad brazing sheet in cold plates, heat exchangers, coolers, and Solar panels. While particularly suited to thin aluminum sheet, this process also used in thicker aluminum material to prevent surface damage near weld area.

  19. Predicting Pulsar Scintillation from Refractive Plasma Sheets

    Science.gov (United States)

    Simard, Dana; Pen, Ue-Li

    2018-05-01

    The dynamic and secondary spectra of many pulsars show evidence for long-lived, aligned images of the pulsar that are stationary on a thin scattering sheet. One explanation for this phenomenon considers the effects of wave crests along sheets in the ionized interstellar medium, such as those due to Alfvén waves propagating along current sheets. If these sheets are closely aligned to our line-of-sight to the pulsar, high bending angles arise at the wave crests and a selection effect causes alignment of images produced at different crests, similar to grazing reflection off of a lake. Using geometric optics, we develop a simple parameterized model of these corrugated sheets that can be constrained with a single observation and that makes observable predictions for variations in the scintillation of the pulsar over time and frequency. This model reveals qualitative differences between lensing from overdense and underdense corrugated sheets: Only if the sheet is overdense compared to the surrounding interstellar medium can the lensed images be brighter than the line-of-sight image to the pulsar, and the faint lensed images are closer to the pulsar at higher frequencies if the sheet is underdense, but at lower frequencies if the sheet is overdense.

  20. Strategies for improving employee retention.

    Science.gov (United States)

    Verlander, Edward G; Evans, Martin R

    2007-03-28

    This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

  1. Accurately fitting advanced training. Flexible simulator training by modular training course concepts; Passgenaue Weiterbildung. Flexibilitaet im Simulatortraining durch modulare Kurskonzepte

    Energy Technology Data Exchange (ETDEWEB)

    Sickora, Katrin; Cremer, Hans-Peter [Kraftwerksschule e.V., Essen (Germany)

    2010-07-01

    Every employee of a power plant contributes with his individual expertise to the success of the enterprise. Certainly personal skills of employees differ from each other as well as power plants are different. With respect to effective simulator training this means that no two simulator training courses can be identical. To exactly meet the requirements of our customers KWS has developed modules for simulation training courses. Each module represents either a technical subject or addresses a topic in the field of soft skills. An accurately fitting combination of several of these modules to the needs of our customers allows for most efficient simulator training courses. (orig.)

  2. Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

    Directory of Open Access Journals (Sweden)

    Mohamad Abdullah Hemdi

    2006-01-01

    Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.

  3. 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...

  4. Employee organizational commitment

    Directory of Open Access Journals (Sweden)

    Radosavljević Života

    2017-01-01

    Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation

  5. Does Support for VET Reduce Employee Churn? A Case Study in Local Government. Occasional Paper

    Science.gov (United States)

    Curry, Kath

    2010-01-01

    To what extent do local governments use vocational education and training as a staff retention strategy? Human resources personnel from a selection of councils around Australia believed that a lack of career development or training opportunities might cause an employee to leave their organisation. They had some reservations about the quality and…

  6. Preparing Marriage and Family Therapy Students to Become Employee Assistance Professionals.

    Science.gov (United States)

    Smith, Thomas A., Jr.; And Others

    1989-01-01

    Addresses issues pertinent to training Marriage and Family Therapy (MFT) students to develop the skills needed to become Employee Assistance Programs (EAP) professionals. Describes qualifications for becoming EAP professional. Suggests how skills may be taught within the framework of an academically based MFT training program. (Author/ABL)

  7. 75 FR 15741 - Sheet Metal Workers Internationl Association, Local 292: Troy, MI; Notice of Termination of...

    Science.gov (United States)

    2010-03-30

    ... DEPARTMENT OF LABOR Employment and Training Administration [TA-W-71,630] Sheet Metal Workers Internationl Association, Local 292: Troy, MI; Notice of Termination of Investigation Pursuant to Section 223..., Troy, Michigan. The petitioning workers were filing on behalf of workers employed by several...

  8. Servicios del Centro de Soluciones Para la Energia Limpia (Fact Sheet)

    Energy Technology Data Exchange (ETDEWEB)

    2014-05-01

    This is the Spanish translation of the Clean Energy Solutions Center Services fact sheet. The Clean Energy Solutions Center (Solutions Center) helps governments, advisors and analysts create policies and programs that advance the deployment of clean energy technologies. The Solutions Center partners with international organizations to provide online training, expert assistance, and technical resources on clean energy policy.

  9. 29 CFR 2520.104-22 - Exemption from reporting and disclosure requirements for apprenticeship and training plans.

    Science.gov (United States)

    2010-07-01

    ... disclosure requirements for apprenticeship and training plans. (a) An employee welfare benefit plan that...) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR REPORTING AND DISCLOSURE UNDER THE EMPLOYEE... information required to be contained in such notice is disclosed to employees of employers contributing to the...

  10. The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

    Science.gov (United States)

    Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

    2016-09-01

    A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

  11. Health care employee perceptions of patient-centered care.

    Science.gov (United States)

    Balbale, Salva Najib; Turcios, Stephanie; LaVela, Sherri L

    2015-03-01

    Given the importance of health care employees in the delivery of patient-centered care, understanding their unique perspectives is essential for quality improvement. The purpose of this study was to use photovoice to evaluate perceptions and experiences around patient-centered care among U.S. Veterans Affairs (VA) health care employees. We asked participants to take photographs of salient features in their environment related to patient-centered care. We used the photographs to facilitate dialogue during follow-up interviews. Twelve VA health care employees across two VA sites participated in the project. Although most participants felt satisfied with their work environment and experiences at the VA, they identified several areas for improvement. These included a need for more employee health and wellness initiatives and a need for enhanced opportunities for training and professional growth. Application of photovoice enabled us to learn about employees' unique perspectives around patient-centered care while engaging them in an evaluation of care delivery. © The Author(s) 2014.

  12. 10 CFR 61.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  13. 10 CFR 70.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

  14. 10 CFR 60.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  15. 10 CFR 50.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

  16. 10 CFR 63.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

  17. 10 CFR 52.5 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

  18. 10 CFR 72.10 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

  19. 10 CFR 30.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  20. 29 CFR 779.114 - Transportation employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers' helpers...