This document is a submission from the Resources Industry Training Council (RITC) in response to the final report of the Independent Review of the Vocational Education and Training Sector in Western Australia 2013-14. The RITC supports the general direction and timely implementation of the review's recommendations. This includes strengthening the leadership role of the Department of Training and Workforce Development, reviewing the state training provider network to improve flexibility and efficiency, and addressing the independence of the State Training Board. The RITC also supports recommendations to streamline information flows between industry, training organizations, and the government.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
Women Wanted: Attracting Women to Technical Fields in QatarWesley Schwalje
Over the past several decades Qatar has dramatically reformed its education and training system to align it with macroeconomic policies aimed at advancing towards a knowledge-based economy. However, technical vocational education and training (TVET) has not been a significant focus of educational reform. Though the need for a technically trained labor force was recognized by policy makers in Qatar as early as the 1940s when Qatar began exporting oil, dedicated TVET institutions began to emerge only in the late 1990s with establishment of several postsecondary institutions, two secondary institutions for boys, government-run training academies, and the emergence of a private training market.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
collection was a questionnaire in four point likert scale. 100
copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
motivating factors such as achievement, recognition,
promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
As per SPPU MBA 2019 Pattern Enterprise Analysis - Desk Research is the institute level course. Students will get insights about organizations, vision, mission, quality policy, corporate governance, marketing, finance etc. Management graduates can track these organizations frequently to know the current status of the organizations and even can set up Google alerts to stay updated with the developments. #follow #your #dream #companies and #build #one #entrepreneur
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
News has been published for readers with a business interest in Germany. This newsletter informs about latest changes in tax and legal issues including changes in real estate transfer tax, State aid proceedings against Germany by the EU Commission, clarification regarding certifications performed by foreign notaries, etc.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
Women Wanted: Attracting Women to Technical Fields in QatarWesley Schwalje
Over the past several decades Qatar has dramatically reformed its education and training system to align it with macroeconomic policies aimed at advancing towards a knowledge-based economy. However, technical vocational education and training (TVET) has not been a significant focus of educational reform. Though the need for a technically trained labor force was recognized by policy makers in Qatar as early as the 1940s when Qatar began exporting oil, dedicated TVET institutions began to emerge only in the late 1990s with establishment of several postsecondary institutions, two secondary institutions for boys, government-run training academies, and the emergence of a private training market.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
collection was a questionnaire in four point likert scale. 100
copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
motivating factors such as achievement, recognition,
promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
As per SPPU MBA 2019 Pattern Enterprise Analysis - Desk Research is the institute level course. Students will get insights about organizations, vision, mission, quality policy, corporate governance, marketing, finance etc. Management graduates can track these organizations frequently to know the current status of the organizations and even can set up Google alerts to stay updated with the developments. #follow #your #dream #companies and #build #one #entrepreneur
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
News has been published for readers with a business interest in Germany. This newsletter informs about latest changes in tax and legal issues including changes in real estate transfer tax, State aid proceedings against Germany by the EU Commission, clarification regarding certifications performed by foreign notaries, etc.
Dokumentation der Records Management Konferenz 2014 von PROJECT CONSULT unter Leitung von Dr. Ulrich Kampffmeyer. 600 Seiten, PDF. Original Download-Quelle: http://www.project-consult.de/files/RMK2014_Dokumentation.pdf
Gliederung:
1. Vorträge & Keynotes
1.0 Begrüßung & Agenda
1.1 Status & Trends bei Records Management & Information Governance
1.2 Die Einführung von Dokumenten-, Informations- und Records-Management in
einem mittelständischen Pharmaunternehmen
1.3 Automatisierte Eingangsrechnungsverarbeitung: Zeit ist Geld – Arbeiten ohne Papier
1.4 Information Governance - warum wir bei der Umsetzung versagen
1.5 SharePoint Web Content-Archivierung
1.6 Design und Implementierung einer standardisierten digitalen Aktenlösung in einem
Vorstandsressort der Deutschen Bahn AG
1.7 Im Spannungsfeld von kreativem Chaos und erzwungener Ordnung: Der Umgang
mit unstrukturierten Informationen in der öffentlichen Verwaltung
2. RM-Speedies
2.1 Reifeindex zum Informationsrisiko
2.2 Traditionelles Records Management vs. Akte und Aktenplan
2.3 Vom Records Management zu Information Lifecycle Governance
2.4 ARMA Swiss Chapter: Ziele und Nutzen für die Mitglieder
2.5 Web- und Social Media Records Management
2.6 Records Management - Automatisiert Ordnung halten - wie kann das funktionieren?
2.7 Öffentliche Verwaltung vorne weg? Was Unternehmen vom Organisationskonzept
elektronische Verwaltungsarbeit lernen können
2.8 Records Management – zwischen den Welten
2.9 Hybridarchive - Beispiele aus der Praxis für digitale Kreditakten und digitale
Personalakten
2.10 Der Hindernislauf zur RM Policy - Erfolge und Hürden
3. Hands-On Workshops
3.1 Track 1|1 Information Lifecycle Governance und Datenlöschung - Auswege aus dem
Jäger- und Sammler-Dilemma
3.2 Track 2|1 Allgemeine Schriftgutverwaltung
3.3 Track 3|1 Die elektronische Akte als Sicht auf die Records-Verwaltung
3.4 Track 1|2 Lösungsansatz für unternehmensweites RecordsManagement unter
Einbeziehung aller relevanten Systeme
3.5 Track 2|2 Das Records Management wird mobil
3.6 Track 3|2 Archivierung von Webinhalten beim Eidgenössischen Departement für
auswärtige Angelegenheiten (EDA) unter Anwendung der Vorgaben des
Schweizerischen Bundesarchivs
4. Roundtable „Ordnung schaffen & Ordnung halten“
5. Webinare
6. Zusatzinformationen
PROJECT CONSULT Unternehmensberatung Dr. Ulrich Kampffmeyer GmbH
Isestr. 63
20149 Hamburg
http://www.PROJECT-CONSULT.com
In Your Pocket is now Europe's leading provider of urban information, supplying locally produced, practical information for over one hundred cities all over the region, available at the travel portal www.inyourpocket.com and in more than 70 publication guide books, published in 23 countries. In Your Pocket's lively, honest style has received consistent praise from, among others, Le Monde, The Wall Street Journal, The New York Times, The Guardian, the Sunday Times, the BBC, Rough Guides and Lonely Planet.
This article is aimed at a brief introduction to phage display technology for production of single-domain Abs (dAbs), popularly also called ‘nanobodies’, and then to discuss their diagnostic applications.
Private Sector engagement in TEVT - Malaysian experienceOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
REPORT OF THE REVIEW GROUP ON UK HIGHER EDUCATION SECTOR AGENCIES.
FOREWORD
Our universities are a source of great strength, and the UK higher education sector is something of which we can rightly be very proud. Millions of students benefit from our excellence in teaching and learning, and our research base is globally recognised as worldleading. However, the past five years have been a period of profound change, and the future continues to look extremely challenging.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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1. Submission
August 2014
The Resources Industry Training Council Level 10, 2 Mill Street, Perth, Western Australia
Locked Bag N984, Perth WA 6844 p +61 8 9220 8530 f +61 8 9221 3701 w ritcwa.com.au
Contact
Nigel Haywood
n.haywood@cmewa.com
Independent Review of the Vocational Education and Training Sector in Western Australia 2013-14 Submission on the independent review final report
2. Independent Review of the Vocational Education and Training Sector in Western Australia
2013-14
Page 1 of 6
Contents
About RITC ........................................................................................................................... 2
Recommendations ................................................................................................................ 2
Context ................................................................................................................................. 4
State Training Provider Network ........................................................................................ 4
State Training Board and Industry Training Councils ......................................................... 5
Conclusion ............................................................................................................................ 6
3. Independent Review of the Vocational Education and Training Sector in Western Australia
2013-14
Page 2 of 6
About RITC
The Resources Industry Training Council (RITC) is a state government funded joint venture between the Chamber of Minerals and Energy of Western Australia (CME) and the Australian Petroleum Production and Exploration Association (APPEA) providing strategic advice on the workforce development needs of Western Australia’s mining, oil and gas and downstream process manufacturing industries.
Members of these peak organisations account for over 95 per cent of mineral and energy production in Western Australia and over 90 per cent of national oil and gas production.
The Western Australian resources sector is diverse and complex, covering exploration, processing, downstream value adding and refining of over 50 different types of mineral and energy resources.
In 2013, the value of Western Australia’s mineral and petroleum production was $113.8 billion, accounting for 91 per cent of the state’s total merchandise exports and thus representing the majority of Western Australia’s 43 per cent contribution to Australian merchandise exports. Furthermore, royalty payments to the State Government are forecast to total $6.1 billion in 2013-14.
Western Australia’s downstream process manufacturing industry is concentrated and, like the resources sector, is diverse in nature covering activities such as basic chemical and chemical product manufacturing, polymer and rubber product manufacturing, non-metallic mineral product manufacturing and primary metal and metal product manufacturing. Combined, these industries account for around 2.5 per cent of employment in this state (2011 ABS census).
Recommendations
The RITC has appreciated the opportunity to participate in consultations that have been undertaken by the review chair, Emeritus Professor Margaret Seares, and to provide comment on the review discussion paper and final report. This review comes at a critical time in the evolution of Western Australia’s vocational education and training system. A number of critical reforms are currently being implemented, with the FutureSkills initiative being the centrepiece.
The RITC considers the review provides important context for such reforms and charts a possible future that will allow all vocational education and training system participants to operate in the most efficient and effective way possible. The RITC supports the general direction of final report recommendations and their timely implementation. In particular:
o Consistent with its position as Western Australia’s state training authority, the Department of Training and Workforce Development should assume responsibility for strategic leadership of Western Australia’s VET sector.
o It is timely to undertake a thorough review of Western Australia’s state training provider operational framework with a focus on implementing review recommendations targeted at maximising the flexibility, efficiency, effectiveness and relevance of this network.
o It is imperative to address the State Training Board’s independence (recommendations 32 and 33) and for the Minister for Training and Workforce Development to implement these recommendations as soon as is practically possible.
4. Independent Review of the Vocational Education and Training Sector in Western Australia
2013-14
Page 3 of 6
o Review final report recommendations relating to information flows (recommendations 34, 35, 36, 37 and 39) should be implemented for the 2015/16 planning year in consultation with the industry training council network, State Training Board and DTWD.
5. Independent Review of the Vocational Education and Training Sector in Western Australia
2013-14
Page 4 of 6
Context
The VET system is dynamic and tasked with meeting the needs of a diverse client base including government, industry, individuals and communities. A significant risk is the system becoming “all things to all people” thereby losing focus and purpose. Reform agendas pursued since the 1980’s have endeavoured to make the system more client focused, efficient and effective.
In recent times, concerns have been raised regarding the quality of training delivery/assessment and system outcomes. Latest National Centre for Vocational Education Research system data (calendar year 2013) points to a decline in publicly provided VET. Nationally, publicly funded vocational education and training subject enrolments declined by 3.9 per cent and student numbers fell by 3.4 per cent. In Western Australia, publicly funded vocational education and training student numbers fell by 2.1 per cent during 2013 with subject enrolments falling by 1.8 per cent.
To address this decline, a view on the strategic positioning of Western Australia’s vocational education and training system must be developed.
Consistent with its position as Western Australia’s state training authority, the Department of Training and Workforce Development should assume responsibility for strategic leadership of Western Australia’s VET sector. Accordingly, the RITC supports review recommendations addressing the Department’s role, functions and its involvement in assisting to provide clarity around aspects of VET system architecture in this state (Recommendations 1, 21, 22, 24, 27, 28, and 31).
State Training Provider Network
In its response to the review discussion paper, the RITC supported continuation of a competitive training market in Western Australia. In order for this market to be effective and efficient, it is essential for Western Australia’s public training providers to be competitive. Existing inflexibilities and cumbersome administrative arrangements are seen as deterrents to a well-functioning, contemporary public provider network. To address this, it was recommended that:
Industrial arrangements underpinning operations of state training providers be reformed;
Administrative frameworks that unnecessarily divert resources from training delivery and assessment be streamlined;
Frameworks that apply to state training provider commercial operations be streamlined in order to facilitate new partnerships with industry; and
Sunk investment in publicly funded state training provider infrastructure be maximised through implementation of practical third party access arrangements.
The RITC appreciates the final report recommendations addressing state training providers reflect issues raised by the RITC in its discussion paper submission.
It is timely to undertake a thorough review of Western Australia’s state training provider operational framework. The RITC supports review recommendations targeted at maximising the flexibility, efficiency, effectiveness and relevance of this network.
6. Independent Review of the Vocational Education and Training Sector in Western Australia
2013-14
Page 5 of 6
State Training Board and Industry Training Councils
It its submission to the review discussion paper, the RITC noted any re-invigoration of Western Australia’s VET sector was dependent upon a strong industry voice capable of clearly articulating current and future industry workforce development needs. The RITC Advisory Board considered this could be best achieved through a truly independent State Training Board and a stronger, more direct relationship between the Board and its network of industry training councils.
Accordingly, the RITC supports recommendations made in the review final report addressing the State Training Board’s independence (recommendations 32 and 33) and calls on the Minister for Training and Workforce Development to implement these recommendations as soon as is practically possible.
The review terms of reference specifically targeted a framework for streamlined information flows from industry and the VET sector to the Minister, including the role of industry training councils, State Training Board, DTWD and the Training and Accreditation Council in the provision of information and how advice is provided.
In responding to the review discussion paper, the RITC saw scope to reform existing arrangements between industry training councils, the State Training Board and DTWD to allow a sharper focus to be placed on matters of importance to all parties. The mechanism to achieve this would be bilateral negotiation of planning documents on an annual basis. Training council business plans would therefore be capable of expressing priorities of government, the State Training Board and industry.
Review final report recommendations relating to information flows (recommendations 34, 35, 36, 37 and 39) are supported by the RITC and should be implemented for the 2015/16 planning year in consultation with the industry training council network, State Training Board and DTWD.
7. Independent Review of the Vocational Education and Training Sector in Western Australia
2013-14
Page 6 of 6
Conclusion
The RITC welcomes the review final report and looks forward to ongoing engagement throughout the recommendation implementation process. Directions contained in review recommendations are necessary to ensure the state’s VET system has the capacity to respond to challenges arising from economic and societal change in the state. It is recognised that many recommendations, particularly those relating to state training providers, pose significant departures to current arrangements and for some, the scope of change may be seen as too great.
In the face of a rapidly changing operating environment, a reform agenda is required to ensure a return on public investment in Western Australia’s VET sector is maximised to the benefit of industry, communities, government and individuals.
If you have any further queries regarding the above matters, please contact Nigel Haywood, Manager RITC on (08) 9220 8538 or n.haywood@cmewa.com
Authorised by
Position
Date
Signed
Deputy Chief Executive
15 July 2014
Document reference
140627-PS-RITC-Seares final report submission0.2